Organizations play an important role in activating the explicit and tacit dimensions of knowledge.
There are four modes of spiraling knowledge creation, namely: socialization, externalization, combination and
internalization. The first mode of socialization is the exchange of tacit knowledge among members through
the social interactions and shared experiences. Secondly, externalization is the translation of tacit knowledge
into explicit knowledge through models, concepts, metaphors, analogies, stories and others. Subsequently, the
combination mode is the generation of new and explicit knowledge by combining and bundling together
different bodies of explicit knowledge. And finally the internalization mode is the creation of new tacit
knowledge from explicit knowledge. All of these conversion modes are highly interdependent and tangled
(Nonaka, 1994).