What are quiet knowledge?

Silent knowledge is a concept, originally developed in philosophy, which is one of the basic premises of the so -called knowledge theory. There are two basic types of knowledge in the theory of knowledge that an individual might have: explicit and quiet. Explicit knowledge is knowledge that can be explained and easily communicated orally or in writing if necessary. On the other hand, silent knowledge is knowledge that the individual has or may not be aware of and is difficult, not if impossible, documented, described or communicate either in writing or verbally. Silent knowledge is often referred to as "to know how", unlike what they know, what or to know why.

Simply put, silent knowledge is a term used to describe the fact that individuals can know more than they can say. An example of this knowledge is to know how to ride a bike or swim. Although it is possible to write a long list of instructions on how to ride a bike or swim, it is not possible to classify everything he or she internally knows about activities or about how the point is because oneTivec does not realize some of his knowledge.

Silent knowledge is often acquired as part of learning a set of skills either through teaching, observation, imitation or practice. After the skill learns, individuals further develop an understanding of skills that are virtually impossible to communicate. As part of the theory of how individuals learn, and also understand and know processes and procedures, silent knowledge has become an important area of ​​study and research in organizational management and behavior.

In many cases, the type of knowledge has gained a master craftsman or the best manager, the result of apprenticeship and years of individual experience and ideas. Transfers of silent knowledge are usually carried out informal or narration and require personal contact and confidence. A lot of "knowing" or knowing how work is actually done can be lost by the organization.

businessesThree basic approaches to capture this type of knowledge from individuals and groups have developed. The most common technique is the structured interview of experts in the area; An example of this is the output interview. Another technique is learning by saying either interview or analysis of tasks. Finally, learning is used by observing: The expert gets a case study or a sample problem, and then the process it uses to solve the problem is observed.