Challenges and solutions in knowledge retention: The evidence from consulting industry in Mexico, Germany and Russia

Abstract

In Germany, there is a strong demographic development towards fewer young people and a high proportion of older people. This trend will most likely lead to a high ratio of people going into pension while companies struggle finding new young employees who will take over their tasks. Furthermore, with many employees leaving companies, knowledge and experience is lost as well. Therefore, it is highly essential to create an awareness and acceptance among employees that sharing their knowledge is crucial in order for an enterprise to be able to function after they leave the company. In addition, it will be interesting to see what demographic challenges other nations are facing and what measures firms have been taking in order to overcome these difficulties. Another vital issue is the cultural aspect especially in multinational companies that operate in several different environments and need to have efficient internal communication processes in order to be successful. An important factor to take into consideration is the general attitude among employees towards sharing knowledge and to understand what the source of their positive or negative perception of knowledge management is. Moreover, what methods can be applied to generate higher acceptance of knowledge management. The attitude of an individual can originate from national, industrial or functional culture, yet it can also come from the age group of the person. To be able to detect what needs to be incorporated into knowledge management practices across different cultures, first of all an understanding of current management practices needs to be developed. Afterwards, research needs to be conducted theoretically and practically through knowledge management frameworks and models; and through interviews and surveys among several different cultures.