💼Project Management: Project Execution (Part III: Projects' Dynamics - An Introduction)

Despite the considerable collection of books on Project Management (PM) and related methodologies, and the fact that projects are inherent endeavors in professional as well personal life (setups that would give in theory people the environment and exposure to different project types), people’s understanding on what it takes to plan and execute a project seems to be narrow and questionable sometimes. Moreover, their understanding diverges considerably from common sense. It’s also true that knowledge and common sense are relative when considering any human endeavor in which there are multiple roads to the same destination, or when learning requires time, effort, skills, and implies certain prerequisites, however the lack of such knowledge can hurt when endeavor’s success is a must and a team effort. 

Even if the lack of understanding about PM can be considered as minor when compared with other challenges/problems faced by a project, when one’s running fast to finish a race, even a small pebble in one’s running shoes can hurt a lot, especially when one doesn’t have the luxury to stop and remove the stone, as it would make sense to do.

It resides in the human nature to resist change, to seek for information that only confirm own opinions, to follow the same approach in handling challenges, even if the attempts are far from optimal, even if people who walked the same path tell you that there’s a better way and even sketch the path and provide information about what it takes to reach there. As it seems, there’s the predisposition to learn on the hard way, if there’s significant learning involved at all. Unfortunately, such situations occur in projects and the solutions often overrun the boundaries of PM, where social and communication skills must be brought into play. 

On the other side, there’s still hope that change can be managed optimally once the facts are explained to a certain level that facilitates understanding. However, such an attempt can prove to be quite a challenge, given the various setups in which PM takes place. The intersection between technologies and organizational setups lead to complex scenarios which make such work more difficult, even if projects’ challenges are of organizational rather than technological nature. 

When the knowledge we have about the world doesn’t fit our expectation, a simple heuristic is to return to the basics. A solid edifice can be built only on a solid foundation and the best foundation in coping with reality is to establish common ground with other people. One can achieve this by identifying their suppositions and expectations, by closing the gap in perception and understanding, by establishing a basis for communication, in which feedback is a must if one wants to make significant progress.

Despite of being explorative and time-consuming, establishing common ground can be challenging when addressing to an imaginary audience, which is quite often the situation. The practice shows however that progress can be made by starting with a set of well-formulated definitions, simple models, principles, and heuristics that have the potential of helping in sense-making.

The goal is thus to identify first the definitions that reflect the basic concepts that need to be considered. Once the concepts defined, they can be related to each other with the help of a few models. Even if fictitious, as simplifications of the reality, the models should allow playing with the concepts, facilitating concepts’ understanding. Principles (set of rules for reasoning) can be used together with heuristics (rules of thumb methods or techniques) for explaining the ‘known’ and approaching the ‘unknown’. Even maybe not perfect, these tools can help building theories or explanatory constructs.

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🤝Governance: Control (Just the Quotes)

"To manage is to forecast and plan, to organize, to command, to coordinate and to control. To foresee and plan means examining the future and drawing up the plan of action. To organize means building up the dual structure, material and human, of the undertaking. To command means binding together, unifying and harmonizing all activity and effort. To control means seeing that everything occurs in conformity with established rule and expressed demand." (Henri Fayol, 1916)

"The concern of OR with finding an optimum decision, policy, or design is one of its essential characteristics. It does not seek merely to define a better solution to a problem than the one in use; it seeks the best solution... [It] can be characterized as the application of scientific methods, techniques, and tools to problems involving the operations of systems so as to provide those in control of the operations with optimum solutions to the problems." (C West Churchman et al, "Introduction to Operations Research", 1957)

"Management is a distinct process consisting of planning, organising, actuating and controlling; utilising in each both science and art, and followed in order to accomplish pre-determined objectives." (George R Terry, "Principles of Management", 1960)

"The term architecture is used here to describe the attributes of a system as seen by the programmer, i.e., the conceptual structure and functional behavior, as distinct from the organization of the data flow and controls, the logical design, and the physical implementation." (Gene Amdahl et al, "Architecture of the IBM System", IBM Journal of Research and Development. Vol 8 (2), 1964)

"If cybernetics is the science of control, management is the profession of control." (Anthony S Beer, "Decision and Control", 1966)

"Most of our beliefs about complex organizations follow from one or the other of two distinct strategies. The closed-system strategy seeks certainty by incorporating only those variables positively associated with goal achievement and subjecting them to a monolithic control network. The open-system strategy shifts attention from goal achievement to survival and incorporates uncertainty by recognizing organizational interdependence with environment. A newer tradition enables us to conceive of the organization as an open system, indeterminate and faced with uncertainty, but subject to criteria of rationality and hence needing certainty." (James D Thompson, "Organizations in Action", 1967)

"Policy-making, decision-taking, and control: These are the three functions of management that have intellectual content." (Anthony S Beer, "Management Science" , 1968)

"The management of a system has to deal with the generation of the plans for the system, i. e., consideration of all of the things we have discussed, the overall goals, the environment, the utilization of resources and the components. The management sets the component goals, allocates the resources, and controls the system performance." (C West Churchman, "The Systems Approach", 1968)

"One difficulty in developing a good [accounting] control system is that quantitative results will differ according to the accounting principles used, and accounting principles may change." (Ernest Dale, "Readings in Management", 1970)

"To be productive the individual has to have control, to a substantial extent, over the speed, rhythm, and attention spans with which he is working […] While work is, therefore, best laid out as uniform, working is best organized with a considerable degree of diversity. Working requires latitude to change speed, rhythm, and attention span fairly often. It requires fairly frequent changes in operating routines as well. What is good industrial engineering for work is exceedingly poor human engineering for the worker." (Peter F Drucker, "Management: Tasks, Responsibilities, Practices", 1973)

"A mature science, with respect to the matter of errors in variables, is not one that measures its variables without error, for this is impossible. It is, rather, a science which properly manages its errors, controlling their magnitudes and correctly calculating their implications for substantive conclusions." (Otis D Duncan, "Introduction to Structural Equation Models", 1975)

"Any observed statistical regularity will tend to collapse once pressure is placed upon it for control purposes." (Charles Goodhart, "Problems of Monetary Management: the U.K. Experience", 1975)

"When information is centralized and controlled, those who have it are extremely influential. Since information is [usually] localized in control subsystems, these subsystems have a great deal of organization influence." (Henry L Tosi & Stephen J Carroll, "Management", 1976)

"[...] when a variety of tasks have all to be performed in cooperation, synchronization, and communication, a business needs managers and a management. Otherwise, things go out of control; plans fail to turn into action; or, worse, different parts of the plans get going at different speeds, different times, and with different objectives and goals, and the favor of the 'boss' becomes more important than performance." (Peter F Drucker, "People and Performance", 1977)

"Uncontrolled variation is the enemy of quality." (W Edwards Deming, 1980)

"The key mission of contemporary management is to transcend the old models which limited the manager's role to that of controller, expert or morale booster. These roles do not produce the desired result of aligning the goals of the employees and the corporation. [...] These older models, vestiges of a bygone era, have served their function and must be replaced with a model of the manager as a developer of human resources." (Michael Durst, "Small Systems World", 1985)

"The outcome of any professional's effort depends on the ability to control working conditions." (Joseph A Raelin, "Clash of Cultures: Managers and Professionals", 1986)

"Executives have to start understanding that they have certain legal and ethical responsibilities for information under their control." (Jim Leeke, PC Week, 1987)

"Give up control even if it means the employees have to make some mistakes." (Frank Flores, Hispanic Business, 1987)

"In complex situations, we may rely too heavily on planning and forecasting and underestimate the importance of random factors in the environment. That reliance can also lead to delusions of control." (Hillel J Einhorn & Robin M. Hogarth, Harvard Business Review, 1987)

"Managers exist to plan, direct and control the project. Part of the way they control is to listen to and weigh advice. Once a decision is made, that's the way things should proceed until a new decision is reached. Erosion of management decisions by [support] people who always 'know better' undermines managers' credibility and can bring a project to grief." (Philip W Metzger, "Managing Programming People", 1987)

"To be effective, a manager must accept a decreasing degree of direct control." (Eric G Flamholtz & Yvonne Randal, "The Inner Game of Management", 1987)

"[Well-managed modern organizations] treat everyone as a source of creative input. What's most interesting is that they cannot be described as either democratically or autocratically managed. Their managers define the boundaries, and their people figure out the best way to do the job within those boundaries. The management style is an astonishing combination of direction and empowerment. They give up tight control in order to gain control over what counts: results." (Robert H Waterman, "The Renewal Factor", 1987)

"We have created trouble for ourselves in organizations by confusing control with order. This is no surprise, given that for most of its written history, leadership has been defined in terms of its control functions." (Margaret J Wheatley, "Leadership and the New Science: Discovering Order in a Chaotic World", 1992)

"Management is not founded on observation and experiment, but on a drive towards a set of outcomes. These aims are not altogether explicit; at one extreme they may amount to no more than an intention to preserve the status quo, at the other extreme they may embody an obsessional demand for power, profit or prestige. But the scientist's quest for insight, for understanding, for wanting to know what makes the system tick, rarely figures in the manager's motivation. Secondly, and therefore, management is not, even in intention, separable from its own intentions and desires: its policies express them. Thirdly, management is not normally aware of the conventional nature of its intellectual processes and control procedures. It is accustomed to confuse its conventions for recording information with truths-about-the-business, its subjective institutional languages for discussing the business with an objective language of fact and its models of reality with reality itself." (Stanford Beer, "Decision and Control", 1994)

"Without some element of governance from the top, bottom-up control will freeze when options are many. Without some element of leadership, the many at the bottom will be paralysed with choices." (Kevin Kelly, "Out of Control: The New Biology of Machines, Social Systems and the Economic World", 1995)

"Management is a set of processes that can keep a complicated system of people and technology running smoothly. The most important aspects of management include planning, budgeting, organizing, staffing, controlling, and problem solving." (John P Kotter, "Leading Change", 1996) 

"The manager [...] is understood as one who observes the causal structure of an organization in order to be able to control it [...] This is taken to mean that the manager can choose the goals of the organization and design the systems or actions to realize those goals [...]. The possibility of so choosing goals and strategies relies on the predictability provided by the efficient and formative causal structure of the organization, as does the possibility of managers staying 'in control' of their organization's development. According to this perspective, organizations become what they are because of the choices made by their managers." (Ralph D Stacey et al, "Complexity and Management: Fad or Radical Challenge to Systems Thinking?", 2000)

"Success or failure of a project depends upon the ability of key personnel to have sufficient data for decision-making. Project management is often considered to be both an art and a science. It is an art because of the strong need for interpersonal skills, and the project planning and control forms attempt to convert part of the 'art' into a science." (Harold Kerzner, "Strategic Planning for Project Management using a Project Management Maturity Model", 2001)

"The premise here is that the hierarchy lines on the chart are also the only communication conduit. Information can flow only along the lines. [...] The hierarchy lines are paths of authority. When communication happens only over the hierarchy lines, that's a priori evidence that the managers are trying to hold on to all control. This is not only inefficient but an insult to the people underneath." (Tom DeMarco, "Slack: Getting Past Burnout, Busywork, and the Myth of Total Efficiency", 2001)

