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This chapter proposes that organizational strategy formation should be characterized theoretically as a process that is subject to several interacting forces, rather than represented by separate discrete decision-models or theoretic perspectives, as is commonly done in the strategic management literature. Based on an extensive review of relevant theory and empirical work in strategic decision-making, organizational change theory, cognitive and social psychology, and strategy processes, seven kinds of “forces” – rational, imposed, teleological, learning, political, heuristic, and social – are identified as interacting in and having significant influence on the strategy formation process. It is further argued that by applying a holistic “forces-view” of the significant and interacting influences on strategy formation, we can better understand the dynamics and challenges in managing the process of defining and changing organizational strategies.

As a company that has continuously achieved business innovation, Apple in the United States has successfully applied strategic knowledge creation to produce a series of products that integrate various digital devices as well as diverse contents and applications, such as the iPod, iPhone, and iPad, based on a corporate vision of a digital hub concept. At the same time, the redefining of corporate boundaries that expanded Apple’s business in a horizontal direction from the Macintosh PC business to the delivery of music, smartphones, and tablets is also an indication of the evolution of a corporate vision involving Apple’s strategic transformation. This chapter presents the strategic and creative processes that enabled practitioners, including the late Steve Jobs, to demonstrate “strategic innovation capability” by “holistic leadership” at every level of management at Apple and successfully achieve a business ecosystem strategy through “creative collaboration” across diverse boundaries within and outside the company.

Fewer than half of UK start-up businesses survive beyond five years (ONS, 2020). The Scottish Small Business Survey of 2019 found competition in the market and uncertainty as to how to face it were considered the most significant barrier to success by almost half of Small and Medium-sized Enterprises (SMEs) (Scottish Government, 2020). This chapter considers how four Scottish breweries have formulated start-up strategies to respond to competition in an ever-increasingly crowded marketplace in order to maximise their likelihood of survival. The findings from each of these case studies are presented in an accessible format, and indicate that a variety of approaches to the development of the businesses can be adopted, albeit planned approaches dominate. Drawing on real life experiences of four successful businesses, the practical choices they took provide guidance and inspiration for other aspiring craft beer entrepreneurs in selecting an appropriate approach to and content of their founding strategy.

When individuals routinely lack access to interactions that build emotional energy (EE), they use indirect routes to maximize EE. They build strategies around attempting to minimize the loss of EE. I refer to these indirect routes as defensive strategies. Defensive strategies reflect what psychologists refer to as an internal locus of control – placing control over one’s circumstances within one’s self rather than outside in one’s environment. While an internal locus of control may help an individual to adapt to their current situation, it also helps to preserve the status quo. I focus on the case of staying with an abusive domestic partner as an illustration of the social dynamics that underlie apparently self-destructive behavior and the preservation of abusive interaction patterns, including: the formation of defensive strategies, the emotional and cognitive implications of relying on defensive strategies, the situations that are likely to lead to the cessation of defensive strategies in favor of proactive strategies, and the social implications of defensive strategies.

This study of a market-leader in a turbulent hostile telecommunications market uncovers how the competitive context influences strategy-making and cultivates central control that opposes autonomous initiatives. It shows how a highly competitive industry context reduces organizational slack that inhibits autonomy and drives central actions. Strategic initiatives primarily arise as deliberate actions induced by top management. This creates an information gap between ongoing experiences gained by employees operating in the periphery of the organization and the perceptions of decision-makers at the corporate center. In this organizational setting, the authors observe maverick behavior among entrepreneurial individuals that deliberately circumvent the formal rules to turn autonomous initiatives into viable strategic ventures in the best interest of the firm. Where conventional views presume that power delegation and organizational slack are necessary for autonomous strategic initiatives to emerge, the authors find that central control can provoke autonomous rule-breaking maverick behavior among resource-deprived entrepreneurial individuals inside the organization.

The chapter presents a mechanism of innovational development of cluster of the hospitality industry in the system of region's economic security, which formation takes place in the conditions of complex turbulent state of economy, which leads to crises of various scales and volumes. Cluster is treated as a platform that unifies efforts and partnership interactions between large, medium, and small business and synthesizes expectations of consumers on the basis of territorial concentration of readiness to care about a customer in the form of provision of the need: (1) selection and readiness of consumer to accept a specific complex service of the hospitality industry (with tourist service complexes); (2) movement (with transport complex); (3) accommodation (with hotel complex), (4) readiness for catering (with catering complex); (5) entertainment (with participation of complex of entertainment); (6) security (with security complex). The process of clustering leads to a new treatment of the notion of competition, development of capabilities to be a business partner, and finding advantages in generation of innovations together with intermediaries and neighbors.

There has been a growing interest in the field of strategic management to understand the relationship between the organizational capabilities of firms and (a) the direction of strategies pursued and (b) the impact on competitive performance. Much of this literature has been influenced by the resource-based view of the firm. As indicated in early formulations of this theory, one implication is that the organization of resources is equally important as the resources themselves. Accordingly, the organizational and integration of resources and knowledge can be viewed as a core facet of the organizational capabilities of firms that are difficult to imitate for competitors. This paper explores a particular kind of organization referred to as the “P-form corporation” (Project-Form), its organizational capabilities and options for strategic alternatives. The chapter addresses three broad questions: (1) What are the main characteristics of P-form corporations? (2) What are the capabilities acquired and developed by P-form corporations and how are these acquired? (3) How do these capabilities vary across different strategic alternatives in the P-form corporation? The chapter concludes with a discussion about the implications for strategy and management.

How can we account for patterns of mobilization undertaken by ethnic movements? What leads ethnic collectives to shift between mobilization strategies? Addressing the general lack of attention in the ethnic conflict literature to the diverse political strategies employed by ethnic minorities – particularly those in democratic and semi-democratic contexts, this chapter accounts for mobilization as developing along an institutional spectrum of ethnic contention. I argue that the internal dynamics of ethnic movements shape patterns of mobilization. Utilizing literature from new institutionalism and employing the approach advanced by the study of contentious politics, ethnic movements are theorized as developing through the interplay of three causal mechanisms, which combine to form processes of institutionalization and deinstitutionalization. The process of deinstitutionalization is explored through the case of the mobilization of the Palestinian citizens of Israel, tracing the development of the three causal mechanisms and their influence on the collective’s mobilization pattern. The chapter concludes by considering the range of movements that can be explored along the institutional spectrum.