Abstract

Recently, knowledge management has been touted as a component of strategic advantage within organizations. Indeed, Davenport and Prusak (1998) claim knowledge, vital to an organization because of the actions and consequences to which it leads, is a fundamental key to maintaining and gaining competitive advantage. However, the exact definition of what knowledge management (KM) is has been ambiguous. The use of knowledge management across various fields has given the subject several different interpretations and meanings. Additionally, there are also uncertainties amongst organizations as to how to implement knowledge management strategies. Knowledge transfer, a central theme of knowledge management, is evolving through concepts and contributions; its importance is significant at a time when dynamic generational shifts are occurring in the workplace. With four generations actively working, strategic attempts at managing knowledge must be a priority for companies. However, knowledge transfer strategies can be blurry and complicated. Even though during the past two decades a substantial body of research on knowledge management has been put forth; unfortunately, there are few resources in the area of knowledge transfer and, more specifically, knowledge transfer within multi-generational contexts. Within this paper, the authors examines workforce demographics along with generational attributes and provide a framework towards understanding generational perspectives and barriers to cross-generational communication. Finally, the authors proposes a multi-level knowledge transfer model, the Awareness, Comprehension and Compromise Model, to facilitate the exchange of knowledge between diverse generations.