https://cio-wiki.org//index.php?title=Chaordic_Organization&feed=atom&action=historyChaordic Organization - Revision history2024-03-28T10:23:55ZRevision history for this page on the wikiMediaWiki 1.35.1https://cio-wiki.org//index.php?title=Chaordic_Organization&diff=15011&oldid=prevUser at 10:54, 5 April 20232023-04-05T10:54:39Z<p></p>
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<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del class="diffchange diffchange-inline">=</del>==See Also<del class="diffchange diffchange-inline">=</del>==</div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>== See Also ==</div></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>[[Chaordic Leadership]]<del class="diffchange diffchange-inline"><br /></del></div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*</ins>[[Chaordic Leadership]]</div></td></tr>
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</table>Userhttps://cio-wiki.org//index.php?title=Chaordic_Organization&diff=15010&oldid=prevUser at 10:54, 5 April 20232023-04-05T10:54:02Z<p></p>
<table class="diff diff-contentalign-left diff-editfont-monospace" data-mw="interface">
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<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">← Older revision</td>
<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">Revision as of 10:54, 5 April 2023</td>
</tr><tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l1" >Line 1:</td>
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<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>A '''Chaordic Organization''' is a form of organization formulated by Dee Hock and others in forming the VISA organization (Hock, 1999). The term 'chaord' is formed from the words 'chaos' and 'order'. In the formation of the VISA organization, a means was designed to allow for the simultaneous cooperation and competition of the member banks of the VISA issuing network. This was necessary for the scale and universality needed to make credit cards usable in any geography and to provide low costs of processing each transaction. Dee Hock's vision of this type of organization was largely, but not fully, achieved by the VISA organization at the time it was first formed.<ref>[http://www.createadvantage.com/glossary/chaordic-organization Definition of Chaordic Organization]</ref></div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>A '''Chaordic Organization''' is a form of <ins class="diffchange diffchange-inline">[[</ins>organization<ins class="diffchange diffchange-inline">]] </ins>formulated by Dee Hock and others in forming the VISA organization (Hock, 1999). The term 'chaord' is formed from the words 'chaos' and 'order'. In the formation of the VISA organization, a means was designed to allow for the simultaneous cooperation and competition of the member banks of the VISA issuing network. This was necessary for the scale and universality needed to make credit cards usable in any geography and to provide low costs of processing each transaction. Dee Hock's vision of this type of organization was largely, but not fully, achieved by the VISA organization at the time it was first formed.<ref>[http://www.createadvantage.com/glossary/chaordic-organization Definition of Chaordic Organization]</ref></div></td></tr>
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</table>Userhttps://cio-wiki.org//index.php?title=Chaordic_Organization&diff=11571&oldid=prevUser at 16:23, 1 December 20222022-12-01T16:23:23Z<p></p>
<a href="https://cio-wiki.org//index.php?title=Chaordic_Organization&diff=11571&oldid=7057">Show changes</a>Userhttps://cio-wiki.org//index.php?title=Chaordic_Organization&diff=7057&oldid=prevUser: The LinkTitles extension automatically added links to existing pages (https://github.com/bovender/LinkTitles).2021-02-06T14:32:15Z<p>The LinkTitles extension automatically added links to existing pages (https://github.com/bovender/LinkTitles).</p>
<table class="diff diff-contentalign-left diff-editfont-monospace" data-mw="interface">
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<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">Revision as of 14:32, 6 February 2021</td>
</tr><tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l1" >Line 1:</td>
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<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>A '''Chaordic Organization''' is a form of organization formulated by Dee Hock and others in forming the VISA organization (Hock, 1999). The term 'chaord' is formed from the words 'chaos' and 'order'. In the formation of the VISA organization, a means was designed to allow for the simultaneous cooperation and competition of the member banks of the VISA issuing network. This was necessary for the scale and universality needed to make credit cards usable in any geography and to provide low costs of processing each transaction. Dee Hock's vision of this type of organization was largely, but not fully, achieved by the VISA organization at the time it was first formed.