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This inquiry is a theoretical analysis that attempts to identify the features of school structure that efficiently promote positive outcomes of organization, while limiting negative consequences that are often associated with bureaucratic structures. To that end, the concepts of enabling structures and mindful organizations are developed, contrasted, and synthesized. Then, the research and practical implications of enabling and mindful school structures are proposed and discussed.

In elite sport competitions there are small margins, and small advantages may be the key to big success. Details that in many other setting would be considered insignificant can have a major impact on results. Awareness about risks therefore becomes a key concern in such projects, and this is often viewed as the essence of project management. Compensations for negative outcomes do not make sense. Delays, cost‐overruns or compensations are not viable options. In such situations, success depends on the ability to manage risks with a high degree of reliability, reflects the ability to mobilize, use and develop new knowledge. This paper aims to offer an opportunity to investigate mechanisms for knowledge development and transfer in relation to risk management in a mindful organization.

The starting point was formal documents and plans, but the main data source is semi‐structured in‐depth interviews with all major actors involved. The data are representative in the sense that they provide a comprehensive mapping of critical elements in Olympic projects, strategies for dealing with them and how knowledge from earlier projects were exploited. As data were collected they were systematized through open coding, identifying recurrent themes relating to major concerns, influence of earlier experience, knowledge sharing, relationships between experiences and new project team members, etc. The next step was to recode descriptive categories in ways that captured underlying analytical or theoretical dimensions relating to different types of risk, knowledge and knowledge carriers.

The article links risk management to knowledge development and transfer in a mindful organization. Three mechanisms are crucial for successful project‐based learning: relating different competences; reflecting on experiences; and routinizing lessons learned. Such processes are at the core of a mindful organization. Knowledge transfer and risk management are an integrated part of best practice. In Olympiatoppen there is little codification of knowledge in formal systems and detailed operating procedures. Knowledge is mainly carried by individuals – and activated, evaluated and used in a setting where relationships play a key role. The ability to exploit such mechanisms for knowledge transfer is generally attracting attention as an essential success factor in project‐based learning.

The paper contributes to the literature on knowledge development in projects in the following ways: first, knowledge development and transfer is linked to risk management and the concept of mindful organization. In a mindful organization knowledge transfer and risk management are an integrated part of best practice. Second, it pays special attention to the social aspects of knowledge transfer; particularly the role of personal knowledge and problem solving capacities and the importance of social relationships.

The purpose of this paper is to integrate the distinctive streams of research on market orientation, quality orientation, and organizational mindfulness, and examine the mediating role of mindful marketing between market orientation and quality orientation, and their linkages to two emerging key outcomes: mindful consumption and value co‐creation.

Based on extant orientation and organizational mindfulness research, a conceptual framework is presented to characterize the nomological network among market and quality orientations, mindful marketing, mindful consumption and value co‐creation. In total, 14 propositions are extracted.

The paper proposes that the synergistic interaction of market and quality orientation has a direct influence on mindful marketing, which in turn influences two outcomes: mindful consumption and value co‐creation. The dual moderating role of market structure is also incorporated among the findings.

The proposed framework demonstrates how managers can emphasize market and/or quality orientation in order to develop an optimal mindful marketing strategy that would take the stakeholders' intrinsic benefits into account. It is suggested that this approach will lead to mindful consumption and increase the opportunities for value co‐creation among the stakeholders, which will ultimately lead to better organizational performance.

The paper represents a first attempt to integrate two strategic orientations, and the concept of mindfulness. It examines the intimate relationship between market and quality orientations and how they jointly lead to the development of mindful marketing. It also explores the role of two emerging constructs in marketing: mindful consumption and value co‐creation.

This paper seeks to provide a critical review of the theoretical conception and practical implications of the notion of mindfulness (introduced to organization theory by Karl Weick and colleagues). As this concept aims at clarifying the mechanisms of knowledge creation and knowledge re‐configuration, the notion of mindfulness is used and refined to contribute to explaining some of the micro‐foundations of dynamic capabilities. Thus, the paper aims to show how putting “new wine” (mindfulness) into “old bottles” (dynamic capabilities) can add to the clarification of the nature and development of dynamic capabilities.

