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Often, members of an organization come across a task with which they need assistance. However, even more often they don’t know who to ask for on-the-job advice and guidance—who around them may be able to help. Since knowledge workers come and go from job to job, organization to organization, each individual has a plethora of experience that their current colleagues are not aware of. Therefore, frequently people are not even aware of who in an organization can help them. Even more challenging is that frequently people don’t know enough to even know what to ask, or when to ask for help. Therefore, it becomes important that organizations focus on connecting people to each other in a meaningful way so that they can share knowledge and learn from each other. “In the Information Age, companies must create, disseminate, and effectively use knowledge within their organization in order to maintain market share” (Hara, 2009, p. 1).

While the notion of receiving “just in time” information and performance support leading to increased learning and performance improvement is accepted by many organizations, implementing informal, just-in-time learning and performance support continues to be a challenge in practical application, as noted in this researcher’s experience. While there are many reasons for this, two key reasons are:

  1. The context of what a knowledge workers is doing, and therefore what kind of learning and performance support would be most appropriate and when is very difficult to uncover real time. Without this context, informal learning and performance support opportunities are lost.
  2. It is difficult, in this day and age of everything having to be done “yesterday”, for members of any organization to stop and take the time to connect, leverage each other’s knowledge and experience, and therefore learn from one another.

This is a section of a research proposal, to read more, go to the Table of Contents


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