Expecting the Unexpected? How SWAT Officers and Film Crews Handle Surprises

Women are the fastest growing segment of farm operators in the United States, comprising approximately 14% of principal operators and 30% of all operators of the nation's 2.2 million farms. Although several studies have examined the adoption of conservation practices by farmers, no study of which we are aware has focused on the use of conservation practices among women farmers in the US. Therefore, in 2008, we conducted a survey of women farmers in the Northeast US to better understand their use of conservation practices, and how their use is affected by demographic and farm characteristics, and membership in agricultural organizations and networks. We examined the practices related to the type of agricultural organizations, including commodity producer organizations, general farm organizations, women's groups associated with general farm or commodity organizations, farm women's organizations, and sustainable/organic agriculture organizations. Over 85% of the 815 respondents belonged to at least one organization. The most common organizations reported were sustainable/organic agriculture organizations (53.5%) and general farm organizations (50.8%). About one-third of respondents belonged to commodity-based organizations. The states with organized women farmers' networks—Pennsylvania, Maine and Vermont—represented more than half of them. Members of women's and sustainable or organic agriculture organizations tended to be younger, have less farming experience, and to have received more formal agricultural education than did members of commodity-based, general farm and women's agricultural groups within general farm organizations. Our results indicate that organizational membership and participation provide critical networks that support and reinforce the use of conservation practices. Some practices were positively associated with one type of organization while negatively associated with others. For example, compost production/application, crop rotation, manure incorporation, and organic crop and livestock production are more likely among members of sustainable/organic agriculture organizations, but less likely among members of general farm organizations. The converse is true for integrated pest management (IPM) on crop farms. Specific conservation practices had unique sets of variables linked to their use, with farm products being the most frequent predictors. This research serves as a baseline to understand the array of conservation practices used by women farmers in the Northeast US, and some factors associated with their use. The results suggest the need for consideration of the applicability of existing adoption models for women farmers. As women tend to have diversified operations with multiple markets, educational and regulatory programs that attempt to reach women farmers may need to consider the specific types of farms they operate to best match practices to their situations and goals.

Recent laws and court rulings have increased legal protections for faith-based organizations that refuse to provide services to certain individuals based on deeply held religious beliefs. Using data from a 2019 email correspondence study, we examine if religiously-affiliated foster care agencies respond to inquiries from white same-sex couples differently from public and secular foster care agencies. This paper provides preliminary, descriptive results that public sector discrimination can vary by the type of organization that is providing the service. We find suggestive evidence that religiously-affiliated foster care agencies are less likely to respond to same-sex male couples. However, this study lacks sufficient statistical power to find conclusive evidence of differential treatment by type of organization, which highlights the challenges of conducting correspondence studies that examine intersectional discrimination. Despite this limitation, we argue that it is increasingly important for scholars of public administration and public policy to examine and understand how discrimination in the public sector may vary by group membership or organizational type. While exploring this intersectional discrimination may be limited in certain contexts, understanding how and why organizations and public servants are more or less likely to respond to particular groups is an important first step in designing interventions or crafting policies to reduce differential treatment.