The paper explores and reviews the literature on mindfulness as well as dynamic capabilities and engages in conceptual development based on this literature. Based on this literature review, propositions are developed that regard mindfulness as a micro‐foundation of dynamic capabilities.

It is shown that the literature neglects opportunistic behaviour, issues of power, and self‐contradictory aspects of the principles for mindful organizing. It is argued that mindfulness should neither be understood as an attribute of an entity nor be simply contrasted with routine, but should rather be depicted as a medium and outcome of social practices which involves enacting power and drawing pre‐reflectively on a background that is built up by routines. Five propositions describe how such a refined understanding of mindfulness can contribute to explaining the micro‐foundations of dynamic capabilities such as “sensing opportunities and threats”, “seizing opportunities”, and “reconfiguring a company's assets”.

While there are apparent parallels between the notion of mindfulness and the concept of dynamic capabilities, there are also some notable differences. The discussion of dynamic capability puts more emphasis on routines that introduce instability and ambiguity rather than coping with (externally posed) the unexpected. As a consequence, the propositions regarding the relation between mindfulness and dynamic capabilities should be further elaborated and validated or refuted empirically.

First, the paper delineates the limits of (organizing for) mindfulness which has been applied quite uncritically by organization scholars. Second, it derives five propositions that highlight previously neglected mechanisms of how dynamic capabilities develop, therefore adding to one's understanding of the micro‐foundations of dynamic capabilities.

The study emphasizes the role of an individual's mindfulness and temperance in making employees fit their organizations by comparing the direct effect of mindfulness and its indirect effect through temperance on the employees' person–organization fit (P-O fit). Data were collected from 185 Indian employees working at managerial positions in manufacturing and service industries through an online questionnaire in a cross-sectional research design. Structure equation modelling (SEM) was used to test the associations, and it was observed that mindfulness among employees is positively related to their P-O fit. Similarly, employees' temperance is also positively associated with their P-O fit. Furthermore, it is observed that temperance acts as a partial mediator between mindfulness and P-O fit. Mindful employees would be more aware of their surroundings, making them aware of the values that the workplace demands. The same awareness would compel the employees to have temperance (self-control) to keep their values in line with organizational values. The study contributes to the virtue theory and the value congruence theory in the organizational context. This study recommends that the management promotes mindfulness and temperance among the employees through various interventions and new technological aids to promote the P-O fit of the employees. To the best of our knowledge, this original work has novelty to investigate the relationship of mindfulness with P-O fit, taking into account the role of temperance of the employee.

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.

This research paper concentrates on how components of innovation resilience behavior (IRB) such as team psychological safety can be applied to solving innovation project problems. Adopting a mindful infrastructure that supports IRB can reduce the occurrence of errors by curating an experimental working culture where mistakes are viewed as a positive source of learning, rather than as negative personal failures.

The briefing saves busy executives 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.

The threat of bioterrorism presents an opportunity for health care organizations to transform into more resilient, learning organizations. Rather than focusing solely on preparing for what is known or expected in a bioterrorist attack, organizations should strengthen their infrastructures to better manage surprises of all types. We advocate a combination of guidelines derived from conventional and complexity science perspectives on organizational change, including the need for leadership commitment, self-organization, culture change, and interorganizational connections.

This paper aims to examine the differences in mindfulness, meditation and flow and the conditions in which each occurs. It summarizes research that demonstrates positive benefits of these three for employee and organizational learning. While mindfulness focuses awareness on what is occurring in the moment, flow involves total immersion in an activity and loss of awareness of one’s self and the environment. This paper discusses if and how mindfulness can be incorporated into flow and how this relates to organizational learning.

A mindfulness-in-flow process, called mindflow, is described as one that includes open awareness at the “integral point”. Pilot programmes were conducted that integrated mindfulness, meditation and flow for three companies and participants that reported personal physical and psychological benefits and development of mindfulness-in-flow skills.

