Explicit knowledge can be codified and is stored in the form of documents databases, memos, business plans, trademark, patents, lists etc. Explicit knowledge is easy to communicate as well as easy to quantify in form of books, numbers, formulas and images.
Practically, tacit and explicit knowledge go hand in hand. For example a person without the knowledge of chemistry (Tacit knowledge) cannot understand any chemical formula written in a book placed in a library (explicit knowledge). Therefore in an organizational context it is very important to convert tacit knowledge into explicit knowledge otherwise it won’t be possible to work around it and the knowledge will be unexplored.
In organizational framework knowledge Management has a baseline which meets up with the fact that every employee’s experience and expertise is asset to an organization. But when it comes to an individual, it is a common thought that the knowledge acquired is because of which they are valued for and a key to job security. Such type of attitude gives rise to negativities like inefficiencies, high costs etc. Therefore it becomes very important to address the issue of cultural change in an organization. Culture of sharing should be the focal point, so as to make knowledge management work properly.