Tacit knowledge has been defined to be the competency, theoretical thinking, and proficiency. Tacit knowledge does entail the aspect of technological competency and also the cognitive element which involves the thoughts, the convictions and the values that are usually considered by the individuals. With regard to the functions and business operations of organizations, tacit knowledge has been explained to a mechanical form of information which engages minimum or even no amount of time or idea. This form of knowledge has been stated to facilitate the ascertainment of the ways by which decisions are arrived at in organizations.
The collective actions of the individuals in an organization also get determined or formed with the help of this knowledge form in terms of organizational learning. Tacit knowledge was also stated to be increased form of knowledge or information possessed by an individual that could not be expressed, or even having the comprehension regarding the way of getting things done without the need to think which again tends to create a significant impression on the organisational learning process and in its lieu on the innovation process within the organisation (Polanyi, 1967).
This form of knowledge has been referred to be as increasingly prejudiced, personal and often informal and which could be deduced from the expressions or declarations that are made by other individuals in an organization. Tacit knowledge which is highly technical has been made obvious in instances when individuals manage to gain expertise in a particular body related to knowledge or even by the application of skills like the ones that are eventually developed by the experts. Therefore, it can be stated that tacit knowledge is likely to add pace to the innovation process by stimulating the organizational learning initiatives with due consideration to the significance of managing individuals towards the attainment of continuously developing expertise.
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