<ref>Definition of Chaordic Organization [http://www.createadvantage.com/glossary/chaordic-organization Create Advantage]</ref></div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>A '''Chaordic <ins class="diffchange diffchange-inline">[[</ins>Organization<ins class="diffchange diffchange-inline">]]</ins>''' is a form of organization formulated by Dee Hock and others in forming the VISA organization (Hock, 1999). The term 'chaord' is formed from the words 'chaos' and 'order'. In the formation of the VISA organization, a means was designed to allow for the simultaneous cooperation and competition of the member banks of the VISA issuing <ins class="diffchange diffchange-inline">[[</ins>network<ins class="diffchange diffchange-inline">]]</ins>. This was necessary for the scale and universality needed to make credit cards usable in any geography and to provide low costs of processing each transaction. Dee Hock's <ins class="diffchange diffchange-inline">[[</ins>vision<ins class="diffchange diffchange-inline">]] </ins>of this type of organization was largely, but not fully, achieved by the VISA organization at the time it was first formed.<ref>Definition of Chaordic Organization [http://www.createadvantage.com/glossary/chaordic-organization Create Advantage]</ref></div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>The mix of chaos and order is often described as a harmonious coexistence displaying characteristics of both, with neither chaotic nor ordered behavior dominating. The chaordic principles have also been used as guidelines for creating human organizations -- business, nonprofit, government and hybrids—that would be neither centralized nor anarchical networks.<ref>What is Chaordic Organization? [https://en.wikipedia.org/wiki/Chaordic_organization Wikipedia]</ref></div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>The mix of chaos and order is often described as a harmonious coexistence displaying characteristics of both, with neither chaotic nor ordered behavior dominating. The chaordic principles have also been used as guidelines for creating human organizations -- <ins class="diffchange diffchange-inline">[[</ins>business<ins class="diffchange diffchange-inline">]]</ins>, nonprofit, government and hybrids—that would be neither centralized nor anarchical networks.<ref>What is Chaordic Organization? [https://en.wikipedia.org/wiki/Chaordic_organization Wikipedia]</ref></div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
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<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>*Exist primarily to enable their constituent parts</div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>*Exist primarily to enable their constituent parts</div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>*Powered from the periphery, unified from the core</div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>*Powered from the periphery, unified from the core</div></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>*Durable in purpose and principle, malleable in form and function</div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>*Durable in purpose and <ins class="diffchange diffchange-inline">[[</ins>principle<ins class="diffchange diffchange-inline">]]</ins>, malleable in form and function</div></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>*Equitably distribute power, rights, responsibility and rewards</div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>*Equitably distribute <ins class="diffchange diffchange-inline">[[</ins>power<ins class="diffchange diffchange-inline">]]</ins>, rights, responsibility and rewards</div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>*Harmoniously combine cooperation and competition</div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>*Harmoniously combine cooperation and competition</div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>*Learn, adapt and innovate in ever expanding cycles</div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>*Learn, adapt and innovate in ever expanding cycles</div></td></tr>
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<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>*Compatible with and foster diversity, complexity and change</div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>*Compatible with and foster diversity, complexity and change</div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>*Constructively utilize and harmonize conflict and paradox</div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>*Constructively utilize and harmonize conflict and paradox</div></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>*Restrain and appropriately embed command and control methods.</div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>*Restrain and appropriately embed command and <ins class="diffchange diffchange-inline">[[</ins>control<ins class="diffchange diffchange-inline">]] </ins>methods.</div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''Creating a Chaordic Organization'''<ref>How to create a Chaordic organization? [https://www.linkedin.com/pulse/20140806133518-2150229-can-you-create-the-perfect-innovative-culture-chaordic Robbrecht van Amerongen]</ref><br /></div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''Creating a Chaordic Organization'''<ref>How to create a Chaordic organization? [https://www.linkedin.com/pulse/20140806133518-2150229-can-you-create-the-perfect-innovative-culture-chaordic Robbrecht van Amerongen]</ref><br /></div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>There are several writings about how to create a Chaordic organization. They all consider values, principles and empowerment of the people working in this organization.</div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>There are several writings about how to create a Chaordic organization. They all consider values, principles and empowerment of the people working in this organization.