The organizations that learn are based on knowledge and direct the knowledge as a strategical resource, using to advantage the potential of its intellectual capital and keeping in focus the worker of the knowledge. In a globalizado market and constant change, each time more, to be able to survive the companies needs to be pro-active, supporting the creation and reutilizao of the knowledge. They need specific systems that can get and keep the source of knowledge in instantaneous way. A process of management of the knowledge and organizacional learning can bring many benefits for the organization, since that well it is planned and implanted for competent professionals. 5.1. Methodology for Management of the knowledge Nonaka and Takeuchi (1997) affirms that the creation of the organizacional knowledge involves five phases: In the first phase? sharing of the tacit knowledge? a field for interaction of the individuals must exist, where it must have independent teams with high degree of communication.
In the second phase? creation of concepts? it must have continuous dialogue and collective reflection. They are important methods of reasoning of induction, deduction and abduo. In the third phase? justification of concepts? it is marked by filtering validation of the knowledge and justification of the concepts in relation to the strategy and the vision of the organization. In the fourth phase? one construction arqutipo? a model, an archetype or a mockup must be described. In the fifth phase? interactive diffusion of the knowledge? it is where the knowledge if spreads out inside of the organization.