Introduction
There is an anonymous saying that knowledge is power, however, the power actually lies in the  right application of a possessed knowledge. Therefore, one has to hoard it, keep it to oneself so as to be relevant and have advantage over others. Moreover, today, the understanding has changed considerably, particularly from the perspective of organizations, in the sense that within the organization knowledge must be shared in order for the organization to grow and have high performance (Uriarte, 2008). Uriarte (2008) observed that knowledge is the product of organization and systematic reasoning applied to data and information; it is the outcome of learning that provides the organization sustainable competitive advantage and high performance. 

Knowledge can be in two forms, implicit and explicit knowledge. Implicit knowledge is personal, context specific and often very difficult to formalize and to communicate. It consists of cognitive elements that could be technical elements like abilities of an individual, which are developed by experiences in practical situations (Bugel, 2004). Explicit knowledge on the other hand, is code-able, which means, that it can be captured by a systematic language and be stored, manipulated and transmitted on different media (Bugel, 2004). Organizations are becoming knowledge oriented by systematically converting the tacit knowledge into explicit. Vajna (2001) observed that besides dedicated employees the application of knowledge had already been one of the most decisive factors of success for any organizations. Competence is seen as the quality or state of having sufficient knowledge, judgment, skill, or strength, as for a particular duty or in a particular respect (merriam-webster.com/dictionary). Business Dictionary defines competence as
a cluster of related abilities, commitments, knowledge, and skills that enable a person (or an organization) to act effectively in a job or situation. Competence indicates sufficiency>>>>more

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