This paper suggests that conducting workplace programmes and environments that incorporate mindfulness, meditation and flow has considerable potential to improve culture, responsiveness and learning.

For mindflow to be a useful process to enhance individual and organizational learning, conditions need to be embedded which encourage mindfulness and flow in the organization. Further research is needed into the study of the integration of mindfulness in flow versus mindfulness, the workplace conditions necessary to support mindflow and how these translate into organizational learning.

Organizations need to provide workplace conditions, resources and systems that support mindful flow. Leaders also need to be models and coaches to guide individuals and teams to work in a mind-flow way.

The process and practice of mindflow provides greater fulfillment for workers as well as greater alignment between the organization’s products and services and the well being of society.

This paper suggests that conducting workplace programmes and providing organizational conditions that incorporate mindfulness, meditation and flow will increase organizational learning and provide an essential culture for a learning organization.

This paper aims to introduce a new integrated strategic framework entitled, “The corporate identity, total corporate communications, stakeholders’ attributed identities, identifications and behaviours continuum” and elucidates the central and strategic importance of corporate identity apropos corporate communications, corporate image, attributed stakeholder identifications and resultant behaviours. The strategic importance of corporate identity is noted. The continuum incorporates a variety of disciplinary/theoretical perspectives.

The paper/framework is informed by corporate marketing and strategic perspectives; legal theory of the firm; social identity branch theories; and stakeholder theory. The effects and management of corporate identity are seen as a continuum. The framework accommodates Tagiuri’s (1982) scholarship on corporate identity.

This paper formally introduces and explicates “The corporate identity, total corporate communications, stakeholders’ attributed identities, identifications and behaviours continuum”. Corporate identity management is an on-going strategic senior management/strategic requisite. Notably, the legal theory of company law – routinely overlooked – and its impact on corporate identity management is accepted, acknowledged and accommodated. The importance of stakeholders and stakeholder identification (a derivative of social identity theory) is underscored.

Via the explication of the continuum, managers can comprehend the nature and importance of corporate identity; appreciate that corporate identity adaptation/change is on-going; comprehend its interface/s with corporate communications, stakeholder attributed identities, identifications and the business environment; understand the need for on-going fidelity to an institution’s legally based core purposes and corporate identity traits (juridical identity); cognise the efficacy of constant stakeholder and environmental analysis. Corporate identity sustainability requires corporate identity to be advantageous, beneficial, critical, differentiating and effectual. Stakeholder prioritisation is not solely dependent on power, legitimacy and urgency but on legality, efficacy, ethicality and temporality.

The resultant framework/approach, therefore, aims to make a meaningful advance on the territory and, moreover, seeks to be of utility to scholars and practitioners of corporate marketing, strategy and company law. Arguably, therefore, the framework is more ambitious than extant framework on the domain. The resultant framework/approach, therefore, aims to make a meaningful advance on the territory and seeks to be of utility to scholars and practitioners of corporate identity, communications, images, identification, stakeholder theory, company law and, importantly, corporate strategy.

Maintaining a safe and available supply of blood requires a mindfully coordinated supply chain (SC) and is fundamental to the effective operation of health systems across the world. This study investigates how blood supply chain (BSC) actors demonstrate collective mindfulness (CM) principles in their operations and how these demonstrations lead to improvements in blood safety and availability (BSA) in different operational contexts.

Six case studies drawn from two contrasting BSCs, the UK and Indonesia, which differ in structure and regulation are investigated in this research. Qualitative data are collected and analysed using template analysis.

The cases reveal how the CM principles are demonstrated in the supply chain context in a range of operational conditions and their impact on BSA. The BSC actors in the more centralised and tightly regulated cases display more behaviours consistent with more of the CM principles over a greater range of operational conditions compared to those in the more decentralised and loosely regulated cases. As such, more improvements in BSA are found in the former compared to the latter cases.

This paper is considered the first to investigate the demonstration of CM principles at the SC as opposed to the single organisational level. It proposes an alternative approach to understanding and evaluating reliability performance using behavioural rather than statistical principles.