The ubiquitous complexity, speed of change and uncertainty lend credit to those who denote our time asturbulent or even speak of theage of chaos'
Organizational learning and knowledge creation are only two key terms to subsume much of this effort
But the faster the change they confront, the more managers need durable concepts to contend with that change; the more variable the phenomena faced, the more vital knowledge about the invariants underlying the apparent chaos becomes
This is the essence of being ahead of change ± which according to Peter Drucker, the Nestor among the management thinkers, is the only way of coping with change effectively, p. 73)
The purpose of this paper is to contribute to better management by leveraging available models of organizational cybernetics, integrating them into what I call a Framework for Intelligent Organizations
My proposal is that integrating these theories can provide a systemic framework for the development and learning of organizations which enhances organizational intelligence more than isolated uses of one or more of them
My suggestion is that a virtuous transformation of organizations can only be achieved if the dimensions of activities, structure and behaviour are developed in a balanced, synchronic mode, and to excel in this endeavour, the three models outlined have to be applied in a combined and integrative manner ± in accordance with such underlying fundamental parameters as organizational identity, ethos and vision