Organisational Values as "Attractors of Chaos": An Emerging Cultural Change to Manage Organisational Complexity

Business organisations are excellent representations of what in physics and mathematics are designated "chaotic" systems. Because a culture of innovation will be vital for organisational survival in the 21st century, the present paper proposes that viewing organisations in terms of "complexity theory" may assist leaders in fine-tuning managerial philosophies that provide orderly management emphasizing stability within a culture of organised chaos, for it is on the "boundary of chaos" that the greatest creativity occurs. It is argued that 21st century companies, as chaotic social systems, will no longer be effectively managed by rigid objectives (MBO) nor by instructions (MBI). Their capacity for self-organisation will be derived essentially from how their members accept a shared set of values or principles for action (MBV). Complexity theory deals with systems that show complex structures in time or space, often hiding simple deterministic rules. This theory holds that once these rules are found, it is possible to make effective predictions and even to control the apparent complexity. The state of chaos that self-organises, thanks to the appearance of the "strange attractor", is the ideal basis for creativity and innovation in the company. In this self-organised state of chaos, members are not confined to narrow roles, and gradually develop their capacity for differentiation and relationships, growing continuously toward their maximum potential contribution to the efficiency of the organisation. In this way, values act as organisers or "attractors" of disorder, which in the theory of chaos are equations represented by unusually regular geometric configurations that predict the long-term behaviour of complex systems. In business organisations (as in all kinds of social systems) the starting principles end up as the final principles in the long term. An attractor is a model representation of the behavioral results of a system. The attractor is not a force of attraction or a goal-oriented presence in the system; it simply depicts where the system is headed based on its rules of motion. Thus, in a culture that cultivates or shares values of autonomy, responsibility, independence, innovation, creativity, and proaction, the risk of short-term chaos is mitigated by an overall long-term sense of direction. A more suitable approach to manage the internal and external complexities that organisations are currently confronting is to alter their dominant culture under the principles of MBV.

Art i part :la figura del/la professional de l'educació social en processos de desenvolupament cultural comunitari

Anàlisi de la figura de l'educador/a social en processos de desenvolupament comunitari a partir d'experiències diverses a Catalunya

Aplicación de gestión y web para un criadero-residencia canino.

El objetivo de este proyecto es implementar un sitio Web i un programa gestor de datos para el criadero/residencia canino De La Serranía (Madrid). Gracias al desarrollo de esta aplicación y del sitio Web se conseguirá que el cliente suprima el uso de todo el papel utilizado anteriormente para guardar la información relativa a clientes, animales y entradas a la residencia, podrá controlar la ocupación de la residencia y generar automáticamente las facturas, crear automáticamente árboles genealógicos de todos los ejemplares registrados, mejorar el rendimiento del criadero gracias a la opción que controla los datos de cría de cada animal: fecha de monta, fecha de parto, resultados de cada parto, etc. y controlar los gastos y ganancias de la empresa

On the cultural transmission of corruption

We provide a cultural explanation to the phenomenon of corruption in the framework of an overlapping generations model with intergenerational transmissionof values. We show that the economy has two steady states with different levels of corruption. The driving force in the equilibrium selection process is the education effort exerted by parents which depends on the distribution of ethics in the population and on expectations about future policies. We propose some policy interventions which via parents' efforts have long-lasting effects on corruption and show the success of intensive education campaigns. Educating the young is a key element in reducing corruption successfully.

Organisational values as "attractors of chaos": An emerging cultural change to manage organisational complexity

Business organisations are excellent representations of what in physics and mathematics are designated "chaotic" systems. Because a culture of innovation will be vital for organisational survival in the 21st century, the present paper proposes that viewing organisations in terms of "complexity theory" may assist leaders in fine-tuning managerial philosophies that provide orderly management emphasizing stability within a culture of organised chaos, for it is on the "boundary of chaos" that the greatest creativity occurs. It is argued that 21st century companies, as chaotic social systems, will no longer be effectively managed by rigid objectives (MBO) nor by instructions (MBI). Their capacity for self-organisation will be derived essentially from how their members accept a shared set of values or principles for action (MBV). Complexity theory deals with systems that show complex structures in time or space, often hiding simple deterministic rules. This theory holds that once these rules are found, it is possible to make effective predictions and even to control the apparent complexity. The state of chaos that self-organises, thanks to the appearance of the "strange attractor", is the ideal basis for creativity and innovation in the company. In this self-organised state of chaos, members are not confined to narrow roles, and gradually develop their capacity for differentiation and relationships, growing continuously toward their maximum potential contribution to the efficiency of the organisation. In this way, values act as organisers or "attractors" of disorder, which in the theory of chaos are equations represented by unusually regular geometric configurations that predict the long-term behaviour of complex systems. In business organisations (as in all kinds of social systems) the starting principles end up as the final principles in the long term. An attractor is a model representation of the behavioral results of a system. The attractor is not a force of attraction or a goal-oriented presence in the system; it simply depicts where the system is headed based on its rules of motion. Thus, in a culture that cultivates or shares values of autonomy, responsibility, independence, innovation, creativity, and proaction, the risk of short-term chaos is mitigated by an overall long-term sense of direction. A more suitable approach to manage the internal and external complexities that organisations are currently confronting is to alter their dominant culture under the principles of MBV.

