How To Develop Visions: A Literature Review,and a Revised CHOICES Approach for an Uncertain World

This paper reviews the visioning literature along five key dimensions: analysis of an organization's current situation, assessment of the external environment, identification of desired future vision, connection of the future to the present state, and testing the vision. It then describes one particular participative visioning methodology, which has largely been used in the public sector, the CHOICES approach. The paper then analyzes the CHOICES approach along the five key dimensions identified earlier. Gaps in the approach are identified and a revised methodology is outlined. The paper ends with a summary of results from a pilot study which tested the revised methodology.     

Application of Scenario-based Approaches in Leadership Research: An Action Research Intervention as Three Sets of Interlinked Practices

This article illustrates how scenario planning (SP) and scenario analysis as can be conceptualised as practices contributing to an action research (AR) investigation of leadership development. The project described in this article was intended to strengthen leadership capacity in Australia’s rapidly changing aged care and community care sector. A research team comprising academics from three universities and managers from two faith-based not-for-profit organisations providing aged and community care participated in this study. As part of the research, two sets of scenario-based workshops were held: the first, to identify possible futures using SP; and the second, to deal with plausible scenarios these organisations are likely to face with the changes happening in the aged care environment in Australia by using scenario analysis. Although the researchers did not consider a link between practice theory and AR during the SP phase, practice theory became useful during the scenario analysis phase. The article includes a brief literature review followed by a discussion on the relationship between AR and practice theory. The processes used in the two sets of scenario workshops are then described in detail along with the data collected and analysed. The article concludes with some reflections on the use of scenarios in practice as well as an acknowledgment that practice theory would be useful in investigating leadership capability development.     

The business team standard: A means of improving the effectiveness of individual businesses in a multibusiness corporation

The paper describes a project carried out within a major chemicals corporation to improve the performance of the individual businesses. This was to be done by clarifying some of the organisational uncertainties in its structure and improving the way that specialists form coalitions to address market challenges together. The approach used was based on “systems thinking”, which is an intellectual framework of knowledge that attempts to view organisations as wholes and which studies the processes of change in any part in the context of the whole organisation. Some of the important concepts of systems thinking are explored as they might be applied within a business organisation. Specifically the tool used was the Viable System Model of Stafford Beer, which the authors interpreted and developed into a set of statements (“a Standard”) which describe best practice in such organisations. Managers have used this to explore possible gaps in their organisations and, with this understanding, find ways to improve performance.     

Elicitation Methods of Organisational Knowledge: From the Individual to the Collective Through an Integrative Approach

The importance of the cyclic transformation of tacit knowledge into explicit knowledge for the knowledge-creation organisations is strategic. Yet in many instances this transformation is supported by informal settings with low process controllability. It is critical though that this be followed by a more systematic approach. A number of models of organisational learning have been developed by extrapolating individual learning styles, as is the case of the holonomic framework. However, there is a need to relate more closely models of learning and of knowledge creation to the knowledge elicitation methods, in order to further support knowledge management practice. This paper examines the holonomic framework with the view of informing the systematic elicitation of strategic knowledge in professional practice. It draws upon the experience and practical application of elicitation methods–in particular causal mapping and scenario building methods–to elicit middle-senior managers’ strategic knowledge by candidates to a Masters in Business Administration. The two methods are benchmarked against the holonomic cycle of knowledge development with regards to its learning phases, thus providing a more integrative approach to strategic knowledge elicitation methods.     

Performance Management for Social Enterprises

All organisations face the challenge of how to assess performance beyond current financial metrics. These challenges are felt especially strongly by social enterprises, organisations that use business methods to achieve social goals. Social enterprises need to evidence superior social outcomes, are normally accountable to a complex range of stakeholders and yet are often rated low to medium in terms of organisational capacity—thus whilst they have a great need for rounded measurement, they may in practice lack the ability to make use of the different approaches on offer. This paper examines the current and potential use of the conventional Balanced Scorecard model, by social enterprises. The Adventure Capital Fund provides case study evidence of extensive use of a modified Scorecard. The model used is dynamic, combining reflection on the organisation’s current position, ‘near term’ and long term issues. It aims to take a holistic and coherent view of the management of social enterprises. Experience to date suggests that the medium term snapshot provided by the Scorecard is the most valuable, allowing organisations and especially boards and senior executives to keep a ‘strategic grip’ in a period of rapid change and focus on those actions that have best chance of changing performance in the round.     

