Organizational Intelligence Research Articles

Relation between Workforce Agility and Managerial Decision Making with Organizational Intelligence at Main Mansoura University Hospital

Relation between Workforce Agility and Managerial Decision Making with Organizational Intelligence at Main Mansoura University Hospital

Emotional Intelligence for Individuals and Organizations

Emotional Intelligence for Individuals and Organizations

An Introduction to the Science of Information Transfer, Uncertainty, and a Personal View of Organizational Intelligence

An introduction to the concepts of entropy, information transfer, and the uncertainty in transfer of information is given. The specific target is information transfer in voice and speech. The entropies of a square wave, a sinusoid, and a sawtooth are calculated because these waveshapes approximate information carriers in vocalization. This is followed by a less-known concept that the increase of organizational intelligence gleaned from physical systems is proportional to the gradient of entropy. That leads to a multi-dimensional interpretation of diversity. Finally, a personal meta-physical extension is made to a universal reservoir of intelligence from which species can draw to advance civilizations.

The Role of Intelligence in Law Enforcement for Combating Terrorism Cases in Indonesia

<em>Intelligence is defined as information or knowledge needed to guarantee national security. Intelligence information is needed to read and analyze the movements of terrorist groups, to prevent and minimize the impacts that arise in counter-terrorism efforts. Preliminary evidence from intelligence reports authorizes Special Detachment 88 to arrest suspected terrorists. This research is a case study research that aims to analyze the role of intelligence in countering terrorism in Indonesia in the Thamrin Bombing, the Poso violence, and the Bombing in front of the Cathedral, Makassar. This research finds that intelligence has a very significant role in countering terrorism in Indonesia. However, this role is hampered by the limits of authority and responsibility that can be carried out by the Intelligence Agency or Agency. This condition can be overcome by the synergy between intelligence organizations and counterterrorism agencies in Indonesia. In addition, intelligence can also be given the authority to take priority actions for early prevention.</em>

Digital Ethics: Dilemma or Opportunityin Intelligent Higher Education Organizations

The purpose of this essay is to generate thinking on digital ethics as an essential agent to promote values, principles, and practices in higher education organizations and to stimulate healthy and safe digital behaviors in the people involved in the educational act, for an appropriate use of Information and Communication Technologies (ICT). For this purpose, an analysis of the relationship between ICT and ethics is presented, which will constitute an opportunity to establish human relations in universities based on respect, justice, inclusion, transparency, and responsibility, for the benefit of a complex, technologically active, and impacted society by the COVID-19 coronavirus disease pandemic. It begins with a technological description of the global and local reality, then some theoretical and practical elements related to intelligent organizations, Information and Communication Technologies (ICT), are explained. In addition, digital ethics is approached from a theoretical approach, considering whether this is a dilemma or an opportunity to generate change from the perspective of intelligent organizations. Finally, a proposal is provided with guidelines to promote digital ethics in universities that contribute to a healthy coexistence focused on the common good, with the use of digital technologies.

The Polish SMEs as Intelligent Organizations in an Era of Digital Transformation

The Polish SMEs as Intelligent Organizations in an Era of Digital Transformation

Navigating the acceptance of implementing business intelligence in organizations: A system dynamics approach

The rise of information technology has transformed the business landscape, with organizations increasingly relying on information systems to collect and store vast amounts of data. To stay competitive, businesses must harness this data to make informed decisions that optimize their actions in response to the market. Business intelligence (BI) is an approach that enables organizations to leverage data-driven insights for better decision-making, but implementing BI comes with its own set of challenges. Accordingly, understanding the key factors that contribute to successful implementation is crucial.This study examines the factors affecting the implementation of BI projects by analyzing the interactions between these factors using system dynamics modeling. The research draws on interviews with five BI experts and a review of the background literature to identify effective implementation strategies. Specifically, the study compares traditional and self-service implementation approaches and simulates their respective impacts on organizational acceptance of BI. The results show that the two approaches were equally effective in generating organizational acceptance until the twenty-fifth month of implementation, after which the self-service strategy generated significantly higher levels of acceptance than the traditional strategy. In fact, after 60 months, the self-service approach was associated with a 30% increase in organizational acceptance over the traditional approach. The paper also provides recommendations for increasing the acceptance of BI in both implementation strategies. Overall, this study underscores the importance of identifying and addressing key factors that impact BI implementation success, offering practical guidance to organizations seeking to leverage the power of BI in today's competitive business environment.

