Organizational transformation

Despite significant investments in digital transformation initiatives, many organizations struggle to achieve successful and sustainable change adoption. Traditional change management approaches often fail to create tangible value propositions that resonate with employees and stakeholders, leading to resistance and suboptimal outcomes. This paper introduces a novel Product-Centric Change Management (PCCM) framework that addresses this challenge by leveraging product innovation as the primary catalyst for organizational transformation. The PCCM framework integrates product strategy, digital capabilities, and transformation success metrics to create compelling value propositions that accelerate change adoption. It also demonstrates improved transformation success rates by anchoring change initiatives in product strategy. The paper provides practical implementation guidelines for large organizations and contributes to both change management theory and practice by offering a fresh perspective on driving sustainable organizational change.

Talent management has been widely discussed since the introduction of The War for Talent. This study aims to analyze factors that influence the successful implementation of talent management in the Ministry of Finance and analyze employee perceptions and priorities for talent management development. The population in this study included 80,996 employees of the Ministry of Finance, with a total sample of 408 people. The research employed a descriptive approach and Importance Performance Analysis (IPA). The results indicate that organizations need to motivate and facilitate employees to adapt to organizational developments, provide equal opportunities for growth for all employees, develop the competence of the HR Department to handle talent management challenges and provide a comprehensive repository of talent management information. Meanwhile, the performance indicator that needs to be improved is providing equal opportunities for development for all employees.

He is the author of more than twenty-five refereed journal articles and book chapters on international relations, national security, and foreign economic policy. His book Policy Responses to the Globalization of American Banks was published by the University of Pittsburgh Press in 1996. He serves as coeditor of International Studies Quarterly, the flagship journal of the International Studies Association (ISA), and recently completed a term as chair of the seven-hundred-member ISA international political economy section. Professor Dombrowski is completing two books, The Political Economy of the New International Security Environment and Buying Naval Transformation: Technological Innovation and the Defense Industry.

The study looks into successful organizational transformations' effective change management techniques to extract important lessons for directing following change projects. The study uses a qualitative methodology to examine several case studies and secondary data sources to find recurring
themes and patterns in various transformation scenarios. Key conclusions emphasize how crucial it is for change initiatives to be driven by strategy alignment, stakeholder participation, adaptive leadership, effective communication, and ongoing evaluation. The policy implications highlight the need to develop leadership skills, support regulatory frameworks that encourage evidence-based change management approaches, and cultivate organizational cultures that are open to change. Organizations may handle
complexity, spur innovation, and achieve sustainable growth in the face of uncertainty and change by incorporating these findings into their change management strategies. This study offers insightful advice for practitioners and policymakers looking to improve their capacity for change and prosper in
today's fast-paced business environment.

Lean is a powerful philosophy that advocates minimization of waste within an organization. The adoption of Lean Manufacturing philosophy by major manufacturers has created a demand for qualified personnel in this area. Higher education is not far behind in incorporating this philosophy into their curriculum. A number of universities have started offering both graduate and undergraduate courses in Lean Manufacturing. Physical simulations are often an integral part of these courses. Simulation based Lean enterprise concepts have been introduced in an undergraduate course in mechanical engineering technology program at Old Dominion University. Results show increased student participation and better understanding of Lean concepts. This paper examines the use of simulations as a pedagogical tool and studies their impact on student learning in an undergraduate engineering technology course. The paper also discusses the assessment process to measure the impact of simulation-based instruction. An attitudinal survey has also been developed to assess the impact of the training program on student's thinking.

Era Society 4.0 menuntut pemimpin organisasi untuk berinovasi menemukan metode untuk mengembangkan kapasitas gaya pimpinan. Digital leadership adalah salah satu bentuk kepemimpinan yang tepat diterapkan saat ini. Penelitian ini dilakukan guna mengetahui strategi digital leadership di era society 4.0 yang dilakukan oleh pimpinan pada lembaga/perusahaan. Metode penelitian menggunakan systematic literature review (SLR) melalui bantuan VOS Viewer, dengan mensistesis penelitian terdahulu untuk menjawab pertanyaan penelitian. Hasil penelitian ini mengungkapkan terdapat 15 artikel yang telah diseleksi dari 50 artikel yang sesuai dengan bahasan untuk setiap bab yang dipaparkan. Berdasarkan hasil literature review dapat di simpulan bahwa ditemukan tiga strategi digital leadership yang bisa dipilih di era society 4.0 yaitu sistem berpikir, kecerdasan kontekstual, dan strategi metakognitif.

In the following dialogue, historian J. Thomas Wren and anthropologist Elizabeth Faier, both original members of the General Theory of Leadership group convened in 2001, embark on a journey to \u27contemplate context\u27 within a general theory of leadership. As discussed in Chapter 1 of this volume, initial discussions within the general theory group exposed rather deep rifts concerning the importance and role of context in the leadership relation. These early debates inspired Wren and Faier to sit down and reflect more thoroughly on the troubling issues of the role of context. As the ensuing exchange makes clear, the two have some basic disagreements. It is evident that the more traditionalist Wren and the move constructivist Faier diverge in their approaches with regard to the role of context. Wren perceives context as an environment in which leadership takes place while Faier considers context more abstractly, as a space constructed by participants through performance. Despite t...

