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The purpose of this chapter is to describe and analyze the operational styles of the American and Netherlands armed forces displayed in the ISAF operations in Southern Afghanistan. The aim is to ascertain if and how these differences converge as a consequence of common experiences in the area of operations. The methodology is based on written published information, as well as newspaper, and internet sources. The findings demonstrate that although there are considerable differences in operations styles between both national militaries, common experiences urge them to learn from each other, and hence to develop some sort of isomorphism in their operations. This tendency is not unique to the military. Isomorphism is a well-known phenomenon in the sociology of organizations and it relates to the idea of supranational convergence of policies, which is an important topic of study in political science. The limitations of this chapter pertain to the fact that only two national armed forces have been studied and that there is only little primary material to rely on. The practical implications are numerous. It stresses the tendency and need for national militaries, who are engaged in multinational military cooperation, to learn from each other while trying to reach for the maximum results of their endeavors. The point of isomorphism in national militaries developing as a result of common experiences has never been described before, certainly not in terms of well established concepts of the sociology of organizations and political science.

In their effort to rebuild the society of the host-nation, military organizations depend on collaboration and communication with other international contingents and the local population. Language understanding in this regard is of eminent importance. Linguistic skills and the intervention of interpreters could contribute to the inter-communicational process, and hence positively affect the general effectiveness of the mission as a whole. In this article theoretical concepts and notions are illustrated with empirical observations from everyday military practice during peace-support operations. The article concludes with avenues for future research.

In recent years, business companies are challenged with various difficulties in connection to human resources (HR), for example, adapting to one’s sentiments, managing debates, developing collaboration, affecting leadership, addressing motives, interpersonal susceptibility, dealing with capabilities and also individual emotional intelligence (EI) or inward characteristics (e.g. moral qualities). Expanding on and reaching out earlier and ongoing work, the scope of this research is to experimentally look at the connection between the components of EI and ethics in contemporary organizations and their resulting impact on employees’ motives and performance. A quantitative method was utilized, and an entirety of 386 questionnaires was collected from three diverse high-tech new businesses based in Greece and analyzed with SPSS programing. For triangulation reasons, auxiliary information from the organizations’ sites were gathered and a meeting with each organization’s executive of the HR division was held. The outcomes propose that ethical values add to motives and thus employee motives add to employee performance. Helpful administrative ramifications resulted from this research.

Purpose – This chapter aims to coin, unpack, and illustrate the concept and societal impact of informerphobia. This is the fear of people to report information on (threatening) violence and terrorism to the state agencies that are formally tasked to respond to these threats.

Methodology/approach – This chapter is a theoretical exercise, combining insights from general sociology, organization studies, military studies and the literature on good governance. The illustration pertaining to Afghanistan is based on previous fieldwork in the region.

Findings – The chapter points at the importance of having properly functioning state agencies that have to be flexible, decentralized, and truly bureaucratic in the Weberian sense of the word. In addition, a civic culture of ordinary people producing counterpressure is indispensable to make the state agencies more effective.

Originality/value of the paper – The concept is brand new as is its elaboration and application to Afghanistan.

Purpose – The aim of the chapter is to analyze the multinational collaboration between troops-contributing countries, and between military and civilian personnel at UNIFIL's headquarters in South-Lebanon.

Methodology/approach – The methodological approach consisted of semi-structured interviews and participatory observation.

Findings – The multinational collaboration at the HQ was satisfactory, although not optimal as mutual stereotyping continued to exist. Western military personnel still prefers to operate in a NATO framework and resent some of the civil servants’ privileges. This hampers a smooth civil–military cooperation to some extent.

Originality/value of the paper – Few qualitative studies have looked at how participating nations collaborate at missions’ headquarters. This study provides a look inside the daily work of military and civilian personnel at the operational level and, consequently, offers insights for improving multinational collaboration in future (peace) operations.

Purpose – The purpose of this study is to understand the effectiveness of national crisis response networks (NCRN) in a broad sense, including the domains of governance, and strategic and tactical management. The chapter thus moves beyond views considering crisis response a reactive, tactical level effort. Specifically, it focuses on the role of military organizations in NCRNs.

Methodology/approach – After building a research framework based on organization and military studies, this case study examines the organizational response to the disaster that was caused by the tropical cyclone “Katrina”; the data used are qualitative.

Findings – The results highlight the ex-ante lack of preparedness of organizations to cooperate in a NCRN. Once Katrina hit in 2005, confusion and tensions permeated interorganizational relationships for a number of days.

Research limitations/implications – Implications for researchers and practitioners center on the NCRN's backbone organizations and communities potentially affected. Through tension management and network-level investments in knowledge and routines they can contribute to effective crisis response. The framework could be applied to other national crises. Case studies can be generalized in a conceptual sense.

Originality/value of paper – Katrina has been studied quite extensively yet from a crisis response perspective. This chapter offers a reflection that broadens the scope of our understanding of NCRNs, with an emphasis on the military.

Afghanistan is without a doubt one of the poorest countries in the world and it has all the characteristics of a failed state. In such a country, where there is neither a physical nor an economic infrastructure of any significance, the payment of salaries is an overwhelming problem for government organisations. The international community is providing advisers and trainers for Afghan government organisations, including the armed forces, in order to combat these kinds of problems. This article focuses on how the payment of salaries is organised within the 205th Corps of the Afghan National Army and ascertains if there are proper ways for a developing army to adopt Western ideas on financial and general management. Our research indicates that the payment and accountability ideas within the 205th Corps are fully in line with the processes in any Western armed forces or government organisation. Only when matters literally fall beyond the scope of the West-dominated organisation and payments are to be made in the outlying areas, uncertainties arise which can lead to questions and even friction. Furthermore, specific focal points derived from our literature review and our study are the concept of recording a number of basic details and keeping the disclosure relatively limited, and adapted to local needs.

In this chapter, we focus on the processes of communication during peace missions in far-away countries, where local people in general do not master Western languages such as English and French. Afghanistan is such a country where the international community conducts large-scale peace operations that bring along many situations in which the military needs to talk to local people. In such situations, interpreters mastering the local languages (Darsi and Pasthtu) are needed. In our study, we focus on their work, how they think they should fulfil their task, and their relation between the military who hire them and the local people to which they in fact belong. This in-between position makes them strangers in their own country. Goffman's work on strategic interaction, the management of face and embarrassment as well as interaction rituals in general constitute the theoretical backbone of this study.

Purpose – This article describes a theoretical model that allows understanding, explaining, and measuring the perceived organizational effectiveness of multinational coalition operations’ headquarters.

Design/methodology/approach – The proposed model is based on subject matter experts’ opinions and on existing general and military models of organizational effectiveness. It is tailored to the particular case of coalition operations’ headquarters.

Findings – The model includes input factors such as structure and processes, people and organizational culture as well as the operative and official goals of the organization. It especially emphasizes the degree of fit, or alignment, among them.

Originality/value – This comprehensive model provides a solid basis for (a) capturing the perceived effectiveness of people deployed in such headquarters, (b) for determining influencing factors in order to identify barriers and, if required, (c) for deducing improvement opportunities for organizational effectiveness of these coalition operations’ headquarters.