Gestión de la competencia en el sector público

Este trabajo analiza el papel de la competencia en la gestión pública, para lo cual toma como referencia la organización burocrática basada en centros de gasto que no cobran por sus servicios y suelen ser demasiado grandes e ineficientes. Para introducir competencia, se da libertad de elección a usuarios y productores, a la vez que se les responsabiliza de los costes que ocasionan sus decisiones. Se genera así un provechoso control mutuo entre usuarios y proveedores, que hace menos necesario el control jerárquico, de tipo vertical. Sin embargo, la eventual presencia de monopolios y asimetrías informativas puede ocasionar graves distorsiones y suele exigir una regulación activa, que es costosa y provoca búsqueda de rentas. Para corroborar la relevancia de este equilibrio de costes y beneficios, el trabajo analiza doce servicios públicos en los sectores de la sanidad, la educación y la justicia. Se constata la presencia de dificultades asociadas a monopolios, asimetrías informativas y búsqueda de rentas y se argumenta que, como consecuencia, se tienden a adoptar soluciones de naturaleza intermedia. Coherentemente con este argumento, se observa que en los servicios analizados o bien se emplean incentivos de baja intensidad o se restringen los derechos de decisión, de modo que no se aplican todos los elementos propios de la competencia pero tampoco se prescinde de ellos por completo. Por la moderación de los incentivos que genera, este uso incompleto de la competencia permite, además, que se puedan regular las actividades correspondientes mediante las fórmulas típicas de la Administración Pública, basadas en la reglamentación de decisiones recurrentes y la colegiación y supervisión jerárquica de un número pequeño de decisiones no regladas.

La gestión sanitaria: orientaciones a futuro para el cambio organizativo, del control y la financiación

This paper offers a general view of changes in health care management in theSpanish Health System. We focus on the organisational, financing andaccountability aspects of health care provision. We do this by encompassingmanagerial changes and social change and well-grounded in theory health economicsliterature. In this way we try to link applied economics and management issues,as we did in a former paper, ten years ago on the same basis(López-Casasnovas, 2002). We emphasise mistakes and milestones in the wayforward to improve health systems by better understanding the public natureof health policies. Key aspects of this are to achieve a better allocation ofresponsibilities to providers on patients health, to incentive the organisationof medical self-managed health care institutions and to build global budgets onrisk-adjusting capitation and better integrated health care providers on acommunity basis.

Perceptual mapping of practical ethics along the value chain: A multiple correspondence analysis with industry and cultural indices as supplementary variables

This paper presents findings from a study investigating a firm s ethical practices along the value chain. In so doing we attempt to better understand potential relationships between a firm s ethical stance with its customers and those of its suppliers within a supply chain and identify particular sectoral and cultural influences that might impinge on this. Drawing upon a database comprising of 667 industrial firms from 27 different countries, we found that ethical practices begin with the firm s relationship with its customers, the characteristics of which then influence the ethical stance with the firm s suppliers within the supply chain. Importantly, market structure along with some key cultural characteristics were also found to exert significant influence on the implementation of ethical policies in these firms.

Managing by values in the next milenium: Cultural redesign for strategic organizational change

The system of beliefs and values, that shaped the model for management and organizations during the 20th century, is just not good enough today. In order to keep a business functioning well and competing successfully in markets that are increasingly more global, complex, professionally demanding, constantly changing and oriented towards quality and customer satisfaction a new model is needed. In this paper, we will propose that both Management by Instructions (MBI) and Management by Objectives (MBO) today give notoriously inadequate results. By contrast, description of a new approach labeled: Management by Values (MBV), seem to be emerging as a strategic leadership tool. The paper outlines this approach and discusses the implementation of MBV as a tool to redesign culture in organizations and prepare them for the next millenium.