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The digital era is an era that cannot be avoided anymore. This era is characterized by the development of technology and the rapid flow of information. This digital transformation means that employees must have digital skills to adapt to the times. PT Telkom Indonesia Tbk (Telkom), the largest telkom company in Indonesia, also faces challenges in preparing digital talent that suits the company's needs in the future. One of these challenges is the existence of a talent war that results in each company having to be able to compete. The purpose of this study is to identify the characteristics of digital talent and analyze the influence of HR management, digital literacy, HR risk, digital leadership, and digital culture on PT Telkom Indonesia's digital talent. This study uses primary data obtained from 140 respondents of PT Telkom Indonesia employees from 14 work locations of digital talent employees. The method used in this research is Structural Equation Modeling - Partial Lea...

The digital era is an era that cannot be avoided anymore. This era is characterized by the development of technology and the rapid flow of infor- mation. This digital transformation means that employees must have digital skills to adapt to the times. PT Telkom Indonesia Tbk (Telkom), the largest telkom company in Indonesia, also faces challenges in preparing digital talent that suits the company's needs in the future. One of these challenges is the existence of a talent war that results in each company having to be able to compete. The purpose of this study is to identify the characteristics of digital talent and analyze the influence of HR management, digital literacy, HR risk, digital leadership, and digital culture on PT Telkom Indonesia's digital talent. This study uses primary data obtained from 140 respondents of PT Telkom Indonesia employees from 14 work locations of digital talent employees. The method used in this research is Structural Equation Modeling - Partial Least Square (SEM-PLS) analysis. The results of this study indicate that HR man- agement, digital literacy, HR risk, digital leadership, and digital culture affect digital talent. Then, digital culture can mediate HR management, digital liter- acy, HR risk on digital talent. Meanwhile, digital culture does not successfully mediate digital leadership. The managerial implication of this research is that companies are expected to know the factors that form digital talent so that companies can prepare the right methods in managing digital talent.

Keywords: Digital Culture Digital Leadership, Digital Literacy, SEM-PLS, Talent Management

Many new positions in palm oil plantations and mills are for casual laborers who are particularly vulnerable to poor earnings, lack of social security, and limited legal support. This study purpose is to identify the alternative strategy that can be taken by BPJS Ketenagakerjaan to increase the number of casual laborers in oil palm plantations who enroll in the labor social security program. Purposive sampling is utilized to collect primary data for this study. Respondents are interviewed and given paper-based questionnaires. The respondents are five experts involved in BPJS Ketenagakerjaan's planning and strategy decision-making processes,

Talent management has been widely discussed since the introduction of The War for Talent. This study aims to analyze factors that influence the successful implementation of talent management in the Ministry of Finance and analyze employee perceptions and priorities for talent management development. The population in this study included 80,996 employees of the Ministry of Finance, with a total sample of 408 people. The research employed a descriptive approach and Importance Performance Analysis (IPA). The results indicate that organizations need to motivate and facilitate employees to adapt to organizational developments, provide equal opportunities for growth for all employees, develop the competence of the HR Department to handle talent management challenges and provide a comprehensive repository of talent management information. Meanwhile, the performance indicator that needs to be improved is providing equal opportunities for development for all employees.

Keywords: career development, human resources planning, public organization, success factors, talent management

The era of globalization presents several challenges related to human resource management. Every organization is appropriate to have qualified and highly competitive human resources to compete during dynamic changes. Employees as individuals and groups in an organization certainly have unique differences in personality. Employee performance can acquire optimal if they are experts in their fields and are established with a valuable organizational culture. Therefore, its purpose is to analyze the influence of competence, leadership, and organization culture on human resource performance and identify individual characteristics and factors that support employees. This research's location was at a non-profit organization, Ittihadul Islamiyah Welfare Charity Foundation (Ya BAKII), Cilacap district. The research data was obtained through filling out online questionnaires by 38 employees. Then it processed using Smart PLS tools for structural equation modelling (SEM) analysis. The results of the SEM-PLS test analysis prove that competence has a significant positive effect on performance, with the dominant indicator being professional competence. Organizational culture has a positive and well built relationship with improving employee performance, with innovation as the most authoritative indicator. Leadership can influence organizational culture positively and firmly as leadership has no significant effect on employee performance. Professional competence is the dominant sub-variable from the influence of competence on HR performance. While the leadership process in organizational culture can be developed through the application of relationship orientation by controlling employees. Organizational culture on HR performance can be improved through the application of innovation.