</div></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>*Develop a statement of the organizational values: Create a joint statement of the organizational value. The value is not an instruction of what we need to do as an organization. It is a vision of what we are going to become. A challenging but reachable future supported by all stakeholders of the organization.</div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>*Develop a statement of the organizational values: Create a joint statement of the organizational <ins class="diffchange diffchange-inline">[[</ins>value<ins class="diffchange diffchange-inline">]]</ins>. The value is not an instruction of what we need to do as an organization. It is a vision of what we are going to become. A challenging but reachable future supported by all stakeholders of the organization.</div></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>*Create a set of organizational principles: Jointly define the rules and principles of working together. A description on how to behave and how to collaborate. Not enforced like procedures, rather stated like a manifesto of collaboration. Also state how to disagree and use this conflict in a positive way. The principles define how to organize, structure and operate within the organization.</div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>*Create a set of organizational principles: Jointly define the rules and principles of working together. A description on how to behave and how to collaborate. Not enforced like procedures, rather stated like a manifesto of <ins class="diffchange diffchange-inline">[[</ins>collaboration<ins class="diffchange diffchange-inline">]]</ins>. Also state how to disagree and use this conflict in a positive way. The principles define how to organize, structure and operate within the organization.</div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>*Ensure collective ownership by the people participating in the organization: The organizational values and principles need to be owned by all people within the organization. They have to be aligned with their personal values and believes and stimulate a collective positive attitude towards these values. Involve everyone in the organization with the Chaordic concept and make sure to show this is not just a vague concept but real working practice. The important difference here is that the implemented rules, structures and systems are aligned with natural believes of the people working in the organization. So they can agree with the principles instead of submitting their believes in favor of the organizational rules.</div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>*Ensure collective ownership by the people participating in the organization: The organizational values and principles need to be owned by all people within the organization. They have to be aligned with their personal values and believes and stimulate a collective positive attitude towards these values. Involve everyone in the organization with the Chaordic concept and make sure to show this is not just a vague concept but real working practice. The important difference here is that the implemented rules, structures and systems are aligned with natural believes of the people working in the organization. So they can agree with the principles instead of submitting their believes in favor of the organizational rules.</div></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>*Be prepared to challenge and change everything: Create a constant state of organizational flux. Consider the organization as a living organism and see how it reacts on changes and challenges. Be prepared to change everything: from structure, systems, rules and management. Discover organizational structure. Support emergent movements and facilitate individual growth of the people in your organization. Consider change as a new way to improve and learn new things.</div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>*Be prepared to challenge and change everything: Create a constant state of organizational flux. Consider the organization as a living organism and see how it reacts on changes and challenges. Be prepared to change everything: from structure, systems, rules and <ins class="diffchange diffchange-inline">[[</ins>management<ins class="diffchange diffchange-inline">]]</ins>. Discover organizational structure. Support emergent movements and facilitate individual growth of the people in your organization. Consider change as a new way to improve and learn new things.</div></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>*Nurture innovation: Nurture innovative concepts and ideas. Create space for these ideas to grow, challenge them in a positive way and do not hinder them with rules and demand for results. Consider everybody in the organization as a potential participant for innovation. Make sure you remove boundaries and create a safe environment to experiment. Learning form failure and improving on successes.</div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>*Nurture <ins class="diffchange diffchange-inline">[[</ins>innovation<ins class="diffchange diffchange-inline">]]</ins>: Nurture innovative concepts and ideas. Create space for these ideas to grow, challenge them in a positive way and do not hinder them with rules and <ins class="diffchange diffchange-inline">[[</ins>demand<ins class="diffchange diffchange-inline">]] </ins>for results. Consider everybody in the organization as a potential participant for innovation. Make sure you remove boundaries and create a safe environment to experiment. Learning form failure and improving on successes.