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The confusion over what counts as “strategic” is widely acknowledged to be a problem for both research and practice. The paper aims to develop a robust definition of “strategic decisions” and a classifying tool that distinguishes them from grand tactical, tactical, and other organizational decisions.

An extensive literature review focused on the leading journals is carried out. Articles having “strategic decision” in the abstract are retrieved from EBSCO Host and ProQuest One Academic databases. Definitions of “strategic decisions” are critically assessed and classified to form the trigger and basis of the development of new definition.

The literature review identifies five approaches by which strategic decisions are defined, and their limitations are exposed. The proposed definitions of “strategic,” grand tactical, and tactical decisions, and the novel classification tree, used to distinguish those decisions, are shown to be more accurate and robust than those previously offered in the literature.

New definitions of “strategic,” grand tactical, and tactical decisions are offered; and a new classifying tool is developed.

This research aims to explore the notion of fit between subordinates’ need for cognitive closure and supervisors’ power tactics on organizational conflict management.

Two-hundred and ninety employees drawn from six different Italian organizations were recruited for the purpose of this study.

Results indicated that high-need-for-closure subordinates utilized more constructive (solution-oriented) conflict management strategies when their supervisors relied on harsh power tactics, whereas low-need-for-closure subordinates were more inclined to use solution-oriented conflict management strategies when their supervisors relied on soft power tactics. Additionally, results indicated that, overall, supervisors’ use of harsh power tactics increased subordinates reliance on maladapted (control-oriented) conflict management strategies, but even more so for subordinates with low need for cognitive closure.

This study highlights the importance of supervisor–subordinate fit to understand conflict management in organizational setting.

The purpose of this paper is to contest Mintzberg's influential “five Ps for strategy”. It exposes the negative side effect of these “five Ps” and urges a rethinking of the concept of strategy. It also points to an alternative direction for further research building on a more robust definition of strategy that does not aim to combine the five Ps but to focus instead on, and to draw boundaries around, the substance of strategy.

The key arguments of Mintzberg's article are critically evaluated and alternative arguments are advanced.

None of the “five Ps for strategy” satisfies the criteria of a good definition. However, their impact is still evident, especially the definition of “strategy as pattern” and the idea that any decision can be “more or less” “strategic”. The “five Ps” have served their intent at the time, and their impact now is more negative than positive.

The “five Ps” are no longer useful in advancing the descriptive or prescriptive purposes of the strategy field. Researchers need to rethink the concept of strategy.

Leaders should not be confused by the “five Ps”. Instead, they should look for more rigorous and relevant definitions that help them think through their dynamic and uncertain environment.

This paper is probably the first to specifically contest the five definitions of strategy offered by Mintzberg and the argument behind them.

The purpose of this paper is to question the effectiveness of violence, armed rebellion in this case, as a means to topple oppressors. It takes the Syrian armed rebellion as a case study.

This paper empirically examines arguments about nonviolent actions and their effectiveness and how violent action harmed the Syrian revolution. The paper adopts the Syrian revolution as a case study.

The paper finds that the shift from nonviolent to violent action harmed the revolution. However, the Syrian case remains hypothetical because the uprising tuned violent already in late 2011. Nevertheless, based on statistical and academic observations the paper finds that the impact of the militarization has been destructive without fulfilling the uprising's goals.

Because the Syrian conflict is a recent one, still ongoing, and there is a time lag in the publication of academic papers and books, this paper necessarily draws on newspaper articles and online sources in presenting the case study.

The paper looks at the developments of the Syrian conflict from a different angle than the mainstream narratives. Furthermore, it contributes to the field of nonviolence studies by investigating the new Syrian case, which has not been well-systematically researched from this perspective.

During the last 30 years the environments faced by the business logistics manager have dramatically increased in complexity. The integration of logistics processes with organizational strategy, increasing complexities of partnership/channel relationships, and the increasingly international scope of business logistics processes are examples of these complexities. The military logistics literature addresses complex issues of integrating logistics with strategy and tactics; co‐ordinating world wide supply operations; co‐ordinating an industrial base with military needs; and managing cycles of mobilization, warfare, and demobilization. Summarizes the development of business logistics thought, reviews the military logistics literature, and develops insights from the said literature that appear relevant to business logistics thought.