"Management can be defined as the attainment of organizational goals in an effective and efficient manner through planning, organizing, staffing, directing, and controlling organizational resources." (Richard L Daft, "The Leadership Experience" 4th Ed., 2008)

"In a complex society, individuals, organizations, and states require a high degree of confidence - even if it is misplaced - in the short-term future and a reasonable degree of confidence about the longer term. In its absence they could not commit themselves to decisions, investments, and policies. Like nudging the frame of a pinball machine to influence the path of the ball, we cope with the dilemma of uncertainty by doing what we can to make our expectations of the future self-fulfilling. We seek to control the social and physical worlds not only to make them more predictable but to reduce the likelihood of disruptive and damaging shocks (e.g., floods, epidemics, stock market crashes, foreign attacks). Our fallback strategy is denial." (Richard N Lebow, "Forbidden Fruit: Counterfactuals and International Relations", 2010)

"Almost by definition, one is rarely privileged to 'control' a disaster. Yet the activity somewhat loosely referred to by this term is a substantial portion of Management, perhaps the most important part. […] It is the business of a good Manager to ensure, by taking timely action in the real world, that scenarios of disaster remain securely in the realm of Fantasy." (John Gall, "The Systems Bible: The Beginner's Guide to Systems Large and Small"[Systematics 3rd Ed.], 2011)

"Without precise predictability, control is impotent and almost meaningless. In other words, the lesser the predictability, the harder the entity or system is to control, and vice versa. If our universe actually operated on linear causality, with no surprises, uncertainty, or abrupt changes, all future events would be absolutely predictable in a sort of waveless orderliness." (Lawrence K Samuels, "Defense of Chaos", 2013)

"The problem of complexity is at the heart of mankind’s inability to predict future events with any accuracy. Complexity science has demonstrated that the more factors found within a complex system, the more chances of unpredictable behavior. And without predictability, any meaningful control is nearly impossible. Obviously, this means that you cannot control what you cannot predict. The ability ever to predict long-term events is a pipedream. Mankind has little to do with changing climate; complexity does." (Lawrence K Samuels, "The Real Science Behind Changing Climate", LewRockwell.com, August 1, 2014) 

💻IT: Information Technology Information Library [ITIL] (Definitions)

"A series of documents used to aid the implementation of a framework for IT service management (ITSM). This framework defines how service management is applied in specific organizations. Being a framework, it is completely customizable for an application within any type of business or organization that has a reliance on IT infrastructure." (Tilak Mitra et al, "SOA Governance", 2008)

"A framework and set of standards for IT governance based on best practices." (Judith Hurwitz et al, "Service Oriented Architecture For Dummies" 2nd Ed., 2009)

"A framework of supplier independent best practice management procedures for delivery of high quality IT services." (DAMA International, "The DAMA Dictionary of Data Management", 2011)

"a set of guidelines for developing and managing IT operations and services." (Bill Holtsnider & Brian D Jaffe, "IT Manager's Handbook" 3rd Ed., 2012)

"A framework and set of standards for IT governance based on best practices." (Marcia Kaufman et al, "Big Data For Dummies", 2013)

"A group of books written and released by the United Kingdom’s Office of Government and Commerce (OGC). ITIL documents best practices organizations can implement to provide consistent IT services. The library includes five books." (Darril Gibson, "Effective Help Desk Specialist Skills", 2014)

"A set of process-oriented best practices and guidance originally developed in the United Kingdom to standardize delivery of informational technology service management." (Robert F Smallwood, "Information Governance: Concepts, Strategies, and Best Practices", 2014)

"Best practices for information technology services management processes developed by the United Kingdom’s Office of Government Commerce." (Adam Gordon, "Official (ISC)2 Guide to the CISSP CBK" 4th Ed., 2015)

"The IT Infrastructure Library; a set of best practice publications for IT service management." (by Brian Johnson & Leon-Paul de Rouw, "Collaborative Business Design", 2017)

"The Information Technology Infrastructure Library (ITIL) presents pre-defined processes for IT service management. The fourth edition of ITIL depicts two key elements ITIL Service-Value-System (SVS) and a four dimensions model." (Anna Wiedemann et al, "Transforming Disciplined IT Functions: Guidelines for DevOps Integration", 2021)

"set of best practices guidance" (ITIL)

🤝Governance: Delegation (Just the Quotes)

"Failure to delegate causes managers to be crushed and fail under the weight of accumulated duties that they do not know and have not learned to delegate." (James D Mooney, "Onward Industry!", 1931)

"Delegation means the conferring of a specified authority by a higher authority. In its essence it involves a dual responsibility. The one to whom responsibility is delegated becomes responsible to the superior for doing the job. but the superior remains responsible for getting the Job done. This principle of delegation is the center of all processes in formal organization. Delegation is inherent in the very nature of the relation between superior and subordinate. The moment the objective calls for the organized effort of more than one person, there is always leadership with its delegation of duties." (James D Mooney, "The Principles of Organization", 1947)

"The only way for a large organization to function is to decentralize, to delegate real authority and responsibility to the man on the job. But be certain you have the right man on the job." (Robert E Wood, 1951)

"You can delegate authority, but you can never delegate responsibility by delegating a task to someone else. If you picked the right man, fine, but if you picked the wrong man, the responsibility is yours - not his." (Richard E Krafve, The Boston Sunday Globe, 1960)

"Centralized controls are designed to ensure that the chief executive can find out how well the delegated authority and responsibility are being exercised." (Ernest Dale, "Management: Theory and practice", 1965)

"Guidelines for bureaucrats: (1) When in charge, ponder. (2) When in trouble, delegate. (3) When in doubt, mumble." (James Boren, New York Times, 1970)

"We find that the manager, particularly at senior levels, is overburdened with work. With the increasing complexity of modern organizations and their problems, he is destined to become more so. He is driven to brevity, fragmentation, and superficiality in his tasks, yet he cannot easily delegate them because of the nature of his information. And he can do little to increase his available time or significantly enhance his power to manage. Furthermore, he is driven to focus on that which is current and tangible in his work, even though the complex problems facing many organizations call for reflection and a far-sighted perspective." (Henry Mintzberg, "The structuring of organizations", 1979)

"Do not delegate an assignment and then attempt to manage it yourself - you will make an enemy of the overruled subordinate." (Wess Roberts, "Leadership Secrets of Attila the Hun", 1985)

"Surround yourself with the best people you can find, delegate authority, and don't interfere." (Ronald Reagan, Fortune, 1986)

"People and organizations don't grow much without delegation and completed staff work because they are confined to the capacities of the boss and reflect both personal strengths and weaknesses." (Stephen Covey, "Principle Centered Leadership", 1992)

"Responsibility is a unique concept [...] You may share it with others, but your portion is not diminished. You may delegate it, but it is still with you. [...] If responsibility is rightfully yours, no evasion, or ignorance or passing the blame can shift the burden to someone else. Unless you can point your finger at the man who is responsible when something goes wrong, then you have never had anyone really responsible." (Hyman G Rickover, "The Rickover Effect", 1992)

"We accomplish all that we do through delegation - either to time or to other people." (Stephen Covey, "Daily Reflections for Highly Effective People", 1994)

"The inability to delegate is one of the biggest problems I see with managers at all levels." (Eli Broad, "The Art of Being Unreasonable: Lessons in Unconventional Thinking", 2012)

"Delegation of authority is one of the most important functions of a leader, and he should delegate authority to the maximum degree possible with regard to the capabilities of his people. Once he has established policy, goals, and priorities, the leader accomplishes his objectives by pushing authority right down to the bottom. Doing so trains people to use their initiative; not doing so stifles creativity and lowers morale." (Thornas H Moorer)

🤝Governance: Authority (Just the Quotes)

"When the general is weak and without authority; when his orders are not clear and distinct; when there are no fixed duties assigned to officers and men, and the ranks are formed in a slovenly haphazard manner, the result is utter disorganization." (Sun Tzu, "The Art of War", cca. 5th century)

"Authority is never without hate." (Euripides, "Ion", cca. 422 BC)

"In questions of science, the authority of a thousand is not worth the humble reasoning of a single individual" (Galileo Galilei, 1632)

"Authority without wisdom is like a heavy axe without an edge, fitter to bruise than polish." (Anne Bradstreet, "Meditations Divine and Moral", 1664)

"Lawful and settled authority is very seldom resisted when it is well employed." (Samuel Johnson, "The Rambler", 1750)

"The most absolute authority is that which penetrates into a man's innermost being and concerns itself no less with his will than with his actions." (Jean-Jacques Rousseau, "On the origin of inequality", 1755)

"The wise executive never looks upon organizational lines as being settled once and for all. He knows that a vital organization must keep growing and changing with the result that its structure must remain malleable. Get the best organization structure you can devise, but do not be afraid to change it for good reason: This seems to be the sound rule. On the other hand, beware of needless change, which will only result in upsetting and frustrating your employees until they become uncertain as to what their lines of authority actually are." (Marshall E Dimock, "The Executive in Action", 1915)

"No amount of learning from books or of listening to the words of authority can be substituted for the spade-work of investigation." (Richard Gregory, "Discovery; or, The Spirit and Service of Science", 1916)

"In organization it means the graduation of duties, not according to differentiated functions, for this involves another and distinct principle of organization, but simply according to degrees of authority and corresponding responsibility." (James D Mooney, "Onward Industry!", 1931)

"It is sufficient here to observe that the supreme coordinating authority must be anterior to leadership in logical order, for it is this coordinating force which makes the organization. Leadership, on the other hand, always presupposes the organization. There can be no leader without something to lead." (James D Mooney, "Onward Industry!", 1931)

"Leadership is the form that authority assumes when it enters into process. As such it constitutes the determining principle of the entire scalar process, existing not only at the source, but projecting itself through its own action throughout the entire chain, until, through functional definition, it effectuates the formal coordination of the entire structure." (James D Mooney, "Onward Industry!", 1931)

"The staff function in organization means the service of advice or counsel, as distinguished from the function of authority or command. This service has three phases, which appear in a clearly integrated relationship. These phases are the informative, the advisory, and the supervisory." (James D Mooney, "Onward Industry!", 1931)

"Human beings are compounded of cognition and emotion and do not function well when treated as though they were merely cogs in motion.... The task of the administrator must be accomplished less by coercion and discipline, and more and more by persuasion.... Management of the future must look more to leadership and less to authority as the primary means of coordination." (Luther H Gulick, "Papers on the Science of Administration", 1937)

"A person can and will accept a communication as authoritative only when four conditions simultaneously obtain: (a) he can and does understand the communication; (b) at the time of his decision he believes that it is not inconsistent with the purpose of the organization; (c) at the time of his decision, he believes it to be compatible with his personal interest as a whole; and (d) he is able mentally and physically to comply with it." (Chester I Barnard, "The Functions of the Executive", 1938)