Investigating the relationship between organizational intelligence and the performance of Melli Bank of Iran's South Branch Affairs Department

Background and purpose: The main purpose of the current research is to investigate the relationship between organizational intelligence and the performance of Melli Bank of Iran / South Tehran Branch Affairs Department employees. Methodology: The research method in this research is based on the objective of the applied type, based on the collection of information and analysis of the descriptive and non-experimental type, and in terms of the type of implementation of the survey. The statistical population of this research includes the employees of the South Tehran branch affairs department of the Melli Bank of Iran (about 110 branches) with 1128 employees, and 286 people were selected as a statistical sample using Cochran's formula. Two standard questionnaires of Albrecht's organizational intelligence and Robbins' organizational performance questionnaire were used to collect data. 18spss software was used to analyze the data, and the data were analyzed in two parts: descriptive and inferential statistics. Results: Kolmogorov-Smirnov test was used to check the distribution of data, and the results of this test with a significance level of less than 0.05 indicate the absence of normal distribution between the data. Also, using Spearman's correlation coefficient test, the relationship between organizational intelligence and employee performance was investigated. Conclusion: The research results showed that organizational intelligence directly affects employee performance.

How Strategic Organizational Competency Contributes to the Development of Organizational Intelligence?

The knowledge that organizations possess, produce, and acquire adds to their strategic competency and intelligence. Organizations develop intelligence from practice and learning by doing. There is a definite relationship that exists between organizational learning and productivity that contributes to the development of organizational intelligence. Organizational intelligence is of difference kinds, but almost all of them develop from organizational actions and learning that includes but are not restricted to gaining market information, consumer interactions, business communications, creating new products and services, managing actions, solving emerging problems, etc. Intelligence is the ability to comprehend things or immediate situations and act rationally and according to what the situation demands. In this paper, we examine on what respect organizational intelligence positively relates to organizational competency, and how intelligence help develop strategic competency which adds to their advantage and makes them more robust. We find using a theoretical model that the development of organizational intelligence confers competitive strength to an organization, and contributes to the overall development of higher productivity and organizational competence. 

Risk Management, Conformity Assessment, and Evaluation of Organizational Intelligence in Scenarios of Change and Crisis

In an environment increasingly dominated by change and crisis, in which the organizations are required to readily adapt their management systems to new needs and emerging risks, the conformity assessment should itself be adaptive and always responsive to the growing complexity of its object. The article aims to explore this issue, first by addressing the topic of "organizational intelligence.” In the second part, there is a focus on the evolution of the management system standards in a performance perspective, and on risk management as a countermeasure to the progressive reduction of the prescriptive approach. Finally, the idea of a "complexity assessment" is proposed, aimed at assessing not only the conformity to requirements within a stable and predictable framework, but also the adaptability and resilience of the organizations, in response to the traumatic transformations of the context.

The implementation of artificial intelligence in organizations: A systematic literature review

The implementation of artificial intelligence in organizations: A systematic literature review

Unwinding the Intelligence Cycle in Denmark

The intelligence cycle has been the standard model for intelligence processes and national intelligence doctrines in the United States and Europe. However, at the same time, it is seen as theoretical flotsam from the Cold War. This study explores the cycle’s application in the Danish Defence Intelligence Services Middle East analytical department. It is a single-site explorative case study of the Middle Eastern analytic department using multiple sources in the form of formal descriptions, organograms, and qualitative interviews with intelligence and government officials to explore and compare the manifest and assumed organization. The study concludes that the cycle is merely a metaphor for a New Public Management framework in use in the Danish Defence Intelligence Service and across the Danish central administration. This framework is used for setting the annual intelligence requirements. This study is an argument for a closer look at the impact of New Public Management on European intelligence organizations.

LEVERAGE “EXPERIENTIAL INTELLIGENCE” TO TRANSFORM YOUR ORGANIZATION

AbstractThe author goes beyond IQ (intelligence quotient) and Emotional Intelligence (EQ) to introduce “Experiential Intelligence, or XQ.” For all three qualities, which complement each other, he provides a chart regarding focus, definition, and scope. He defines XQ as “the combination of mindsets, abilities, and know‐how gained from your unique life experience.” It has three components, which in his words are mindsets (“Attitudes and beliefs about oneself, other people, and the world”), abilities (“Competencies that help integrate knowledge, skills and experiences to respond to situations in the most effective way possible”), and know‐how (“Knowledge and skills”). He describes seven “opportunities to surface and leverage Experiential Intelligence for teams and organizations,” which in his words are (1) Hire outside the box (2) Unlock peak performers (3) Retool Performance Evaluations (4) Amplify Diversity (5) Drive Innovation (6) Scale Best Practices (7) Reinvent Culture. For instance, with point 4, “Build teams and organizations that include a breadth of experiences to ensure that diverse and complementary mindsets, abilities, and know‐how are fully appreciated and optimized.” And in point 7, “Reframe failings as learning opportunities to identify specific mindsets, abilities, and know‐how gained from challenges that can be applied for future success by individuals, teams, and the organization itself.”

