Initiation of that model is either creation or acquisition of knowledge by organization. Creation involves developing new knowledge or replacing existing with new content. Knowledge acquisition on the other hand involves searching for, recognition of and assimilation of potentially useful knowledge.
Creation is from inside and acquisition is from outside of an organization.
Once that is settled we move to knowledge refinement which is filtering, selecting and purifying for use in different storage media. Refinement is simple getting knowledge into the right format.
Knowledge that enters storage point becomes a part of organization memory, it includes also knowledge stored in minds of organization participants.
Knowledge must be transferred or shared in order to have an impact on organization. Transferring means sending knowledge from sender to receiver for a defined purpose, sharing is less focused and more about letting your friends to know about what you learned.
After transfer or share we have to utilize our knowledge so it may be used or applied. Briefly knowledge we have should have an impact on organization performance.
Here I should mention Organization Learning, we can refer to OL as an goal of Knowledge Management. By motivating the creation or application KM initiatives pay off by helping organization to achieve its goals. Simplifying KM and OL are all about performance improvement.
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