Cross-generational knowledge flows in edge organizations

As the graying workforce increases and the work patterns of our younger workers are more mobile, knowledge retention, attrition, and transfer become key determinants of the longevity of an organization. This is particularly true in edge organizations, which thrive on adaptability and agility to survive. In order for workforce development and succession planning to be effective in edge organizations, cross-generational knowledge flows are paramount towards achieving an innovative and agile organization. Very little research has looked at cross-generational knowledge flows, particularly in the context of edge organizations. The focus of the research in progress looks at: (1) examining how cross-generational knowledge flows affect edge organizations in terms of organizational effectiveness and organizational forms, and (2) developing and testing a model to enhance cross-generational knowledge flows in edge organizations. 1.0 Edge Organizations: Criteria for Success Edge organizations allow individuals “at the edge” to be empowered. As such, edge organizations can take many forms. Certainly, terrorist cells are a type of edge organization where cells operate fairly autonomously, yet have an encompassing vision in mind. Other edge-like organizations may include jazz ensembles, soccer teams, open source development teams, small businesses, and university research teams. For our research, we plan to use the Navy Seabees throughout the country to form our edge-like organization for testing our cross-generational knowledge flow model. The Seabees, because they are a construction outfit, must adapt to the particular circumstances that exist in a particular location in order to carry out their mission. Each unit is granted