Organisation and Membership
Membership has a double effect on an organisation, as well as on the person who becomes or is a member. Membership brings about uncertainty on both sides.
Will the employee remain or not, will he be dismissed or not? Membership in organisations always means that one finds oneself in the (job) market and that past or expected future earnings determine the opportunities in this market. The uncertainty leads to asymmetries of power (who needs whom less?) and to more or less continuous searches on both sides with regard to the improvement of the fit (= guiding process personnel).
Fundamentally, it also means for organisations, that having people as members also means that people do not (or want to ) allow themselves to be reduced to jobholder. Not least because of this, an organisation can never control how the communication runs internally: people speak with each other as people and not only as members. As a result, the internal networking is always unclear, the information flows incalculable (= guiding process networking). Thus nobody really knows what the other knows, particularly and especially then when it revolves around ‘secret’ information amongst the initiated.