The problem of knowledge hoarding is not new for the majority of organizations. Employees prefer to hold knowledge due to several reasons. One of the main reasons is that the employees may feel that the management does not appreciate their efforts. Due to this, the employees might not be willing to share important information that they may have. In addition, the organization’s corporate culture may make employees prefer hoarding any important knowledge that they may have. Management researchers have concentrated on this problem as they believe this issue has the potential to hinder organization’s growth.


I am the leader of the investment team in our organization. Our main task is to come up with profitable investment ideas that will help to improve the investment portfolio of our organization. Initially, all the members of our team participated during discussions on potential investment ideas by giving their suggestions.


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In the recent discussions about potential investment ideas, the members of our team have not raised their suggestions on any idea that they feel will lead to the success of our investment portfolio suggestion. One of the major things that I noted was that the employees did not give innovative and risky investment ideas. I discovered that they afraid of being blames in case if the risky project that was suggested by them failed. After the group meetings, some of the employees would approach me separately and inform me of ideas that they felt would lead to the success of our group. I felt that if the employees were free to share their ideas during group meetings, we would have discussed these ideas together and come up with a solution on whether to adopt or reject their ideas. This would have led to quality investment ideas raised by our investment team. Initially, I thought the main factor that contributed to knowledge hoarding in our organization was my leadership style. This led me to start using participative leadership style in order to make the employees feel free to raise any investment ideas that they may have had. However, the employees still failed to share knowledge even after I adopted a new leadership style.

Analysis and proposing solutions

Knowledge hoarding has affected teamwork in our investment team. It has caused employees to prefer working alone. In addition, employees are not ready to help each other since our group coherence is weak. Our productivity has deteriorated, further leading to weak investment projects. Other investment firms have taken some of our clients since our clients are not pleased with the profitability of their investments. I plan to conduct an interview in order for me to get the main reasons that motivate employees to hoard knowledge. Personal interviews are efficient method of collecting knowledge about organization’s behavior since they enable a researcher to obtain first hand information (Shadish & Cooke 2011). I plan to use inductive research so that it helps me to generate new knowledge for solving the problem of knowledge hoarding in our organization. According to Easterby-Smith, Thorpe and Jackson (2012), inductive research starts within a particular setting. It then looks at the ideas, themes and patterns within this setting. By using inductive research, I will be able to know the factors that motivate the members of our investment team to hoard knowledge. The main paradigm that I will use to generate ideas on how to solve the problem of knowledge hoarding is social constructivist paradigm. Using this paradigm, I will interact directly with the members of our investment team while trying to find out whether the culture of our organization makes employees to prefer hoarding any knowledge that they may have.

I also plan to look for research material from previous researchers on how to solve knowledge hoarding in the organization. Using this material, it will be possible to identify the most appropriate research design to adopt in order to ensure that my results are reliable and credible (Kieser & Leiner 2009). In addition, the research materials will help me to compare the results from the previous researchers and the results I get from my research.


Many questions arise from the situation facing our investment team. One of the questions is whether I may be the main reasons that employees are not free to share the knowledge that they may have. I believe that if I get the root cause of the problem of knowledge hoarding, team performance will improve.


To conclude, the problem of knowledge hoarding has affected the quality of investment decisions and ideas in our investment team. This problem has caused some of our clients to seek investment services from other firms. I believe that if I conduct a research on the factors that cause the employees to hoard knowledge, I will be able to come up with an appropriate solution for solving this problem. By interviewing the employees, I will find out whether our organizational culture causes employees to hoard knowledge or if it is my leadership style that does it. If I solve this problem, our investment team will improve its performance since it will have profitable investment portfolios.

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