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{{Short description|Ability to do something}}
'''Procedural knowledge''' (also known as '''[[Know-how|knowing-how]]''', and sometimes referred to as '''practical knowledge''', '''imperative knowledge''', or '''performative knowledge''')<ref>{{Cite book|title=The First-Person Point of View|last=Carl|first=Wolfgang|publisher=Walter de Gruyter|year=2014|isbn=9783110362855|pages=147}}</ref> is the knowledge exercised in the performance of some task. Unlike [[descriptive knowledge]] (also known as
The term
== Overview ==
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== Definition ==
Procedural knowledge is the
The
== Development ==
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== Activation ==
Lashley (1951) proposed that behavioral sequences are typically controlled with central plans, and the structure of the plans is hierarchical. Some evidences also support this hypothesis. Same behaviors can have different functional interpretations depending on the context in which they occur. The same sound pattern can be interpreted differently depending on where it occurs in a sentence, for example,
As for process of behavior plan forming, Rosenhaum et al. (2007) proposed that plans are not formed from scratch for each successive movement sequence but instead are formed by making whatever changes are needed to distinguish the movement sequence to be performed next from the movement sequence that has just been performed.<ref name=":5">{{Cite journal|last1=Rosenbaum|first1=David A.|last2=Cohen|first2=Rajal G.|last3=Jax|first3=Steven A.|last4=Weiss|first4=Daniel J.|last5=van der Wel|first5=Robrecht|date=2007|title=The problem of serial order in behavior: Lashley's legacy|url=http://dx.doi.org/10.1016/j.humov.2007.04.001|journal=Human Movement Science|volume=26|issue=4|pages=525–554|doi=10.1016/j.humov.2007.04.001|pmid=17698232 |issn=0167-9457}}</ref> There are evidences found that motor planning occurs by changing features of successively needed motor plans.<ref>{{Cite journal|last1=Rosenbaum|first1=David A|last2=Weber|first2=Robert J|last3=Hazelett|first3=William M|last4=Hindorff|first4=Van|date=1986|title=The parameter remapping effect in human performance: Evidence from tongue twisters and finger fumblers|url=http://dx.doi.org/10.1016/0749-596x(86)90045-8|journal=Journal of Memory and Language|volume=25|issue=6|pages=710–725|doi=10.1016/0749-596x(86)90045-8|issn=0749-596X}}</ref> Also, Rosenhaum et al. (2007) found that even single movements appear to be controlled with hierarchically organized plans. With starting and goal postures at the top level and intermediate states comprising the transition from the starting to the goal at the lower level.<ref name=":5" />
== Interaction with conceptual knowledge ==
The most common understanding in relation to the procedural and conceptual knowledge is of the contrast of
== Technical uses of the phrase ==
=== Artificial intelligence ===
In
=== Cognitive psychology ===
{{main|Tacit knowledge}}
In
Ordinarily, we would not say that one who is able to recognize a face as attractive is one who knows how to recognize a face as attractive. One knows how to recognize faces as attractive no more than one knows how to recognize certain arrangements of [[Lepton|leptons]], [[Quark|quarks]], etc. as tables. Recognizing faces as attractive, like recognizing certain arrangements of leptons, quarks, etc. as tables, is simply something that one does, or is able to do. It is, therefore, an instance of procedural knowledge, but it is not an instance of know-how.
For instance, research by
=== Educational implications ===
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=== Intellectual property law ===
In
===Industrial know-how===
In the context of [[industrial property]] (now generally viewed as [[intellectual property]] or IP), know-how is a component in the transfer of technology in national and international environments, co-existing with or separate from other IP rights such as [[patent]]s, [[trademark]]s and [[copyright]] and is an economic asset.<ref>Manual on Technology Transfer Negotiation, United Nations Industrial Development Organization (A Reference for Policy-makers and Practitioners on Technology Transfer), [[United Nations Industrial Development Organization]], [[Vienna, Austria]] (1996) {{ISBN|92-1-106302-7}}</ref> When it is transferred by itself, know-how should be converted into a [[trade secret]] before transfer in a legal agreement.
Know-how can be defined as
The inherent proprietary value of know-how is embedded in the legal protection afforded to [[trade secrets]] in general law, particularly, [[case law]].<ref>Licensing Guide for Developing Countries, [[World Intellectual Property Organization]] (WIPO), Geneva, 1977, {{ISBN|92-805-0395-2}}</ref> Know-how, in short, is
The [[World Trade Organization]] defined a trade secret by the following criteria:<ref>{{cite web |url=https://www.wto.org/english/tratop_e/trips_e/t_agm3d_e.htm |title=TRIPS: Agreement on Trade-Related Aspects of Intellectual Property Rights (1995), Section 7: Protection of Undisclosed Information, Article 39(2) |archive-url=https://web.archive.org/web/20170120171319/https://www.wto.org/english/tratop_e/trips_e/t_agm3d_e.htm |archive-date=2017-01-20 |access-date=2019-06-20 |website=wto.org |publisher=[[World Trade Organization]]}}</ref>
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===Disclosure agreements===
There are two sets of agreements associated with the transfer of know-how agreement:
The initial need for
Non-disclosure agreements are undertaken by those who receive confidential information from the licensee, relating to licensed know-how, so as to perform their tasks. Among them are the personnel of engineering firms who construct the plant for the licensee or those who are key employees of the licensee who have detailed access to disclosed data, etc. to administer their functions in operating the know-how-based plant. These are also in the nature of confidentiality agreements and carry the definition of know-how, in full or truncated part, on a need-to-know basis.
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Under English law, employees have a duty of [[good faith]] and fidelity until their employment ceases whereby only the former still applies.
It is sometimes unclear what forms of "know how" that was divulged to an employee in order to carry out their functions and then becomes their own knowledge rather than a secret of their previous employer. Some employers will specify in their employment contracts that a
Specifying exactly what information this includes would increase the likelihood of it being upheld in court in the event of a breach, i.e. saying "when your employment contract is terminated, you must keep all information about your previous employment with us secret for four years" would be difficult to support because that person has to be able to use the skills and knowledge they learnt to gain employment elsewhere.
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* [[Heuristic]]
* [[How To (disambiguation)|How-to]]
* [[Idea]]
* [[Imperative mood]]
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