La Promoción de libros impresos a través de Twitter : análisis de los casos Ediciones Deusto, Gestión 2000 y Alienta Editorial

El sector editorial a Espanya s’ha vist obligat a canviar el seu model de negoci a partir de la Revolució Digital del S.XXI. Això inclou la utilització de mitjans socials a través dels quals es busca, entre altres coses, una nova forma de promoció dels seus llibres i un apropament a les noves tendències de la comunicació per a una efectiva relació amb els seus lectors. Recolzat en les teories de la comunicació digital, aquest treball té l’objectiu d’explorar la promoció de llibres imprès a Twitter mitjançant el hashtag. Es du a terme utilitzant una metodologia qualitativa que ha permès fer un ajust entre les dades i la realitat actual de l’ús d’aquesta eina dintre del sector editorial, i per tant ofereix algunes bases i teories per a futures investigacions

Uso de los medios digitales en la gestión de la reputación corporativa : diálogo con los públicos de interés y dimensiones de percepción en webs, blogs, Facebook y Twitter

Aquest treball busca analitzar com poden emprar-se els mitjans digitals per contribuir a la gestió de la Reputació Corporativa, per ajudar a la comprensió del fenomen i a abordar-la en la pràctica des dels marcs de referència desenvolupats i validats en l'acadèmia. En primer lloc, s'empra una metodologia qualitativa i una anàlisi de continguts per analitzar els principals mitjans digitals –Webs, Blogs, Facebook i Twitter- en funció del seu potencial per a la generació de diàleg entre les organitzacions i els seus grups d'interès. S'analitzen a profunditat els mitjans digitals de 5 companyies Top 20 en el Rànquing RepTrak 2012. En segon lloc, es planteja una anàlisi d'aquests mitjans digitals en funció de les set dimensions que impulsen la Reputació Corporativa, seguint la metodologia RepTrak del Reputation Institute

Gestión sanitaria

El presente documento tratará de recorrer las diferentes fases del ciclo de vida de una aplicación orientada al sector sanitario.

Cultural differences on seeking information: an eye tracking study

The main goal of this research is to investigate how people with different cultural background differ in their interaction style and visual behavior on search engine results pages (SERP), more specifically between groups from the Middle Eastern region vs. Western Europe. We conducted a controlled eye-tracking experiment to explore and evaluate the visual behavior of Arabs and Spaniardusers when scanning through the first page of the search results in Google. Big differences can be observed in the 4 aspects studied: U.A.E. participants stayed on the SERPs for longer, they read more results and they read each snippet in a more complete way than Spaniards. In Spain, people tended to scan the SERP, reading less text on each snippet, and choose a result among the first top rankedones without hardly seeing those in bottom positions.

Construcción y redefinición de identidades, prácticas culturales yComunicación. Estudio de caso del Centro Cultural Comunitario de PlayaAncha (Valparaíso)

Esta investigación se enmarca en el estudio de la vida cotidiana de las personas y se pregunta específicamente por el proceso de construcción y redefinición de identidades, es decir los cambios en la vida de las personas. Un tema que podría ser demasiado general se encuadra en un caso concreto: El Centro Cultural Comunitario de Playa Ancha (CCPA)1.Entendemos todo proceso de construcción y redefinición identitaria como una experiencia de aprendizaje perceptual. En el marco específico del CCPA, los participantes han construido una comunidad de práctica a través de sus interacciones comunicativas recurrentes en el tiempo, prácticas comunicativas y significativas para los miembros del CCPA. Comparten una serie de repertorios simbólicos, relaciones de participación y cooperación, entre otras cosas. Aprendizaje que logrado que los integrantes del CCPA sean reconocidos por su entorno como practicantes y miembros del CCPA.Para explorar este proceso nos posicionamos desde un abordaje cualitativo. Por lo mismo, intentamos objetivar esta experiencia de aprendizaje perceptual desde las percepciones y las prácticas de los sujetos estudiados. Se contempla el desarrollo de un trabajo de campo de 6 meses que contempla un período de inmersión en la comunidad a través de la observación participante.Por medio de esta herramienta, se explorará en las formas que organizan su espacio, sus tiempos, sus prácticas y por ende, sus interacciones comunicativas. Es decir, como establecen y coordinan el vivir en común. Posteriormente, para objetivar el proceso de construcción y redefinición identitaria se realizarán 10 historias orales temáticas a los miembros más antiguos y experimentados del CCPA.