"The fine art of executive decision consists in not deciding questions that are not now pertinent, in not deciding prematurely, in not making decision that cannot be made effective, and in not making decisions that others should make. Not to decide questions that are not pertinent at the time is uncommon good sense, though to raise them may be uncommon perspicacity. Not to decide questions prematurely is to refuse commitment of attitude or the development of prejudice. Not to make decisions that cannot be made effective is to refrain from destroying authority. Not to make decisions that others should make is to preserve morale, to develop competence, to fix responsibility, and to preserve authority.
From this it may be seen that decisions fall into two major classes, positive decisions - to do something, to direct action, to cease action, to prevent action; and negative decisions, which are decisions not to decide. Both are inescapable; but the negative decisions are often largely unconscious, relatively nonlogical, "instinctive," "good sense." It is because of the rejections that the selection is good." (Chester I Barnard, "The Functions of the Executive", 1938)

"To hold a group or individual accountable for activities of any kind without assigning to him or them the necessary authority to discharge that responsibility is manifestly both unsatisfactory and inequitable. It is of great Importance to smooth working that at all levels authority and responsibility should be coterminous and coequal." (Lyndall Urwick, "Dynamic Administration", 1942)

"All behavior involves conscious or unconscious selection of particular actions out of all those which are physically possible to the actor and to those persons over whom he exercises influence and authority." (Herbert A Simon, "Administrative Behavior: A Study of Decision-making Processes in Administrative Organization", 1947)

"Coordination, therefore, is the orderly arrangement of group efforts, to provide unity of action in the pursuit of a common purpose. As coordination is the all inclusive principle of organization it must have its own principle and foundation in authority, or the supreme coordination power. Always, in every form of organization, this supreme authority must rest somewhere, else there would be no directive for any coordinated effort." (James D Mooney, "The Principles of Organization", 1947)

"Delegation means the conferring of a specified authority by a higher authority. In its essence it involves a dual responsibility. The one to whom responsibility is delegated becomes responsible to the superior for doing the job. but the superior remains responsible for getting the Job done. This principle of delegation is the center of all processes in formal organization. Delegation is inherent in the very nature of the relation between superior and subordinate. The moment the objective calls for the organized effort of more than one person, there is always leadership with its delegation of duties." (James D Mooney, "The Principles of Organization", 1947)

"Power on the one side, fear on the other, are always the buttresses on which irrational authority is built." (Erich Fromm, "Man for Himself: An Inquiry Into the Psychology of Ethics", 1947)

"Authority is not a quality one person 'has', in the sense that he has property or physical qualities. Authority refers to an interpersonal relation in which one person looks upon another as somebody superior to him." (Erich Fromm, "The Fear of Freedom", 1950)

"The only way for a large organization to function is to decentralize, to delegate real authority and responsibility to the man on the job. But be certain you have the right man on the job." (Robert E Wood, 1951)

"[...] authority - the right by which superiors are able to require conformity of subordinates to decisions - is the basis for responsibility and the force that binds organization together. The process of organizing encompasses grouping of activities for purposes of management and specification of authority relationships between superiors and subordinates and horizontally between managers. Consequently, authority and responsibility relationships come into being in all associative undertakings where the superior-subordinate link exists. It is these relationships that create the basic character of the managerial job." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"Although organization charts are useful, necessary, and often revealing tools, they are subject to many important limitations. In the first place, a chart shows only formal authority relationships and omits the many significant informal and informational relationships that exist in a living organization. Moreover, it does not picture how much authority exists at any point in the organization." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"[...] authority for given tasks is limited to that for which an individual may properly held responsible." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"Authority delegations from a superior to a subordinate may be made in large or small degree. The tendency to delegate much authority through the echelons of an organization structure is referred tojas decentralization of authority. On the other hand, authority is said to be centralized wherever a manager tends not to delegate authority to his subordinates." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"Authority is, of course, completely centralized when a manager delegates none, and it is possible to think of the reverse situation - an infinite delegation of authority in which no manager retains any authority other than the implicit power to recover delegated authority. But this kind of delegation is obviously impracticable, since, at some point in the organization structure, delegations must stop." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"If charts do not reflect actual organization and if the organization is intended to be as charted, it is the job of effective management to see that actual organization conforms with that desired. Organization charts cannot supplant good organizing, nor can a chart take the place of spelling out authority relationships clearly and completely, of outlining duties of managers and their subordinates, and of defining responsibilities." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"It is highly important for managers to be honest and clear in describing what authority they are keeping and what role they are asking their subordinates to assume." (Robert Tannenbaum & Warren H Schmidt, Harvard Business Review, 1958)

"Formal theories of organization have been taught in management courses for many years, and there is an extensive literature on the subject. The textbook principles of organization — hierarchical structure, authority, unity of command, task specialization, division of staff and line, span of control, equality of responsibility and authority, etc. - comprise a logically persuasive set of assumptions which have had a profound influence upon managerial behavior." (Douglas McGregor, 'The Human Side of Enterprise", 1960)

"If there is a single assumption which pervades conventional organizational theory, it is that authority is the central, indispensable means of managerial control." (Douglas McGregor, "The Human Side of Enterprise", 1960)

"The ingenuity of the average worker is sufficient to outwit any system of controls devised by management." (Douglas McGregor, "The Human Side of Enterprise", 1960)

"You can delegate authority, but you can never delegate responsibility by delegating a task to someone else. If you picked the right man, fine, but if you picked the wrong man, the responsibility is yours - not his." (Richard E Krafve, The Boston Sunday Globe, 1960)

"Centralized controls are designed to ensure that the chief executive can find out how well the delegated authority and responsibility are being exercised." (Ernest Dale, "Management: Theory and practice", 1965)

"In large-scale organizations, the factual approach must be constantly nurtured by high-level executives. The more layers of authority through which facts must pass before they reach the decision maker, the greater the danger that they will be suppressed, modified, or softened, so as not to displease the 'brass"' For this reason, high-level executives must keep reaching for facts or soon they won't know what is going on. Unless they make visible efforts to seek and act on facts, major problems will not be brought to their attention, the quality of their decisions will decline, and the business will gradually get out of touch with its environment." (Marvin Bower, "The Will to Manage", 1966)

"The concept of organizational goals, like the concepts of power, authority, or leadership, has been unusually resistant to precise, unambiguous definition. Yet a definition of goals is necessary and unavoidable in organizational analysis. Organizations are established to do something; they perform work directed toward some end." (Charles Perrow, "Organizational Analysis: A Sociological View", 1970)

"[Management] has authority only as long as it performs." (Peter F Drucker, "Management: Tasks, Responsibilities, Practices", 1973)

"'Management' means, in the last analysis, the substitution of thought for brawn and muscle, of knowledge for folkways and superstition, and of cooperation for force. It means the substitution of responsibility for obedience to rank, and of authority of performance for authority of rank. (Peter F Drucker, "People and Performance", 1977)

"The key to successful leadership today is influence, not authority." (Kenneth H Blanchard, "Managing By Influence", 1986)

"Strange as it sounds, great leaders gain authority by giving it away." (James B Stockdale, "Military Ethics" 1987)

"Perhaps nothing in our society is more needed for those in positions of authority than accountability." (Larry Burkett, "Business By The Book: Complete Guide of Biblical Principles for the Workplace", 1990)

"When everything is connected to everything in a distributed network, everything happens at once. When everything happens at once, wide and fast moving problems simply route around any central authority. Therefore overall governance must arise from the most humble interdependent acts done locally in parallel, and not from a central command. " (Kevin Kelly, "Out of Control: The New Biology of Machines, Social Systems and the Economic World", 1995)

"Authority alone is like pushing from behind. What automatic reaction do you have when pushed from behind? Resistance - unless you are travelling in that direction anyway and you experience the push as helpful. When you do not know what lies ahead and you are not sure whether you want to move forward, resistance is completely understandable. [...] Authority alone pushes. Leadership pulls, because it draws people towards a vision of the future that attracts them." (Joseph O’Connor, "Leading With NLP: Essential Leadership Skills for Influencing and Managing People", 1998)

"Authority works best where you have an accepted hierarchy [...]. Then people move together because of the strong implicit accepted values that everyone shares. If you are trying to lead people who do not share similar goals and values, then authority is not enough." (Joseph O’Connor, "Leading With NLP: Essential Leadership Skills for Influencing and Managing People", 1998)

"The ultimate authority must always rest with the individual's own reason and critical analysis." (Tenzin Gyatso, "Path To Tranquility", 1998)

"The premise here is that the hierarchy lines on the chart are also the only communication conduit. Information can flow only along the lines. [...] The hierarchy lines are paths of authority. When communication happens only over the hierarchy lines, that's a priori evidence that the managers are trying to hold on to all control. This is not only inefficient but an insult to the people underneath." (Tom DeMarco, "Slack: Getting Past Burnout, Busywork, and the Myth of Total Efficiency", 2001)

"A system is a framework that orders and sequences activity within the organisation to achieve a purpose within a band of variance that is acceptable to the owner of the system.  Systems are the organisational equivalent of behaviour in human interaction. Systems are the means by which organisations put policies into action.  It is the owner of a system who has the authority to change it, hence his or her clear acceptance of the degree of variation generated by the existing system." (Catherine Burke et al, "Systems Leadership" 2nd Ed., 2018)

"Responsibility means an inevitable punishment for mistakes; authority means full power to make them." (Yegor Bugayenko, "Code Ahead", 2018)

"Control is not leadership; management is not leadership; leadership is leadership. If you seek to lead, invest at least 50% of your time in leading yourself–your own purpose, ethics, principles, motivation, conduct. Invest at least 20% leading those with authority over you and 15% leading your peers." (Dee Hock)

"Delegation of authority is one of the most important functions of a leader, and he should delegate authority to the maximum degree possible with regard to the capabilities of his people. Once he has established policy, goals, and priorities, the leader accomplishes his objectives by pushing authority right down to the bottom. Doing so trains people to use their initiative; not doing so stifles creativity and lowers morale." (Thornas H Moorer)

"Leadership means that a group, large or small, is willing to entrust authority to a person who has shown judgement, wisdom, personal appeal, and proven competence." (Walt Disney)

"The teams and staffs through which the modern commander absorbs information and exercises his authority must be a beautifully interlocked, smooth-working mechanism. Ideally, the whole should be practically a single mind." (Dwight D Eisenhower)

"While basic laws underlie command authority, the real foundation of successful leadership is the moral authority derived from professional competence and integrity. Competence and integrity are not separable." (William C Westmoreland)

⛏️Data Management: Data Structure (Definitions)

"A logical relationship among data elements that is designed to support specific data manipulation functions (trees, lists, and tables)." (William H Inmon, "Building the Data Warehouse", 2005)

"Data stored in a computer in a way that (usually) allows efficient retrieval of the data. Arrays and hashes are examples of data structures." (Michael Fitzgerald, "Learning Ruby", 2007)

"A data structure in computer science is a way of storing data to be used efficiently." (Sahar Shabanah, "Computer Games for Algorithm Learning", 2011)

"Data structure is a general term referring to how data is organized. In modeling, it refers more specifically to the model itself. Tables are referred to as 'structures'." (Laura Sebastian-Coleman, "Measuring Data Quality for Ongoing Improvement ", 2012)

