Knowledge Transfer

INtrODUctION The term knowledge transfer (KT) is often used in a generic sense to include any exchange of knowledge between or among individuals, teams, groups, or organizations, whether intended or unintended. However, knowledge transfer, as it has been formally studied, reflects intended unidirectional exchange, as when an enterprise resource planning (ERP) systems consultant transfers implementation knowledge to a potential user of a system, or when a franchiser's training team transfers knowledge about how to operate a franchise to a franchisee's team. Such knowledge transfers are between a clearly defined source and a recipient , have a focus, and have a clearly identified objective. Although this unidirectional, focused, objective oriented view is widely held among those who have a professional or academic interest in the KT process, there are different schools of thought concerning exactly when transfer can be said to have taken place between a source and a recipient. Some adopt the view that knowledge must both be communicated and applied before it has been transferred; others take the view that if the recipient of knowledge has the capacity to apply it, transfer has occurred. Still, others assume that if it has been cognitively transferred (e.g., understood), it has been transferred. Each of these viewpoints appears to be useful in certain circumstances, so there is no universal agreement on which is best. However, there is agreement that knowledge transfer is different from knowledge sharing, which may be an unfocused exchange among individuals or groups who have little intention to send or receive knowledge (see article titled " Knowledge Sharing " in this encyclopedia). Of course, knowledge sharing may also have a focus as when persons engage in a brainstorming group session in order to generate new ideas or enhance creativity. Perhaps the best way to conceptualize knowledge transfer and knowledge sharing is that they are at two ends of a spectrum. The knowledge transfer end is formalized, with a clearly defined Knowledge Transfer purpose, and is unidirectional. The knowledge-sharing end is multidirectional, informal, and has no clear objective and few rules. Between these extremes lies a wide range of possible combinations involving individuals, teams, groups, organizational units, and organizations. Different people may use different terminology to describe these possible situations, but the end points are well grounded in theory and in practice.