High failure rates continue to be reported for organizational change projects in general and mergers and acquisitions in particular, with the failures most often attributed to cultural incompatibilities or other people-related issues. The article identifies factors believed to be contributing to this situation, which mean that organisations are often inadequately prepared for the challenges of merger and integration. The Art and Science of TransformationTM framework developed by Schroeder & Schroeder, Inc. and two related organizational change readiness assessment tools are discussed as a suggested approach for improvement of the prospects for a successful merger. These enable organizations considering a merger to determine their current state of change readiness in terms of art and science skills as well as proven organizational change shaping levers, and identify the cultural and people-related factors that can facilitate or hinder transformation.  In this way, potential risks can...

Space-based assets, including satellites, play a crucial role in intelligence, surveillance, reconnaissance, and missile defense. Integrating these assets into a cohesive SoS framework enhances the military's ability to conduct operations across multiple domains—land, sea, air, and space. Learn more in Link 16 for Space-based System of Systems Training by Tonex.

By discussing several of the issues that complicated the Christian\u27s cohabitation and political participation in this wicked world, as Augustine saw them, the remainder of this contribution will garrison the ground we have gained collecting the bad news he conveyed in his city. We shall inquire whether the assorted consolations he enumerated compensated for the corruption. And we shall consider one reason he might have had for composing his tome as a massive disorienting device. Of course, certainty about authorial intent is impossible to pocket, yet one can make the case that Augustine dropped City of God into the post-410 conversation about empires, conquest, glory, and cupidity to put such ephemera in perspective. Might he have wanted to give pause to colleagues who too readily acquiesced in the hot pursuit of trifles in their terrestrial cities? Before attempting to answer, we ought to ask if dystopia is the right term to characterize Augustine\u27s city where trifles and the...

Big data and analytics have been credited with being a revolution that will radically transform the way firms operate and conduct business. Nevertheless, the process of adopting and diffusing big data analytics, as well as actions taken in response to generated insight, necessitate organizational transformation. As with any form of organizational transformation, there are multiple inhibiting factors that threaten successful change. The purpose of this study is to examine the inertial forces that can hamper the value of big data analytics throughout this process. We draw on a multiple case study approach of 27 firms to examine this question. Our findings suggest that inertia is present in different forms, including economic, political, socio-cognitive, negative psychology, and socio-technical. The ways in which firms attempt to mitigate these forces of inertia is elaborated on, and best practices are presented. We conclude the paper by discussing the implications that these findings have for both research and practice.

Lean is a powerful philosophy that advocates minimization of waste within an organization. The adoption of Lean Manufacturing philosophy by major manufacturers has created a demand for qualified personnel in this area. Higher education is not far behind in incorporating this philosophy into their curriculum. A number of universities have started offering both graduate and undergraduate courses in Lean Manufacturing. Physical simulations are often an integral part of these courses. Simulation based Lean enterprise concepts have been introduced in an undergraduate course in mechanical engineering technology program at Old Dominion University. Results show increased student participation and better understanding of Lean concepts. This paper examines the use of simulations as a pedagogical tool and studies their impact on student learning in an undergraduate engineering technology course. The paper also discusses the assessment process to measure the impact of simulation-based instruction. An attitudinal survey has also been developed to assess the impact of the training program on student's thinking.

Due to the increasing complexity and heterogeneity of contemporary Command, Control, Communications, Computers, & Intelligence systems at all levels within military organizations, the adoption of the Service Oriented Architectures (SOA) principles and concepts is becoming essential. SOA provides flexibility and interoperability of services enabling the realization of efficient and modular information infrastructure for command and control systems. However, within a tactical domain, the presence of potentially highly mobile actors equipped with constrained communications media (i.e., unreliable radio networks with limited bandwidth) limits the applicability of traditional SOA technologies. The TACTICS project aims at the definition and experimental demonstration of a Tactical Services Infrastructure enabling tactical radio networks (without any modifications of the radio part of those networks) to participate in SOA infrastructures and provide, as well as consume, services to and from the strategic domain independently of the user's location.

IN RECENT YEARS, ALL OF THE MAJOR U.S. NATIONAL security agencies have conducted quadrennial strategy reviews. 1 In 1996, the U.S. Congress mandated the conduct by the Defense Department of a Quadrennial Defense Review (QDR) that entails a "comprehensive examination" of U.S. defense strategy and policies, "with a view toward determining and expressing the defense strategy of the United States and establishing a defense program for the next 20 years." 2 Since then, U.S. policymakers have also launched quadrennial reviews in the U.S. intelligence community and at the Departments of Homeland Security and State. As of this writing, U.S. agencies have completed five QDRs, three Quadrennial Intelligence Community Reviews (QICRs), two Quadrennial Homeland Security Reviews (QHSRs), and two Quadrennial Diplomacy and Development Reviews (QDDRs). 3 In addition, the Barack Obama

This paper won Outstanding Paper Award for the Year 2020 from JOCM

In the extant organizational change literature scant attention has been given to the communication and cognitive processes consequential to organizational transformation. From the communication and sense-making perspectives, this study discusses the role of positive communication involving stories, metaphors or axioms in fostering socio-cognitive routines necessary for organizational change. The study further examines the empirical link between positive communication and organizational transformation with the survey data from professionals who have experienced the organizational change episode. The paper aims to discuss these issues.
Design/methodology/approach