This article demonstrates that interpersonal network density can serve as a resourcefor organizational processes. This theory relies upon the notion of organizational recruitment and the selection mechanisms of organizational ecology. Data on confiding relations between people are used to construct two demographic networks. A series of log-linear models arefitted to the data to test implications of the theory. In most cases, models which include parameters to capture the location of organizational niches significantly reduce the residual chi-square from independence and homophily models. Thus, partial support isfoundfor the basic premise of the theory, indicating that network density does serve as a resource for organizational survival. Further avenues for research are suggested. Individual lives evolve through a succession of organizational affiliations and interpersonal social networks. Organizational affiliations and the network in which an individual is embedded are inextricably related. Dynamic properties make this relation quite complicated. McPherson (1983, 1988, 1990; McPherson & Ranger-Moore 1991) has developed an ecological theory of.voluntary organizations that builds upon the relation between interpersonal networks and organizations. Ecological models of organizational dynamics rely on the notion of competition over resources to explain the emergence, growth, decline, and elimination of organizational populations. McPherson argues that the resource space for voluntary organizations consists of people who are potential members of the groups. His theory clearly recognizes the coevolutionary processes of friendship formation resulting from common organizational membership and organizational recruitment through interpersonal networks. Superimposing the network i) The University of North Carolina Press Social Forces, December 1991, 70(2):455-474 *The author would like to thank Ronald L. Breiger, Miller McPherson, Beth Rubin, Elizabeth West, David Barron and John Roberts for helpful comments on earlier versions of this article. Of course, the author should be held responsible for any shortcomings in the final product. Indeed, some of the people listed above might not recognize the present version of this article. An earlier version was presented at the 1989 annual meetings of the American Sociological Association in San Francisco. This content downloaded from 157.55.39.180 on Mon, 25 Apr 2016 06:33:14 UTC All use subject to http://about.jstor.org/terms 456 / Social Forces 70:2, December 1991 metaphor on organizational theory promises greater understanding of organizational processes. While initial work has demonstrated that competitive processes create populations of voluntary organizations (McPherson 1983; McPherson & SmithLovin 1987a), recent research has tested the implications of the theory at the microlevel of the organizational membership. This research has examined both the effects of organizational competition on the number of memberships an individual can maintain (McPherson, West & Barron 1989) and event history analyses of membership duration (McPherson & Popielarz 1990; McPherson, Popielarz & Drobnic 1990; Popielarz 1990) and formation (Drobnic 1990; McPherson, Popielarz & Drobnic 1990). This work provides a point of departure for an attempt to link two levels of social structure: (1) the level of organizational structure, and (2) the level of interpersonal network structure. In this article, I describe the nature of this link and derive testable hypotheses implied by an ecological theory of voluntary organizations. The formulation of these implications incorporates two important ideas in the organizational and network literature. First, I draw upon the concept of an organizational niche from the population ecology of organizations (Hannan & Freeman 1977, 1989). Second, organizations recruit new members from the social network ties of existing members. I examine the theoretical notion that structural properties most usually examined at the organizational level (i.e., organizational population dynamics and niche location) are affected by structural properties at the interpersonal network level (i.e., interpersonal network density). Organizational Ecology and the Niche The essential element of ecological models of organizations is that environmental conditions select some organizational forms for survival (Hannan & Freeman 1977). The particular combination of resources that provide for positive growth rates of organizational populations is called the niche (Hannan & Freeman 1989). The niche can be thought of as demarcating the location of the organizational population in the resource space.' Note, however, that the niche is a property of a population of organizations, not single organizations. In general, a population's niche will be located where the crucial resources are most concentrated. However, different organizational types will compete with each other over these resources either more or less successfully. While each organizational type might thrive best where the distribution of a resource is most concentrated, only some will be able to fully exploit the resource space. Competition over resources can be observed when the niches of two or more organizational populations overlap. Where two or more populations are competing over the same resource, one can expect greater niche overlap to occur at the densest part of the resource distribution. A particularly important resource for voluntary associations includes people as potential organizational members. Blau (1977) has argued that social forms are structured along demographic parameters such as age, race, and sex. Thus, the resource space for voluntary associations, consisting of the people living This content downloaded from 157.55.39.180 on Mon, 25 Apr 2016 06:33:14 UTC All use subject to http://about.jstor.org/terms Location of Organizations in Networks / 457 within a community, can be modeled as a multidimensional space defined by Blau's demographic parameters. The niche boundaries of a population of voluntary associations can be determined by the demographic characteristics of its members. An organization might be located in the resource space by the range of member characteristics along the dimensions of age, education, income, sex, ethnicity, or race (see Figure 1). The rationale behind constructing the range is to encompass the part of the resource space from which the organizational population draws the bulk of its members. For example, McPherson (1983) sets niche boundaries by using a three-standard-deviation window centered about the mean for relevant member characteristics.2 The places in the multidimensional space where most people in a community are located constitute the richest parts of the resource space. The ecological model suggests that population niches will be located at these numerically dense parts of the resource distribution. Consider a single dimension, age. Suppose that in a community there are more younger (22-32 years) and older (50-58 years) people than middle-aged people. Organizational niches ought to correspond to the location of these resource populations (see Figure 2). This notion is easily expanded to the multidimensional case, where an organizational niche will correspond to the numerically dense part of the joint distribution on the multiple dimensions.3 Network-Based Recruitment Most readers are likely to recall an introduction to a person, who would later become a good friend, at a meeting of a group to which both belonged. Spatial proximity is important for the formation of friendships (Festinger, Schachter & Back 1950; Newcomb 1961). Organizational settings provide such proximity, serving as opportunity structures for the formation of interpersonal network ties (McPherson & Smith-Lovin 1986). But in addition to being a place to meet friends, organizations are places where friends meet. One member of a friendship dyad may convince the other to join that member's organization. Many types of organizations specifically exploit this process, recruiting new members through the network ties of existing members. Such recruitment has been found for voluntary associations (Booth & Babchuk 1973; Drobnic 1990), religious cults and church groups (Stark & Bainbridge 1980), and social movements (Snow, Zurcher & Ekland-Olson 1980). Even employment contracts are generated in this manner (Granovetter 1974). Booth and Babchuk (1973) found that 77% of the subjects in a panel study on organizations reported that their affiliation came about as a result of personal networks. To recruit ten people who are strangers to each other, an organization will need to greatly replicate its efforts. These efforts will likely be diffuse and inefficient. For example, efforts will center on open publicity such as mailings, phone calls, posters, or potentially expensive advertising campaigns. Each successful recruitment will be independent of others. Suppose, however, that these ten people are friends and acquaintances of each other. Once the organization has secured a membership commitment from one of these ten people, the social ties between this person and the other nine This content downloaded from 157.55.39.180 on Mon, 25 Apr 2016 06:33:14 UTC All use subject to http://about.jstor.org/terms 458 / Social Forces 70:2, December 1991 FIGURE 1: Example of Organizational Niches in Two-dimensional Resource Space Organizational population 3 Education Organizational population 1 In Years Organizational population 2

