Conditioned emergence: a dissipative structures approach to transformation

This paper presents a novel framework for the management of organisational transformation, defined here as a relatively rapid transition from one archetype to another. The concept of dissipative structures, from the field of complexity theory, is used to develop and explain a specific sequence of activities which underpin effective transformation. This sequence integrates selected concepts from the literatures on strategic change, organisational learning and business processes; in so doing, it introduces a degree of prescriptiveness which differentiates it from other managerial interpretations of complexity theory. Specifically, it proposes a three-stage process: first, the organisation conditions the outcome of the transformation process by articulating and reconfiguring the rules which underpin its deep structure; second, it takes steps to move from its current equilibrium and, finally, it moves into a period where positive and negative feedback loops become the focus of managerial attention. The paper argues that by managing at the level of deep structure in social systems, organisations can gain some influence over self-organising processes which are typically regarded as unpredictable in the natural sciences. However, the paper further argues that this influence is limited to archetypal features and that detailed forms and behaviours are emergent properties of the system. Two illustrative case-vignettes are presented to give an insight into the practical application of the model before conclusions are reached which speculate on the implications of this approach for strategy research

A Complexity Science Based Approach to Programme Risk Management

Programme management has rapidly gained acceptance as a vehicle for achieving organisational strategic objectives and as a means of aligning projects with the overall strategy of the organisation. Managing programme risk poses challenges which are different from those in project management. Attempts to modify and apply project risk management techniques to programme risk management have experienced difficulties. The implications of the challenges of programme risk management extend beyond the tools and techniques. Recent research shows that that programme management is neither an extension, nor a scaled up version of project management. Philosophically, a paradigm shift from the predominantly mechanistic and reductionist mindset to a more appropriate paradigm based on complexity science and the theory of complex adaptive systems is required. This leads to the conclusion that the classic event based view of risk is inappropriate in modelling and analysing programme risk which need to be treated as holistic and dynamic

A Complexity Science Based Approach to Programme Risk Management

Programme management has rapidly gained acceptance as a vehicle for achieving organisational strategic objectives and as a means of aligning projects with the overall strategy of the organisation. Managing programme risk poses challenges which are different from those in project management. Attempts to modify and apply project risk management techniques to programme risk management have experienced difficulties. The implications of the challenges of programme risk management extend beyond the tools and techniques. Recent research shows that that programme management is neither an extension, nor a scaled up version of project management. Philosophically, a paradigm shift from the predominantly mechanistic and reductionist mindset to a more appropriate paradigm based on complexity science and the theory of complex adaptive systems is required. This leads to the conclusion that the classic event based view of risk is inappropriate in modelling and analysing programme risk which need to be treated as holistic and dynamic

The chaotic nature of healthcare information systems: The need for transdisciplinary collaboration

Copyright @ 2013 EMCIS.This paper demonstrates one of the challenges of the healthcare information systems development, namely the chaotic nature of healthcare systems. Although the reliable evidence demonstrating the positive effects of health information systems on safety and quality remains inconclusive (a growing body of research revealing the unintended consequences and potentially error producing effects of health information systems’ implementation. Different arguments from the literature concerning the chaotic nature of healthcare, including but not limited to the nature of patients and disease have been presented. The requirements of new ways of systems design and the need for transdisciplinary dynamic teams within the requirements engineering phase as a start has been discussed. These arguments have been investigated in the context of an exploratory case addressing one of the advanced oncology centres in the US. This paper concludes that there is an important need to rethink healthcare information systems development method, which has to be in a dynamic ongoing manner for some major issues

Human resource development in construction organisations: an example of a 'chaordic' learning organisation?

Purpose/ Methodology/Approach The concept of the Learning Organisation (LO) is associated with an advanced approach to Human Resource Development (HRD) characterised by an ethos of self-responsibility and self-development. The learning climate that this engenders is supported by temporary organisational structures responsive to environmental change. This paper presents case study research of the HRD strategy, policy and practice of a large UK-based construction contractor in relation to the concept of LO. Findings The analysis suggests that the organisational project-based structure and informal culture combine to form a ‘chaordic LO’. A ‘Chaordic enterprise’ comprises a complex organisation that operates in a non-linear dynamic environment. However, it appears that this approach has evolved unintentionally rather than as a result of targeted Strategic Human Resource Management (SHRM) policies, which in turn reflects a genuine commitment to advanced HRD. Originality/value of paper The findings render previous assertions that the industry fails to invest in its employees highly questionable. They suggest a need for further research to reveal how such approaches can be captured in replicate in the future

Interactive situation modelling in knowledge intensive domains

Interactive Situation Modelling (ISM) method, a semi-methodological approach, is proposed to tackle issues associated with modelling complex knowledge intensive domains, which cannot be easily modelled using traditional approaches. This paper presents the background and implementation of ISM within a complex domain, where synthesizing knowledge from various sources is critical, and is based on the principles of ethnography within a constructivist framework. Although the motivation for the reported work comes from the application presented in the paper, the actual scope of the paper covers a wide range of issues related to modelling complex systems. The author firstly reviews approaches used for modelling knowledge intensive domains, preceded by a brief discussion about two main issues: symmetry of ignorance and system behaviour, which are often confronted when applying modelling approaches to business domains. The ISM process is then characterized and critiqued with lessons from an exemplar presented to illustrate its effectiveness