The study examines the empirical link between the positive communication and organizational transformation with a survey data collected from 174 management professionals who have recently experienced the organizational change episodes such as restructuring, reengineering, TQM adoption or new strategy implementation. With the content analysis of narratives containing metaphors, axioms and stories, the study unravels the underlying clusters of organizational and socio-cognitive dimensions associated with organizational transformation.
Findings

The study results affirm the importance of positive communication and its effects on the emotional buy-in, learning and transformation occurring at the individual level, and attest to the transformational effect of positive axioms, metaphors or stories on the organization. The study also revealed that the positive communication diffusing social, cognitive or emotional attributes such as commitment, trust or optimism produces the desired transformational effect.
Practical implications

It is imperative for managers to understand the relationship between socio-linguistic processes and cognitive attributes such as trust, commitment and learning. With the help of right metaphors, stories and axioms that resonate with changing industry conditions, managers can effectively orchestrate the strategic intent and organizational transformation.
Originality/value

Most studies on the relationship between managerial communication and organizational transformation are primarily qualitative case studies focusing on the dialectics of organizational change. This study carries the strong external validity by capturing the connection between managerial communications and their transformational effect with the help of data collected from the management professionals across multiple industries.

Virginia, a certified manufacturing engineer and has certification in Lean Manufacturing. His publications are in the areas of Fluid Dynamics, Advanced Manufacturing Processes, CAD/CAM, and Robotics. He has developed simulation based training programs for shipbuilding and repair industry under a grant from the National Shipbuilding Research Program (NSRP). He is well known internationally and has been invited to deliver keynote addresses at several national and international conferences on Lean/Agile manufacturing. Dr. Verma has received the Regional Alumni Award for Excellence for contribution to Lean Manufacturing research, the International Education Award at ODU and Ben Sparks Medal by ASME. He has organized several international conferences as General Chair, including ICAM-2006 and ICAM-1999. He is active in ASME, ASEE and SME.

Lean is a powerful philosophy that advocates minimization of waste within an organization. The adoption of Lean Manufacturing philosophy by major manufacturers has created a demand for qualified personnel in this area. Higher education is not far behind in incorporating this philosophy into their curriculum. A number of universities have started offering both graduate and undergraduate courses in Lean Manufacturing. Physical simulations are often an integral part of these courses. Simulation based Lean enterprise concepts have been introduced in an undergraduate course in mechanical engineering technology program at Old Dominion University. Results show increased student participation and better understanding of Lean concepts. This paper examines the use of simulations as a pedagogical tool and studies their impact on student learning in an undergraduate engineering technology course. The paper also discusses the assessment process to measure the impact of simulation-based instruction. An attitudinal survey has also been developed to assess the impact of the training program on student's thinking.

The introduction of new concepts is a driver of organizational evolution and transformation. A newly introduced concept can introduce new meaning that is disparate to existing understanding. A new concept may also be interpreted in multiple ways, thereby introducing several disparate meanings. The disparity is resolved through adaptation. The disparity introduces complex adaptive behavior to the organization, requiring suitable changes to its management and design. The development of corresponding doctrine for new concepts, and training for the organization's constituents become indispensable. In so doing, constituents can be involved in the adaptation process through direct participation, and thereby include the cognitive dimension. In this paper we present a means by which the complex adaptive behavior exhibited by an organization when new concepts and ideas are introduced can be studied. We apply the Pragmatic Idealism framework, which provides a theoretical construct where the domain of awareness is an abstraction of reality. This framework supports the coexistence of multiple perspectives and understanding. The framework allows for perspectives that are intrinsically correct, yet holistically incomplete. It includes the human cognitive component into cyber physical system providing a bridge between the physical and information dimensions.

Information Operations (IO) has become a primary war fighting capability and is now considered a military core competency. The military Services are establishing IO as a military career field equivalent to other war fighting fields and they are developing supporting education and training programs to create a pipeline of trained and experienced information operations warriors. Transforming doctrine into an operational reality has, however, proven to be a challenge and the training programs and operational planning and assessment tools have been slow to materialize. Operations in the Balkan’s and Afghanistan have afforded the military the opportunity to conduct IO and to document experiences and lessons from these real world operations. A number of experiments and exercises also have explored new military concepts that included the use of non-kinetic IO means of national power to influence adversary behavior and actions. This paper explores some of the challenges of executing and ass...