[probabilistic *] "A data structure which exploits randomness to boost its efficiency, for example skip lists and Bloom filters. In the case of Bloom filters, the results of certain operations may be incorrect with a small probability." (Wei-Chih Huang & William J Knottenbelt, "Low-Overhead Development of Scalable Resource-Efficient Software Systems", 2014)

"A collection of methods for storing and organizing sets of data in order to facilitate access to them. More formally data structures are concise implementations of abstract data types, where an abstract data type is a set of objects together with a collection of operations on the elements of the set." (Ioannis Kouris et al, "Indexing and Compressing Text", 2015)

"A representation of the logical relationship between elements of data." (Adam Gordon, "Official (ISC)2 Guide to the CISSP CBK" 4th Ed., 2015)

"Is a schematic organization of data and relationship to express a reality of interest, usually represented in a diagrammatic form." (Maria T Artese  Isabella Gagliardi, "UNESCO Intangible Cultural Heritage Management on the Web", 2015)

"The implementation of a composite data field in an abstract data type" (Nell Dale & John Lewis, "Computer Science Illuminated" 6th Ed., 2015)

"A way of organizing data so that it can be efficiently accessed and updated." (Vasileios Zois et al, "Querying of Time Series for Big Data Analytics", 2016)

"A particular way of storing information, allowing to a high level approach on the software implementation." (Katia Tannous & Fillipe de Souza Silva, "Particle Shape Analysis Using Digital Image Processing", 2018)

"It is a particular way of organizing data in a computer so that they can be used efficiently." (Edgar C Franco et al, "Implementation of an Intelligent Model Based on Machine Learning in the Application of Macro-Ergonomic Methods...", 2019)

"Way information is represented and stored." (Shalin Hai-Jew, "Methods for Analyzing and Leveraging Online Learning Data", 2019)

"A physical or logical relationship among a collection of data elements." (IEEE 610.5-1990)

♟️Strategic Management: Organization Charts (Just the Quotes)

"The writer has found, in analyzing and diagnosing organization and accounting work, that charts can express more on one page than is sometimes expressed in several chapters of writing, and has been the author and originator of many methods of charting industrial expressions. It is necessary, as a first step, for analytical and other purposes, to make a chart expressing all of the relations governing the organization of a business so as to show the very foundation upon which all authorities, accounting, and business transactions are based and conducted. There have been more failures scored both personally and financially for lack of these very elements in a business than by reason of any other one thing. As well try to build a house without a foundation as to try to conduct a business, especially a manufacturing business, without proper organization." (Clinton E. Woods, "Organizing a factory", 1905)

"An Organization Chart is a cross section picture covering every relationship in the bank. It is a schematic survey showing department functions and interrelations, lines of authority, responsibility, communication and counsel. Its purpose is 'to bring the various human parts of the organization into effective correlation and co-operation'." (John W Schulze, "Office Administration", 1919)

"The frame work of the entire organization should be sketched, and the particular place in the scheme of things which his department and his position occupy should be explained. Almost any one can be shown a particular location on a map. An organization chart is a map." (John W Schulze, "Office Administration", 1919)

"The most elementary aspect of administration is organization the structure of social institutions and their constituent parts, the composition of economic enterprises and their various branches, the organization of governmental agencies and their numerous departments. As it is mainly a matter of structure, organization bears the same rudimentary relationship to administration as does the science of anatomy or skeletology to the field of medicine. An administrative organization can be sketched and charted just as the human body can be physically depicted. Apart from its graphic convenience and its 'teachable' quality, however, what intrinsic relationship does organization bear to administration?" (Albert Lepawsky, "Administration: the art and science of organization and management", 1949)

"Although organization charts are useful, necessary, and often revealing tools, they are subject to many important limitations. In the first place, a chart shows only formal authority relationships and omits the many significant informal and informational relationships that exist in a living organization. Moreover, it does not picture how much authority exists at any point in the organization." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"Essential to organization planning, then, is the search for an ideal form of organization to reflect the basic goals of the enterprise. This entails not only charting the main lines of organization and reflecting the organizational philosophy of the enterprise leaders (e.g., shall authority be as centralized as possible, or should the company try to break its operations down into semiautonomous product or territorial divisions?), but also a sketching out of authority relationships throughout the structure." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"If charts do not reflect actual organization and if the organization is intended to be as charted, it is the job of effective management to see that actual organization conforms with that desired. Organization charts cannot supplant good organizing, nor can a chart take the place of spelling out authority relationships clearly and completely, of outlining duties of managers and their subordinates, and of defining responsibilities." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"One of the tools for making organization principles work is the organization chart. Any organization which exists can be charted, for a chart is nothing more than an indication of how departments are tied together along their principal lines of authority." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"Since a chart maps lines of authority, sometimes the mere charting of an organization will show inconsistencies and complexities and lead to their correction. A chart also acts as a guide for managers and new personnel in an organization, revealing how they tie into the entire structure. Charts are, therefore, not only evidences of organization planning but also road maps for decision making, and training devices for those who would learn how a company is organized." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"While good charting will attempt, as far as possible, to make levels on the chart conform to levels of importance in the business enterprise, it cannot always do so. This problem can be handled by clearly spelling out authority relationships." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"The relations outlined on an organization chart provide a framework within which fuller and more spontaneous human behavior takes place. The formal system may draw upon that behavior for added strength; it will in its turn be subordinated to personal and group egotism." (Philip Selznick, "Leadership in Administration: A Sociological Interpretation", 1957)

"It is probable that one day we shall begin to draw organization charts as a series of linked groups rather than as a hierarchical structure of individual 'reporting' relationships." (Douglas McGregor, "The Human Side of Enterprise", 1960)

"In some firms role relationships prescribed by the chart seemed to be of secondary importance to personal relationships between individuals. (Joan Woodward, "Industrial Organization: Theory and practice", 1965)

"Every organization structure, even a poor one, can be charted, for a chart merely indicates how departments are tied together along the principal lines of authority. It is therefore somewhat surprising to find top managers occasionally taking pride in the fact that they do not have an organization chart or, if they do have one, feeling that the chart should be kept a secret." (Harold Koontz, "Principles of management", 1968)

"[…] the organization chart will initially reflect the first system design, which is almost surely not the right one […] as one learns, he changes the design […]. Management structures also need to be changed as the system changes […]" (Fred Brooks, "The Mythical Man-Month: Essays on Software Engineering", 1975)

"An organization chart is a graphic device that uses pictorial methods to show qualitative information about an organization. [...] The organization chart can be used to show one or more of three things: (1) What the various staff positions in the organization are, how they are structurally related to each other and the span of control and chain of command within the organization. (2) What the different units of the organization are and how they are arranged and related to each other. (3) What the various functions are within the organization and how they are organized and related." (Robert Lefferts, "Elements of Graphics: How to prepare charts and graphs for effective reports", 1981)

"Every company has two organizational structures: the formal one is written on the charts; the other is the everyday living relationship of the men and women in the organization." (Harold Geneen & Alvin Moscow, "Managing", 1984)

"Organization charts and fancy titles count for next to nothing." (Colin Powell, "My American Journey", 1995)

"The premise here is that the hierarchy lines on the chart are also the only communication conduit. Information can flow only along the lines. [...] The hierarchy lines are paths of authority. When communication happens only over the hierarchy lines, that's a priori evidence that the managers are trying to hold on to all control. This is not only inefficient but an insult to the people underneath." (Tom DeMarco, "Slack: Getting Past Burnout, Busywork, and the Myth of Total Efficiency", 2001)

"Traditional organizational charts tend to institutionalize inefficiency, and misalignment of natural talents to job descriptions." (John Hoover, "Unleashing Leadership", 2005)

"Organization charts are subject to important limitations. A chart shows only formal authority relationships and omits the many significant informal and informational relationships." (Harold Koontz and Heinz Weihrich, "Essentials Of Management", 2006)

"When you accepted your job, you were not chosen solely to fill a position on the organization chart; you were chosen to fill a responsibility." (David Cottrell, "Monday Morning Mentoring: Ten Lessons to Guide You Up the Ladder", 2009)

"[…] decisions based on org-chart structure tend to optimize for only part of the organization, ignoring upstream and downstream effects. Local optimizations help the teams directly involved, but they don’t necessarily help improve the overall delivery of value to customers. Their impact might be negligent if there are larger bottlenecks in the stream of work." (Matthew Skelton, "Team Topologies: Organizing Business and Technology Teams for Fast Flow", 2019)

"However, in a highly collaborative context filled with uncertainty over outcomes, relying on the org chart as a principal mechanism of splitting the work to be done leads to unrealistic expectations." (Matthew Skelton & Manuel Pais, "Team Topologies: Organizing Business and Technology Teams for Fast Flow", 2019)

"Organizations that rely too heavily on org charts and matrixes to split and control work often fail to create the necessary conditions to embrace innovation while still delivering at a fast pace. In order to succeed at that, organizations need stable teams and effective team patterns and interactions. They need to invest in empowered, skilled teams as the foundation for agility and adaptability. To stay alive in ever more competitive markets, organizations need teams and people who are able to sense when context changes and evolve accordingly." (Matthew Skelton, "Team Topologies: Organizing Business and Technology Teams for Fast Flow", 2019

♟️Strategic Management: Organizations (Just the Quotes)

"The whole object of the organization is to get cooperation, to get to each individual the benefit of all the knowledge and all the experience of all individuals." (Hamilton M Barksdale, 1909)

"The only way for a large organization to function is to decentralize, to delegate real authority and responsibility to the man on the job. But be certain you have the right man on the job." (Robert E Wood, 1951)

"Organization planning is the process of defining and grouping the activities of the enterprise so that they may be most logically assigned and effectively executed. It is concerned with the establishment of relationships among the units so as to further the objectives of the enterprise." (Ernest Dale, "Planning and developing the company organization structure", 1952)

"Many individuals and organization units contribute to every large decision, and the very problem of centralization and decentralization is a problem of arranging the complex system into an effective scheme." (Herbert A. Simon, "Administrative Behavior", 1957) 

"The leadership and other processes of the organization must be such as to ensure a maximum probability that in all interactions and all interactions and all relationships with the organization each member will, in the light of his background, values, and expectations, view the experience as supportive and one which builds and maintains his sense of personal worth and importance." (Rensis Likert, "New patterns of management", 1961)

"The concept of leadership has an ambiguous status in organizational practice, as it does in organizational theory. In practice, management appears to be of two minds about the exercise of leadership. Many jobs are so specified in content and method that within very broad limits differences among individuals become irrelevant, and acts of leadership are regarded as gratuitous at best, and at worst insubordinate." (Daniel Katz & Robert L Kahn, "The Social Psychology of Organizations", 1966)

"Most of our beliefs about complex organizations follow from one or the other of two distinct strategies. The closed-system strategy seeks certainty by incorporating only those variables positively associated with goal achievement and subjecting them to a monolithic control network. The open-system strategy shifts attention from goal achievement to survival and incorporates uncertainty by recognizing organizational interdependence with environment. A newer tradition enables us to conceive of the organization as an open system, indeterminate and faced with uncertainty, but subject to criteria of rationality and hence needing certainty." (James D Thompson, "Organizations in Action", 1967)

