Nonaka classified knowledge as explicit and tacit. This concept has become the center piece of knowledge management and fundamental concept in process improvement.
Explicit knowledge is documented and accepted knowledge. Tacit knowledge stems more from experience and is more undocumented in nature. In spite of being difficult to interpret and transfer, tacit knowledge is regarded as the root of all organizational knowledge.
Tacit knowledge, unlike its explicit counterpart, mostly consists of perceptions and is often unstructured and non-documented in nature. Therefore, mental models, justification of beliefs, heuristics, judgments, “gut feelings” and the communication skills of the individual can influence the quality of tacit knowledge.
The process of creation of knowledge begins with the creation and sharing of tacit knowledge, which stems from socialization, facilitation of experience and interactive capacity of individuals with their coworkers.
Knowledge creation involved organizations and it’s individual transcending the boundaries of the old to the new by acquiring new knowledge, which is considered to be mostly tacit in nature. The key to tacit knowledge sharing lies in the willingness and capacity of individuals to share what they know (knowledge donation) and to use what they learn (knowledge collection).
Knowledge quality is the acquisition of useful and innovative knowledge and is the degree to which people are satisfied with the quality of the shared knowledge and find it useful in accomplishing their activities. The quality of knowledge can be measured by frequency, usefulness and innovativeness, and can be innovative or new for the system or organization. However, if the knowledge is not beneficial to achieving the objective of the objective of the organization then it does not fulfill the criteria of knowledge quality. There are six attributes to knowledge quality: adaptability, innovativeness, applicability, expandability, justifiability and authenticity,
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