Hello Alan,
My observations are that loss of organizational knowledge when individuals
leave is very much dependent on the structure of the organization. If the
org. is very heirarchical (like an Army), little knowledge is lost because
each position is very well specified. Individuals are recruited, trained
and fitted to the position. Knowledge has well-defined paths up and down
the ranks.
In flattened orgs, such as self-directed work teams, the loss of an
individual can be very difficult for the team and the org. This is
because the team forms itself in a way to take maximum benefit of the
skills and talents of each person, regardless of how they were formally
trained. Knowlegde is created and learned in unpredictable ways. After
the loss of a team member, the team must close ranks to try to cover those
lost skills, or hire another person. The new person usually has different
skills, so the team must spend some time to redistribute the roles and
tasks, and to "re-learn" to do their team job.
I have managed both types of organizations. Heirarchical orgs. are easier
to manage, downsize, grow and to re-direct, but are not necessary very
efficient or effective. Self-directed work teams can be incredibly more
productive and creative, but do not do well with changes in the team
structure.
Regards,
Scott Elliott
--Scott Ellliott <scotte@sonic.net>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>