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The purpose of this paper is to investigate the nature of the organizational environments of Indian business organizations and to identify the adaptive response mechanisms that organizations use to cope with their environments. This paper also examines in detail the causal texture of the organizational environments and attempts to build a conceptual model mapping adaptive responses of organizations to different types of organizational environments.

A constructivist stance was adopted in this exploratory study to capture the perceptions of the organizational leaders through the multiple case study design to capture the features of the organizational environments and their causal texture. The multiple case study design used an embedded mixed-methods approach to collect data. Within-case analysis and cross-case analysis were conducted to draw out prominent themes across cases ordered for particular organizational environment types. The study was conducted by following construct validity, internal reliability and external validity guidelines.

The study highlights and describes in detail the characteristics of the different organizational environment types in India. It is revealed that a majority of Indian organizations exist in turbulent environments. There are differences in the adaptive response mechanisms of organizations in the environment types studied. The study specially focuses on the strategies adopted by Indian organizations to adapt to turbulent environments.

This study maps the causal texture of organizational environments in India and maps the organizational adaptive responses to the environment for greater effectiveness. This study offers various strategies to cope with turbulent organizational environments and adds to the research focus on causal texture and adaptive capacities of organizations across different types of environments.

This study contributes to an ignored subject area of organizational environments. Managing organizations in uncertain and turbulent environments is complex, and this study provides an understanding about the various types of adaptive mechanism that are used to cope with environmental turbulence. This study also attempts to answer several questions that previous research works have raised about strategies that organizations use when they fail to cope with environmental turbulence.

This study aims to examine the relationship between the influence of technological disruption and the transformation of business models mediated by adaptive organization and organization learning.

In total, 116 top management teams from the member of the Indonesian Advertising Association (P3I) were recruited for this study. The data was obtained through an online survey and analyzed using the PLS-structural equation modeling (SEM) technique.

This study revealed the importance of organizational learning and adaptive organization in minimizing technology disruption and enabler of the business model transformation. In an always-changing environment, the adaptive organization is the core element and catalyst of firm transformation. The acceleration of business model transformation is empowered through establishing an organization's learning system by exploiting existing knowledge, exploring new knowledge and cultivating a learning culture.

In today’s fast-paced digital world and a constant state of flux, advertising agencies need to build a sustainable business model and structure that allows them to be flexible, adaptive to changes and efficient.

To the best of the authors’ knowledge, this study was the first to develop a model to mitigate technology disruption and enable necessary elements to create a transformation business model.

The purpose of this paper is to outline an empirical study of how professionals experience work and learning in complex adaptive organisations. The study uses a complex adaptive systems approach, which forms the basis of a specifically developed conceptual framework for explaining professionals’ experiences of work and learning.

Semi-structured interviews were conducted with 14 professionals from a variety of organisations, industry sectors and occupations in Sydney, Australia. The transcripts were subjected to an adapted phenomenographic analysis, and an analysis using the complex adaptive organisations conceptual framework (CAOCF).

The findings indicated that professionals experienced learning mainly through work, where work was experienced as fluid and influenced by varying degrees of emergence, agency, complex social networks and adaptation. Further, the greater the degree of work fluidity, the greater the impetus towards learning through work, empirically indicating that the experience of learning in contemporary organisations is entwined with work.

This study used the concept of complex adaptive organisations as a conceptual framework, coupled with an adapted phenomenographic methodology, to investigate individual professionals’ experiences of work and learning. The adoption of the concept of complex adaptive organisations provided a rigorous way to adopt a complexity approach. In particular, the concept of emergence provides insights into how organisational complexity influences work and, subsequently, learning and adaptation.

This paper aims to draw on data from a study of professionals’ experiences of work and learning framed by a complex adaptive systems approach to examine the nexus of work and learning in complex adaptive organisations.

The study used an adapted phenomenographic approach and the complex adaptive systems conceptual framework (CAOCF) to analyse data from semi-structured interviews with fourteen professionals from a variety of organisations and industry sectors within Sydney, Australia.

The findings highlight that work in complex adaptive organisations is best described as fluid work. Further, the findings suggest that fluid work influences professionals towards flexible learning approaches that take place in the flow of work.

This paper empirically demonstrates the nexus of work and learning as experienced by professionals in their day-to-day work, as well as the ways in which fluid work influences flexible and adaptable learning through participation in work.

The purpose of this paper is to develop propositions for empirical validation regarding appropriate management planning and control systems (MPACS) in knowledge‐intensive organizations.

