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This introductory chapter elaborates some of the key ideas which shaped the concept of this book. The overriding idea is that autopoiesis theory has the potential to provide a unifying framework for the study of organizational phenomena in the 21st century. Although organization studies have recently had no shortage of new paradigms and approaches — such as postmodernism, phenomenology, ethnomethodology, reflexivity, and critical theory — the field seems to be expanding in ways that make it increasingly difficult to comprehend, especially for the uninitiated.

The multiple objective decision making problem arises when two or more non‐comparable objective functions are to be simultaneously optimised. There is a definite trend towards utilising interactive techniques for solving the multiple objective decision making problem. Interactive techniques allow the involvement of the DM throughout the decision process. In this paper we first provide a brief overview of multiple objective decision making, and then give a survey of literature dealing with interactive multiple objective decision making from 1965 to 1988.

The present research explores capital requirement models used in medium‐size, private construction firms. The decision‐maker of a contracting firm can implement a cash flow forecasting model as an early warning system by using a model to identify likely cash‐flow problems in advance of the occurrence of these difficulties. Arrangements for acquiring any needed funds from other sources can then be made to avoid the possibility of financial problems in the corporation. In the present research, a model for financial decisionmaking is developed which, as demonstrated in a case study, provides a method of solving borrowing decision problems. The model includes the ability to evaluate qualitative and fuzzy circumstances. The model also assists in the selection of sources of funding, taking into consideration the capital structure ratio, the period of cash requirements, the borrowing limits and the tax conditions of the firm. The purpose of the model is to provide the decision‐maker with a tool kit to analyse her/his financial options.

The purpose of this paper is to investigate factors influencing contemporary Japanese business environment mainly in the field of strategic management and, therefore, having influence on corporate performance and its measurement in selected manufacturing companies located in Japan in respect to their key business perspectives focused on people, processes and systems, innovations, finance, social responsibility and ecology, and that in relation to ongoing economic crises and a fundamental transformation of mature societies (in particular in USA, Japan and Western Europe).

The research involved assembling key academic and other literature on the subject of trends in strategic management and performance measurement in Japan as well as semi-structured interviews with managers within manufacturing companies located in Japan that deal with performance measurement, finance, strategic management, etc. and a review of various internal management reports.

The research has been useful in identifying companies that respond to current changes and trends the fastest and the most effective.

Among the limitations of the conclusions belongs rather a small sample of companies involved in the research. Moreover, the respondents may have seen their own company more favourably than an objective outsider would have done.

This paper shares insights on current trends influencing Japanese business environment and how these trends are implemented, used and updated in a selected sample of companies located in Japan.

Many of us have serious reservations about action learning (AL), at least in its more extreme forms, as represented by some of Reg Revans' own writings and, in the recent collection of papers in Revans' honour, by Jarvis and Marsh's article.

This paper aims to investigate current trends in selected management systems and analyses their mutual synergy effects to remaster contemporary enterprise performance management systems in the business sphere.

This research involves assembling key academic texts and other literature on the subject of changes in management systems worldwide and their influence on remastering contemporary enterprise performance management systems. The literature is reviewed using a systematic approach. More than 3,000 papers and studies are identified and content analysed.

The main trends and emerging themes of management practices in the current business world and their synergy effects are identified, reviewed and classified.

The field of performance management systems and their remastering based on individual corporate needs is an emergent area of study. This paper is relevant to academics, as well as the corporate world, because it introduces summarized results from an extensive number of published studies on the topic of trends in current management systems, their mutual synergy effects and their influence on performance management systems.

For a long time, women have not been judged by the same standards as men when trying to enter a trade or profession reserved traditionally for men or even after becoming part of it, while progressing. This paper explores the concept of career progression of female staff in an academic institute. It seeks to answer the following research questions: What barriers are faced by women in career progression? What are the differences in perceptions among female sub‐groups regarding these barriers? What policies and improvement programs can be provided to promote women's career progression? What is the relationship between women's career progression and justice?

According to the research objectives, the best way to collect the required data was a questionnaire. In this research, three different questionnaires were used. Also, to rank women's career progression barriers, the TOPSIS technique was used.

The authors found that there is a significant relationship between career progression barriers with interactional and distributive justice. Our ranking results showed that lack of organisational support and job restrictions are the main barriers to women's career progression. Also, flexible working time options is the main support program for eliminating of these barriers.

The major research limitations of this study were the failure to collect and analyse data that would yield a quantitative assessment of organisational justice, and the distribution of questionnaires among women at work.

This is the first study of its nature conducted among female Iranian university staff to focus on barriers to women's career progression. The paper also offers practical guidance that can be used by management and women employees to facilitate career progression.