变形模板技术及其在多目标跟踪中的应用

变形模板技术是一种能够精确匹配、分割目标轮廓的图像处理技术。在过去20多年左右的时间里,该项技术已取得了长足的发展并显示出强大的生命力,如今变形模板模型已被广泛的应用于图像分析和计算机视觉等领域之中。从方法论的角度介绍了变形模板技术的理论基础、建模的一般过程及技术难点与解决方法,并以一种基于Snake模型的多目标跟踪算法为例介绍了该项技术在高空对地观测中对多个运动目标的精确分割与跟踪的应用。     

Operationalising “Double-Loop” Learning in Service Organisations: A Systems Approach for Creating Knowledge

Learning organisation literature has widely discussed the connections between “double-loop” learning and its significance to organisational performance, but paying little attention to tools and systems that can operationalise “double-loop” learning in organisations. This paper investigates the impact of applying a systems approach for service operations design, expressed as the Vanguard Method (Seddon, Freedom from command and control: a better way to make the work work, 2003), in order to activate “double-loop” learning in service organisations. Two case studies were conducted in the banking mortgage operations and adults’ social care services in the UK, using the dimensions of the learning organisation questionnaire (DLOQ), semi-structured interviews, observations, and documents. The findings of the cross-case analysis support the link of applying the Vanguard Method with operationalising “double-loop” learning through three main factors, namely systematic-operations improvement, organisational capacity development, and outside-in mode of work; that are all embedded into the seven dimensions of the DLOQ. The value of this paper is the introduction of a service operations design tool that can activate “double-loop” learning performance in the fast changing knowledge era. It also provides an impetus for service organisations to creatively influence employees’ competencies to effectively improve internal systems.     

Systemic Indicators for Rural Communities in Developing Economies: Bringing the Shared Vision into Being

Community indicators have been a frequent focus of the scholarly literature. There has been little exploration, however, in relation to rural communities, especially in developing countries. This reflects the special challenges associated with the complexity of rural systems, and the difficulties involved in developing appropriate and systemic indicators for rural communities. Identifying indicators that help the community to monitor progress towards sustainable outcomes requires a framework that is both practical and holistic. This paper introduces a participatory systemic framework for identifying community indicators, which respects the principles of complexity and honours the sense of ownership present in the communities. This framework is an iterative, sharing, co-learning engagement process that extends from creating a shared vision and extracting its core messages, to identifying indicators of progress and determining what actions to try. Importantly, this framework enables us to rank the indicators identified by communities with reference to ‘leverage points’, the best places to intervene in the social-environmental system for transformational change. This framework provides a potential pathway for sustainable rural development and perhaps also for organisations and urban communities.     

Human inquiry: Steps towards emancipatory practice

In this paper we explore the contribution of work in Human Inquiry to the debate about what might constitute authentic emancipatory practice and about how such an ideal might be approached. We beghin by considering some key values, issues, and commitments which characterise this work and distinguish it from other established research traditions. A number of distinct approaches to the practice of human inquiry have been articulated. These are referred to but it is not our purpose to review particular approaches in detail here. Rather our aim is to move from this overview of human inquiry to consider some important implications for practice. In particular, we look at Bateson's theory of levels of learning and explore ways in which both the intellectual and the more personal frameworks of participants can contribute to, and at times impede, the kinds of mutual learning with which human inquiries are concerned. We illustrate this discussion by drawing on examples from our own work in human inquiry. Here we aim to highlight particular implications and issues that might arise within human inquiries. One source of illustrations is Peter's work with general and complementary practitioners in a primary health care centre, the other is Anne's work with UWE student groups acting as consultants for local community organisations. In each case we consider some origins, forms, and expressions of power differences and show how empowerment can occur as participants learn within and across Bateson's levels as inquiries progress. We conclude by summarising the evidence of and opportunities for empowerment in each case and by showing how a deeper appreciation of Bateson's levels of learning can further understanding of the nature of emancipatory practice. Finally, we make more general suggestions about the role of approaches to Human Inquiry in future emancipatory practice.     

Assumptional analysis: An elucidation and appraisal for systems practitioners

The purpose of this paper is to review the ‘assumptional analysis’ methodology developed by R. O. Mason and I. I. Mitroff. The importance of this approach is that it was primarily constructed to deal with ill-structured problems at the strategic level in social systems. The 1980s has seen systems practitioners demonstrating an increased interest in exactly this type of problem. The principles and procedures of the approach are set out, its use in three organisations described, and an assessment of its potential contribution to systems practice provided.     

