This research highlights the retention of organisational memory when employees resign, as an issue that organisations battle with. Attempts to counter the impact of organisational memory loss has led to the use of various tools and methods which do not completely eliminate the knowledge gap caused, when employees leave. The purpose of the research is to determine if the use of social networks can enable retention of organisational memory. The target population were defined as people employed or previously employed. A quantitative method was used for the research. Data was collected by completion of an online survey distributed as a link to the sample group. The research findings suggest if social networking is to be used for retention of organisational memory; the employees‟ ages are not a predictor of how they will use it. Keeping in contact with ex-employees and enabling a knowledge-sharing culture within organisations does not predict how ex-employees will engage in social networking, when attempting to exchange information to retain organisational memory. When employers do not enable access to social network sites at the work place, it is unlikely that employees will engage in work-related discussions in social network sites for the benefit of their employers. Copyright / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Electronic mail (e-mail) is an under-utilised resource of information and knowledge. It could be an important part of the larger so-called organisational memory (OM)—if it were not so disorganised and fragmented. The OM contains the knowledge of the organisation’s employees, written records, and data. This thesis is about organising and managing information in, and about, e-mail so as to make it retrievable and usable for task management purposes. The approach is user-centred and based on a conceptual model for task management. The model is designed to handle tasks that occur in the communications in an open distributed system, such as Internet e-mail. Both structured and unstructured tasks can be supported. Furthermore, the model includes management of desktop source information, which comprises the different electronically available sources in a user’s computer environment. The information from these is used in the model to sort information and thereby handle tasks and related information. Tasks are managed as conversations, that is, exchanges of messages. We present a language called Formal Language for Conversations (FLC), based on speech act theory, which is used to organise messages and relevant information for tasks. FLC provides the container for task-related information, as well as the context for managing tasks. The use of FLC is exemplified in two scenarios: scheduling a meeting and making conference arrangements. We describe a prototype based on the conceptual model. The prototype explicitly refines and supports the notion of threads, which are employed so as to give tasks a context. It integrates the use of FLC into the traditional threading mechanism of e-mail, in addition to matching on text in the body. An agent architecture is also described, which is used to harmonise the information in the heterogeneous desktop sources. Finally, human-readable filtering rules created by a machine learning algorithm are employed in the prototype. The prototype is evaluated with regard to its thread-matching capability, as well as the creation of usable and readable filtering rules. Both are deemed satisfactory.

Organisations need to learn from their current and past experiences to optimise their activities, decisions and future strategies. Non-governmental organisations are similar to public or governmental departments in that learning is crucial for their existence. One of the key factors influencing learning is the development and maintenance of a functional organisational memory. The organisational memory is a dynamic entity encompassing more than the storage facilities provided by an information technology system. It also resides in human form, acting as reservoirs and interpretation centres and feeding the organisational memory as a whole. Previous research in organisational memory focussed mostly on describing the structure of the storage systems, with the current focus on developing management information systems to enhance organisational memory storage and retrieval. Some work has been undertaken to describe the processes involved, which include accessing, storing and retrieving the memory. Other functions that need special attention are the development of data to information, and especially creating and using knowledge. The studies mostly involved existing organisational memory as it was represented at a specific time of the organisations’ development. This study looks at all the different developmental phases of a regional NGO, which include start-up, expansion in target territory, expansion in activities, consolidation and close-out. To investigate the temporal changes of organisational memory in a regional intermediary NGO, a retrospective case study methodology was used. The NGO was closing down, providing an opportunity to investigate all the stages of development. The data collection, analysis and interpretation involved various in-depth interviews with current and past staff members and other key stakeholders, such as beneficiary organisations and consultants. In addition, a complex set of documents were studied, including proposals, strategic documents, minutes of meetings, and audiovisual material. The main themes and factors, such as individuals, leadership, electronic and other management of the organisational memory, culture, including the importance of a vision and theory of change, policies and global developments are discussed using a temporal ecological framework. The key findings of this study illustrate the importance of directories as part of the metamemory in accessing seemingly dormant organisational memories. The conclusion is that organisational memory survives after the demise of the organisation and that it is accessible through directories. / Psychology / Ph. D. (Consulting Psychology)