For this dissertation, a deep investigation was conducted of how to change complex organisations from the inside to ensure they achieve their ambitious climate and sustainability goals in the long term, rather than rely on attractive pledges, reports and websites. This research drew from five disciplines to build an overarching model of transforming the university towards sustainability. The model has been tried and tested four times: on three frontrunner international case study universities and on Maastricht University itself. Through numerous interventions over seven years, together with the Green Office, MSI, and other change-makers, the study discovered shared qualities and common patterns of systemic change that teams employ to navigate transformation; in effect, they ‘dance’ through the complexity, high stakes, and power games whilst pushing for robust sustainability performance in their own organisations. These patterns and qualities are built on the results of the three case studies and are recognised as latent and in need of further appreciation in UM. The university itself can be redesigned to act as a more proactive steward of planetary health rather than as an ‘a-political observer’. The researcher stands behind this more nuanced and necessary view in light of the pandemic crises of climate, capitalism and corona that we face.

Purpose-This study aims to examine the impact of Covid19 on service ecosystem self-adjustment (SES_SA) and additionally to explore the mediating role of SES_SA on the relationship between the Covid19 pandemic and the development of digital service capability (DD_SC). Design/methodology/approach-Data were drawn from 384 business people with the help of a survey questionnaire. The interrelation of the model was examined with the help of structural equation modeling (SEM) using bootstrapping measures in Smart-partial least square (PLS). Three constructs (Covid19, DD_SC and SES_SA) were found with the help of exploratory factor analysis (EFA). Convergent and discriminant validity were obtained through confirmatory factor analysis (CFA) using statistical package for the social sciences-analysis of a moment structures (SPSS-AMOS)-V.23. Findings-There is a substantial impact of Covid19 on SES_SA and DD_SC. The investigation also discovered that SES_SA significantly impact DD_SC, whereas, Covid19 impact DD_SC indirectly through SES_SA. Age has a significant favorable influence on fear of Covid19. Research limitations/implications-There is scant literature linking SES_SA and the DD_SC. Practical implications-The study promotes understanding of the contribution of Covid19 and SES_SA in the DD_SC among business people to enhance value co-creation. Capitalizing on DD_SC will enhance customer experience, assist customers in decision-making, and foster digital economic growth. Originality/value-It enlightens on the digital capabilities needed for creating and co-creating value. Most studies in this area are qualitative/conceptually based and have not studied this kind of interrelation. Hence, it's the only quantitative study that has examined the interrelations among Covid19, SES_SA and DD_SC using SEM. This study also offers comprehension of all theories used in this context by relating Covid19 effects to DD_SC.

Due to the increasing complexity and heterogeneity of contemporary Command, Control, Communications, Computers, & Intelligence systems at all levels within military organizations, the adoption of the Service Oriented Architectures (SOA) principles and concepts is becoming essential. SOA provides flexibility and interoperability of services enabling the realization of efficient and modular information infrastructure for command and control systems. However, within a tactical domain, the presence of potentially highly mobile actors equipped with constrained communications media (i.e., unreliable radio networks with limited bandwidth) limits the applicability of traditional SOA technologies. The TACTICS project aims at the definition and experimental demonstration of a Tactical Services Infrastructure enabling tactical radio networks (without any modifications of the radio part of those networks) to participate in SOA infrastructures and provide, as well as consume, services to and from the strategic domain independently of the user's location.

Küme örtüleme problemleri 0-1 tam sayılı programlama modelinin özel bir hâlidir. Küme örtüleme problemleri oldukça fazla uygulama alanı bulmaktadır. Çalışma, Kara Kuvvetleri Lojistik Komutanlığında yapılmıştır. Amaç, 3ncü, 4ncü ve 5nci kademe yedek parça depoları arasındaki toplam mesafeyi minimize etmektir. Bu arada, depolar arasındaki hiyerarşik yapı bozulmamıştır. Üç kademede iyileştirme yapılmaya çalışılmış ve mevcut durum ile sonuçlar karşılaştırılmıştır.

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Temmuz 2016 sonrası TSK Sağlık Komutanlığının lağıv edilip askeri hastanelerim Sağlık Bakanlığına bağlanmasıyla beraber TSK bünyesinde sağlık sisteminde büyük değişiklikler oldu. Mevcut askeri sağlık personelinin büyük çoğunluğunun da Sağlık Bakanlığına katılmasıyla beraber TSK kadrolarında tabip sayısında çok büyük azalmalar gerçekleşti. Bu durum özellikle harekât alanında yeni bir sıhhi tedavi ve tahliye sisteminin uygulanması gerektiği ortaya çıktı ve sistem değişti. Bu durum özellikle terörle mücadele harekâtı icra eden bölgedeki birliklerimizde ciddi sorunlar doğurdu. Halen terörle mücadele eden birliklerde en küçük birim olan Kolda Kol karargahında sıhhi eleman uzman çavuş, Bölük karargahında Sıhhiye astsubayı ATT-Acil Tıp Teknikeri, Taburda genelde Sıhhiye Kısımları mevcuttur. Bölüklerin hepsinde astsubay olmasa da yerine uzman çavuşların da mevcut