An information systems profession to meet the challenge of the 2000s

Technical proficiency has not enabled our profession to deliver value for money in terms of improved organisational performance. Evidence of this failure is adduced. The recommended change is to approach organisations as the information systems we develop. To achieve this we need a better understanding of information, the key resource, better ways of modelling organisations in information terms, and new tools for analysis, design, and systems development. Semiotics, the theory of sign, provides a suitable framework in which to make “information” and related concepts more precise. A semiotics of organisations leads to modelling them as systems of social norms from which information requirements can be logically deduced. This approach yields methods and tools for analyzing and designing the social, pragmatic, and semantic aspects of information systems that receive little attention in our current methodologies.     

Overcoming Challenges in Writing About Action Research—The Promise of the Development Story

There is great demand for articles and books describing what action researchers do but little methodological literature available explaining how researchers can go about writing such articles and books. This constitutes a serious challenge as writing high quality scientific texts is crucial for researchers to learn about and improve their practice. This paper addresses that challenge and offers a ‘recipe’ for writing, the development story, which aims to help action researchers reflect deeply on their empirical observations and convert these into concise and meaningful texts. The main purpose is to examine how using the development story as a support tool for writing impacts on engaged researchers’ field practice. We assess the value of the development story by using it to analyse and present an organizational development project in four Norwegian industrial service firms. We conclude that the development story can help instigating valuable reflection on the various roles researchers play out in the field, thereby helping them improve future practice. There is a need for more literature about analysis and writing adapted to the specific challenges of action research.     

Ethics of a Sustainable Enterprise—and the Need for it

In the modern global economy, new criteria are needed to describe the most modern enterprises: Sustainable Enterprise (SE) and Sustainable Enterprise Ethics (SEE). Long-term existence and development of humans and organisations depend, largely, on application of the sustainable development (SD) concept. Already, some enterprises consider the modern conditions and apply the requisite synergy of economic, ecological, social and ethical aims. They can be called Sustainable Enterprises (SEs). Suitable activities of SEs depend on their ethics even more than on their knowledge—Sustainable Enterprise Ethics. Attainment of SEE demands innovation of values, culture and behaviour of all critical SEs’ participants for them to understand, achieve and use SEE as a more/requisitely holistic practice, based on ethics of interdependence (EI). We offer some new suggestions on why humans need SE and SEE and suggest ways to create and implement EI as SEE in and for SEs rather than the traditional one-sided business behaviour.

The Role of Anchor Companies in Thin Regional Innovation Systems Lessons from Norway

Anchor companies and their interaction with other companies matter in thin regional innovation systems. They matter if, on the one hand, they have access to national and international knowledge sources and markets, and on the other hand are engaged in knowledge sharing and innovation processes in the cluster and in the region they are part of. It is companies and their interaction with knowledge organisations and policy makers that is the foundation for regional development in a long-term basis. The empirical test bed for the discussion is the oil and gas equipment supplier industry in Agder, Norway, which in the last 4–5 years has grown to a world leading position with deliveries to the oil and gas off-shore industry.     

Are you growing systems thinking managers? Use a systems model to teach and practice organizational analysis and planning,management policy,and organizational development

This paper discusses the use of the Kast and Rosenzweig systems and contingency model for teaching and practice in organizational analysis and planning, management policy, and organizational development. The need for an organizational model for graduate students and field-based managers and executives is identified. The model is presented beginning with the Kast and Rosenzweig work, with integration of research by Daft, Schein, Trist, Deal and Kennedy, Ackoff, Delbecq, and Mintzberg. The teaching and practice uses of the model in four areas are presented, including organizational analysis and planning, management policy making, and organizational development. In each area case examples of the use of the model in teaching and practice are presented. Needs for future research and implications for the use of the model are discussed.     

