Academic literature on the topic 'Liberated company'

This article explores the question of why the liberated enterprise model, despite its apparent superiority, has not become the standard model, outperforming the traditional hierarchical management structure. We will being by analyzing a series of approaches that fail to explain why this model has not been widely adopted. Meanwhile, contemporary institutionalism analysis suggests the key factor in the slow spread of this model. We have compared the theses of two institutionalism approaches to the three phases of evolution of the liberated enterprise model, which include the first two phases of slow evolution and the current phase of accelerated diffusion. The institutional environment appears to be the decisive factor influencing the expansion of this model. Our aim is to demonstrate the relevance of institutionalism approaches to the problem of disseminating new management methods.

The effects of management innovations on performance are understudied, especially with respect to social performance. Our study contributes to this debate by examining the potential benefits of adopting liberation management, a typical management innovation when it comes to addressing a social performance gap. If employee empowerment is regarded as a lever of social performance in liberated companies, the extant literature does not reach a consensus on these alleged positive effects either. Our quantitative method – a quasiexperiment comparing two units (one liberated and another non-liberated) of a French industrial company – allows us to conclude that three liberation practices can in fact have a positive effect on social performance: participative decision-making, personalised support, and right to make mistakes.

A liberated company is an emerging concept, which is based on trust and autonomy and is radically opposed to hierarchical principles. The empirical literature describes liberation as a complex process of cultural and organizational transformation, wherein managerial functions are questioned or even eliminated, and blind spots are a source of numerous pitfalls. Against this backdrop, the central issue of transforming leadership, and the roles it entails, remains underexplored in liberated companies, whereas reflections are primarily focused on the liberating leader. Using a single case study and a processual, multilevel approach to liberation, this study analyzes the evolution of key leadership roles at the individual (supporting), collective (catalyst), and organizational (driving) levels. The results show that the distribution and sharing of leadership roles is an evolutionary and dynamic process rather than a tipping point and question the opportunities and limits of role distribution at different stages of the process.

This article explores how an allegedly ‘non-hierarchical’ and aestheticized managerial practice reconfigures power relations within a creative industry. The key problematic is ‘governmental’ in the sense suggested by Michel Foucault, in as much as the manager’s ethical self-practice—which involves expressive and ‘liberated’ bodily comportment—is used tactically to shape the space of conduct of others in the company. The study foregrounds the managerial body as ‘signifier’ in its own right. Empirically, this is done through an analysis of video material produced by the film company Zentropa about their apparently eccentric Managing Director, Peter Aalbæk. Contrary to much of the literature discussing embodiment and ethics in organization studies, we do not identify an ‘ethics of organization’ dominated by instrumental rationality, efficiency and desire for profit which is ostensibly juxtaposed to a non-alienating, embodied ethics. Rather, when the body becomes invested in management, we observe tensions, tactics of domination and unpredictability.

I spent over 30 years in a highly structured, hierarchical organization where good ideas could only flow top-down and where the firm’s intellectual capital was more defined by the level of organizational “box” that a person occupied than by the actual insight that person possessed. In January 2000, as a “second career”, I set out to build a company that would be liberated from such restrictions of thought and, instead, would capitalize on the intellectual bandwidth of the entire organization to “Innovate Every Day”. Such a company would be based upon two of my most fundamental beliefs: “No one is as smart as everyone”, that is to say that good ideas are not bounded by organizational structure, but can come from anyone, in any place, at any time; and second, that the Hierarchical Pyramid as an organizational business structure is an enigma in the 21st century knowledge economy. An enigma more suited to controlling information flow than fostering innovation.My challenge in building such a company was two-fold: to develop a mechanism that could “operationalize” innovation by tapping the collective genius in my organization in a non-intimidating, fun way to generate these good ideas continuously; and, second, to institute a new organizational model with enough control to operate as a responsible, profitable business, but with sufficient flexibility to leverage and disseminate brilliant, innovative ideas across the organization – that’s all!!

