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The aim of this paper is to improve the understanding of strategies for how established companies can respond to disruptive innovation, handle increasing complexity, facilitate entrepreneurial culture and processes and successfully manage organizational ambidexterity.

A qualitative multiple-case study was conducted to explore successful practices of innovation ambidexterity (IA) and their organizational design, entrepreneurial culture and mindset, processes and leadership. Two internationally established firms that have launched and established IA programs provided deep insight, revealing their strategy and learning on the path toward effective IA.

The findings show that accepting and managing the inherent complexity increases within an ambidextrous organization strategy is a decisive factor in achieving effective IA. As a result, segmenting small organizational units and granting them extensive autonomy is proposed for managing the complexity of an organization while increasing its effectiveness. Furthermore, it is shown that this helps foster entrepreneurial culture, mindsets and processes as additional mediators for achieving effective IA. Coaching, empowerment and trust were identified as key factors of ambidextrous leadership values that encourage entrepreneurial behavior and decision-making.

To the best of the authors knowledge the first study connecting the research fields of complexity management, organizational ambidexterity theory and entrepreneurial culture while applying the fundamentals of systems theory to propose a practical management framework for successfully responding to disruptive innovation.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Disruptive innovation can eradicate more traditional firms, which is why organizational ambidexterity can be essential for firms to remain competitive. Firms can thrive and innovate long-term to become industry leaders by tackling their challenges with a strong upper echelon.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

This paper explores the impact of IT upon the use of know‐how within the organization. An attempt is made to determine whether measures to improve the interaction between IT systems and users can also improve the way that know‐how is used in the organization. In this context, the purpose of this paper is two‐fold: to present ideas that can be used to understand current development in specific organizations[1]; and to outline measures for applying such ideas to other organizations in the future.

This chapter delineates the development of special education in Switzerland from its early first special needs classes in the 19th century to today’s integrated and inclusive educational system which is promoted via many ventures. Along this developmental path, research revealed not only that self-contained special needs classes were less effective than integrated classes and that the classes contained an overrepresentation of children with migrant backgrounds. However, the movement to an inclusive education system has not always been easy. Included in this path to inclusion are sections on the following: legislative enactments to insure the rights of persons with disabilities, definitions of who is disabled, prevalence data, the influence of a strong private sector on special education practices, the scientific study of special education by researchers and academics, teacher and professional training endeavors, and challenges that remain today.

The purpose of this paper is show how the management of knowledge in temporary organizations is an increasingly important factor in many industries. This paper aims to examine knowledge management in and between projects.

On the basis of 27 structured interviews with project managers and knowledge management experts in different corporations mainly located in Germany and German speaking countries, the prevalence, the organization and the success factors of project knowledge management are analyzed.

As a result, most interviewees stated an urgent need for a significant improvement of project knowledge management although only in few companies a systematic approach exists. The success of project knowledge management is mainly determined by cultural factors whereas technical aspects like information systems and project management methods are considered to serve as supporting factors only.

Future research should include large‐scale surveys to systematically analyze the causalities of successful project knowledge management in different types of projects, organizations, and industries. Further research involving companies located in other cultural areas could help extracting possible effects caused by cultural or societal influences.

The authors present a cross‐sectional study on project knowledge management comprising companies from different industries.

The retail sector in a lot of countries consists of many small and medium sized specialty retailers who face a high degree of dynamics and competition. Consequently, these companies also have to constantly evolve and develop resilient strategies that promise their future success. Hence, the purpose of this paper is to analyse the resource and capability bundle for operating as and transforming to a small and medium-sized enterprise (SME) omni-channel specialty retailer. Therefore, the authors followed the notions of the Resource-Based-View (RBV) and of the Dynamic-Capabilities-View (DCV).

To answer the authors’ formulated research questions, they applied an exploratory research method by conducting 12 semi-structured and guideline-based expert interviews from two countries.

The findings reveal a specific bundle of transformation resources and capabilities and important drivers for the implementation of an omni-channel strategy. Thereby, the human resources factor and the market as well as customer understanding play a decisive role. In addition, the authors have identified country-specific differences in the technological, logistical, product-specific and financial areas.

The results reflect the importance of qualified and well-trained staff for SME retailers to implement omni-channel strategies in alignment with a high level of service quality. Especially in the Covid 19 era, flexible structures and quick adaptability are essential to remain competitive. Nevertheless, everything should always be in line with the company's own philosophy.

The paper provides new insights into important resources and capabilities retailers need to focus on when implementing an omni-channel strategy. The paper concentrates in particular on the groups of SMEs and niche markets as well as examines country-specific differences in a developed and a developing country.