I’ve observed a growing problem in today’s workplace where employees hide, hoard or simply don’t provide information to others in their organization. It’s disruptive and contributes substantially to the lack of productivity. Although employers have tried multiple solutions to the problem — meetings, team building, knowledge management systems — the issue remains largely unresolved.

Human beings are a complicated bunch, and, as it turns out, there are multiple reasons that can cause this breakdown in the flow of information from person to person, level to level or team to team. The fix depends largely on determining which specific issues are driving the behavior in each particular instance.

Knowledge hoarding is an indirect business killer, and there are often signs of knowledge hoarding in the workplace if you know what to look for. The good news is that once you recognize the signs, you can start addressing them.

We’re going to take a deeper dive into the definition of knowledge hoarding, why employees may keep knowledge to themselves, and what you can do to promote a culture of knowledge sharing within your organization.

According to German law (§ 269 BGB) the obligation to deliver is one of the three types of obligation that determine the place of performance. In this case, the debtor must render the service at the creditor’s place of residence. This is where performance success also occurs.

Ms. X would like to redecorate her apartment and buys a couch from a furniture store. Due to the nature of the purchase contract, the company owes Mrs. X the delivery of the piece of furniture. The debt is only settled in Ms. X’s apartment, until then the furniture company is liable for the loss of or damage to the goods.