This paper contrasts the iconic embodiments of empowered femininity characteristic of Martha Graham's choreographic work and the gender ambiguity found in Mary Wigman's early solos. These modern dance pioneers both emancipated the female body from dominant Western culture's insistence on binary gender definitions. However, their differing approaches to how a liberated female body looks, moves, and dresses provides an opportunity to examine modern dance as a forum for diverse shifts in gender representation. This research draws on my personal experience dancing with the Martha Graham company and historic research investigating Wigman's solo concerts in Germany from 1917 to 1919. This paper makes the claim that modern dance, as a conscious fusion of body and mind, can embrace the fluid complexity of personal identity and encourage both conceptual and embodied transcendence of hegemonic male/female paradigms.

Abstract The African presence in India, especially in the Deccan and Gujarat, has been well documented. Scattered references to discrete groups of Africans in other parts of India are less well known. The author recently identified a group of African slave descendants living in Lucknow, the capital of a former kingdom in northern India, following the discovery of pertinent East India Company records in the National Archives, New Delhi. Why the Africans were brought to this particular kingdom will be examined, together with their treatment by the British Government in India after the Mutiny of 1857/58. At the same time, the Government was setting up an ‘African Asylum’ in Bombay, to house and educate African children liberated from an Arab slave ship at Karachi. The question of inconsistent government policy towards African slaves in British India will be examined and it will be argued that it was tempered by differing regional and political considerations.

The occurrence features of ultrafine iron minerals in a cyanide leaching residue produced from a superlarge gold mining company in Yunnan Province were determined with chemical composition analysis, iron phase analysis, and mineral liberation analysis (MLA). The results show that the residue contains 26.74% iron, mainly occurring in the form of magnetite (26.33%) and limonite (69.41%), in which 67.40% magnetite and 73.00% limonite particles are fully liberated with particle sizes ranging from 9.6 µm to 75.0 µm. The rest are adjacent and wrapped intergrowths. Low-intensity magnetic separation and pulsating high-gradient magnetic separation were, respectively, proposed to recover magnetite and limonite from the residue, and under the optimized conditions, a high-grade magnetite concentrate assaying 64.05% Fe with 85.59% magnetite recovery and a qualified limonite concentrate assaying 50.94% Fe with 54.33% limonite recovery were, respectively, produced. The iron recovery for −30 µm fraction in the magnetite and limonite concentrates reached as high as 51.46%. It was found that the iron recovery for −30µm ultrafine fraction is lower than those of coarser fractions, as a result of the relatively enhanced hydrodynamic drag acting onto the particles, compared with the magnetic force. Entrainment occurs between the ultrafine iron minerals and gangues, thereby reducing the iron grade for the ultrafine fraction. This research outcome would provide a valuable reference for the economic and effective utilization of iron resources from such residues.

