In response to criticism on the concept of 'unlearning', we suggested that unlearning on an individual level should be defined as the reduction of the influence of old knowledge on cognitive and/or behavioural processes. In this article, we apply a systems thinking perspective on this definition to explore how far this kind of unlearning can possibly go and what happens if this process is inward-directed, i.e. affects the cognitive and behavioural patterns that define who we are. We take a knowledge perspective on the concept of the self and suggest that unlearning could trigger a disequilibrium, which in turn, enables a deep learning process and guides us to what is referred to as ideal or best version of the self. This does not only have implications for the individual level but it can initiate fundamental change processes in organizations.
In order to enrich previous contributions interested in the identification of possible pathways to improve companies’ capabilities to better face the challenges imposed by increasing social and economic variety, this paper focuses attention on the role of companies’ communications in online social environments. Thanks to the adoption of systems thinking, the paper enlarges existing contributions on companies’ online communication by combining the research streams of signalling theory, capital need theory, and legitimacy theory. By building on a multi-disciplinary literature review, this paper identifies three variables to analyse the effectiveness of companies’ communication based on the use of social networks: the frequency, the instability, and the previous activities. Empirical research is proposed with reference to a sample composed by the 50 best performing European companies in terms of return on sales (ROS) (USD) in 2015 via the use of structural equation modelling (SEM). SEM is applied to explore the relationships among identified variables in companies’ online communication on Facebook and Instagram, and how those communications influence companies’ economic performance in terms of ROS.
The concept of social enterprise (SE) has been developed by an emerging and collective effort of scholars over the world. However, a comprehensive meaning of 'SE,' which embeds traditional knowledge of organizational management has potential to be explored further. Due to the relevance of 'SE' in the contemporary society, new conceptual and practical insights are desirable. This study proposes to shed light on building up a definition for 'SE' that is inspired by existing definitions of organization and 'SE' and rely on real-world evidence. Literature review and comprehensive interviews with social entrepreneurs were conducted. Data analysis defines 'SEs' as an autonomous organization managed in a participative way and created by and for the community, with a relatively identifiable boundary, that strives to generate social wealth, and for this, produces goods and/or services that guarantee its financial viability, consequently, its continuity. Its integration into its environment generates consequences guided by social, economic, and environmental goals.
The purpose of this paper is to build on Systemic and Organizational Cybernetics (OC) through the Beer's Viable System Model (VSM) in order to study university analyzing them as social systems. A representation of the self-assessment process is provided through a model that allows university decision markers to diagnose or design information systems for self-evaluation process of graduate programs. The developed systemic framework could offer practical guidelines for decision makers in public or private universities in applying the concepts of organizational and systemic cybernetics in order to strengthen the viability of postgraduate programs and to perform processes for self-evaluation in collective decisions. This research also presents a case study carried out at the Industrial University of Santander, in Bucaramanga, Colombia. This article is an original attempt to fill the conceptual and practical gap on Organizational Cybernetics, existing in the design of self-assessment models graduate programs. Another contribution is the introduction of a Viable System Model of the higher education system in Colombia through the Organizational Cybernetics.
The aim of this paper is to retrace the main stages and impact of the digital era, to understand the real benefits of the introduction of new technologies and to ascertain how the new technologies have influenced the organizational and cultural transformations in terms of competitive advantage and collaboration. In this context, to understand better the actor-to-actor connections, interactions and relationship networks, this study relies on a systems thinking perspective by defining the openness degree of the systems and the governance of the communication flows that derive as a consequence. The methodological approach adopted, albeit of a heuristic type, refers to the positive method in that, starting from the analysis of the historical descriptive literature and non-fiction, it intends to formulate very precise future scenarios. The systemic interpretation, in the light of the constructivist paradigm, allows us to subvert the traditional explanatory report 'object–information–observer', placing the observation function at the base of the explanatory chain: 'observer–information–object'. The prospect's change is relevant because every phenomenon in the eyes of the observer is a construct. The present work sheds light on the birth of a new production mode based on collaborative and decentralized models, referred to as 'weapons of mass collaboration'. Based on these changes, enterprise 2.0 develops. The user–consumer takes on a new look and acquires an active, fluid and growing power. This reveals that innovation can come, and indeed does come, from below, from the same skilled users who increasingly thin the line between professionals and amateurs. Regarding some practical implications, this study shows organizations of any type the benefits of the new economic paradigm, leveraging the partnership to cut costs and accelerating the pace of innovation. Another influential implication to macro- and micro-organizational structures is the transition from an economy of scale to one of flexibility and breadth. Finally, it is noted that the operating economic unit is no longer the company but the economic project around the network between businesses and segments of companies and their subcontractors.
