Explicit Vs. Tacit Knowledge

Learning directly from the people who are doing the job and creating the processes that go along with the job is the best way to gain knowledge.

Learing new activity can improve own knowledge, skills and understanding, learning activities can improve an individual’s knowledge, skills and understanding by providing us with new ideas , such as something we may have never encountered before. Learning activities also gives the severs users new areas of learning, such as topics or courses that they haven’t encountered before or something that they haven’t previously covered, and courses on things that can make the job easier , or even legally required courses that produce great new areas of learning that allows us to perform our job role , such as manual handling or medication training .it also enables us to apply theories or ideas into practice and discovered if they are successful in doing what we intend them to , which in turn is great in developing ourselves confidence .confidence is often the key in making strides with a difficult individual or even with self improvement and with being confidence it allows us to learn at an easier pace , which also develops our skills into more tangible tools that we understand .reflecting on a situation can improve knowledge , skills and understanding reflecting on a situation can improve on individual greatly by providing personal insight on a subject , which leads to better understanding of a topic , we can reflect on how well we performed and I what way our performance could be improved. By reflecting we can examine how effective our practice is by thinking about people’s reactions to us. About how there may have been other outcomes, and how to reach those outcomes, eliminating the bad paths and highlighting the more positives conclusions in hope of reaching them the next time we are face with the same

In the book written by Nonaka (2000), presented a summary of the ideas that underlie the notion of knowledge: (1) Knowledge is justified true believe; (2) Knowledge is something that is explicit (tacit knowledge); (3) knowledge creation effectively dependent on the context that allows the creation of occurrence; (4) knowledge creation involves five main steps are: a). Sharing knowledge explicitly (tacit knowledge), b) created the concept, c). Justifying concepts, d). Build a prototype, and e). Do the dissemination of knowledge.

This plays an important role in the training sessions. If the employees who are being trained have prior education related to that topic have some general experience through workplace conditions regarding the topic of discussion, then training is likely to be more effective. On the other hand, people with no prior knowledge may find it difficult to grasp the basic idea and may also struggle to catch up to people who have prior knowledge.

My knowledge in FTK is superficial meaning that I don’t know much about the organization. I understand the goal is to raise money to help children who are battling with cancer. The Thon Dance has been successful for many years. My questions are related other ways to raise money instead of dancing for more than 10 hours. What other activities have the organization FTK to raise money? Is this an organization that is mostly focused in the participation of young people? How successful is the program in

Just as students are learning at Post, organizations and the personnel within them need to continue to learn. Organizations need to continue to refine processes and focus on innovation. Organizational learning gives companies the ability to create, remember, and share knowledge within an organization. In order for an organization to be an effective learner they need to make it a focus on everyday work, practice it through all levels of the organization, create a focus on the creation, retention and transfer of knowledge through the organization, and solve problems where they begin, Organizational learning provides an opportunity to effect positive change throughout the organization. A company that is an organizational learner is one that is innovative, continually refining its processes and learns from its mistakes. Personal learning within an organization greatly enhances the organizations core competencies. It can be done through education and training programs. Such programs consist of schooling, training seminars, mentorships and on

.It is the process of acquiring and applying new skills, values and knowledge. In case of the Ralph Rosen store the very first step Jeanie must take is to motivate the employees to participate and learn more because an organization will learn only when its employees learn and perform better. Secondly, she must take the initiative to develop a vision of the future about the strategies and business goals clearly .She can do this by being in regular contact with the employees and the manager Matt about the knowledge they would need to excel .Thirdly, It would be great if Jeanie figures out the best methods and models could be used to train the employees at the store. The methods could be informal (listening to and observing others) or formals. She should also consider that the personal mastery is practiced because learning in the workplace is incidental, rather than the product of formal learning. In order to implement effective learning organization Jeanie should spread knowledge about culture that supports learning and experimentation. As most of the staff is from the New army including the manager Matt, so it a essential for Jeanie to create such environment and which helps in breaking the ice and the attitude. Other than this, building share vision is important as it focuses on the future and also motivates the employees to focus in a better way for learning. Also the data about the competitors of Ralph Rosen Store must be collected as it would create a vision to compete with them. It is easy for a retail business and its employees to grow more if they follow the steps of team or shared learning . It would also help to come up with new ideas and solutions by better access to the knowledge. It requires the individuals to initiate and engage themselves in dialogue and discussions. The team members must develop open and two way communication, shared learning and understanding. Lastly, employee must meet on

The terms traditional knowledge (TK) also known as indigenous knowledge (IK), and local knowledge generally refers to knowledge systems embedded in the regional traditions, indigenous cultures, or local communities.

Week 9 lecture on Individual learning we came across that in an organization learning derives from the individual learning from each member of the organization. Consequently, individual learning is crucial for organizational learning. Learning is defined as gaining knowledge or skill. Thus, learning incorporates two meaning 1) knowing how-to which is implies the ability to act and 2) Know-why, which shows the

Shared knowledge is knowledge that is deemed to be universally accepted and thus has the reliability to be shared in means such as disciplines taught in school whereas Personal knowledge is often built through ones feelings, emotions, perspectives and opinions, as well as how an individual would interpret the world around them, through their senses, and often is not shared, due to its subjectivity and lack of reliability following suit.

This is the best description I could find after researching the issue. “The word "foreknowledge" has two meanings. It is a term used in theology to denote the prescience or foresight of God, that is, His knowledge of the entire course of events which are future from the human point of view; and it is also used in the King James Version and the Revised Version (British and American) to translate the Greek words proginoskein and prognosis in the New Testament, in which instances the word "fore-knowledge" approaches closely the idea of fore- ordination.

These strategies would ensure that employees are retained long enough so that the new knowledge gained from training and development is passed on to others in the organization, and therefore become “owned knowledge” by the organization.

Increasing someone’s knowledge is different from getting them to make lasting changes in their on the job behaviors and it requires a different model of learning which is what Boyatzis’s theory offers [1]

An on-the-job training can be an appropriate learning and development method used for an individual at work, which is typically learning through observing and/or being assisted by a colleague with more experience of performing a task, is usually: delivered on a one-to-one basis at the trainee’s place of work; allocated time to take place, including potential periods when there is little or no useful output of products or services and a specified, planned and structured activity. This method may prove useful method in certain circumstances because it is seen to be immediately relevant to basic job needs. However, those who train need to ensure that: they are able to practice what they have learned immediately so that better recall is likely, instruction is paced to avoid information overload and positive feedback is given to encourage the trainee.

Training can be defined as a process which brings an employee to an acceptable and decided standard of talent and skills through teaching and making them learn via guidance. Training helps the employee to perform the task better by gaining the required knowledge, skills and attitudes. Training enhances the understanding of employees; and gives them a scope to analyze and explore their own present knowledge and abilities. Training is a participative process in which participation takes place between the trainer and the trainee. Trainer is an expert and can impart knowledge whereas trainee is the learner to whom knowledge will be imparted. Both the