La thèse explore les obstacles à la libération de la parole dans une entreprise hiérarchisée, en prenant comme exemple le Crédit Agricole Centre Loire (CACL). Cette recherche est motivée par l'expérience personnelle de l'auteure, qui a observé un désengagement croissant des employés dans diverses organisations. Ce constat l'a conduite à interroger les conditions favorisant ou entravant la motivation et l'engagement au travail, ainsi que les moyens de surmonter ces obstacles dans un cadre d'entreprise traditionnellement hiérarchique.Le concept de l'entreprise libérée, théorisé par Isaac Getz et popularisé par des auteurs comme Carney, est central dans cette thèse. L'idée est que, pour favoriser l'innovation et l'engagement des salariés, il faut leur accorder plus d'autonomie et réduire les structures hiérarchiques strictes. Cependant, la mise en œuvre de ces principes dans une entreprise comme le CACL présente des défis considérables, notamment en raison de la résistance au changement, des freins culturels et organisationnels, ainsi que des problèmes de communication.La méthodologie adoptée par l'auteure s'appuie sur le constructivisme radical et la théorie ancrée, qui permettent d'explorer les réalités spécifiques du terrain et de générer des théories nouvelles à partir de l'observation des interactions sociales. L'auteure a ainsi mené une ethnographie au sein du CACL, combinant des observations participatives et des entretiens non directifs pour comprendre les dynamiques internes de l'entreprise.L'enquête montre que, malgré les efforts de la direction pour libérer la parole et encourager l'autonomie, de nombreux obstacles persistent. Ces obstacles sont liés à des pratiques managériales anciennes, à une culture d'entreprise qui valorise le contrôle et la conformité, ainsi qu'à des systèmes de communication inefficaces qui empêchent une véritable circulation des idées. De plus, la fusion avec d'autres entités a exacerbé ces problèmes, en provoquant un climat de défiance et une perte de sens pour les salariés.L'auteure propose plusieurs pistes pour surmonter ces défis, notamment en s'inspirant des pratiques d'entreprises comme Michelin et l'Office Chérifien des Phosphates (OCP), qui ont réussi à instaurer des cultures d'entreprise plus collaboratives et autonomes. Elle souligne l'importance de créer des espaces formels et informels où les employés peuvent expérimenter de nouvelles idées et où la parole est réellement libre.Enfin, la thèse souligne les contributions théoriques, pratiques et méthodologiques de cette recherche. Elle montre que la libération de la parole et l'engagement des salariés ne peuvent être obtenus que par une transformation profonde des pratiques managériales et organisationnelles, qui doivent être adaptées aux besoins et aux réalités des employés. Les résultats de cette recherche offrent des perspectives pour d'autres entreprises cherchant à adopter des modèles de gestion plus participatifs et innovants
The thesis explores the obstacles to the liberation of speech within a hierarchical organization, using the example of Crédit Agricole Centre Loire (CACL). This research is motivated by the author's personal experience, who has observed a growing disengagement among employees in various organizations. This observation led her to investigate the conditions that either foster or hinder motivation and engagement at work, as well as the means to overcome these obstacles within a traditionally hierarchical corporate structure.The concept of the liberated company, theorized by Isaac Getz and popularized by authors like Carney, is central to this thesis. The idea is that to foster innovation and employee engagement, it is necessary to grant them more autonomy and reduce strict hierarchical structures. However, implementing these principles in a company like CACL presents significant challenges, particularly due to resistance to change, cultural and organizational barriers, and communication issues.The methodology adopted by the author is based on radical constructivism and grounded theory, which allow for the exploration of specific realities on the ground and the generation of new theories from the observation of social interactions. The author conducted an ethnographic study within CACL, combining participatory observations and non-directive interviews to understand the internal dynamics of the company.The investigation shows that despite the management's efforts to liberate speech and encourage autonomy, many obstacles persist. These obstacles are linked to outdated managerial practices, a corporate culture that values control and conformity, and inefficient communication systems that hinder the free flow of ideas. Moreover, the merger with other entities exacerbated these problems, creating an atmosphere of mistrust and a loss of purpose among employees.The author suggests several ways to overcome these challenges, particularly by drawing inspiration from companies like Michelin and the Office Chérifien des Phosphates (OCP), which have successfully established more collaborative and autonomous corporate cultures. She emphasizes the importance of creating formal and informal spaces where employees can experiment with new ideas and where speech is genuinely free.Finally, the thesis highlights the theoretical, practical, and methodological contributions of this research. It demonstrates that the liberation of speech and employee engagement can only be achieved through a profound transformation of managerial and organizational practices, which must be adapted to the needs and realities of the employees. The findings of this research offer perspectives for other companies seeking to adopt more participative and innovative management models