"'Structure follows strategy' is one of the fundamental insights we have acquired in the last twenty years. Without understanding the mission, the objectives, and the strategy of the enterprise, managers cannot be managed, organizations cannot be designed, managerial jobs cannot be made productive. [...] Strategy determines what the key activities are in a given business. And strategy requires knowing 'what our business is and what it should be'." (Peter F Drucker, "Management: Tasks, Responsibilities, Practices", 1973)

"We never like to admit to ourselves that we have made a mistake. Organizational structures tend to accentuate this source of failure of information." (Kenneth E Boulding, "Toward a General Social Science", 1974)

"A company is a multidimensional system capable of growth, expansion, and self-regulation. It is, therefore, not a thing but a set of interacting forces. Any theory of organization must be capable of reflecting a company's many facets, its dynamism, and its basic orderliness. When company organization is reviewed, or when reorganizing a company, it must be looked upon as a whole, as a total system." (Albert Low, "Zen and Creative Management", 1976)

"Five coordinating mechanisms seem to explain the fundamental ways in which organizations coordinate their work: mutual adjustment, direct supervision, standardization of work processes, standardization of work outputs, and standardization of worker skills." (Henry Mintzberg, "The Structuring of Organizations", 1979)

"We find that the manager, particularly at senior levels, is overburdened with work. With the increasing complexity of modern organizations and their problems, he is destined to become more so. He is driven to brevity, fragmentation, and superficiality in his tasks, yet he cannot easily delegate them because of the nature of his information. And he can do little to increase his available time or significantly enhance his power to manage. Furthermore, he is driven to focus on that which is current and tangible in his work, even though the complex problems facing many organizations call for reflection and a far-sighted perspective." (Henry Mintzberg, "The Structuring of Organizations", 1979)

"There are always 'class or prestige' gaps between various levels of management. There are also functional gaps between working units of the organization. If we superimpose the management gaps on top of the functional gaps, we find that companies are made up of small operational islands that refuse to communicate with one another for fear that giving up information may strengthen their opponents. The project manager’s responsibility is to get these islands to communicate cross-functionally toward common goals and objectives." (Harold Kerzner, "Project Management: A systems approach to planning, scheduling, and controlling", 1979)

"[Organizational] change is intervention, and intervention even with good intentions can lead to negative results in both the short and long run. For example, a change in structure in going from application of one theory to another might cause the unwanted resignation of a key executive, or the loss of an important customer. [...] the factor of change, acts as an overriding check against continual organizational alterations. It means that regardless of how well meant a change is, or how much logic dictates this change, its possible negative effects must be carefully weighed against the hoped-for benefits." (William A Cohen, "Principles of Technical Management", 1980)

"Knowledge-based organizations require managers to be problem-centered rather than territory-centered." (Dale E Zand, "Information, Organization, and Power", 1981)

"Organizations are social beings and their success depends on trust, subtlety and intimacy." (William Ouchi, "Theory Z", 1981)

"The models of management which individuals and organizations use come from a variety of sources. Sometimes the model comes from a theory. The theory may emerge from someone's thoughts about the desired characteristics of a manager, or about the characteristics of competent managers. Sometimes the model comes from a panel. A group of people, possibly in the job or at levels above the job within the organization, generates a model through discussion of what is needed to perform a management job competently." (Richard Boyatzis, "Competent Manager", 1982)

"Every company has two organizational structures: the formal one is written on the charts; the other is the everyday living relationship of the men and women in the organization." (Harold Geneen & Alvin Moscow, Managing, 1984)

"Any approach to the study of organizations is built on specific assumptions about the nature of organizations and how they are designed and function." (Richard L Daft & Karl E Weick, "Toward a model of organizations as interpretation systems", Academy of Management Review Vol 9 (2), 1984)

"[...] an examination of cultural issues at the organizational level is absolutely essential to a basic understanding of what goes on in organizations, how to run them, and how to improve them." (Edgar H Schein, "Organizational Culture and Leadership", 1985)

"Organizational cultures are created by leaders, and one of the decisive functions of leadership may well be the creation, the management, and - if and when that may become necessary - the destruction of culture." (Edgar Schein, "Organizational Culture and Leadership", 1985)

"Looking for differences between the more productive and less productive organizations, we found that the most striking difference is the number of people who are involved and feel responsibility for solving problems." (Michael McTague, 'Personnel Journal", 1986)

"Organizations are complex and paradoxical phenomena that can be understood in many different ways. Many of our taken-for-granted ideas about organizations are metaphorical, even though we may not recognize them as such. For example, we frequently talk about organizations as if they were machines designed to achieve predetermined goals and objectives, and which should operate smoothly and efficiently. And as a result of this kind of thinking, we often attempt to organize and manage them in a mechanistic way, forcing their human qualities into a background role. By using different metaphors to understand the complex and paradoxical character of organizational life, we are able to manage and design organizations in ways that we may not have thought possible before." (Gareth Morgan, "Images of Organization", 1986)

"Action often creates the orderly relations that originally were mere presumptions summarized in a cause map. Thus language trappings of organizations such as strategic plans are important components in the process of creating order. They hold events together long enough and tightly enough in people's heads so that they act in the belief that their actions will be influential and make sense." (Karl E Weick, "Organizational culture as a source of high reliability", 1987)

"All organizations engage in the three basic activities of strategy, tactics, and logistics. Strategy defines the job. Tactics does the job. Logistics provides the resources to get the job done - not only material resources, but also manpower, funds, and data." (Robert L Siegel, 1987)

"Organizations exist for only one purpose: to help people reach ends together that they could not achieve individually." (Robert H Waterman, "The Renewal Factor", 1987)

"[Successful organizations] comprehend uncertainty. They set direction, not detailed strategy. They are the best strategists precisely because they are suspicious of forecasts and open to surprise. They think strategic planning is great as long as no one takes the plans too seriously." (Robert H Waterman, "The Renewal Factor", 1987)

"[Well managed modern organizations] treat everyone as a source of creative input. What's most interesting is that they cannot be described as either democratically or autocratically managed. Their managers define the boundaries, and their people figure out the best way to do the job within those boundaries. The management style is an astonishing combination of direction and empowerment. They give up tight control in order to gain control over what counts: results." (Robert H Waterman, "The Renewal Factor", 1987)

"When they [managers] can't manage because of too much oversight, it permeates the entire organization." (Frank C Carlucci, "Frank Carlucci on Management in Government", 1987)

"Inertial pressures prevent most organizations from radically changing strategies and structures." (Michael T Hannan, "Organizational Ecology", 1989) 

"The importance of top management commitment to organizational change is so well accepted that it is almost cliché to repeat the fact. We would therefore expect managerial values to be just as important in this area as in others that require strategic direction and leadership" (Thomas A Kochan,"The Mutual Gains Enterprise", 1994) 

"Enterprise Engineering is not a single methodology, but a sophisticated synthesis of the most important and successful of today's change methods. 'Enterprise Engineering' first explains in detail all the critical disciplines (including continuous improvement, radical reinvention of business processes, enterprise redesign, and strategic visioning). It then illustrates how to custom-design the right combination of these change methods for your organization's specific needs." (James Martin, "The Great Transition, 1995)

"Now that knowledge is taking the place of capital as the driving force in organizations worldwide, it is all too easy to confuse data with knowledge and information technology with information." (Peter Drucker, "Managing in a Time of Great Change", 1995)

"Organizations are presumed to talk to themselves over and over to find out what they are thinking." (Karl E Weick, "Sensemaking in Organizations", 1995)

"Commonly, the threats to strategy are seen to emanate from outside a company because of changes in technology or the behavior of competitors. Although external changes can be the problem, the greater threat to strategy often comes from within. A sound strategy is undermined by a misguided view of competition, by organizational failures, and, especially, by the desire to grow." (Michael E Porter, "What is Strategy?", Harvard Business Review, 1996)

"Management is a set of processes that can keep a complicated system of people and technology running smoothly. The most important aspects of management include planning, budgeting, organizing, staffing, controlling, and problem solving. Leadership is a set of processes that creates organizations in the first place or adapts them to significantly changing circumstances. Leadership defines what the future should look like, aligns people with that vision, and inspires them to make it happen despite the obstacles." (John P Kotter, "Leading Change", 1996) 

"Strategy is creating fit among a company’s activities. The success of a strategy depends on doing many things well - not just a few - and integrating among them. If there is no fit among activities, there is no distinctive strategy and little sustainability. Management reverts to the simpler task of overseeing independent functions, and operational effectiveness determines an organization’s relative performance."  (Michael E Porter, "What is Strategy?", Harvard Business Review, 1996)

"There are several world view assumptions present in enterprise engineering. The first assumption is that the enterprise can be viewed as a complex system. This is necessary because systems in organizations are systems of organized complexity. Complexity is the result of the multiplicity and intricacy of man’s interaction with other components of the system. Secondly, the enterprise is to be viewed as a system of processes. These processes are engineered both individually and holistically. The final assumption is the use of engineering rigor in transforming the enterprise. The enterprise engineering paradigm views the enterprise as a complex system of processes that can be engineered to accomplish specific organizational objectives. In the Enterprise Engineering paradigm, the enterprise is viewed as a complex system of processes that can be engineered to accomplish specific organizational objectives." (Donald H Liles, "Enterprise modeling within an enterprise engineering framework", 1996)

"Good leaders make people feel that they're at the very heart of things, not at the periphery. Everyone feels that he or she makes a difference to the success of the organization. When that happens, people feel centered and that gives their work meaning." (Warren Bennis, "Managing People Is Like Herding Cats", 1999)

"This is what systems thinking is all about: the idea of building an organization in which each piece, and partial solution of the organization has the fit, alignment, and integrity with your overall organization as a system, and its outcome of serving the customer." (Stephen G Haines, "The Systems Thinking Approach to Strategic Planning and Management", 2000)

"True systems thinking, on the other hand, studies each problem as it relates to the organization’s objectives and interaction with its entire environment, looking at it as a whole within its universe. Taking your organization from a partial systems to a true systems state requires effective strategic management and backward thinking." (Stephen G Haines, "The Systems Thinking Approach to Strategic Planning and Management", 2000)

"Organizations are (1) social entities that (2) are goal-directed, (3) are designed as deliberately structured and coordinated activity systems, and (4) are linked to the external environment." (Richard Daft, "The Leadership Experience", 2002)

"The key element of an organization is not a building or a set of policies and procedures; organizations are made up of people and their relationships with one another. An organization exists when people interact with one another to perform essential functions that help attain goals." (Richard Daft, "The Leadership Experience" , 2002)

"Organizations are not systems but the ongoing patterning of interactions between people. Patterns of human interaction produce further patterns of interaction, not some thing outside of the interaction. We call this perspective complex responsive processes of relating." (Ralph Stacey, 2005)

"Today’s big companies do very little to enhance the productivity of their professionals. In fact, their vertically oriented organization structures, retrofitted with ad hoc and matrix overlays, nearly always make professional work more complex and inefficient." (Lowell L Bryan & Claudia Joyce, "The 21st century organization", 2005)

