Tacit knowledge, the knowledge that workers possess but do not articulate, is associated with terms such as "skill,""know-how,""working knowledge," and "expertise" that are used to describe knowledge about and ability to perform work. Learning that takes place through apprenticeships draws heavily on tacit knowledge, and it has been connected with informal and organizational learning. Gourlay (2002) identifies two issues associated with tacit knowledge: first, whether tacit knowledge is an individual trait or a trait that can be shared by both individuals and groups and, second, whether tacit knowledge can be made explicit. If it is to be used in knowledge management systems, tacit knowledge needs be made explicit. McInerney (2002) suggests that instead of extracting knowledge from within employees to create new explicit knowledge artifacts, organizations should focus on creating a "knowledge culture" that encourages learning and the creation and sharing of knowledge. Tacit knowledge is an important element in work and workplace learning but one that needs to be examined closely in terms of how it is incorporated into organizational practices. (A 22-item annotated bibliography constitutes approximately 75 percent of the document.) (YLB)