No one in the world are expecting this Covid-19 pandemic, impacting mostly on the healthy issue, economic issue, social issue and much more that human being never thought about it. In the white cellar worker, working from home now is a necessity, not just about bringing work to home but many issues raise during this working condition. One of the issues raises is about productivity. For workers that used to work remotely using technology they don’t feel any issues, however, on the others hand for those just enter this new work style, it might be a problem. Telecommuting work have been getting popularity in the late 1980s, mostly this way of work is in respond to many issues in the develop country. As it may too early to conclude where telecommuting and work from home is an apple to apple comparison, as far as the research done in the past, it may can be concluded that the essence is the same. However, little research have been done in the past decade for looking at the telecommuting productivity especially the developing countries. This unexpected event (Covid-19) forces white cellar worker working from home, regardless what type of organization they work for. It may create new work habit, perhaps promote work life balance better for some, or maybe on the other hand bring new productivity issues. It is important in this occasion, that APMBA will open special issue for August 2020 issue to encourage scholars around the world to submit their paper consist of ideas regarding working from home issues. With this editorial note, I would like also to congratulate four paper that addressing marketing, entrepreneurship, operation and finance issue resulted from the 3rd AICMBS conference which was held in October 2019 that coloring the research dissemination through this scholarly venue.

PurposeThe purpose of this paper is to convey a message of preparedness and mitigation to key stakeholders throughout the healthcare community concerning healthcare supply chain readiness and preparedness.Design/methodology/approachUsing a review of existent literature, this work examines and expounds upon the impact of effective supply chain management processes in disaster mitigation and planning.FindingsThis paper presents a discourse in supply chain managers' involvement in disaster planning, identifying courses of action, and collaboratively planning for crisis. Logistics is a specific genre of skill sets within healthcare operations.Practical implicationsKey tenets of logistics readiness and preparedness are often missed when developing strategies for disaster mitigation. While this discussion is directed specifically toward healthcare management, the principles are applicable across a wide array of industries.Social implicationsDisaster affects everyone and is likely to occur in any type of organization. Leaders have an inherent responsibility to plan for both expected and unexpected events; the latter can present complexities that require intuitive reaction provided scenarios have been considered in advance. Arguably, the critical path to success involves effective process management and collaborative communications across multiple echelons of managerial responsibilities.Originality/valueFew works were found concerning healthcare supply chain management involvement in disaster readiness. In an applied sense, this paper provides healthcare managers with concepts related to effective crisis mitigation.

