Sharing intractably tacit knowledge: the case for nepotistic selection

Abstract

Purpose

This paper focuses on the problem of knowledge that is difficult to share because it cannot be articulated: intractably tacit knowledge. It offers knowledge sharing between relatives or friends, a nepotistic practice, as a potential solution.

Design/methodology/approach

Analysis of a US Supreme Court decision in favor of a nepotistic hiring practice provides insights into how such a nepotistic approach can facilitate the sharing of intractably tacit knowledge. The paper builds on this analysis to articulate the conditions under which nepotistic selection can be useful to managers.

Findings

The US Supreme Court decided in favor of a nepotistic hiring practice based on its potential effectiveness in selecting and developing river pilots. Such a nepotistic approach is problematic, but it can be valuable in a very specific and narrow application, i.e., when organizations need to transfer intractably tacit knowledge. A nepotistic approach should thus be employed only if the benefit of sharing intractably tacit knowledge exceed the cost of nepotism. Organizations should enhance the benefit by ensuring effective knowledge transfer and reduce the cost by mitigating the discrimination and inequity that nepotism enhances.

Originality/value

While much has been written on tacit knowledge, the portion of tacit knowledge that cannot be articulated has been ignored in some studies and neglected in others. Managers responsible for the sharing of such knowledge need guidance. This paper explores an unusual solution: nepotistic selection.

Citation

Powell, B.C. (2023), "Sharing intractably tacit knowledge: the case for nepotistic selection", Development and Learning in Organizations, Vol. 37 No. 5, pp. 11-13. https://doi.org/10.1108/DLO-08-2022-0154