In 1924, when Trix was fifty-six years old, she was recalled from exile. Jack, sixty-six years old and in declining health, allowed Trix back into the Fleming home in Edinburgh. She was at first treated as if she were incompetent, but she eventually demonstrated that she was not only capable and coherent, but charming and witty. She nursed but also teased and subtly tortured Jack through his final years of ill health. She mourned the death of her brother in 1936 and the loss of her husband in 1942. With Rudyard’s death, Trix became a valued resource for Kipling biographers. When Jack died, she was liberated from the unsatisfying roles of companion and nursemaid. Having outlived her brother and husband, she created her final extravagant persona—playful, garrulous, and eccentric old lady. Trix died on October 25th 1948 at the age of 80. Trix characterized much of her life as a waste, but it was not entirely so. Her contributions to the Psychic Research Society were important to their work, her editorial and critical support for her friend, Maud Diver was crucial to the composition of her many popular novels, and her early collaboration and life-long encouragement to her brother provided him with sustenance throughout his illustrious career. Her brilliant talk embellished by quotations and ornamented with wit and devilish humor was well remembered by the many who called her “Aunt Trix” and the many others fortunate enough to have shared her company. But her life was a waste of a brilliant literary gift. Trix had talent, originality, perhaps even genius, but these alone were not enough to secure success. Without the inner resources of self-love, confidence, and persistence she could not persevere through the distractions, frustrations, and vexations of a literary career. She was able to tend to her talent when it burst forth precociously, almost spontaneously, in youth. But as an adult, lacking in internal strength, she needed external support to nurture her gift, and that she did not have. On the contrary, she had to contend with societal disapproval, parental pressure, and spousal incomprehension. She was no match for this much opposition, and her art, blossoming early, withered before it reached full flower.

Abstract Japanese companies remain an enigma to most Westerners. They are not terribly efficient, entrepreneurial, or liberated. Yet, slowly but surely, they have advanced their position in international competition. Why have Japanese companies become successful? In this book we offer a new explanation. We argue that the success of Japanese companies is not due to their manufacturing prowess; access to cheap capital; close and cooperative relationships with customers, suppliers, and government agencies; or lifetime employment, seniority system, and other human resources management practices-although all of these factors, of course, are important. Instead, we make the claim that Japanese companies have been successful because of their skills and expertise at “organizational knowledge creation.” By organizational knowledge creation we mean the capability of a company as a whole to create new knowledge, disseminate it throughout the organization, and embody it in products, services, and systems. Organizational knowledge creation is the key to the distinctive ways that Japanese companies innovate. They are especially good at bringing about innovation continuously, incrementally, and spirally.

During the war years, Curtiz interspersedhis long hours at the studio with relaxation at the Canoga Ranch.Hal Wallis and Jack Warner had their final falling-out, and Wallis left the studio in April 1944.He set up a production company at Paramount and wooed Curtiz to join him. Curtiz remained loyal to the Warners, but he began making plans for his own independent company. Feeling liberated from Wallis’s oversight, Curtiz directedRoughly Speaking.Mildred Pierce became one of Curtiz’s classic films as he teamed up with the producer Jerry Wald to resurrect Joan Crawford’s career with an Oscar-winning performance.Night and Day was a musical biopic of Cole Porter that pitted Curtiz against itsstar,Cary Grant, who attempted to manage every detail of the production. Despite Grant’s interference, the picture became a huge box-office hit and set the stage for Curtiz to establish his own production company on the Warner lot as World War II came to a triumphant end.

This chapter focuses on the “seven magic years” of Ted Shawn and His Men Dancers (1933–40), the first all-male dance company that performed a repertory of hyper-masculine dances throughout the college and sorority circuits in the Depression-era United States. It elucidates the groundbreaking company’s history through details from the correspondence between Shawn and Lucien Price, an editor at the Boston Globe and one of the earliest and most vital supporters of Shawn’s all-male experiment. Price mentored Shawn in the codes of gay history, culture, and literature, all of which made their way into Shawn’s choreography. Based on details from Price’s private journals, the chapter reveals their shared vision and pursuits to liberate societal attitudes toward homosexuality. It also explores Shawn’s ongoing attempts to gain critical attention within the sphere of modern dance, especially from New York Times dance critic John Martin.

