Organisational learning

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If one takes a look at the human civilization, one cannot help noticing that there are many characteristic features that it possesses. While some might suggest that such feature as ability to generate verbal interaction is what really defines the mankind, it is obvious that there are some characteristics that reflect the nature of the humans on a deeper level.
The newcomers will be able to learn new from manuals or experienced employees. Another approach to knowledge states that it can be perceived as commodity. This can hardly be seen as an exaggeration since nowadays company are willing to invest into knowledge and some organisations even sell their knowledge or offer their help in producing it. Therefore, the view of knowledge as commodity is fully applicable to an organization.
One should also keep in mind that there are two major types of knowledge: explicit and tacit (Collins, 2010). The former is the kind of knowledge that has been codified, written down and passed in different medium. The latter is the knowledge that is passed from an individual to an individual. These two kinds of knowledge are found in organisations. For example, the explicit knowledge can be found in different manuals and employees can easily access. In addition to that, tacit knowledge is provides by experienced individuals who are thought to represent the soul of the company. The explicit knowledge of a company may be copied, but not the tacit knowledge.