Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The study is divided into two major parts: a theoretical research of two knowledge transferring methods headed by a discussion on knowledge and learning, and a case study analysing the presence of mentoring within traditional apprenticeships at carpenter workshops in Germany. The two methods on knowledge transfer are mentoring and the cognitive apprenticeship model, whereas each of the models is discussed in terms of the individual characteristics present and techniques used within the relationship of the parties present. In the past, both methods have been established in modern business organisations to enhance knowledge creation, transfer and archiving though many approaches have failed due to mistakes in the basic conceptual interpretation or lack of support. The question, which underlined this research project, focused on whether positive aspects of the methods or the methods themselves have already been incorporated in the organisational culture of small to medium sized enterprises. Thus, the research explored whether knowledge transferral methods, and particularly mentoring, is apparent within the organisational structure of small to medium sized enterprises and in Germany and whether the size of the company has an influence on the presence of mentoring aspects in the businesses. With particular focus on mentoring, the research has shown that no aspects relating to mentoring have been incorporated. Even though some answers pointed to a correlation in between business size and the incorporation of aspects, no real correlation could be proven. / AFRIKAANSE OPSOMMING: Die studie is in twee hoofonderafdelings verdeel: 'n teoretiese ondersoek van twee metodes van kennisoordrag ingelei deur 'n bespreking van kennis en leer; en 'n gevalletudie wat 'n ontleding doen van die teenwoordigheid van mentorskap binne tradisionee vakleerlingskappe by skrynwerkerswerkswinkels in Duitsland. Die twee metodes van kennisoordrag is mentorskap en die kognitiewe vakleerlingskapsmodel en elk van die modelle word bespreek na aanleiding van die individuele kenmerke wat teenwoordig is en tegnieke wat gebruik word binne die verhouding van die partye wat teenwoordig is. In die verlede is beide metodes in moderne sakeorganisasies daargestel om die skep, oordrag en bewaring van kennis te verbeter, hoewel baie benaderings misluk het weens foute in die basiese konseptuele interpretasie of gebrek aan ondersteuning. Die vraag onderliggend aan beide navorsingsprojek fokus op positiewe aspekte van die metodes of die metodes self reeds geinkorporeer is in die organisasiekultuur van klein tot medium grootte ondernemings. Die navorsing het dus ondersoek of metodes van kennisoordrag, en veral mentorskap, duidelik is binne die organisasiestruktuur van klein tot medium groote ondernemings in Duitsland en of die grootte van die maatskappy 'n invloed het op die teenwoordigheid van mentorskapsaspekte in die besigheid. Met spesifieke fokus op mentorskap het die navorsing getoon dat geen aspekte van mentorskap geinkorporeer is nie. Selfs waar sommige antwoorde 'n korrelasie aangetoon het tussen die grootte van die besigheid en die inkorporering van aspekte, kon geen werklike korrolasie bewys word nie.