</div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>Too much chaos and nothing gets done, people lose faith and ultimately become apathetic. Too much control and they feel stifled and want to revolt, or leave. Where’s the sweet spot? The diagram below explains the various system states and identifies the place where the system has enough strength to tolerate risk, and enough openness to respond to change.<ref>Balance – Chaos Versus Structure [http://listening2leaders.com/balance-chaos-structure |Listening to Leaders]</ref></div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>Too much chaos and nothing gets done, people lose faith and ultimately become apathetic. Too much control and they feel stifled and want to revolt, or leave. Where’s the sweet spot? The diagram below explains the various <ins class="diffchange diffchange-inline">[[</ins>system<ins class="diffchange diffchange-inline">]] </ins>states and identifies the place where the system has enough strength to tolerate <ins class="diffchange diffchange-inline">[[</ins>risk<ins class="diffchange diffchange-inline">]]</ins>, and enough openness to respond to change.<ref>Balance – Chaos Versus Structure [http://listening2leaders.com/balance-chaos-structure |Listening to Leaders]</ref></div></td></tr>
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</table>Userhttps://cio-wiki.org//index.php?title=Chaordic_Organization&diff=5982&oldid=prevUser at 19:20, 28 May 20202020-05-28T19:20:24Z<p></p>
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<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">Revision as of 19:20, 28 May 2020</td>
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<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>A <del class="diffchange diffchange-inline">chaordic organization </del>is a form of organization formulated by Dee Hock and others in forming the VISA organization (Hock, 1999). The term 'chaord' is formed from the words 'chaos' and 'order'. In the formation of the VISA organization, a means was designed to allow for the simultaneous cooperation and competition of the member banks of the VISA issuing network. This was necessary for the scale and universality needed to make credit cards usable in any geography and to provide low costs of processing each transaction. Dee Hock's vision of this type of organization was largely, but not fully, achieved by the VISA organization at the time it was first formed.<ref>Definition of Chaordic Organization [http://www.createadvantage.com/glossary/chaordic-organization Create Advantage]</ref></div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>A <ins class="diffchange diffchange-inline">'''Chaordic Organization''' </ins>is a form of organization formulated by Dee Hock and others in forming the VISA organization (Hock, 1999). The term 'chaord' is formed from the words 'chaos' and 'order'. In the formation of the VISA organization, a means was designed to allow for the simultaneous cooperation and competition of the member banks of the VISA issuing network. This was necessary for the scale and universality needed to make credit cards usable in any geography and to provide low costs of processing each transaction. Dee Hock's vision of this type of organization was largely, but not fully, achieved by the VISA organization at the time it was first formed.<ref>Definition of Chaordic Organization [http://www.createadvantage.com/glossary/chaordic-organization Create Advantage]</ref></div></td></tr>
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</table>Userhttps://cio-wiki.org//index.php?title=Chaordic_Organization&diff=1477&oldid=prevUser: A chaordic organization is a form of organization formulated by Dee Hock and others in forming the VISA organization (Hock, 1999). The term 'chaord' is formed from the words 'chaos' and 'order'.2018-12-13T02:19:10Z<p>A chaordic organization is a form of organization formulated by Dee Hock and others in forming the VISA organization (Hock, 1999). The term 'chaord' is formed from the words 'chaos' and 'order'.</p>
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<tr><td class='diff-marker'>−</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>'''<del class="diffchange diffchange-inline">Content coming soon</del>'''</div></td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">A chaordic organization is a form of organization formulated by Dee Hock and others in forming the VISA organization (Hock, 1999). The term </ins>'<ins class="diffchange diffchange-inline">chaord</ins>' <ins class="diffchange diffchange-inline">is formed from the words </ins>'<ins class="diffchange diffchange-inline">chaos</ins>' <ins class="diffchange diffchange-inline">and </ins>'<ins class="diffchange diffchange-inline">order</ins>'<ins class="diffchange diffchange-inline">. In the formation of the VISA organization, a means was designed to allow for the simultaneous cooperation and competition of the member banks of the VISA issuing network. This was necessary for the scale and universality needed to make credit cards usable in any geography and to provide low costs of processing each transaction. Dee Hock's vision of this type of organization was largely, but not fully, achieved by the VISA organization at the time it was first formed.<ref>Definition of Chaordic Organization [http://www.createadvantage.com/glossary/chaordic-organization Create Advantage]</ref></ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">The mix of chaos and order is often described as a harmonious coexistence displaying characteristics of both, with neither chaotic nor ordered behavior dominating. The chaordic principles have also been used as guidelines for creating human organizations -- business, nonprofit, government and hybrids—that would be neither centralized nor anarchical networks.