FETÖPYA

Yasal olan ve/veya yasa dışı yöntemlerle, açık ve/veya gizli faaliyetlerle, iktidar ve/veya muhalefet yapılarıyla, iç ve/veya dış güçlerle her nasıl olursa olsun, her ne şekilde sonuçlanırsa sonuçlansın, toplum ve ülke için bedeli ne olursa olsun, hiçbir şart, koşul ve durum dikkate alınmadan “bu iktidar” indirilmelidir.
(...)
FETÖ’cü ve/veya FETÖ sempatizanı olmaktan zerre pişmanlık duymayanlar değişmediğine göre, onlara yönelik tavır, tutum ve davranışlar neden değişiyor? Bu bireyler neden aile ve akraba çevresinde, okul ve eğitim kurumlarında, esnaf hayatında, ticaret sektöründe, iş ve meslek dünyasında ya da olası çeşitli ilişkilerde, gündelik temaslarda ve toplumsal hayatta “yeniden var olma” noktasına gelebiliyorlar? Neden toplumu ve devleti yıkmak isteyen, bunun için dinî hassasiyetleri on yıllardır istismar eden ve nihayet ülkeyi ele geçirmek için devletin silahlarını topluma doğrultarak yüzlerce şehit ve binlerce yararlıyı ardında bırakan FETÖ’cüler ve FETÖ sempatizanları toplumda, yaşam alanlarında, çevrelerinde ve ailelerinde “hiçbir şey olmamış gibi” yeniden var olabilme cesaret ve imkânını bulabiliyorlar? Bu “toplumsal aklanma ve yeniden meşrulaştırma” süreci nasıl işliyor?
(...)
Türkiye devletini yıkacak olan zafiyet bu olabilir: Duygusal çatlaklar. Yani, duyguların istismarı.
(...)
“Toplumsal aklanma ve yeniden meşrulaştırma” mekanizması; aile, akraba, komşular, okul-iş arkadaşları, esnaf ve eşrafla, bulundukları varoluş halkalarının her birinde çeşitli biçimlerde ortama uygun pratiklerle çalışır.
(...)
FETÖ’cüleri ve FETÖ sempatizanlarını aileden, akrabalardan, arkadaşlardan, dostlardan, toplumdan kopartarak “yeniden formatlayan örgütsel kötülük yapısı” vardır. Onlar için bu FETÖPYA’dır.
(...)
Bir FETÖ’cü, ailesini, akrabalarını, arkadaşlarını, dostlarını, komşularını, iş arkadaşlarını, hayatına giren diğer tüm insanları velhasıl toplumu ve devleti Fetullah Gülen’den ve FETÖ’den daha fazla önemseyemez.
(...)
Geleceğimiz büyük bir risk altındadır. Beyinleri, ruhları ve kalpleri FETÖPYA’ya teslim olmuş, gerçeklik algıları oynanmış, ülkesinin aleyhine her şeyi yapabilme potansiyeli olanlar, toplum ve devlet varlığımızı tehdit ediyor.
(...)
Toplumun bazı katmanlarında FETÖ’cülere ve FETÖ sempatizanlarına karşı bir çözülme, aymazlık, duyarsızlık ve hatta “bana necilik” görülmekte, FETÖ, sızdığı aile-akraba, arkadaşlık ve iş ilişkileri, eğitim hayatı, merhametlilik, insanî duyarlılık, saflık, toplumsal dayanışma vb. duygusal çatlaklarından yeniden filizlenmektedir.
(...)
Eğer toplumun bu “koruma kalkanı” ortadan kalkarsa veya kalktıysa ya da zayıfladıysa -ki bunu en iyi FETÖ’cüler bilir, faydalanır ve kullanır- toplumsal fitne, bozgunculuk, karışıklık, kavga, iç çatışma, isyan, yıkım ve hatta yeni darbe girişimi olasılıkları uzak değildir.
(...)
“FETÖ’yü aklamak ve yeniden meşruiyet sağlamak” stratejisinin küresel ölçekte “dünya güçlerinin Türkiye üzerindeki strateji ve hedeflerinin” alt-başlığı olduğu teşhis edildiğinde; bu piramidal gizli güç, yönetim ve kontrol yapılanmasının hedefindeki ülke olan “Güçlü, Bağımsız ve Millî Türkiye Devleti”nin bugün ne denli bıçak sırtı, riskli ve zorlu bir varoluş mücadelesi içinde bulunduğundan şüphe olmaz.

Yayın yeri: Milat Gazetesi
Tarih: 21-23 Aralık 2023

This paper aims to investigate the factors influencing the electronic customer relationship management (e-CRM) assimilation in Southeastern European companies. With ICT innovation in mind, a conceptual model was developed, integrating three theories of innovative diffusion. Multivariate techniques, factor analysis, and cluster analysis were applied in order to reduce the number of variables and classify the cases. A discriminant analysis was taken in order to test the reliability of the clustering and to explore the clusters' characteristics. The relationship between cluster categorization and life cycle phases, along with the size of the firm, were all checked against contingency coefficients. When comparing cluster categorization, the research results showed that the significance of technical, organizational and environmental factors changed depending on the phase of the e-CRM assimilation. The results additionally showed that the degree of usage and diffusion of these technologies differs in small to medium enterprises compared to big enterprises. Owing to these findings, which have enabled us to provide insights into the ways in which contextual factors influence the e-CRM assimilation, theorists and practitioners can see the necessary patterns of action.

