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Wind turbines are of growing importance for the production of renewable energy. The kinetic energy of the blowing air induces a rotary motion and is thus converted into electricity. From the mechanical point of view the complex dynamics of wind turbines become a matter of interest for structural optimization and optimal control in order to improve stability and energy efficiency. The purpose of this paper therefore is to present a mechanical model of a three‐blade wind turbine with a momentum and energy conserving time integration of the system.

The authors present a mechanical model based upon a rotationless formulation of rigid body dynamics coupled with flexible components. The resulting set of differential‐algebraic equations will be solved by using energy‐consistent time‐stepping schemes. Rigid and orthotropic‐elastic body models of a wind turbine show the robustness and accuracy of these schemes for the relevant problem.

Numerical studies prove that physically consistent time‐stepping schemes provide reliable results, especially for hybrid wind turbine models.

The application of energy‐consistent methods for time discretization is intended to provide computational robustness and to reduce the computational costs of the dynamical wind turbine systems. The model is aimed to give a first access into the investigation of fluid‐structure interaction for wind turbines.

Gunther Anders in the 20th century and Hartmut Rosa in the 21st have argued that the technics of organization – that is, its physical and social technologies, have from acceleration become so uncontrollable and unpredictable that circumstances actually outstrip awareness to the degree that intentional “organizing” is more a fable than a reality, as stated in the quote from Rosa that forms the title of this article.

In this article, two critical theorists are examined who have fundamentally rejected the “control” thesis that dominates organization theory. It is a thesis that assumes that organizational change ought to be goal-directed, leadership driven and make use of soft and hard technologies to achieve defined objectives.

The prevailing “idea” of organizing has become illusionary. The technics of accelerationism have overpowered it. Not “organizing” but “ethic-sizing” is what remains as the: “What is to be done.”

The tradition of Gunther Anders and Hartmut Rosa (second and third generation Frankfurter School) and the implications of their work for our assumptions about the relations between technology, control and organization is for a first time evidenced in this article.

The purpose of this paper is to describe and analyze important parts of the contemporary development of project research and to outline plausible and desirable directions for the future.

This is accomplished through a review of the “Scandinavian School of Project Management” and “Rethinking Project Management,” which is complemented with a set of questions distributed to 27 active researchers within the project research field from around the world.

Through the analysis the authors show how the two streams have more similarities than differences, despite the fact that they have been initiated in very different contexty 8ts and ways. The authors could also conclude that the “Scandinavian School” appears stronger on the international scene than in the Nordic countries, and that general perception of what the “school” stands for has changed and been blurred with time. Based on the analysis the authors also proposed the need for a broad, more coherent research effort in terms of a multi-perspective research program on projects and temporary organizations. The essence of this would be: an action research profile to improve practice and foresee the future; a combined research focus on institutional change and project practice to ensure both theoretical and empirical progress; and a strong global perspective to further enrich both theory and practice.

This research has obvious limitations in terms of empirical scope and response selection. The questionnaire results should therefore be interpreted with care.

The value of this research lies in its reflective nature and the proposed trajectory of the project research domain.

This paper reviews and assesses the aim, substance, and impact of Simon Susen’s book, “The Postmodern Turn” in the Social Sciences.

The review follows the structure of Susen’s book, by description and by evaluation.

Susen’s book encompasses a very large volume of literature of the self-defined “postmodern,” then concludes that the covered material has contributed little that is new to the social sciences.

The review has not been previously published, does not replicate any prior assessment known to the author.

The purpose of this paper is to convey findings of how a source-based unit in history can be designed and implemented on the basis of identified critical aspects using principles from variation theory set in relation to a specific didactical framework. This paper also reports on the learning outcomes of implementing such a design.

Data were generated in the context of learning study research undertaken in collaboration with teachers within upper secondary school. The paper uses data from pre- and post-assignments and research lessons for one of the participating teachers and his class.

Findings show that if the design and implementation of a source-based unit is informed by critical aspects, teachers have improved prospects to enhance students’ ability to interpret and evaluate sources. This is achieved by applying a didactical framework consisting of orientation, template practice and dialogues, allowing these aspects to be addressed several times under different arrangements.

Few studies have considered the implications of student conceptions for the design of source-based history instruction. This paper contributes with a proposal for a design informed by critical aspects and also investigates the learning outcomes of implementing such instructions.

Nobody concerned with political economy can neglect the history of economic doctrines. Structural changes in the economy and society influence economic thinking and, conversely, innovative thought structures and attitudes have almost always forced economic institutions and modes of behaviour to adjust. We learn from the history of economic doctrines how a particular theory emerged and whether, and in which environment, it could take root. We can see how a school evolves out of a common methodological perception and similar techniques of analysis, and how it has to establish itself. The interaction between unresolved problems on the one hand, and the search for better solutions or explanations on the other, leads to a change in paradigma and to the formation of new lines of reasoning. As long as the real world is subject to progress and change scientific search for explanation must out of necessity continue.

The purpose of this paper is to describe five salient factors that emerge in two successful change processes in healthcare. Organizational changes in healthcare are often characterized by problems and solutions that have been formulated by higher levels of management. This top-down management approach has not been well received by the professional community. As a result, improvement processes are frequently abandoned, resulting in disrupted and dysfunctional organizations. This paper presents two successful change processes where managerial leadership was used to coach the change processes by distributing mandates and resources. After being managerially initiated, both processes were driven by local agency, decisions, planning and engagement.

The data in the paper derive from two qualitative case studies. Data were collected through in-depth interviews, observations and document studies. The cases are presented as process descriptions covering the different phases of the change processes. The focus in the studies is on the roles and interactions of the actors involved, the type of leadership and the distribution of agency.

Five factors emerged as paramount to the successful change processes in the two cases: local ownership of problems; a coached process where management initiates the change process and the problem recognition, and then lets the staff define the problems, formulate solutions and drive necessary changes; distributed leadership directed at enabling and supporting the staff’s intentions and long-term self-leadership; mutually formulated norms and values that serve as a unifying force for the staff; and generous time allocation and planning, which allows the process to take time, and creates room for reevaluation. The authors also noted that in both cases, reorganization into multi-professional teams lent stability and endurance to the completed changes.

The research shows how management can initiate and support successful change processes that are staff driven and characterized by local agency, decisions, planning and engagement. Empirical descriptions of successful change processes are rare, which is why the description of such processes in this research increases the value of the paper.