Mindful organizing focuses on cultivating organizational members' collective ability to notice unexpected events and correct errors. Hence, it is typically found in high reliability organizations ( HROs ). This Western perspective on mindful organizing is increasingly complemented by an Eastern perspective that centers on cultivating organizational members' ability to be present in the here‐and‐now and act with wisdom and compassion, based on continuous awareness of the impermanent, interdependent nature of phenomena. Engaging in Eastern mindful organizing is believed to benefit HROs and other types of organizations because it enables members to stabilize their attention, bounce back from unexpected events, and act creatively and ethically by using whatever is at hand in a given situation. This entry gives an overview of the scholarship on mindful organizing from these different perspectives and highlights the contributions of organizational communication scholars to this research.

Many conventional accounts of lobbying communities emphasize towering differences in political influence between for-profit and not-for-profit and public organizations and between institutions and membership groups or associations. A central cause of these differences in influence is said to be differences in the persistence of these types of groups in a lobbying system. We test this hypothesis by examining the short-term turnover of organized interests in state interest communities in the 1990s. While we find evidence of substantial year-to-year turnover in lobby registrations, we find little support for the conventional wisdom about the distribution of persistence among types of organizations. Contrary to expectations, institutions are markedly less persistent than membership groups and associations, and for-profit interests are no more persistent, on average, than not-for-profit interests.

We examine how different occupational communities that are embedded in organizations exercise control processes to achieve emergent coordination as they create complex products together. We compare two types of organizations, equipment manufacturing and film production, and find that although occupational control was important for emergent coordination in both settings, this relationship varied according to two aspects of occupational embeddedness: organizational acknowledgment of occupational control and occupational interdependence. In the equipment manufacturing setting, occupational control was latent: the communities visibly conformed to organizational control processes while exercising occupational control behind the scenes to coordinate emergently. In the film setting, the organization granted the occupational community significant latitude over its tasks, which enabled members to coordinate emergently to solve problems the majority of the time. We propose that these two aspects of occupational embeddedness must be analyzed together with occupational control processes to explain how integration unfolds in knowledge-based settings in ways that organizational control processes are ill-equipped to manage.

This case study deals with the head of the scout group leadership. The objectives of this investigation are, first, to understand if the head of the group is a leader and what kind of leadership he practices. Secondly, to know if this leadership is confirmed through elements of the team he leads. Data collection was carried out through a semi-structured interview, which was applied to the leader and the group to obtain information about leadership from the perspective of both. The interviews were carried out online via Zoom due to the pandemic context. As for the results, it was found that the leadership relationship is positive, which shows leadership characteristics that all board members appreciate. Considering the type of organization (scouting), we can conclude that the motivation of the group's members is influenced by values present in the institution, values defended and represented by the leader.

(1) Background: Corporate social responsibility (CSR) is important for every company that cares for sustainable structures. Healthcare providers especially have made social responsibility their goal. However, crises such as the COVID-19 pandemic impacted different activities within the healthcare sector including CSR and its monitoring. However, theory-driven CSR research within the healthcare sector is scarce and monitoring requires a structured understanding of the processes. Therefore, the objective of this study was to investigate the CSR practices and activities which healthcare providers have implemented in an exemplified country namely Germany and the effect of the pandemic in this process. (2) Methods: Participants were sampled based on their field of care (general, psychiatric, or rehabilitation), the type of organization (public, private, or non-profit), and group membership. A total of 18 healthcare providers were initially recruited, out of which nine participated in the interviews. They represent companies with yearly revenue of between EUR 110 million and EUR 6 billion, and have between 900 and 73,000 employees. (3) Results: CSR-related activities were postponed due to times of crisis. There was a necessity to rapidly digitalize processes. Frequent and precise communication turned out to be important for keeping employees' well-being, motivation, and satisfaction levels high. Environmental efforts were counteracted by new hygienic requirements and a shift in priorities. Many study participants expressed the hope that after the pandemic, newly established methods, processes, and structures (e.g., digital meetings, quicker and more inclusive communication) would be maintained and developed further. (4) Conclusions: The pandemic has been challenging and at the same time, these challenges also created opportunities to strike a new path using the learnings to overcome future health-related or economic crises.

