Collective Tacit Knowledge: Integrating Categories in the Process of Organizational Learning

This paper describes a study of tacit knowledge (TK) which began with contemporary categorizations (eg. tacit-explicit and individual-collective). However, from fieldwork, we find that TK is by nature collective (CTK) and is re-described (developed and changed) through action. These findings are depicted in our helix model of TK, which explains 'how' TK works in practice. We also distinguish four orientations to 'redescription' which act as powerful mediators of organizational learning, renewal (change) and preservation (no-change). We conclude that the distinction between categories eg. tacit, explicit, individual and collective knowledge is artificial and instead, these forms of knowledge co-exist at the collective level. Differing orientations to TK-inaction is an exciting development in appreciating organizational learning.