"An ecology provides the special formations needed by organizations. Ecologies are: loose, free, dynamic, adaptable, messy, and chaotic. Innovation does not arise through hierarchies. As a function of creativity, innovation requires trust, openness, and a spirit of experimentation - where random ideas and thoughts can collide for re-creation." (George Siemens, "Knowing Knowledge", 2006)

"Businesses are themselves a form of design. The design of a business encompasses its strategy, organizational structure, management processes, culture, and a host of other factors. Business designs evolve over time through a process of differentiation, selection, and amplification, with the market as the ultimate arbiter of fitness [...] the three-way coevolution of physical technologies, social technologies, and business designs [...] accounts for the patterns of change and growth we see in the economy." (Eric D Beinhocker, "The Origin of Wealth. Evolution, complexity, and the radical remaking of economics", 2006)

"Change pressures arise from different sectors of a system. At times it is mandated from the top of a hierarchy, other times it forms from participants at a grass-roots level. Some changes are absorbed by the organization without significant impact on, or alterations of, existing methods. In other cases, change takes root. It causes the formation of new methods (how things are done and what is possible) within the organization." (George Siemens, "Knowing Knowledge", 2006)

"Hierarchy adapts knowledge to the organization; a network adapts the organization to the knowledge." (George Siemens, "Knowing Knowledge", 2006)

"Synergy occurs when organizational parts interact to produce a joint effect that is greater than the sum of the parts acting alone. As a result the organization may attain a special advantage with respect to cost, market power, technology, or employee." (Richard L Daft, "The Leadership Experience" 4th Ed., 2008)

"Systems thinking is a mental discipline and framework for seeing patterns and interrelationships. It is important to see organizational systems as a whole because of their complexity. Complexity can overwhelm managers, undermining confidence. When leaders can see the structures that underlie complex situations, they can facilitate improvement. But doing that requires a focus on the big picture." (Richard L Daft, "The Leadership Experience", 2008)

"The butterfly effect demonstrates that complex dynamical systems are highly responsive and interconnected webs of feedback loops. It reminds us that we live in a highly interconnected world. Thus our actions within an organization can lead to a range of unpredicted responses and unexpected outcomes. This seriously calls into doubt the wisdom of believing that a major organizational change intervention will necessarily achieve its pre-planned and highly desired outcomes. Small changes in the social, technological, political, ecological or economic conditions can have major implications over time for organizations, communities, societies and even nations." (Elizabeth McMillan, "Complexity, Management and the Dynamics of Change: Challenges for practice", 2008)

"In a complex society, individuals, organizations, and states require a high degree of confidence - even if it is misplaced - in the short-term future and a reasonable degree of confidence about the longer term. In its absence they could not commit themselves to decisions, investments, and policies. Like nudging the frame of a pinball machine to influence the path of the ball, we cope with the dilemma of uncertainty by doing what we can to make our expectations of the future self-fulfilling. We seek to control the social and physical worlds not only to make them more predictable but to reduce the likelihood of disruptive and damaging shocks (e.g., floods, epidemics, stock market crashes, foreign attacks). Our fallback strategy is denial." (Richard N Lebow, "Forbidden Fruit: Counterfactuals and International Relations", 2010)

"Restructuring is a favorite tactic of antisocials who have reached a senior position in an organization. The chaos that results is an ideal smokescreen for dysfunctional leadership. Failure at the top goes unnoticed, while the process of restructuring creates the illusion of a strong, creative hand on the helm." (Manfred F R Kets de Vries, "The Leader on the Couch", 2011)

"When organizations are unable to make new strategies - when people evade the work of choosing among different paths in the future - then you get vague mom-and-apple-pie goals everyone can agree on. Such goals are direct evidence of leadership's insufficient will or political power to make or enforce hard choices." (Richard Rumelt, "Good Strategy Bad Strategy", 2011)

"An organization's strategy is simply its plan for success. It's nothing more than the collection of intentional decisions a company makes to give itself the best chance to thrive and differentiate from competitors." (Patrick Lencioni, "The Advamtage: Why Organizational Health Trumps Everything Else In Business", 2012)

"In the context of an organization, to have autonomy is to be empowered, not just feel empowered. […] But it does not mean being a lone wolf or being siloed or cut off from the rest of the organization." (Sriram Narayan, "Agile IT Organization Design: For Digital Transformation and Continuous Delivery", 2015)

"Some hierarchy is essential for the effective functioning of an organization. Eliminating hierarchy has the frequent side effect of slowing down decision making and diffusing accountability." (Sriram Narayan, "Agile IT Organization Design: For Digital Transformation and Continuous Delivery", 2015)

"Whatever way we organize, the unit of organization is a team, and any team can turn into a silo if it acts in an insular manner. Therefore, in a sense, we can’t eliminate silos but only try to design around their side effects." (Sriram Narayan, "Agile IT Organization Design: For Digital Transformation and Continuous Delivery", 2015)

"Professional organizations had believed that by hiring well qualified, technically capable people, quality control would take care of itself. [...] Managers rationalized that quality control lapses could not be helped and were simply another cost of doing business. Now 

wasn't the only perfectionist in the university business." (Garth Peterson)

♜Strategic Management: Resilience (Definitions)

"The ability to recover from challenges or to overcome obstacles. In a social-ecological context this refers to the innovation capacity of the organization to successfully address societal and environmental challenges." (Rick Edgeman & Jacob Eskildsen, "Social-Ecological Innovation", 2014)

"The quality of being able to absorb systemic 'shocks' without being destroyed even if recovery produces an altered state to that of the status quo ante." (Philip Cooke, "Regional Innovation Systems in Centralised States: Challenges, Chances, and Crossovers", 2015)

"The ability of an organization to quickly adapt to disruptions while maintaining continuous business operations and safeguarding people, assets, and overall brand equity. Business resilience goes a step beyond disaster recovery, by offering post-disaster strategies to avoid costly downtime, shore up vulnerabilities, and maintain business operations in the face of additional, unexpected breaches." (William Stallings, "Effective Cybersecurity: A Guide to Using Best Practices and Standards", 2018)

"A capability to anticipate, prepare for, respond to, and recover from significant multi-hazard threats with minimum damage to social well-being, the economy, and the environment." (Carolyn N Stevenson, "Addressing the Sustainable Development Goals Through Environmental Education", 2019)

"The ability of a project to readily resume from unexpected events, threats or actions." (Phil Crosby, "Shaping Mega-Science Projects and Practical Steps for Success", 2019)

"The ability of an infrastructure to resist, respond and overcome adverse events" (Konstantinos Apostolou et al, "Business Continuity of Critical Infrastructures for Safety and Security Incidents", 2020)

"The capacity to respond to, adapt and learn from stressors and changing conditions." (Naomi Borg & Nader Naderpajouh, "Strategies for Business Sustainability in a Collaborative Economy", 2020)

"The word resilience refers to the ability to overcome critical moments and adapt after experiencing some unusual and unexpected situation. It also indicates return to normal." (José G Vargas-Hernández, "Urban Socio-Ecosystems Green Resilience", 2021)

"Operational resilience is a set of techniques that allow people, processes and informational systems to adapt to changing patterns. It is the ability to alter operations in the face of changing business conditions. Operationally resilient enterprises have the organizational competencies to ramp up or slow down operations in a way that provides a competitive edge and enables quick and local process modification." (Gartner)

[Operational resilience:] "The ability of an organization to absorb the impact of any unexpected event without failing to deliver on its brand promise." (Forrester)

[Business resilience:] "The ability to thrive in the face of unpredictable events and circumstances without deteriorating customer experience or sacrificing the long-term viability of the company." (Forrester)

♜Strategic Management: Business Impact Analysis (Definitions)

"The process of delineating the functions most critical to the survival of a business." (Yvette Ghormley, "Business Continuity and Disaster Recovery Plans", 2009)

"A management-level analysis which identifies the impacts of losing company resources. The BIA measures the effect of resource loss and escalating losses over time, in order to provide senior management with reliable data on which to base decisions concerning risk mitigation and continuity planning." (Mark S Merkow & Lakshmikanth Raghavan, "Secure and Resilient Software Development", 2010)

"A method or exercise to determine the impact of losing the support or availability of a resource." (Linda Volonino & Efraim Turban, "Information Technology for Management" 8th Ed., 2011)

"Aims to (a) identify critical business processes, stakeholders, assets, resources and internal/external dependencies and (b) assesses and evaluates potential damages or losses at business level that may be caused by a threat to IT landscape." (Ulrich Winkler & Wasif Gilani, "Business Continuity Management of Business Driven IT Landscapes", 2012)

"A process used to analyze the business and identify critical functions and services. The BIA also helps the organization determine the cost impact of losing these functions and services. Organizations use the results as part of an overall business continuity plan." (Darril Gibson, "Effective Help Desk Specialist Skills", 2014)

"The identification of services and products that are critical to the organization." (Manish Agrawal, "Information Security and IT Risk Management", 2014)

"The process of analysing activities and the effect that a business disruption might have upon them." (David Sutton, "Information Risk Management: A practitioner’s guide", 2014)

"An exercise that determines the impact of losing the support of any resource to an organization, establishes the escalation of that loss over time, identifies the minimum resources needed to recover, and prioritizes the recovery of processes and supporting systems." (Adam Gordon, "Official (ISC)2 Guide to the CISSP CBK" 4th Ed., 2015)

"A functional analysis in which a team collects data, documents business functions, develops a hierarchy of business functions, and applies a classification scheme to indicate each individual function’s criticality level." (Shon Harris & Fernando Maymi, "CISSP All-in-One Exam Guide" 8th Ed., 2018)

"The analysis of an information system’s requirements, functions, and interdependencies used to characterize system contingency requirements and priorities in the event of a significant disruption." (William Stallings, "Effective Cybersecurity: A Guide to Using Best Practices and Standards", 2018)

"A business continuity management activity which is mainly intended for defining the core business functions, the recovery priorities regarding these functions and the corresponding time required for the resumption of each function." (Athanasios Podaras et al, "Regression-Based Recovery Time Predictions in Business Continuity Management: A Public College Case Study", 2021)

"Activity that identifies the VMF and their dependencies" (ITIL)

"An analysis of an information system’s requirements, functions, and interdependencies used to characterize system contingency requirements and priorities in the event of a significant disruption." (CNSSI 4009-2015)

♜Strategic Management: Culture (Definitions)

"(a) A perception of the critical success factors shared by a unit of the firm. (b) Norms and values applied to selection of strategic projects." (H Igor Ansoff et al, "Implanting Strategic Management" 3rd Ed., 1990)

"(1) The shared methods in which people of an organization think and behave. (2) The 'personality' of an organization." (Margaret Y Chu, "Blissful Data ", 2004)

"In the Framework for Information Quality, a company’s attitudes, values, customs, practices, and social behavior, including both official policies and unofficial 'ways of doing things', 'how things get done', and 'how decisions get made'." (Danette McGilvray, "Executing Data Quality Projects", 2008)

"The collective set of attitudes, activities, and behaviors that, collectively, tend to give an organization its personality." (Steven Haines, "The Product Manager's Desk Reference", 2008)