<ref>What is Chaordic Organization? [https://en.wikipedia.org/wiki/Chaordic_organization Wikipedia]</ref></ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">'''Characteristics of Chaordic Organizations'''<ref>Characteristics of Chaordic Organizations [http://wiki.p2pfoundation.net/Chaordic_Organizations_-_Characteristics P2P Foundation]</ref><br /></ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Based on clarity of shared purpose and principles</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Self-organizing and self-governing in whole and in part</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Exist primarily to enable their constituent parts</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Powered from the periphery, unified from the core</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Durable in purpose and principle, malleable in form and function</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Equitably distribute power, rights, responsibility and rewards</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Harmoniously combine cooperation and competition</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Learn, adapt and innovate in ever expanding cycles</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Compatible with the human spirit and the biosphere</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Liberate and amplify ingenuity, initiative and judgment</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Compatible with and foster diversity, complexity and change</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Constructively utilize and harmonize conflict and paradox</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Restrain and appropriately embed command and control methods.</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">'''Creating a Chaordic Organization'''<ref>How to create a Chaordic organization? [https://www.linkedin.com/pulse/20140806133518-2150229-can-you-create-the-perfect-innovative-culture-chaordic Robbrecht van Amerongen]</ref><br /></ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">There are several writings about how to create a Chaordic organization. They all consider values, principles and empowerment of the people working in this organization.</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Develop a statement of the organizational values: Create a joint statement of the organizational value. The value is not an instruction of what we need to do as an organization. It is a vision of what we are going to become. A challenging but reachable future supported by all stakeholders of the organization.</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Create a set of organizational principles: Jointly define the rules and principles of working together. A description on how to behave and how to collaborate. Not enforced like procedures, rather stated like a manifesto of collaboration. Also state how to disagree and use this conflict in a positive way. The principles define how to organize, structure and operate within the organization.</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Ensure collective ownership by the people participating in the organization: The organizational values and principles need to be owned by all people within the organization. They have to be aligned with their personal values and believes and stimulate a collective positive attitude towards these values. Involve everyone in the organization with the Chaordic concept and make sure to show this is not just a vague concept but real working practice. The important difference here is that the implemented rules, structures and systems are aligned with natural believes of the people working in the organization. So they can agree with the principles instead of submitting their believes in favor of the organizational rules.</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Be prepared to challenge and change everything: Create a constant state of organizational flux. Consider the organization as a living organism and see how it reacts on changes and challenges. Be prepared to change everything: from structure, systems, rules and management. Discover organizational structure. Support emergent movements and facilitate individual growth of the people in your organization. Consider change as a new way to improve and learn new things.</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Nurture innovation: Nurture innovative concepts and ideas. Create space for these ideas to grow, challenge them in a positive way and do not hinder them with rules and demand for results. Consider everybody in the organization as a potential participant for innovation. Make sure you remove boundaries and create a safe environment to experiment. Learning form failure and improving on successes.</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">Too much chaos and nothing gets done, people lose faith and ultimately become apathetic. Too much control and they feel stifled and want to revolt, or leave. Where’s the sweet spot? The diagram below explains the various system states and identifies the place where the system has enough strength to tolerate risk, and enough openness to respond to change.