The Research Of Incentive Mechanism Under The Apprenticeship Of Tacit Knowledge Transfer

In the era of knowledge-based economy, the traditional factors of production such as labor, capital and land are gradually replaced by knowledge which has become the dominant economic resource and competitive priority of enterprise resource. The power of learning and the level of knowledge innovation have become the key factors of the core competitiveness and the ability of sustainable development of the enterprises, and also the source of maintain competitiveness. So the sharing and transferring of knowledge have got increasing attention. The most valuable knowledge is tacit knowledge. Its heterogeneity is that it's not easy to express, circulate and imitate, which enhances its property and monopoly, therefore, it somewhat disenables the languages and characters in the expression and transmission of individual tacit knowledge, and restricts the sharing and transferring of tacit knowledge.Although tacit knowledge may not be transferred by the forms of language or character, master system is the most effective manner for the sharing and transferring of tacit knowledge. Master system is essentially the process of "school look" and "learning by doing". By observing, drawing, imitating, and then innovating, a large number of tacit knowledge is absorbed, which is an imperceptible process.Master system is facing multiple difficulties in specific operational level. Firstly, tacit knowledge and experience are the assets of the individual master, who had spent great time and paid the high economic cost of accessing to knowledge through its own restructuring. They have the knowledge to survive in an organization. And the most important is that they are at the core of most organizations with the competitive advantage, so imparting tacit knowledge is not only consuming time and energy, but also virtually cultivating a potential rival, with the potential risks of replacing them. Secondly, there are differences for masters and apprentices in the mental models, personality, personal experiences, beliefs, values, team spirit and so on, which result in obstacle for sharing and transferring of tacit knowledge. Thirdly, organizational structure and culture also affect sharing and transferring of tacit knowledge. Employees are limited in their inner circle with obstacle to communicate and exchange ideas with the staff under the traditional organizational structure, which makes tacit knowledge transferring between staff and individuals ineffective. Finally, internalized normative beliefs guide people's organizational behavior and affect the sharing and transferring of tacit knowledge. If the masters and apprentices do not believe that they could and should communicate freely, even the best technology is not able to help them to get or absorb knowledge.So the scientific design has become imperative. This thesis discussed incentive mechanism of the transferring of tacit knowledge between masters and apprentices from the harmonious relationship, organizational system, learning organization and knowledge-sharing dimensions of organizational culture, which could overcome the plight of the tacit knowledge transferring, and promote the sharing and transferring between masters and apprentices.