An Adaptive Use of Viable System Model with Knowledge System Diagnostics Serving Industrial Democracy in a Textile Manufacturing Company

The primary purpose of this research is to improve Beer’s Viable System Model (VSM) which is built on cybernetic principles and tools and aims to design adaptive, responsive and goal-seeking organisations possessing all features of viability. Assessing the strengths and weaknesses of VSM, this research proposes to enhance the model by using it in combination with Topp’s Knowledge System Diagnostics (KSD) which tries to uncover an organisation’s rules of formation making possible the creation and maintenance of knowledge within an organisation. It is thought that, equipped with this information, an adaptive application of VSM with KSD might cure unhealthy managerial practice—a lack of employee involvement in decision making and responsibility and authority sharing—observed both in a textile manufacturer and VSM. Methodological implications of this version of multimethodology are discussed, and then research site issues are revealed and recommendations are made.     

Virtual Action Research for Virtual Organisations?

Business organisations have always existed in a constantly changing environment. To survive it is necessary for them to adapt and adjust to the changes. When analysing complex entities, such as organisations, researchers have frequently adopted the methods of action research. But with the advent of greater use of information and communication technology businesses are changing in their composition and one practical manifestation of this is the rise of virtual teams. Virtual teams reflect the trend for an organisation to comprise ‘satellites’ or clusters of expertise in different parts of the globe. Such a transformation of what we can now take as an organisation creates new challenges for managers and for those inquiring into organisational problems. In this paper we attempt to address the question whether action research is any longer a valid way of organisational intervention for the researcher and consultant alike. In this paper we describe field research in which a soft method of Action Research was used during the analysis phase of IS development as a means of understanding the problem domain, identifying information requirements, evaluating technologies and reducing conflicts. The research was conducted between two institutions that were separated by several thousand miles and all participants connected from individual locations using virtual synchronous ICT. The study provided insight into the use of AR in virtual settings and as a means of conflict resolution in virtual teams. The findings have implications for IS development (which is increasingly conducted in virtual teams), education and management among others.     

Toward a Buddhist Systems Methodology 2: An Exploratory,Questioning Approach

This paper presents a Buddhist systems methodology (BSM) designed for problem prevention and problem solving in Taiwanese Buddhist organisations. Three sets of twelve questions based on Buddhist concepts are offered to (i) support explorations of boundaries and values in problematic situations; (ii) guide the choice of methods for intervention; and (iii) support the evaluation of recommendations for change. The paper argues that the BSM has advantages in Taiwanese contexts compared with Western systems approaches. The latter can appear threatening to organizational harmony and can therefore be regarded negatively. In contrast, the BSM uses Buddhist concepts that are closely associated with the practice of harmonious living. Thus, it reframes systems thinking as the exercise of Buddhist discipline applied to organizational life, and is likely to be viewed as a co-operative and culturally valued endeavour.

How People Use Rich Pictures to Help Them Think and Act

Groups of all kinds are complex organisations. To understand them and to facilitate them in process terms is a matter of rich and diverse discourse in varied fields from sustainable development to coastal ecology; from bandwidth in rural communities to health service provision. How to allow groups to discourse, problem solve and review their own issues and concerns? Diagrams in general and rich pictures in particular can be great means to allow groups to explore their subconscious, their occult sentiments and conflicted understandings. This paper explores and explains diverse use of pictures and shows how they can be applied and understood in group processes of all kinds.     

A Critical Systems Approach to Elicit User-Centric Business Intelligence Business Requirements

This paper describes an action research study where the researcher developed and tested an alternative business requirements elicitation approach that enables reflection on business intelligence business requirements from a social/organisational perspective and, accordingly, surfaces user-centric requirements that support development of systems that are technically good and effectuate organisational improvement. It is based on critical systems heuristics, a framework that facilitates participative discourse to surface contributing and consequential factors of a planned social system, i.e. relevant sources of motivation; expertise; inflicting and controlling boundaries; and sources of moral and political justification acting as guardians for all that will be impacted upon by the adjusted social reality caused by the new system. Such an approach is valuable to developers of business intelligence systems; it complements traditional requirements gathering approaches. Present-day organisations require efficacious decision-making capabilities to succeed—business intelligence systems enable efficacious decisions. However, business intelligence systems often fail, at great expenses to organisations. They fail due to social/organisational infeasibility, rather than technical insufficiency; they fail when developers lack adequate understanding of users’ business requirements. Appropriate business requirement specifications entail more than definitions of functional, non-functional and technical attributes of new systems. Business requirements must also capture the social/organisational context of a system, i.e. the impact that it will inevitably have on users and the organisational environment, so as to ensure that it ultimately bring about improvement. The approach developed in this study enables elicitation of user-centric business requirements.