This paper aims at analysing conceptually spiritual leadership in the organizational field. First, we identify if a relation between spirituality and leadership can exist and then if and how this influences employer/employees reciprocal behaviour. In the early years, the focus has changed, trying to deepen the differences between religion and spirituality and emphasizing the last one as a source of success for leaders. We focused on the understanding of the effects that spirituality has on the system of values and the role of values and emotions in determining a successful leader. Finally, we emphasize the role of values-based leadership capabilities within strategic management, aiming at highlighting the importance of a shared system of values in leading employees.
In Europe, there are four main active labour market programs: training, job search assistance, wage subsidies and subsidized public sector employment. Literature indicates that among all four, job search assistance, which includes mentoring, is the active employment policy with the most positive results. This paper, an output of an European funded project work package, is aimed to answer the question ‘What is there that says that mentoring is effective in job place retention?’ In order to answer this question, we conducted a literature review. In terms of content, our literature review’s results could be categorized into 14 main topics: Retention, Employee, Supervisor, Leadership, Education, Health Care, Management & Marketing, ICT & IT, Finance, Programme, Benefits, Mentee, Mentor, Less positive about mentoring. In addition to the academic literature review, we conducted a review in four different EU countries: Cyprus, Romania, Hungary and Portugal. Based on these reviews we will discuss the recommendations considering the three types of actors present in an effective mentoring process: mentoring coordinator, mentor and mentee.
DiMaggio and Powell [1983. "The Iron Cage Revisited: Institutional Isomorphism and Collective Rationality in Organizational Fields." American Sociological Review 48 (2): 147–160] suggest that the trend currently seen in Japanese organizations to develop organizational reforms, and notably downsizing, is a kind international 'mimetic isomorphism' based on Western blueprints. These concepts of isomorphism and legitimacy go hand in hand with the increase in the use of Western language. However, this paper shows that these concepts have not entered into Japanese culture without debate, resistance and transformation. The paper also looks at the newly developing concept of 'institutional work' [Lawrence, T., and R. Suddaby. 2006. "Institutional Work." In The Sage Handbook of Organization Studies, edited by S. Clegg, T. B. Lawrence and W. R. Nord, 215–254. London: Sage; Lawrence, T. B., R. Suddaby, and B. Leca. 2009. Institutional Work: Actors and Agency in Institutional Studies of Organizations. Cambridge: Cambridge University Press; Lawrence, T. B., R. Suddaby, and B. Leca. 2011. "Institutional Work: Refocusing Institutional Studies of Organization." Journal of Management Inquiry 20 (1): 52–58], and argues that this is a useful concept in order to study how PR activities in the Western style have become institutionalized within organizations. The paper also investigates the roles of institutional actors in Japan, by examining the case of Nissan Motor. This industry leader announced drastic downsizing, almost for the first time in Japan, suggesting its contribution to creating new institutional entrepreneurship more widely within Japanese organizations. This research examines the role of top leaders and mass media, who are one of the main institutional actors but are less often considered by neo-institutional theory.
ABSTRACT The literature on women in STEM areas displays the barriers that women face at scientific workplaces, showing important interaction where they do and undo gender. However, there is a lack of research about the extent men and women do and undo gender in networking environments. This is a participant observation at Human-Computer Interactions annual conferences in a mainly male-dominated environment. It explored how researchers are ‘doing’ and ‘undoing’ gender focusing on two main dimensions: the gender roles adopted by men and women during the presentations and social activities, and the gender contents exposed in their research talks. A first result shows that sex and gender issues are trivialized in research contents by both men and women researchers. A second result reveals that men and women unintentionally and successively ‘do’ and ‘undo’ gender as a strategy to fit into a neutral and accepted identity of engineering and computer scientists.
The paper takes the example of Northern Ghana with its inadequate provision of basic social infrastructure for exploring the ability of NGOs to provide effective capacity building. It examines if NGOs have sufficient understanding and knowledge for operations and if their philosophy and objectives are enough to enable judgment and lasting successes. Weaknesses and strengths of NGOs are investigated as they still are indispensable organizations for developing backward areas, especially for fostering sustainable rural community development. It is shown that the theoretical framework of ‘landscape development' applies best to analyse how the many simultaneous transformations occur in this context and how they connect. A succinct impact study is exhibited in the paper to demonstrate how some of these effects come about. The survey regards World Vision, an international NGO that has been active in Ghana for a long time.