Contemporary organisations face a raft of challenges in coping with competing demands and rapidly changing environments. With these demands and changes comes the need for those within the organisation to be adequately skilled to meet these challenges both now and into the future. There is a growing concern that the rate of change is such that learning will not be sufficient and that individuals will need to be skilled in unlearning or letting go of past practice and behaviour. This research investigated individual unlearning as it applies in the workplace, and enabled the development of a process model of unlearning that provides specific indication of factors affecting unlearning during times of change. In particular, this thesis highlights the critical importance of elements of a more personal and affective nature; often referred to as "soft" issues. Six key factors at the level of the individual were identified as impacting unlearning; positive prior outlook, individual inertia, feelings and expectations, positive experience and informal support, understanding the need for change, and assessment of the new way. Two factors emerged from the organisational level that also impact unlearning; organisational support and training and history of organisational change. Many change efforts will fail because of lack of attention to individuals, how they unlearn and the level of feelings and expectations that accompany change. This research demonstrates that organisations must provide resources and education to provide both those in supervisory roles and those impacted by change with the necessary skills to unlearn and to embrace change at an individual level.

Organisations need to learn from their current and past experiences to optimise their activities, decisions and future strategies. Non-governmental organisations are similar to public or governmental departments in that learning is crucial for their existence. One of the key factors influencing learning is the development and maintenance of a functional organisational memory. The organisational memory is a dynamic entity encompassing more than the storage facilities provided by an information technology system. It also resides in human form, acting as reservoirs and interpretation centres and feeding the organisational memory as a whole. Previous research in organisational memory focussed mostly on describing the structure of the storage systems, with the current focus on developing management information systems to enhance organisational memory storage and retrieval. Some work has been undertaken to describe the processes involved, which include accessing, storing and retrieving the memory. Other functions that need special attention are the development of data to information, and especially creating and using knowledge. The studies mostly involved existing organisational memory as it was represented at a specific time of the organisations’ development. This study looks at all the different developmental phases of a regional NGO, which include start-up, expansion in target territory, expansion in activities, consolidation and close-out. To investigate the temporal changes of organisational memory in a regional intermediary NGO, a retrospective case study methodology was used. The NGO was closing down, providing an opportunity to investigate all the stages of development. The data collection, analysis and interpretation involved various in-depth interviews with current and past staff members and other key stakeholders, such as beneficiary organisations and consultants. In addition, a complex set of documents were studied, including proposals, strategic documents, minutes of meetings, and audiovisual material. The main themes and factors, such as individuals, leadership, electronic and other management of the organisational memory, culture, including the importance of a vision and theory of change, policies and global developments are discussed using a temporal ecological framework. The key findings of this study illustrate the importance of directories as part of the metamemory in accessing seemingly dormant organisational memories. The conclusion is that organisational memory survives after the demise of the organisation and that it is accessible through directories. / Psychology / Ph. D. (Consulting Psychology)

This thesis considers the relationship between practices, communities and continuity in intermittent organisational arrangements. Cultural festivals are argued to offer one such particularly rich and nuanced research context; within this study their potential to transcend intermittent enactment emerged as a significant avenue of enquiry. The engagement of organisation studies with theories of practice has produced a rich practice-based corpus, diverse in both theoretical concerns and empirical approaches to the study of practice. Nevertheless, continuity presents an, as yet, under-theorised aspect of this field. Thus, the central questions of this thesis concern: the practices that underpin the enactment of festivals; the themes emerging from these practices for further consideration; and relationships between festivals and the wider context within which they are enacted. These issues were explored empirically through a qualitative study of the enactment of a community-centred film festival. Following from the adoption of a ‘practice-lens approach', this study yielded forty-eight practices, through which to explore five themes emerging from analysis: Safeguarding, Legitimising, Gatekeeping, Connecting and Negotiating Boundaries. This study revealed an aspect of the wider field of practice that has not yet been fully examined by practice-based studies: the cementing or anchoring mechanisms that contribute to temporal continuity in intermittent, temporary or project-based organisations. The findings of this thesis suggest a processual model, which collectively reinforces an organisational memory that survives periods of latency and facilitates the re-emergence of practice, thus potentially enabling organisations to endure across intermittent enactment and, ultimately, transcend temporality and ephemerality. The themes examined and insights offered in this thesis seek to contribute to: practice-based studies and film-festival studies; forging a new path linking these two disciplines; and generating both theoretical and practical insights of interest to festival organisers and stakeholders of project-based, temporary or intermittent organisational arrangements.