*2.3.3 Knowledge diffusion and exchange*

The knowledge accumulated by the organization needs to be diffused and exchanged so that it can be continuously re-absorbed, created, and accumulated, after which, organizational knowledge can continue to develop and grow. Knowledge diffusion is the transferring and sharing of knowledge to the entire organization through various channels, which may occur among individuals, teams, and organizations [11, 12]. Other scholars divided knowledge transfer into five different types, including formal and informal channels: (1) commissioners and faceto-face meetings; (2) pantry and conversation rooms; (3) knowledge exhibition and openness forum; (4) partner cooperation or master-apprentice inheritance, and (5) electronic technology [13, 14].

It was pointed out that five factors that hinder knowledge transfer: (1) a culture of silo mentality, (2) a culture that emphasizes personal expertise and knowledge creation more than knowledge sharing, (3) lack of communication, relationship connections, and common views among members, (4) a culture that relies too much on explicit knowledge but neglects tacit knowledge, and (5) not encouraging or allowing time to learn, share, or assist each other [2].

This research proposes five ways of knowledge transfer in organizations, mainly based on Davenport and Prusak's research, including formal and informal channels, and discusses the CRO's knowledge diffusion and exchange actions [13, 14]. This research will further check whether there are factors that hinder the diffusion of knowledge.