The content of this Special Issue arises from the debate promoted by the Business Systems Laboratory Symposia about the contribution of Systems Thinking in managerial and organizational dynamics an...
Aging populations worldwide, fiscal deficits, growing sovereign debt, and slowing economies have combined to create and exacerbate what is widely known as the “pension crisis”, characterized by poverty among the elderly substantially due to inadequate retirement income. We argue that the roots of the crisis go much deeper than “pensions”, and involve a long-term secular shift from saving and capital formation to consumption, in the West. Cosmetic “solutions” to the pension crisis, such as delaying the retirement age, are ineffective. The “pension crisis” label itself impedes clear thinking about developing an effective and affordable solution. The core of the problem is the fact that present-future choice tilted to “present”, in the West, for decades. Higher saving, over a longer time horizon, invested at higher average returns, is the ultimate goal, and only one that offers true long-term transformative change. We propose an original, radical, systemic solution, based on an evolutionary social transformation11 ‘Evolution has achieved an extraordinary record of design, yet has taken an extremely long period of time to do so’ … ‘The exponentially quickening pace of the evolution of human-created technology, which picked up the pace from the evolution of life-forms’. (Kurzweil, 1999 Kurzweil, R. 1999. The Age of Spiritual Machines: When Computers Exceed Human Intelligence. New York: Viking. [Google Scholar]) of present-future choice toward increased saving; a proposal that addresses the roots of the pension crisis, not just the symptoms.22 This paper is based in part on a longer study, Gerstenhaber et al., 2015 Gerstenhaber, M., Maital, S. & Buchnik, T. 2015. The Carob Tree: A Radical Evolutionary Systemic Solution to the Pension Crisis. Haifa, Israel: S. Neaman Institute, Technion. [Google Scholar]; an earlier version of the pension reform proposal outlined below can be found in Passig and Gerstenhaber (2014) Passig, D. & Gerstenhaber, M. 2014. A Possible Pension-savings Paradigm for a Sustainable Future: A Developed Country Case Study (UK). Journal of Organisational Transformation & Social Change, 11(3): 207–229. doi: 10.1179/1477963314Z.00000000030[Taylor & Francis Online] , [Google Scholar] and Gerstenhaber (2009) Gerstenhaber, M. 2009. Have You Ever Seen a Retired Tiger in the Jungle? Eradicating Pensioner Poverty: A Manifesto for Democratic and Responsible Capitalism. London: Ruscombe Press. [Google Scholar]. We contend that an effective pension allocation and accumulation system is a stable force for economic growth over time — but only when these significant capital investments are made directly in the real economy and take account of appropriate technological innovation. At the moment the bulk of global investment capital in the West is directed to short-term speculative activity in various financial markets, opportunistically taking advantage of historically low borrowing rates. We provide a macroeconomic simulation of our proposal, should it be adopted, comparing no-change and radical-change scenarios for the Israel economy, and urge scholars to carry out similar projections and analyses for individual OECD countries. We next show how an increase in national saving and capital formation can contribute to “rebalancing” the global economy, between low-saving Western nations and high-saving Asian ones. Finally, we outline our “four pillar” radical proposal, which leverages persistent long-run saving and investment, and illustrate its impact with some macroeconomic projections for Israel, comparing two scenarios, one with low national saving, the second with increased national saving. An achievable increase in the national saving rate, implemented through the tax system and accompanied by intelligent capital formation, can have enormous impact, it is shown, not only on elderly poverty but on society as a whole. In our plan, lower consumption demand through higher savings, is offset by higher capital formation, which has a larger employment and GDP multiplier.
This article aims to develop a taxonomy and a further definition of the concept of political asymmetry for operationalization into social science research inquiry. On the one hand the article accounts the single main categories to offer a taxonomy of the concept, exposing the semantic context of symmetry and asymmetry, and depicting the idea of the political sphere from a classical Aristotelian tradition as well making use of public political science and philosophy of law. Later on, drawing on contributions of critical constructivism and particularly Habermas communicative action theory, the article depicts how political asymmetry can be found in contemporary social structures at the level of subsystems of administration such as institutions as well as at the level of individual interaction. The question this article aims to address is how political asymmetry can be represented for political science, and how it can be further operationalized for organizational and social research inquiry. The concept of political asymmetry is taken into account since it is often isolated on debates regarding the way in which institutions transforms historically, and how such settings affect normative constructions enacted and developed within contemporary governance structures. On the other hand it aims to reflect about its role over governance practices that avoid to ensure free and enough interaction within political actors with different cultural baggage and normative representations.