The study of West Africa has contributed to the expansion of comparative arid-lands floodplain prehistory, from both the data collection (cultural and historical) and the theoretical aspects. The neoevolutionary approach that often pictures Africa as a backward continent has been successfully challenged. In the Middle Senegal Valley and in the Inland Niger Delta, research on their societies’ complexity done along these two subcontinent’s floodplains has described new processes (including urbanization) that were not previously featured in the archaeological literature. The two floodplains, because of their ecological diversity, with the richness of their ecological diversity, attracted Saharan populations affected by drought at the end of the second millennium and the first millennium BC. However, after their initiation occupation the two areas took different trajectories in complexity and settlement organization. Large complex settlements have been found at Jenne-jeno and in the Ile a Morphil that illustrate whole new trajectories of civilization. These forms of complexity, found in areas with historically known polities, were not included in the range of possibilities predicted by standard complexity theories regarding civilizational development. Ethnographic and historical data, reveal the existence of societies with a central authority embedded within and balanced by a diffuse, segmented and heterarchical power structure; often as a strategy to resist the individual consolidation of power. These societies exhibit evidence of horizontal differentiation and consensus-based decision making. All these types of organization are characterized by the presence of several sources of power vested in corporate entities, such as lineages, age groups, cults and secret societies.

PurposeOrganisations have been working towards becoming more sustainable; where their efforts have been mainly on a steady state focussing on internal proactive changes. The purpose of this paper is to analyse how external events, e.g. COVID-19, affect organisations and their sustainability efforts.Design/methodology/approachA survey was sent to a database of 11,657 contacts, with a response rate of 5.60% obtained. The results were analysed using descriptive statistics, ranking and a ratio analysis comparing different types of organisations (corporations, higher education institutions, civil society and public sector organisations).FindingsCOVID-19 changed the organisation drivers for and barriers to sustainability perspective towards external stimuli, rather than internal factors. COVID-19 also affected the system elements negatively, with the exception of organisational systems. The results also show that the system elements are affected by an external event or crisis and are dependent on the type of organisation.Originality/valueThis paper proposes the “Organisational sustainability transition forced by exogenous events” framework to help organisations better understand and be prepared for unexpected external events. Organisations should learn from the experiences in dealing with COVID-19 and adopt a more humanistic approach to their sustainability efforts, rather than traditional approaches based on solipsism and techno-managerial centrism.

The occurrence of member suicide in various types of organizations can have adverse effects including physical and psychological stress reactions, social impact, and suicide contagion. The study considers organizational member suicide as an unexpected crisis event in organizations, and divides organizational members affected by different suicides Φ into four regions A, F, W, and O through two dimensions of spatial distance and social distance of psychological distance, and through four stages of emergency management work: prevention-response-disposal-assessment, to achieve the goals of curbing suicide contagion, restore the mental health level of the group, and reduce the negative impact.