Employees Adhere More to Unethical Instructions from Human Than AI Supervisors: Complementing Experimental Evidence with Machine Learning

The role of artificial intelligence (AI) in organizations has fundamentally changed from performing routine tasks to supervising human employees. While prior studies focused on normative perceptions of such AI supervisors, employees’ behavioral reactions towards them remained largely unexplored. We draw from theories on AI aversion and appreciation to tackle the ambiguity within this field and investigate if and why employees might adhere to unethical instructions either from a human or an AI supervisor. In addition, we identify employee characteristics affecting this relationship. To inform this debate, we conducted four experiments (total N = 1701) and used two state-of-the-art machine learning algorithms (causal forest and transformers). We consistently find that employees adhere less to unethical instructions from an AI than a human supervisor. Further, individual characteristics such as the tendency to comply without dissent or age constitute important boundary conditions. In addition, Study 1 identified that the perceived mind of the supervisors serves as an explanatory mechanism. We generate further insights on this mediator via experimental manipulations in two pre-registered studies by manipulating mind between two AI (Study 2) and two human supervisors (Study 3). In (pre-registered) Study 4, we replicate the resistance to unethical instructions from AI supervisors in an incentivized experimental setting. Our research generates insights into the ‘black box’ of human behavior toward AI supervisors, particularly in the moral domain, and showcases how organizational researchers can use machine learning methods as powerful tools to complement experimental research for the generation of more fine-grained insights.

KONSEP ORGANIZATIONAL INTELLIGENCE DALAM KEPEMIMPINAN PENDIDIKAN

This study aims to see and provide different views regarding organizational intelligence on educational leadership, namely the ability to direct organizations to move according to the development direction they want. Regarding how important the organizational intelligence of a leader is in contributing to the organization that their leads. This research uses the literature review method or literature study, with stages (1) objective; 2) inclusion criteria; 3) search strategy; (4) data collection; (5) quality of study; and (6) result synthesis data. This technique is carried out with the aim of disclosing various theories that are relevant to the problems being faced or researched as reference material in the discussion of research results. The results of this study showed that organizational intelligence is able to make a leader encourage his organization to move towards the target that has been set, namely people who have successfully built a clear self-image, because before followers are moved, they would want to recognize who their leader was, does the leader deserve to be a role model?.

Research on Intelligent Organization and Application of Multi-source Heterogeneous Knowledge Resources for Energy Internet

ABSTRACTTo improve the informationization and intelligence of the energy Internet industry and enhance the capability of knowledge services, it is necessary to organize the energy Internet body of knowledge from existing knowledge resources of the State Grid, which have the characteristics of large scale, multiple sources, and heterogeneity. At the same time, the business fields of State Grid cover a wide range. There are many sub-fields under each business field, and the relationship between fields is diverse and complex. The key to establishing the energy Internet body of knowledge is how to fuse the heterogeneous knowledge resources from multiple sources, extract the knowledge contents from them, and organize the different relationships. This paper considers transforming the original knowledge resources of State Grid into a unified and well-organized knowledge system described in OWL language to meet the requirements of heterogeneous resource integration, multi-source resource organization, and knowledge service provision. For the State Grid knowledge resources mainly in XML format, this paper proposes a Knowledge Automatic Fusion and Organization idea and method based on XSD Directed Graph. According to the method, the XML corresponding XSD documents are transformed into a directed graph in the first stage during which the graph neural network detects hidden knowledge inside the structure to add semantic information to the graph.In the second stage, for other structured knowledge resources (e.g., databases, spreadsheets), the knowledge contents and the relationships are analyzed manually to establish the mappings from structured resources to graph structures, using which the original knowledge resources are transformed into graph structures, and merged with the directed graphs obtained in the first stage to achieve the fusion of heterogeneous knowledge resources. And expert knowledge is introduced for heterogeneous knowledge fusion to further extend the directed graph. And in the third stage, the expanded directed graph is converted to the body of knowledge in the form of OWL. This paper takes the knowledge resources in the field of human resources of the State Grid as an example, to establish the ontology of the human resources training field in a unified manner, initially demonstrating the effectiveness of the proposed method.