[adaptive culture:] "Adaptive cultures engage in at least five practices. They (1) name the elephants in the room, (2) share responsibility for the organization’s future, (3) exercise independent judgment, (4) develop leadership capacity, and (5) institutionalize reflection and continuous learning." (Alexander Grashow et al, "The Practice of Adaptive Leadership", 2009)

[participatory culture:] "An environment in which information is made available to support individuals in making appropriate decisions, and where decisions are shifted to the most appropriate location in the organization so that those affected by a decision participate in, or are represented in, the process of making it." (Sally A Miller et al, "People CMM: A Framework for Human Capital Management" 2nd Ed., 2009)

"This is the name given to the collection of basic assumptions, values, norms and artefacts that are shared by and influence the behaviour of an organisation’s members." (Bernard Burnes, "Managing change : a strategic approach to organisational dynamics" 5th Ed., 2009)

"Includes the customary beliefs, forms of expression, and material traits of a particular racial group situated within certain geographical location and within certain time." (Irina Kondratova & Ilia Goldfarb, "Culturally Appropriate Web User Interface Design Study: Research Methodology and Results", 2011)

[corporate culture:] "A collection of beliefs, expectations, and values learned and shared by a corporation’s members and transmitted from one generation of employees to another." (Thomas L Wheelen & J David Hunger., "Strategic management and business policy: toward global sustainability" 13th Ed., 2012)

"A shared system of values, beliefs, and behaviors that characterize a group of organization." (Joan C Dessinger, "Fundamentals of Performance Improvement" 3rd Ed., 2012)

"Distinctive heritage shared by a group of people. It passes on beliefs, norms, and customs." (Barry Berman & Joel R Evans, "Retail Management: A Strategic Approach" 12th Ed., 2013)

"The set of shared attitudes, values, goals, and practices that characterize a company or an organization." (Jim Davis & Aiman Zeid, "Business Transformation: A Roadmap for Maximizing Organizational Insights", 2014)

"The beliefs, customs, practices, and social behavior of a particular nation or people; a group of people whose shared beliefs and practices identify a particular place, class, or time to which they belong; a particular set of attitudes that characterizes a group of people." (Ken Sylvester, "Negotiating in the Leadership Zone", 2015)

"defined as a set of shared attitudes, values, goals and practices that characterize an institution, organization or group." (Thomas C Wilson, "Value and Capital Management", 2015)

"An organization’s values, traditions, behavioral norms, symbols, and social characteristics." (Robert M Grant, "Contemporary Strategy Analysis" 10th Ed., 2018)

"Is the set of assumptions, beliefs, values, and norms shared by an organization's members." (Justína Mikulášková et al, "Spiral Management: New Concept of the Social Systems Management", 2020)

"A set of shared values and beliefs that drive behavior." (Forrester)

"set of values shared by a group of people, including expectation about how people should behave, their ideas, beliefs and practices" (ITIL)

🕸Systems Engineering: Entropy (Just the Quotes)

"The second law of thermodynamics appears solely as a law of probability, entropy as a measure of the probability, and the increase of entropy is equivalent to a statement that more probable events follow less probable ones." (Max Planck, "A Survey of Physics", 1923)

"True equilibria can occur only in closed systems and that, in open systems, disequilibria called ‘steady states’, or ‘flow equilibria’ are the predominant and characteristic feature. According to the second law of thermodynamics a closed system must eventually attain a time-independent equilibrium state, with maximum entropy and minimum free energy. An open system may, under certain conditions, attain a time-independent state where the system remains constant as a whole and in its phases, though there is a continuous flow of component materials. This is called a steady state. Steady states are irreversible as a whole. […] A closed system in equilibrium does not need energy for its preservation, nor can energy be obtained from it. In order to perform work, a system must be in disequilibrium, tending toward equilibrium and maintaining a steady state, Therefore the character of an open system is the necessary condition for the continuous working capacity of the organism." (Ludwig on Bertalanffy, "Theoretische Biologie: Band 1: Allgemeine Theorie, Physikochemie, Aufbau und Entwicklung des Organismus", 1932)

"An isolated system or a system in a uniform environment (which for the present consideration we do best to include as a part of the system we contemplate) increases its entropy and more or less rapidly approaches the inert state of maximum entropy. We now recognize this fundamental law of physics to be just the natural tendency of things to approach the chaotic state (the same tendency that the books of a library or the piles of papers and manuscripts on a writing desk display) unless we obviate it. (The analogue of irregular heat motion, in this case, is our handling those objects now and again without troubling to put them back in their proper places.)" (Erwin Schrödinger, "What is Life?", 1944)

"Every process, event, happening - call it what you will; in a word, everything that is going on in Nature means an increase of the entropy of the part of the world where it is going on. Thus a living organism continually increases its entropy – or, as you may say, produces positive entropy – and thus tends to approach the dangerous state of maximum entropy, which is death. It can only keep aloof from it, i.e. alive, by continually drawing from its environment negative entropy – which is something very positive as we shall immediately see. What an organism feeds upon is negative entropy. Or, to put it less paradoxically, the essential thing in metabolism is that the organism succeeds in freeing itself from all the entropy it cannot help producing while alive." (Erwin Schrödinger, "What is Life?", 1944)

"Time itself will come to an end. For entropy points the direction of time. Entropy is the measure of randomness. When all system and order in the universe have vanished, when randomness is at its maximum, and entropy cannot be increased, when there is no longer any sequence of cause and effect, in short when the universe has run down, there will be no direction to time - there will be no time." (Lincoln Barnett, "The Universe and Dr. Einstein", 1948)

"Just as entropy is a measure of disorganization, the information carried by a set of messages is a measure of organization. In fact, it is possible to interpret the information carried by a message as essentially the negative of its entropy, and the negative logarithm of its probability. That is, the more probable the message, the less information it gives. Clichés, for example, are less illuminating than great poems." (Norbert Wiener, "The Human Use of Human Beings", 1950)

"[…] the characteristic tendency of entropy is to increase. As entropy increases, the universe, and all closed systems in the universe, tend naturally to deteriorate and lose their distinctiveness, to move from the least to the most probable state, from a state of organization and differentiation in which distinctions and forms exist, to a state of chaos and sameness." (Norbert Wiener, "The Human Use of Human Beings", 1950)

"The powerful notion of entropy, which comes from a very special branch of physics […] is certainly useful in the study of communication and quite helpful when applied in the theory of language." (J Robert Oppenheimer, "The Growth of Science and the Structure of Culture", Daedalus 87 (1), 1958) 

"Entropy is a measure of the heat energy in a substance that has been lost and is no longer available for work. It is a measure of the deterioration of a system." (William B. Sill & Norman Hoss (Eds.), "Popular Science Encyclopedia of the Sciences", 1963)

"Suppose we divide the space into little volume elements. If we have black and white molecules, how many ways could we distribute them among the volume elements so that white is on one side and black is on the other? On the other hand, how many ways could we distribute them with no restriction on which goes where? Clearly, there are many more ways to arrange them in the latter case. We measure 'disorder' by the number of ways that the insides can be arranged, so that from the outside it looks the same. The logarithm of that number of ways is the entropy. The number of ways in the separated case is less, so the entropy is less, or the 'disorder' is less." (Richard P Feynman, "Order And Entropy" ["The Feynman Lectures on Physics"], 1964)

"The homeostatic principle does not apply literally to the functioning of all complex living systems, in that in counteracting entropy they move toward growth and expansion." (Daniel Katz, "The Social Psychology of Organizations", 1966)

"Higher, directed forms of energy (e.g., mechanical, electric, chemical) are dissipated, that is, progressively converted into the lowest form of energy, i.e., undirected heat movement of molecules; chemical systems tend toward equilibria with maximum entropy; machines wear out owing to friction; in communication channels, information can only be lost by conversion of messages into noise but not vice versa, and so forth." (Ludwig von Bertalanffy, "Robots, Men and Minds", 1967)

"To adapt to a changing environment, the system needs a variety of stable states that is large enough to react to all perturbations but not so large as to make its evolution uncontrollably chaotic. The most adequate states are selected according to their fitness, either directly by the environment, or by subsystems that have adapted to the environment at an earlier stage. Formally, the basic mechanism underlying self-organization is the (often noise-driven) variation which explores different regions in the system’s state space until it enters an attractor. This precludes further variation outside the attractor, and thus restricts the freedom of the system’s components to behave independently. This is equivalent to the increase of coherence, or decrease of statistical entropy, that defines self-organization." (Francis Heylighen, "The Science Of Self-Organization And Adaptivity", 1970)

"In an isolated system, which cannot exchange energy and matter with the surroundings, this tendency is expressed in terms of a function of the macroscopic state of the system: the entropy." (Ilya Prigogine, "Thermodynamics of Evolution", 1972) 

"There is nothing supernatural about the process of self-organization to states of higher entropy; it is a general property of systems, regardless of their materials and origin. It does not violate the Second Law of thermodynamics since the decrease in entropy within an open system is always offset by the increase of entropy in its surroundings." (Ervin László, "Introduction to Systems Philosophy", 1972)

"Entropy theory, on the other hand, is not concerned with the probability of succession in a series of items but with the overall distribution of kinds of items in a given arrangement." (Rudolf Arnheim, "Entropy and Art: An Essay on Disorder and Order", 1974) 

"The amount of information conveyed by the message increases as the amount of uncertainty as to what message actually will be produced becomes greater. A message which is one out of ten possible messages conveys a smaller amount of information than a message which is one out of a million possible messages. The entropy of communication theory is a measure of this uncertainty and the uncertainty, or entropy, is taken as the measure of the amount of information conveyed by a message from a source. The more we know about what message the source will produce, the less uncertainty, the less the entropy, and the less the information." (John R Pierce, "An Introduction to Information Theory: Symbols, Signals and Noise", 1979) 

"Thus, an increase in entropy means a decrease in our ability to change thermal energy, the energy of heat, into mechanical energy. An increase of entropy means a decrease of available energy." (John R Pierce, "An Introduction to Information Theory: Symbols, Signals and Noise", 1979)

"The third model regards mind as an information processing system. This is the model of mind subscribed to by cognitive psychologists and also to some extent by the ego psychologists. Since an acquisition of information entails maximization of negative entropy and complexity, this model of mind assumes mind to be an open system." (Thaddus E Weckowicz, "Models of Mental Illness", 1984) 

"Disorder increases with time because we measure time in the direction in which disorder increases." (Stephen W Hawking, "The Direction of Time", New Scientist 115 (1568), 1987)

"Somehow, after all, as the universe ebbs toward its final equilibrium in the featureless heat bath of maximum entropy, it manages to create interesting structures." (James Gleick, "Chaos: Making a New Science", 1987)

"Just like a computer, we must remember things in the order in which entropy increases. This makes the second law of thermodynamics almost trivial. Disorder increases with time because we measure time in the direction in which disorder increases."  (Stephen Hawking, "A Brief History of Time", 1988)

"The new information technologies can be seen to drive societies toward increasingly dynamic high-energy regions further and further from thermodynamical equilibrium, characterized by decreasing specific entropy and increasingly dense free-energy flows, accessed and processed by more and more complex social, economic, and political structures." (Ervin László, "Information Technology and Social Change: An Evolutionary Systems Analysis", Behavioral Science 37, 1992) 

