Organizations and humans forget. Both tend to lose previously acquired knowledge. Moreover, when forced to change, they have to learn how to discard competences and skills they already possess, even if they are distinctive components of their own identity. The learning process itself is often accomplished, for both organizations and humans, through a complex interaction between oblivion and knowledge creation.
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Bagnara, S., Montanari, R., Pozzi, S. (2009). Designing Organizational Oblivion. In: Schlick, C. (eds) Industrial Engineering and Ergonomics. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-642-01293-8_18
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