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Today’s employees are exposed to more information in their work than any other time in history, which makes knowledge management (KM) a critical skill-set need for employees and a critical strategy for SME’s. Employees in SME’s, like those in large organizations, must be able to deploy knowledge management in their work or they will quickly reach a point of diminishing returns (Argote, 1999). However, SME’s have generally struggled with developing a knowledge management program due mainly to their inability to consolidate knowledge management assets and the time needed to refine the knowledge into a viable knowledge management program (Arikan, 2009). This challenges a SMEs ability to realize the benefits of a knowledge management program or the time needed to carry out this concept. Over the past few decades, the concept of competency clusters has become popular and widespread in both theory and practice (Navickas & Malakauskaitė, 2009). Competency cluster modeling is quickly becoming the knowledge management development standard, as well as measurement and performance management standard for this century (Gaimon& Bailey, 2013). However, knowledge management development efforts have not addressed the complicated process of competency cluster validation models for SME’s to aid these types of organizations in developing their knowledge management programs. A major gap in literature exists related to the expansion of a defined process of developing comprehensive competency cluster validation models, specifically those related to SME knowledge management. This study will show that the MASK and knowledge management go hand-in-hand in putting SMEs in a much better position to manage the increasing amount of knowledge that these organizations are collecting on an Abstract: Knowledge management (KM) program development has historically been a major obstacle for small and midsize enterprises (SMEs’) to achieve. In this theoretical study, we illustrate how many SMEs struggle to develop knowledge management programs along with general knowledge transfers. Therefore, the authors will link the competency cluster validation model, the Motivations-Attributes-Skills-Knowledge Model (MASK), with the SMEs’ knowledge management program development to address the challenges a SME faces in developing a KM program. The MASK is an upward focused, sequential competency validation model providing ease and speed of implementation for SMEs when developing a knowledge management program. The Motivations-Attributes-Skills-Knowledge Competency Cluster Validation Model (MASK) could successfully serve as a foundation and process for the construction of a knowledge management program in a SME. It also addresses the main challenges facing SME’s as they struggle to develop knowledge management programs along with general knowledge transfers. This paper follows a format provided in A. T. Arikan’s Interfirm Knowledge Exchanges and the Knowledge Exchanges Capability of Clusters (Arikan, 2009) in that it illustrates eight (8) proposal that could aid a SME in developing a knowledge management program. This theoretical study also followed the Critical Incident Technique (CIT) method as this methodology provides a productive practical framework for this theoretical study (Flanagan, 1954). This research outlines several proposals pertaining to each step in the MASK and how they serve as strong foundation for SME’s to develop a KM program. Further, this theoretical study relates each step of the MASK and how it functions in developing a SME knowledge management.

international journal of managerial studies and research

Using the Motivation-Attributes-Skills-Knowledge Validation Model in Implementing Knowledge Management Strategies in Small and Midsize Employers (SME’S): A Theoretical Study