"The second law of thermodynamics, which requires average entropy (or disorder) to increase, does not in any way forbid local order from arising through various mechanisms of self-organization, which can turn accidents into frozen ones producing extensive regularities. Again, such mechanisms are not restricted to complex adaptive systems." (Murray Gell-Mann, "What is Complexity?", Complexity Vol 1 (1), 1995)

"All systems evolve, although the rates of evolution may vary over time both between and within systems. The rate of evolution is a function of both the inherent stability of the system and changing environmental circumstances. But no system can be stabilized forever. For the universe as a whole, an isolated system, time’s arrow points toward greater and greater breakdown, leading to complete molecular chaos, maximum entropy, and heat death. For open systems, including the living systems that are of major interest to us and that interchange matter and energy with their external environments, time’s arrow points to evolution toward greater and greater complexity. Thus, the universe consists of islands of increasing order in a sea of decreasing order. Open systems evolve and maintain structure by exporting entropy to their external environments." (L Douglas Kiel, "Chaos Theory in the Social Sciences: Foundations and Applications", 1996)

"Contrary to what happens at equilibrium, or near equilibrium, systems far from equilibrium do not conform to any minimum principle that is valid for functions of free energy or entropy production." (Ilya Prigogine, "The End of Certainty: Time, Chaos, and the New Laws of Nature", 1996) 

"Complex systems operate under conditions far from equilibrium. Complex systems need a constant flow of energy to change, evolve and survive as complex entities. Equilibrium, symmetry and complete stability mean death. Just as the flow, of energy is necessary to fight entropy and maintain the complex structure of the system, society can only survive as a process. It is defined not by its origins or its goals, but by what it is doing." (Paul Cilliers,"Complexity and Postmodernism: Understanding Complex Systems", 1998)

"In a closed system, the change in entropy must always be 'positive', meaning toward death. However, in open biological or social systems, entropy can be arrested and may even be transformed into negative entropy - a process of more complete organization and enhanced ability to transform resources. Why? Because the system imports energy and resources from its environment, leading to renewal. This is why education and learning are so important, as they provide new and stimulating input (termed neg-entropy) that can transform each of us." (Stephen G Haines, "The Managers Pocket Guide to Systems Thinking & Learning", 1998)

"Physical systems are subject to the force of entropy, which increases until eventually the entire system fails. The tendency toward maximum entropy is a movement to disorder, complete lack of resource transformation, and death." (Stephen G Haines, "The Managers Pocket Guide to Systems Thinking & Learning", 1998)

"All systems have a tendency toward maximum entropy, disorder, and death. Importing resources from the environment is key to long-term viability; closed systems move toward this disorganization faster than open systems." (Stephen G Haines, "The Systems Thinking Approach to Strategic Planning and Management", 2000)

"Defined from a societal standpoint, information may be seen as an entity which reduces maladjustment between system and environment. In order to survive as a thermodynamic entity, all social systems are dependent upon an information flow. This explanation is derived from the parallel between entropy and information where the latter is regarded as negative entropy (negentropy). In more common terms information is a form of processed data or facts about objects, events or persons, which are meaningful for the receiver, inasmuch as an increase in knowledge reduces uncertainty." (Lars Skyttner, "General Systems Theory: Ideas and Applications", 2001)

"Emergent self-organization in multi-agent systems appears to contradict the second law of thermodynamics. This paradox has been explained in terms of a coupling between the macro level that hosts self-organization (and an apparent reduction in entropy), and the micro level (where random processes greatly increase entropy). Metaphorically, the micro level serves as an entropy 'sink', permitting overall system entropy to increase while sequestering this increase from the interactions where self-organization is desired." (H Van Dyke Parunak & Sven Brueckner, "Entropy and Self-Organization in Multi-Agent Systems", Proceedings of the International Conference on Autonomous Agents, 2001)

"Entropy [...] is the amount of disorder or randomness present in any system. All non-living systems tend toward disorder; left alone they will eventually lose all motion and degenerate into an inert mass. When this permanent stage is reached and no events occur, maximum entropy is attained. A living system can, for a finite time, avert this unalterable process by importing energy from its environment. It is then said to create negentropy, something which is characteristic of all kinds of life." (Lars Skyttner, "General Systems Theory: Ideas and Applications", 2001)

"The acquisition of information is a flow from noise to order - a process converting entropy to redundancy. During this process, the amount of information decreases but is compensated by constant recoding. In the recoding the amount of information per unit increases by means of a new symbol which represents the total amount of the old. The maturing thus implies information condensation. Simultaneously, the redundance decreases, which render the information more difficult to interpret." (Lars Skyttner, "General Systems Theory: Ideas and Applications", 2001)

"The function of living matter is apparently to expand the organization of the universe. Here, locally decreased entropy as a result of biological order in existing life is invalidating the effects of the second law of thermodynamics, although at the expense of increased entropy in the whole system. It is the running down of the universe that made the sun and the earth possible. It is the running down of the sun that made life and us possible." (Lars Skyttner, "General Systems Theory: Ideas and Applications", 2001)

"Nature normally hates power laws. In ordinary systems all quantities follow bell curves, and correlations decay rapidly, obeying exponential laws. But all that changes if the system is forced to undergo a phase transition. Then power laws emerge-nature's unmistakable sign that chaos is departing in favor of order. The theory of phase transitions told us loud and clear that the road from disorder to order is maintained by the powerful forces of self-organization and is paved by power laws. It told us that power laws are not just another way of characterizing a system's behavior. They are the patent signatures of self-organization in complex systems." (Albert-László Barabási, "Linked: How Everything Is Connected to Everything Else and What It Means for Business, Science, and Everyday Life", 2002)

"Entropy is not about speeds or positions of particles, the way temperature and pressure and volume are, but about our lack of information." (Hans C von Baeyer," Information, The New Language of Science", 2003)

"The total disorder in the universe, as measured by the quantity that physicists call entropy, increases steadily steadily as we go from past to future. On the other hand, the total order in the universe, as measured by the complexity and permanence of organized structures, also increases steadily as we go from past to future." (Freeman Dyson, [Page-Barbour lecture], 2004)

"At the foundation of classical thermodynamics are the first and second laws. The first law formulates that the total energy of a system is conserved, while the second law states that the entropy of an isolated system can only increase. The second law implies that the free energy of an isolated system is successively degraded by diabatic processes over time, leading to entropy production. This eventually results in an equilibrium state of maximum entropy. In its statistical interpretation, the direction towards higher entropy can be interpreted as a transition to more probable states." (Axel Kleidon & Ralph D Lorenz, "Entropy Production by Earth System Processes" [in "Non- quilibrium Thermodynamics and the Production of Entropy"], 2005)

"However, the law of accelerating returns pertains to evolution, which is not a closed system. It takes place amid great chaos and indeed depends on the disorder in its midst, from which it draws its options for diversity. And from these options, an evolutionary process continually prunes its choices to create ever greater order."  (Ray Kurzweil, "The Singularity is Near", 2005)

"The second law of thermodynamics states that in an isolated system, entropy can only increase, not decrease. Such systems evolve to their state of maximum entropy, or thermodynamic equilibrium. Therefore, physical self-organizing systems cannot be isolated: they require a constant input of matter or energy with low entropy, getting rid of the internally generated entropy through the output of heat ('dissipation'). This allows them to produce ‘dissipative structures’ which maintain far from thermodynamic equilibrium. Life is a clear example of order far from thermodynamic equilibrium." (Carlos Gershenson, "Design and Control of Self-organizing Systems", 2007)

"We have to be aware that even in mathematical and physical models of self-organizing systems, it is the observer who ascribes properties, aspects, states, and probabilities; and therefore entropy or order to the system. But organization is more than low entropy: it is structure that has a function or purpose." (Carlos Gershenson, "Design and Control of Self-organizing Systems", 2007)

"Heat is the energy of random chaotic motion, and entropy is the amount of hidden microscopic information." (Leonard Susskind, "The Black Hole War", 2008)

"Second Law of thermodynamics is not an equality, but an inequality, asserting merely that a certain quantity referred to as the entropy of an isolated system - which is a measure of the system’s disorder, or ‘randomness’ - is greater (or at least not smaller) at later times than it was at earlier times." (Roger Penrose, "Cycles of Time: An Extraordinary New View of the Universe", 2010) 

"The laws of thermodynamics tell us something quite different. Economic activity is merely borrowing low-entropy energy inputs from the environment and transforming them into temporary products and services of value. In the transformation process, often more energy is expended and lost to the environment than is embedded in the particular good or service being produced." (Jeremy Rifkin, "The Third Industrial Revolution", 2011)

"In a physical system, information is the opposite of entropy, as it involves uncommon and highly correlated configurations that are difficult to arrive at." (César A Hidalgo, "Why Information Grows: The Evolution of Order, from Atoms to Economies", 2015)

"The passage of time and the action of entropy bring about ever-greater complexity - a branching, blossoming tree of possibilities. Blossoming disorder (things getting worse), now unfolding within the constraints of the physics of our universe, creates novel opportunities for spontaneous ordered complexity to arise." (D J MacLennan, "Frozen to Life", 2015)

"Information theory leads to the quantification of the information content of the source, as denoted by entropy, the characterization of the information-bearing capacity of the communication channel, as related to its noise characteristics, and consequently the establishment of the relationship between the information content of the source and the capacity of the channel. In short, information theory provides a quantitative measure of the information contained in message signals and help determine the capacity of a communication system to transfer this information from source to sink over a noisy channel in a reliable fashion." (Ali Grami, "Information Theory", 2016)

"The Second Law of Thermodynamics states that in an isolated system (one that is not taking in energy), entropy never decreases. (The First Law is that energy is conserved; the Third, that a temperature of absolute zero is unreachable.) Closed systems inexorably become less structured, less organized, less able to accomplish interesting and useful outcomes, until they slide into an equilibrium of gray, tepid, homogeneous monotony and stay there." (Steven Pinker, "The Second Law of Thermodynamics", 2017)

"In information theory this notion, introduced by Claude Shannon, is used to express unpredictability of information content. For instance, if a data set containing n items was divided into k groups each comprising n i items, then the entropy of such a partition is H = p 1 log( p 1 ) + … + p k log( p k ), where p i = n i / n . In case of two alternative partitions, the mutual information is a measure of the mutual dependence between these partitions." (Slawomir T Wierzchon, "Ensemble Clustering Data Mining and Databases", 2018) [where i is used as index]

"Entropy is a measure of amount of uncertainty or disorder present in the system within the possible probability distribution. The entropy and amount of unpredictability are directly proportional to each other." ("G Suseela & Y Asnath V Phamila, "Security Framework for Smart Visual Sensor Networks", 2019)

"In the physics [entropy is the] rate of system´s messiness or disorder in a physical system. In the social systems theory - social entropy is a sociological theory that evaluates social behaviors using a method based on the second law of thermodynamics." (Justína Mikulášková et al, "Spiral Management: New Concept of the Social Systems Management", 2020)

More quotes on "Entropy" at the-web-of-knowledge.blogspot.com.