The Australian Defence Force's Future Warfighting Concept 1 explains that Network Centric Warfare (NCW) "…seeks to…generate precision and combat power through shared situational awareness, clear procedures, and the information connectivity needed to synchronise our actions to meet the commander's intent". Command and control (C2) is central to NCW because it provides the unifying concept of commander's intent. C2's role within NCW lies in the human dimension, which is all about helping Australian Defence Force (ADF) commanders make better decisions. It is C2's ability to translate information into actionable knowledge that helps commanders improve their situational awareness, distribute information and intelligence appropriately, gain timely access to expert advice, and create an optimal headquarters structure 2, 3. An important requirement for translating information into actionable knowledge is an approach to C2 referred to as "power to the edge" 4. Power to the edge, in combination with agility, is essential to focussing resources and activities so as to produce effective and timely combat power. For the ADF this means evolving from a top-down process 5. This paper examines key assumptions about C2 that appear in the NCW literature. Based on data collected from over a 100 interviews, conducted across all ranks and Services, with ADF personnel who have served in the recent conflict in the Middle East, it seeks to determine-whether a new C2 in the form of a furthering of decentralised control is, in fact, emerging as a result of information technology, and-if so, is this new C2 better translating information into actionable knowledge and thereby improving agility and speed of response? The data gives mixed evidence of whether a new C2 is emerging as a result of the information age. It suggests that some elements of a new C2 are definitely emerging; however, these are not due solely to information age technology. This paper provides an overview of the evidence behind this claim. Data relating to C2 arrangements and processes in the NCW environment are presented, alongside data on the decisionmaking processes that these recently deployed personnel experienced. Other related data are also presented: the personnel's perceptions of the rise of 'informal' C2 arrangements, the challenges associated with C2 in a multinational context, and their experiences of flexibility and adaptiveness, uncertainty, and autonomy and empowerment. The paper also discusses the implications of these findings for training and future C2 research and practice.

L'agilité organisationnelle (aussi appelée « TransformAgilité » par l’auteur) est un sujet de discussion important depuis le début de ce siècle. De nos jours, ça semble être le Saint Graal du développement organisationnel pour la plupart des entreprises. Une recherche sur Google donne plus de 7 370 000 résultats. Cet article explique ce qu'est l'agilité organisationnelle (aussi appelée «TransformAgilité» par l'auteur), pourquoi elle est essentielle, comment la mesurer et par où commencer pour la faire émerger et l'améliorer le plus rapidement et le plus efficacement possible dans nos organisations.

Document sous forme de présentation .ppt (format .pdf) qui présente un modèle de ce que c'est la TransformAgilité, soit la culture agile et la capacité organisationnelles d'une entreprise à se transformer en continu. Cette culture agile est déclinée sur trois axes : le savoir-être, le savoir-faire et le savoir-agir ensemble en continu. Le contenu est une révision du modèle originale de 2016 pour inclure dans la première des 4 valeurs du savoir-être agile (V1) le respect de l'écosystème, de la vie sous toutes ses formes et des principes fondamentaux du développement durable.

Command and control is a primary function of military operations. The NATO definition is ""The organization, process, procedures and systems necessary to allow timely political and military decision-making and to enable military commanders to direct and control military forces."

Big data has managed in a very short time to dominate the interest of researchers and managers, vastly changing the way information is generated and used in decision making. Nevertheless, there has been disproportionate focus on the technical aspects of this emerging technology, and limited attention on other relevant organizational elements. Past research in IT business value has demonstrated that investments alone do not generate business value; rather, firms need to develop idiosyncratic and difficult to imitate capabilities. Drawing on the resource based view and dynamic capabilities view of the firm, this study examines the resources that are necessary to develop a big data analytics capability, identifies the organizational capabilities they enable, and determines factors that moderate or condition the value of a big data analytics capability. Employing a multiple case study approach on six international firms, we develop a deeper understanding of the importance of big data analytics resources and the mechanisms through which they leveraged towards the strengthening of organizational capabilities.

En collaboration avec Luc Tremblay et Charlotte Goudreault, cet article est une reformulation et une bonification du contenu d’un webinaire présenté par Claude Emond et Luc Tremblay pour l'Institut d'administration publique du Québec (IAPQ) le 5 octobre 2023. Il décrit les mécanismes à mettre en place pour permettre aux organisations de maintenir une performance organisationnelle supérieure tout, en même temps, en se transformant en continu pour maintenir une stratégie adaptative et une gouvernance agile face aux changements permanents dans leurs environnements d’affaires VICA (volatiles, incertains, complexes et ambigus). Il s'adresse à tous les types d'entreprises autant publiques que privées.