The purpose of this article is to provide a new perspective on the relationship between communication management as a strategic process and corporate strategy.

This paper compares approaches of the prescriptive and the descriptive branch of strategy research and highlights how these seemingly contradictory strategy concepts are interrelated. It integrates decision‐making and interpretive perspectives on strategy in management and transfers those perspectives to strategy in communication management. Two areas of communication management, problem definition and the identification of stakeholders, serve as examples to illustrate the conceptual framework.

A conceptual model of strategic decision making in communication management is developed. Strategy in communication management is understood as deliberately creating decision‐making situations. Strategic decisions in communication management are part of both retrospective and prospective sensemaking processes in organizations.

This paper points to fruitful tensions between different strategy concepts and suggests ways to resolve this tension partly. It offers further insights into the role of strategy in communication management by providing a comprehensive view on strategies of communication management from the perspectives of strategy content and strategy process research.

Offers an alternative explanation for the development and creation of industrial and post‐industrial organisational forms derived from military models. Organisation as history suggests that the military model was the only available and proven structure capable of coping with the industrial age. Suggests flexible military structures presaged contemporary flexible management and organisational structures. Management and organisational semantics betray martial origins. The past shapes the present and influences the future – professional managers need to understand their professional heritage.

Logistics in its broader definition first came into use at the end of World War II. But it was not until the 1960s that the definition began to be understood. Walter Finkelstein of FAI, based in Maryland, USA, traces the history and how the topic has emerged as a systems concept.

The chapter analyses Chinese and Russian hybrid warfare and their strategies. Although still under debate, it is increasingly recognised that both countries integrate and apply hybrid warfare in their strategic thinking. In doing so, they are able to increase their sphere of influence, promote authoritarian regimes and weaken democracies. It is therefore vital that we better understand their strategies in order to identify and bring to light the processes that encourage today’s rise of nationalism and populism, withdrawal from international organisations and an overall distrust in the global institutional order. Approaching the puzzle from current weaknesses in the EU and the United States, the chapter proposes a framework to analyse Chinese and Russian hybrid warfare. The chapter demonstrates that Western liberal democracies are not only unprepared for these new forms of warfare, but appear unwilling to take the necessary measures. In doing so, these countries leave the door open for (further) destabilisation and a risk of increased domestic polarisation.

This study seeks to demonstrate that employees' reactions to their supervisors' influence behaviors are governed by meanings inferred from the behaviors. Another aim is to develop a method in which “weights” for predicting employees' reactions are assigned using mean ratings of perceptions of the features and social/organizational implications of the influence behaviors.

Employees of an energy utility completed survey questionnaires concerning the extent of their supervisors' use of specified influence tactics. Employees' organizational commitment, supervisor commitment, turnover intention, and stress also were surveyed. A separate, community sample rated the influence tactics for dimensions of meaning or implications of the tactics. Data from the two samples were combined in a novel arithmetic scoring procedure as one of several analyses looking for evidence of the specified dimensions' effects.

The study finds that employees' work attitudes and other outcomes were predicted to a statistically significant degree by dimensional, perceptual characterizations of the influence tactics used by their supervisors. In culminating multiple regression analyses, respectfulness was associated with supervisor commitment, turnover intention, and emotional distress; directness was associated with organizational commitment. Additional analyses indicated that other dimensions of meaning also were associated with outcomes.

The meanings of supervisors' influence behaviors are somewhat culture‐specific, so the generalizability of findings to other cultures is uncertain. However, the central role of social inferences in reactions to supervisors' influence behaviors may be replicable to other cultures if culture‐specific content or ratings are substituted there. This research also has the usual limitations of cross‐sectional, correlational research.

In their interactions with employees, managers and supervisors should be aware that their influence behaviors, collectively, generate reactions that are significant for employees' motivation and well‐being. Supervisory behaviors and work contexts should be managed so that employees will infer that their supervisors are showing respect and are being honest and direct.

Processes previously assumed to intervene between supervisory influence behavior and employee reactions were operationalized and demonstrated. Novel methods were developed for this research, and these methods may also be applicable to other research domains that involve sets of behaviors that parallel existing schemes for influence behavior.