English

This paper raises the discussion on the importance of finding a balance between knowledge and experience by developing the Cultural Intelligence – (CI) of Taiwanese students, the victims of brain drain. In order to explain the impact of CI on Knowledge Management (KM) and Organizational Intelligence (OI), this work explores the development of a CI model based on KM and OI (CKI model) and changes the “culture of student’s dependence” and therefore reduces the talent deficit in Taiwan. The CKI model is constructed based on the results of 35 interviews in 4 Taiwanese and 2 Vietnamese Universities and empirically tests 3 hypotheses through structural equation modeling (SEM). The main finding is that intelligence is more important than knowledge to foster development. Germany is a good example, given the highest level of cultural intelligence developed after the Second World War to reconstruct the country.   Key words: Brain drain, cultural intelligence, Industry 4.0, knowledge management (D80), national culture, organizational intelligence.

Spiritual intelligence, spiritual health and occupational stress in Islamic organisations

By reaching perfection and closeness to God and reaching the source of the light of existence, man can benefit from his endless mercy. Almighty God is absolute perfection, and nearness to absolute perfection is the main goal of creation. Considering that those who are not God do not have anything of their own, and whatever perfection God’s servants have is originally from God and belongs to him, the closer people get to God, the more they will benefit from God’s mercy. Therefore, in the work environment, this perfection appears in the form of spiritual intelligence and spiritual health based on Islamic teachings and affects organisational variables such as occupational stress. Today, the role of spiritual intelligence is considered an important issue in improving spiritual health, reducing occupational stress and effective social functioning, especially in an Islamic environment, which leads to a better understanding of employees about their job. Therefore, the present study aims to evaluate the effect of spiritual intelligence of Muslim managers on the spiritual health and occupational stress of employees in Islamic organisations in Iraq. The statistical population includes 3422 Muslim managers and employees of 50 service organisations (including finance, education and tourism) in Iraq in 2022. The results of the hypothesis test in Linear Structural Relations (LISREL) shows, spiritual intelligence has a significant effect on spiritual health (P = 0.885; T = 11.058). On the other hand, spiritual intelligence has a negative and significant effect on occupational stress (P = -0.763; T = -7.854). Finally, spiritual health also has a negative and significant effect on occupational stress (P = -0.912; T = -10.134).Contribution: The findings of the research indicate that spiritual intelligence leads to the improvement of spiritual health and as a result reduces occupational stress, especially in an Islamic environment. Therefore, it should be taken into consideration by the managers of the organisations in order to achieve the maximum benefit in light of Islamic teachings.

Pakistan train terrorists in the Afghanistan region for the common goals

When Pakistan was liberated from British India in the year 1947, under the name of a freed state only, for the illegal and nefarious purposes of some countries and for instability and insecurity in the region, military fundamentalists, extremist groups and Thus, the pakistan is under the supervision of the ISI, and all the power and authority of the said country is in the hands of these terrorist groups and organizations. and it plays a major role in determining the foreign policy. now it has been proven to the whole world and in front of the neighboring countries, that the change of government in Pakistan or the coming to power of one or the other party has no meaning. The request of the intelligence organization and the military fundamentalists of this country is fulfilled and they want to promote terrorists and terrorist groups in the region and in Afghanistan and to make Afghans so hard in the matters of terrorism that they become their own and Unlawful goals and desires are reached.

The Role of Interpersonal Communication Intelligence In Supporting Organizational Success in Higher Education

The success of an organization is determined by various aspects, including leadership, competence, cooperation and communication. In the aspect of communication, the intelligence organization of a person's interpersonal communication is a very important component. Interpersonal intelligence is one of the intelligences in which a person's ability to establish good social relationships with indicators such as empathy, pro-social attitudes, self-awareness, effective problem-solving abilities, and the ability to communicate effectively. This intelligence is needed by a person in meeting the need for personal competence and social competence. The article aims to explore how important the intelligence of someone's interpersonal communication is in supporting the success of an organization. The methodology used in writing this article is content analysis, one approach to writing scientific work in qualitative research. All data comes from the results of the authors' reading of various theories, expert opinions and the results of previous research related to the issues discussed. All data is then collected, reduced, presented and closed with conclusions. The results of the discussion of this article are expected to be used as additional reference material for the community, academics, subsequent researchers who will discuss this issue in different contexts and issues.