As future threats increase in number and capability, the future CG(X) combat system must provide the ability to respond across the spectrum of conflict. In this paper, we present the principles and concepts needed to achieve an agile combat system that can support a wide variety of missions in diverse operating environments. Within a strategic environment characterized by uncertainty, U.S. Naval forces must possess the ability to adapt to meet new and diverse operational requirements quickly and thereby foreclose opportunities to irregular or conventional forces.

This paper discusses the C4I Support Plan (C4ISP) recently drafted for the CVNX program as a part of its Milestone I documentation requirements. The C4ISP provides insights into the requirements on the DoD command, control, communications, computers, intelligence, surveillance, and reconnaissance (C4ISR) infrastructure needed for the operational success of the aircraft carrier battle group (CVBG) in future Joint and coalition warfare. The paper discusses the C4ISPs contents, the work that must be done in future versions, and the potential impacts on naval and Joint C4ISR organizations and their activities. The case is made that the CVNX C4ISP, and similar plans for other platforms of the battle group, should form a foundation for Navy leadership to proactively manage the process of building cross‐Navy and Joint end‐to‐end capabilities that exploit information and networking in warfare.

In a world that is getting increasingly globalized and competitive, organizations are struggling to keep up amidst internal and external competing factors such as was the case with Covid-19 pandemic. The strength of an organization to successfully scale through is often contingent on its stakeholders and the quality of talent within it. Generally, organizations claim to be open to meet the needs of this very critical segment of their stakeholders theemployees; but what employees want is rapidly and constantly changing as one generation of workers leaves or enters the workplace. This changes rapidly occurred with the events of Covid-19 creating a revolution at the work place. Many organizations responded in frenzy respecting accessing the workplace, remote work and how to keep the employees engaged, motivated and optimal in performance. Following the events of Covid-19, contemporary workers are now taken frontal role in demanding a workplace driven by agility, innovation and knowledge. This explorative research seeks to find out if it is still practical for contemporary organizations to depend on psychological principles, theories and practices formulated years and decades ago during the industrial revolution to formulate policy for a contemporary workforce. As workers demand workplace reinvention, this research will show how by means of theoretical frameworks organizational leaders and policy makers can respond to meet the expectations of the agile work society?

• Describe the DoD Unclassified Information Sharing (UIS) environment as an important contributor to achieving Edge C2 • Illustrate how DoD's UIS can complement and enable C2 systems with the most relevant information available in the unclassified domain • A means for command and control systems to avail themselves of broader trusted data sources • Share DoD CIO efforts enabling DoD to migrate towards the Edge C2 3

Cultural data gathered by researchers has provided militaries across the globe with intelligence and a unique insight into a category of analysis that is not normally given primacy in military strategic planning. Such data has been used in the past; it was used during World War Two to gain insight into the Japanese mind; it was used during British Colonial pacification efforts in Northern Africa; and it is again used today by the U.S. armed forces’ Human Terrain Teams to understand and relay cultural expectations and needs of occupied communities. This paper examines how the U.S. forces relate to an idea of culture for consumption as intelligence through an analysis of the Human Terrain Teams Handbook. Through this lens, we show how the U.S. armed forces condition members of Human Terrain Teams to interact with and think about local cultures in certain ways that are operationally relevant to military activities.

Karşıt kuvvet (OPFOR-Opposing Force), NATO'nun gelecekteki gerçek ve potansiyel bir çatışmada karşı karşıya kalabileceği çok çeşitli olası rakipleri temsil eden zorlu ve gerçekçi bir düşmana karşı eğitilmesine olanak tanıyan bir eğitim aracıdır. Konvansiyonel muharebenin yanı sıra gelişen uzay, siber, hibrit ve bilişsel alanları da kapsayan gerçekçi bir eğitim sağlar.

Seeking to more effectively respond to campus initiatives and user expectations, the University of Kansas (KU) Libraries underwent a process of significant organizational review and transformation. Guided by a purposeful, open process, a diverse and representative group was elected to serve on the Libraries Organizational Review Team (ORT) to assess the existing organizational structure, determine major functions and cross-functional areas therein, and identify new and vital activities and positions essential for achieving our strategic priorities. Recognizing, too, the trends and challenges occurring within higher education and academic libraries, ORT sought to redefine professional roles and functions to strategically position the Libraries for the future. Utilizing peer institutional research, library literature and reports, and focus groups with each library unit, the team ultimately recommended a significant overhaul of the Libraries' organizational structure. Broadly, the recommendation was for an adaptive and agile structure that is more responsive to university priorities, technological developments, and resource constraints. Specifically, ORT recommended a structure driven by contemporary user expectations and supportive of new modes of scholarly communication, new pedagogical methods, and data management. The recommended organizational design is fluid and user-focused with an emphasis on integrating into the academic life of scholars and students. This paper will report on the purposeful 'grassroots' approach undertaken by the team and its creative processes of organizational review. Additionally, the authors will present ORT's final recommendations, as well as the rationale thereof. Finally, the authors will illustrate the new organizational model and analyze the efficacy and challenges of the reorganization.