The quick pace of technological changes, market and industry changes, demographic composition change and society changes requires that human resource managers should revitalize their proficiencies to go with these new challenges. The manager who is a liaison in the organizational hierarchy does a very important job in the organization to direct and channel the employee cluster towards its organization goal, and ensure that each member of the team should be dynamic and prolific. The study on supervisory competency analysis is a crucial and fundamental requirement for any organization. The current study ‘The leveraging effect of Supervisory competencies towards the performance in Indian manufacturing group’ is based on primary data collected from one hundred and fifty employees working in a paper manufacturing industry. The data collected were analysed using SPSS and SMART PLS software. The results of the study revealed that the impact of supervisory competencies towards his performance is huge which accounts to 81% (R2 = 0.810) and towards the growth of whole organization is 35% (R2 = 0.356). This implies that if the supervisory level employees are competent enough by possessing certain competencies, his individual performance will do extreme wonders and will create a strong bond between him and the organization and also create an impact on organization growth by clear strategy formulation, creating committed workforce, developing the organization as learning organization and stimulating individual and group productivity.
The increasing organizational size, as a result of the industry's structural change, is leading to crises in German horticultural companies. Therefore, the present study examines the causes of fundamental change processes in horticultural companies, indicates the overriding trends and identifies the success factors of change initiatives. For this purpose, over 150 decision-makers with over 10 years’ experience in their respective organization were surveyed from May to December 2014. The megatrends are environmental issues, changed consumer behavior, resource shortages and the labor market. Currently, the reasons for change lie in a changing market strategy/sales approach, business succession and submission and external changes in the legal conditions. Among the most difficult problems occurring in the implementation of change processes are low willingness to take responsibility, interest and goal conflicts of the involved organization's members and a sacrifice of long-term actions for short-term profit improvements. The most important success factors of change processes include realistic, clear visions/goals and their communication, team spirit and motivation and a coordinated chronological procedure. Six factors of the psychological level of the change success are presented. The results of the study can help to recommend a design for change processes in companies within horticultural manufacturing.
The existing economic model leads developed and developing countries to a stalemate. The global financial crisis of 2008–2009 revealed the instability and fragility of the current economic model. We can observe the consequences of the crisis (and its continuation) up to the present time. The problem is worse in those economies where the real sector of the economy has been steadily declining during recent years. The great dependence of developed countries on the global financial system, and, in particular, the IMF, causes unemployment to increase, deskills the working-age population, reduces the level of social welfare and aggravates problems of social tension. As for developing countries, they face the problem of attracting investors to the real sector of the economy. The latest economic and social crisis shows the high level of interdependence and demonstrates that all national economies are a united economic system, and that sustainable development is possible only if all work together.
Governmental as well as other public systems are facing new challenges due to, among other things, current information technology trends and changes in peoples’ lifestyles. Hence, ideas of web services for the citizens and agencies accessible over the net 24-hours per day are born. However, in order to implement this new type of net-based services a set of accessibility, integrity and security problems and hindrances are to be overcome. Further, the methodological challenges are far from unproblematic. Neither the artefact approach nor the approach of social systems design seems to be directly applicable. Instead, an approach called pragmatic systemics is proposed. At last, organizational transformation is not only a technical problem. Seen in a systemic perspective, the technological changes and the introduction of new artefacts have to be carefully balanced with changes in human competence, organizational structures, and system culture.
The article introduces the development of research support systems (RSS) as a special form of information systems (IS) development. Building on experiences from a concrete case several crucial differences between RSS development and development of conventional business support systems (BSS) are identified. So, development for RSS means less of mission and more of continues collaboration, less of producing and more of reciprocal learning and social change. It also involves an expanded universe of discourse that requires support more from an IS researcher and less of a conventional IS-developer. Further, there are issues of ethics and funding that makes RSS development extra challenging. All this represents a shift in focus away from How to do things, toward, What things to do. The article is closed with some tentative guidelines for RSS development. Those include preparing, learning, working arena, anticipatory acting, prototyping and stepwise improvement and scrutiny.
In the current situation of growing information overload, individuals are gradually becoming less sensitive to traditional marketing communications. For this reason, traditional marketing research models are no longer capable of giving useful insights to management. This calls for new approaches that can grasp the inner meaning of consumer behaviors and evaluate their relevance. To this end, a new multidisciplinary approach is needed to interpret complex behavioral patterns so as to gain deeper and more effective insights into customers and to understand their behavioral patterns. In this paper, following a short introduction to the basic concepts of Jung's analytical psychology and their relevance for marketing, we propose the use of the Jungian archetypes to implement a market research model, considering the case of an Italian research company's development of the Archetipus® model.
