The intelligence or the success of an organisation depends on its aptitude for purposeful change.
Obstacles to the improvement of an organisation can result from reluctance or inability.
While inability can easily be remedied by means of increased knowledge, unwillingness is more difficult to handle and can even influence the simplest forms of the transfer of knowledge. Thus the decision-maker often has difficulty in estimating whether he (or she) is confronted with relevant or useless information: if one doesn't know something, one doesn't even know what one doesn't know.
On the other hand, Arrow's Paradox is usually effective for the provider of information when he tries to judge the value of that information (which greatly depends on the context). Therefore this knowledge has to be transferred. Since the transfer is possibly free for the recipient, the readiness for it will be diminished accordingly.
This basic problem doesn't lose its effect by simply being ignored ...this way to the complete text (HTML) or 
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