The propositions were developed from interviews with members of a knowledge‐intensive virtual organization that is known for its innovative practices regarding intellectual capital (IC) development and surveys from low to middle range managers, using a semi‐structured questionnaire, from a variety of companies. Trends in responses permitted us to identify issues of importance in developing innovative MPACS for knowledge‐intensive companies.

The paper proposes that two variables, the level of IC intensity and the uncertainty of knowledge, are important for determining the degree of adaptive versus generative characteristics that an organization's MPACS should contain. Regarding IC, the paper further proposes that organizations must give careful thought to ensure that both adaptive and generative characteristics are aligned with four MPACS elements of focus, commitment, capability, and learning.

As organizations develop programs to realize the potential from their intellectual capital, many fail to develop MPACS that are appropriate for knowledge‐intensive environments. MPACS should support knowledge creation, as well as knowledge sharing, and contain elements of both adaptive and generative systems.

A global pandemic, broken supply chains, workforce constraints, technological advancements in artificial intelligence, etc. illustrate the continual threats that SMEs face. Extending the dynamic capability concepts of sensing, seizing and transforming, this research investigates practices by which SMEs successfully adapt over time.

A comparative case study method was employed using a purposive sample of SMEs, consisting of three American firms and one Canadian firm.

Three sets of organizational practices, termed adaptive practices, that underlie dynamic capabilities for successful adaptation were identified: (1) continuous learning and process improvement, (2) leveraging reciprocal relationships and (3) communicating effectively.

The selected cases are from two countries in North America. Using a qualitative, inductive process, the authors are able to identify patterns of actions within various organizations; however, they are not able to establish causality.

This study provides practical guidance for leaders to take action to improve their SME's dynamic capabilities for adaptation through creating coherent bundles of specified adaptive practices.

Better understanding of how SMEs successfully adapt to high uncertainty and business viability threats can result in multidimensional (e.g. financial, emotional) and multi-level (individual, family, community), positive outcomes for societal stakeholders.

The findings of this study build on the literature of dynamic capabilities and organizational practices and provide a practical foundation for effective adaptation, labeled as adaptive practices.

This paper aims to explore the empirical literature on organizational resilience. The goal consists of identifying and understanding the indicators used to evaluate organizational resilience and instigating the development of indicators to assess resilience in other areas, such as project management and critical infrastructure.

A review of recent empirical studies is conducted to collect information on the indicators used to assess organizational resilience.

A range of interrelated indicators aiming to measure organizational resilience in two dimensions is shown in this literature review: awareness and adaptive capacity. Awareness is the ability of an organization to assess its environment and interpret the changes in its surroundings, both now and in the future, to be proactive and better manage possible disruptive events. On the other hand, adaptive capacity is the organization’s capacity to transform its structure, processes, culture, etc. for recovering once faced with a disruptive event. Awareness forms the main base of the organization’s adaptive capacity.

Organizational resilience contributes to the safe development of the built environment. This concept helps organizations to cope with disruptions. However, little research has been conducted on the indicators to assess organizational resilience, in different fields. Moreover, these indicators’ credibility is based on empirical studies.

This paper aims to determine what leader‐leading competencies enable management of turbulent, uncertain change and what principles from a complex adaptive systems perspective constitute it.

The paper is a qualitative research case study.

It is found that there are three leading‐ship competencies: administrative, adaptive and enabling.

The paper illustrates that complex adaptive organizations oblige leaders to view differently organizational networks and their role within such networks.

The purpose of this paper is to present a meaning‐based framework to understand the motivation of knowledge workers and an effective leadership model that suits that framework.

Definitions of knowledge worker, meaning, complex adaptive systems and leadership are provided. The concept of meaning in work is explored through the constructs of work orientation and identity. Based on that, a global meaning framework for knowledge workers is outlined. Additionally, the servant leadership model is detailed and analyzed in light of the global meaning framework for knowledge workers and the need for complex adaptive behavior in successful knowledge‐based organizations.

The motivation of knowledge workers can be well understood from a meaning perspective, taking two constructs into account: work orientation and identity. The global meaning framework of knowledge workers is based on three main characteristics: work as a calling, need for a strong membership association with peers, and need for autonomy. Servant leadership is a model that fits well with those characteristics, potentially enabling the creation of a sense of meaning and purpose and consequently inducing the intrinsic motivation of knowledge workers. As a side‐effect, complex adaptive behavior will emerge, leading to both organizational and social performance.

The proposed model combines a meaning perspective with servant leadership theory to provide insight into the motivation of knowledge workers. This is posited in the context of complex adaptive behavior.