Authors’ introduction Contemporary religion is at its core an organizational phenomenon. Religious behaviour is channelled and religious communities are structured through congregations, denominations, religious nonprofits, seminaries, and other organizational forms. To understand religion, then, one must understand the organizational aspects of religion. This includes those aspects common to all organizations and those unique to religious organizations. Authors recommend Nancy Tatom Ammerman, Congregation and Community (New Brunswick, NJ: Rutgers University Press, 1997) and Nancy Tatom Ammerman, Pillars of Faith: American Congregations and Their Partners (Berkeley, CA: University of California Press, 2005). No organization, religious or otherwise, is an island. Each is surrounded by a unique environment, and each is embedded in a network of social and organizational ties. These two works by Ammerman explore the ecologies and networks that shape the identity and behaviour of religious congregations. Ross P. Scherer, American Denominational Organization: A Sociological View (Pasadena, CA: William Carey Library, 1980). This edited volume serves as an introduction to the structure and operations of different religious organizational forms, including denominations, Catholic religious orders, theological schools, and ‘parachurch’ mission societies. It also has three chapters addressing issues of change and conflict in religious organizations. Mark Chaves, Ordaining Women: Culture and Conflict in Religious Organizations (Cambridge, MA: Harvard University Press, 1997). Why did some denominations adopt policies allowing the ordination of women earlier than others? What explains the lag between adoption of the policy and actual implementation? Chaves applies ideas in organizational studies and social movements to understand these issues. Roger Finke and Rodney Stark, The Churching of America, 1776–2005: Winners and Losers in Our Religious Economy (New Brunswick, NJ: Rutgers University Press, 2005). Finke and Stark explore the dynamics underlying historical patterns of denominational growth and decline in the United States. Drawing upon ideas in economics, organizational studies, and other related disciplines they argue that American religious history can be understood as marketplace in which religious groups and organizations compete for resources. N. J. Demerath III, Peter Dobkin Hall, Terry Schmitt, and Rhys H. Williams (eds.), Sacred Companies: Organizational Aspects of Religion and Religious Aspects of Organizations (New York, NY: Oxford University Press, 1998). An interdisciplinary collection of authors examines the intersection of research on religion, organizations, and social movements. Chapters include essays and empirical studies, mostly pertaining to religious organizations. They cover prominent organizational forms (denominations, congregations, and religious non‐profits) and incorporate theories drawn from organizational sociology, social movements, economics, and the sociology of religion. Online materials 1. The Association of Religion Data Archives http://www.thearda.com/ The Association of Religion Data Archives (ARDA) contains over 400 freely downloadable data files focusing on religion in the United States and around the world. The site also features many interactive online tools, including QuickStats on religious beliefs and behaviors, denominational profiles and statistics, and maps of religious, social and demographic information. Instructors and students will be particularly interested in the ARDA's Learning Center, which features downloadable ‘Learning Modules’ and other classroom resources. 2. The Pluralism Project http://www.pluralism.org/ The Pluralism Project at Harvard University aims to ‘help Americans engage with the realities of religious diversity through research, outreach, and the active dissemination of resources’. The website contains a variety of tools for students and instructors, including online slideshows of religious communities around the United States. Check out the site's Teacher Resources page for syllabi, maps, weblinks, and many other valuable resources. 3. Hartford Institute for Religion Research http://hirr.hartsem.edu/ The Hartford Institute's website is a virtual clearing house of information on religion research. It has content devoted to congregations, theology, denominations, religious leadership, and the sociology of religion as a field. Under these areas, you can find helpful summaries, bibliographies, and links. A special section on megachurches is especially popular. 4. Faith Communities Today http://fact.hartsem.edu/ This is the homepage for a major collection of data on religious congregations. The Faith Communities Today (FACT) survey was first conducted in 2000 and has been repeated in 2005 and 2008. You can access summaries of findings and other resources related to the study on this site. 5. The U.S. Congregational Life Survey http://www.uscongregations.org/ Another valuable source of information on congregations comes from the U.S. Congregational Life Survey (USCLS), administered in 2001 and again in 2008. The USCLS is a nationally representative study of congregations and their worshippers. A novel feature of the USCLS is that it gathered information from both a leader and participants in each congregation. The website gives an overview of the survey, reports on key findings, and links to publications. 6. Religion & Ethics Newsweekly http://www.pbs.org/wnet/religionandethics/ This is the website of a long‐running PBS series focusing on contemporary religion in the United States and abroad. Episodes are available online and often have relevance to the study of religious organizations. In addition, teachers can find other resources in the ‘For Educators’ section. Focus questions How are religious organizations unique from other types of organizations, if at all? What are common forms of religious organizations? What research methods do sociologists use to study religious organizations? What are the major forces that influence the success or failure of a religious organization? Sample syllabus

Our purpose is to describe and compare the variety and types of organizations that participate as amici curiae before the United States Supreme Court for decisions on petitions for writs of certiorari and jurisdictional statements as well as on decisions on the merits. We have classified all amici in cases from the 1982 Term of the Court according to their bases of membership--for example, citizen-based membership of advocacy groups, corporations, staff organizations such as public interest law firms, trade or professional associations, and so forth. Through this simple classificatory scheme, we seek answers to the fundamental questions of who participates as amicus curiae, when, and how much. Our findings reveal that the Supreme Court is remarkably accessible to a diverse array of organized interests at both stages of decision.