<ref>Balance – Chaos Versus Structure [http://listening2leaders.com/balance-chaos-structure |Listening to Leaders]</ref></ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">[[File:Chaordic-model-1024x682.png|300px|Chaordic Model]]<br /></ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">source: [http://listening2leaders.com/balance-chaos-structure/ Listening2Leaders.com]</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">'''Why are chaordic organizations important today?'''<ref>Why are chaordic organizations important today? [http://www.paricenter.com/library/papers/Chaordic_organizations.pdf Paricenter]</ref><br /></ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">Specialists in management innovation, organizations must give priority to the concept of the chaordic organization for the following reasons:</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Scale: Given that we have now reached a world population of six billion people in a world that is ever more interconnected, it becomes more and more clear that no mechanical, top-down organizational structure based on control can be effective. On this scale, the only effective organizations imaginable are those that are biological, guided by organizing principles, and that count on the full potential of people to think, to create, and to self-organize.</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Complete democracy: As with nations, so too in companies, the concept of democracy develops step by step with the evolution of technology. Organizations that are responsible for themselves, societies that are responsible for themselves, equality, an emphasis on cooperation, everyone serving and everyone served—the concept of chaordic organizations has everything to do with these ideas. It is a means to make the ideals of democracy and humanity tangible, for the first time in history …</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Human expression: Mechanical, standardized, and limiting organizational structures will never succeed in dealing adequately with questions of human motivation. In principle,there are always fundamental limitations.The most legitimate source of motivation—space for creativity—is always controlled, limited, and subject to imposed, unnatural standards. Chaordic organizations have great potential for enabling human creativity to go beyond its current limits. In fact, if we don’t contaminate chaordic principles with the fears inherent in management processes based on control, there will be no limit to what human beings can create.</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Essential values, today: Autonomy, freedom, respect – values that people more and more genuinely value – real freedom, real human respect are much more in line with chaordic principles than with the more traditional forms of organizational structure. In traditional organizations, these values are always “under pressure,” given little quarter, limited. This occurs naturally, on the one hand, given that control is, by definition, the limitation of the space for free action. On the other hand, such values are also limited through abuse of power, creating “underworlds” in the organization, organizational politics, unethical agreements, the absence of transparency, etc.</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*The Age of Knowledge: In an age in which all human knowledge will be available to whomever needs it, it is fundamental that space for people be available, that it exist. Not to provide such a space would be an enormous waste of human potential. The principles of chaordic organizations ensure the existence of such spaces. Traditional organizational structures that fragment work in principle limit space, and thereby reduce the area available for action (on the presumption that its employees don’t have the necessary knowledge, or sufficient potential to create what is needed).The assumption is that their employees are not capable of thinking, and that they are there to carry out what has been thought of by others, their “superiors.” Chaordic organizations honor people who think.In fact, they honor and respect everyone.</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">===See Also===</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">[[Chaordic_Leadership|Chaordic Leadership]]<br /></ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">[[Organizational_Culture|Organizational Culture]]<br /></ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">[[Accountable_Care_Organization_(ACO)|Accountable Care Organization (ACO)]]<br /></ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">[[Causal_Model_of_Organizational_Performance_and_Change|Causal Model of Organizational Performance and Change]]</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">===References===</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline"><references /></ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div> </div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">===Further Reading===</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*The Chaordic Organization: Out of Control and Into Order [^https://www.ratical.org/many_worlds/ChaordicOrg.pdf Ratical.org]</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*Building a Chaordic Organization [http://leadmcg.com/success/index.php?option=com_content&view=article&id=137:mdnicholas&catid=49:lead-publications&Itemid=103 Lead MCG]</ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins class="diffchange diffchange-inline">*One from Many: VISA and the Rise of Chaordic Organization [https://www.amazon.com/One-Many-VISA-Chaordic-Organization/dp/1576753328 Dee Hock]</ins></div></td></tr>
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