Paul has mentioned in the class today a model I found really interesting called "Four Stages of Competence". In simple this model explain how individuals go through the process of learning from not knowing anything about for example a skill, to the point that this skill being second nature of this person. Although it is a learning process, but again talking about awareness, isn't something employees need to know at the early stage when employed. New entries are actually presenting the first stage "Unconscious incompetence" and those with experience are presenting the fourth stage "conscious competence". So it can be considered serving many issues in here if the fourth stage people are introduced to early stage ones with a sense of transferring knowledge and experience. A simple way to be : 1- A learning organization implementing a simple tool of knowledge management. 2- Creating a sense of involvement between employees by giving them a chance to be part of developing others performance. 3- Enhancing awareness within firms that some issues even the management themselves are not as aware as their employees do. 4- By the time it is a good tool to extract tacit knowledge from employees by the raise of questions from new entries. 5- Strengthen knowledge of those in the fourth stage by keeping them reflecting and avoiding unconsciousness. These are few points I figured out from thinking in how helpful this learning model could be if integrated in a proper manner and really would like to know more ideas in this area.