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A decision to don the chaos lens, adopt dialogue as its primary mode of communication, and to recognize the power of the organizational mind has fundamentally and…
A decision to don the chaos lens, adopt dialogue as its primary mode of communication, and to recognize the power of the organizational mind has fundamentally and irreversibly changed the way a Dutch capital‐equipment manufacturer operates in its rapidly complexifying global marketplace. Beginning in September 1999, the focus of an ever widening circle of its membership has been on transforming itself from the inside out, that is by changing profoundly the organizational mind – the “orgmind”. Two factors make this change process particularly noteworthy: first of all, it was designed on the fly. In other words, virtually every action, activity, meeting, workshop and so on was made up as they moved along their path to the future. Second, profound change was undertaken before it was time to do so. That is, the company was “sitting pretty” enjoying a major share of the market, solid profitability as well as strong morale and employee loyalty.
– The purpose of this article is to discuss transnational organized crime (TOC) and the relationship to good governance in the Caribbean.
The purpose of this article is to discuss transnational organized crime (TOC) and the relationship to good governance in the Caribbean.
This paper is exploratory. It follows a path of inductive reasoning, from observation of the eight global cases to a broader general analysis and the development of a theoretical framework or ideal type.
The influence of TOC on governance in the Caribbean is worrying. Normative theories of democracy, public administration and governance no longer apply. Economic growth diminishes, unemployment rises, crime rises.
The paper contributes to the understanding of the impact of TOC on good governance especially on Small Island Developing States in the Caribbean.
In this concluding article the guest editors take a reflective stand with respect to this special issue of the Journal of Organizational Change Management dedicated to…
In this concluding article the guest editors take a reflective stand with respect to this special issue of the Journal of Organizational Change Management dedicated to exploring the ways in which Chaos is made applicable to and actionable in organizations. This summation chronicles a search for common ground as well as differences between the individual contributions. In addition, we respond to a number of issues we believe to be pertinent to the advancement of Chaos as a metapraxis of organizational change, concluding with a few suggestions for future research.
In 1996 Hubert Saint‐Onge and Smith published an article (“The evolutionary organization: avoiding a Titanic fate”, in The Learning Organization, Vol. 3 No. 4), based on…
In 1996 Hubert Saint‐Onge and Smith published an article (“The evolutionary organization: avoiding a Titanic fate”, in The Learning Organization, Vol. 3 No. 4), based on their experience at the Canadian Imperial Bank of Commerce (CIBC). It was established at CIBC that change could be successfully facilitated through blended application of theory such as system dynamics, and the then emerging notions of “chaos and complexity”. The resulting enterprise was termed an evolutionary organization (EVO), and CIBC has continued since to re‐invent itself with great success. Although the all‐embracing nature of chaos and complexity was understood, in retrospect the impact of non‐rational people‐factors, e.g. emotion, trust, openness, spirituality were underestimated. Introduces the six papers included in this special issue, which illustrate how much more sophisticated chaos and complexity have become in the decade since Hubert Saint‐Onge and Smith first began to apply the notions at CIBC. However, although the papers in this issue present some evidence of managerial “take‐up” of chaos and complexity, whether “take‐off” will ever ensue is questionable. It is proposed that, just as in the 1990s, if there is one thing that more than any other stands in the way of exploration and adoption of these ideas, it is management mindsets.