Abstract It is an insult to the great Caucasian race, the father of all the arts and sciences, to compare it to that black and kinky race which lived in a state of black and ignorant savagery until the white race seized it and lifted it to its present position. The African with his love of color, warmth, rhythm and the whole sensuous life, might, if emotionally liberated, do interesting things to a “Nordic” stock, so bustling and busy, so preoccupied with “doing things” in the external world, as almost to forget, sometimes, that it has any senses. And it would be one of fate’s quaint but no means impossible revenges if the Negro’s real contribution to American life should be in the field of art.

The chapter highlights the complicated figure of Henry Kissinger, who negotiated an end to the era of hostility with China and the war in Vietnam. It talks about how Kissinger, as consigliere to Richard Nixon, gutted realism of its moral compass. Kissinger included the two spies on the agenda for US–China détente and freedom for Richard Fecteau, which came in the lead-up to Nixon's visit to Beijing in February 1972. It took another year, and a mother's love, to liberate the last prisoner of the era of enmity, Jack Downey. The chapter emphasizes how the end of the Cold War between the United States and China can be read between the lines of the transcript of conversations between two men, Zhou Enlai and Henry Kissinger.

Abstract For five centuries, Ludovico Ariosto’s Orlando furioso has enjoyed the status of literary icon. Traversing space and time, it has traveled within and outside Italy, often in the company of Boiardo’s Orlando innamorato and Tasso’s Gerusalemme liberata, to be widely read across borders of class, gender, and race. This chapter introduces Ariosto and his iconic companions to new readers. It explores how the Furioso comes to represent manifold things relating to Italy and its past: from the chivalric imaginary to evolutions in the epic-romance genre; from the culture and society of early modern Emilia-Romagna to the Italian Renaissance as a whole. Considering a little-known chapter of the Furioso’s nineteenth-century fortunes, it examines how Ariosto and Boiardo were received in Britain through the refracted light of Italian unification and goes on to reflect on how Italian icons can be used or abused, then as now, both at home and abroad.

In the long run, increasingly capable machines will transform the work of professionals, giving rise to new ways of sharing practical expertise in society. This is the central thesis of our book. We cannot commit to timeframes, in large part because the speed of change is not in our hands. But we are confident that the change will constitute an incremental transformation rather than an overnight revolution. In the language of the book, the shift itself can be characterized in many ways: as the industrialization and digitization of the professions; as the routinization and commoditization of professional work; as the disintermediation and demystification of professionals. Whatever terminology is preferred, we foresee that, in the end, the traditional professions will be dismantled, leaving most (but not all) professionals to be replaced by less expert people and high-performing systems. We expect new roles will arise, but we are unsure how long they will last, because these too, in due course, may be taken on by machines. In the post-professional society, we predict that practical expertise will be available online. Our strong inclination is to encourage the removal of current and future gatekeepers, and to provide people with as much access as is feasible to this collective knowledge and experience. The final step in our argument is to explain why we think that it is desirable to liberate practical expertise in this way. When we speak above and throughout about technology and its impact on the professions, we are conscious that it might sound as though we believe the future is already mapped out in detail and is somehow inevitable— that we are hardline ‘determinists’. Our analysis in Chapter 4, for example, makes it clear that we expect machines to become increasingly capable, that devices will be increasingly pervasive, and that human beings will be increasingly connected. And we certainly do anticipate an exponential growth in information technology. While we do not foresee these developments unfolding as a matter of necessity, we do regard them as extremely probable (barring asteroids, nuclear wars, pandemics, or the like). However—and this is where we part company with determinists—this does not mean that human beings have no control over future direction.

The compact and highly functionalized Gelsemium alkaloids, exemplified by gelsemine (OHL20060403) and gelsemoxonine 3, offer a substantial challenge. The cytotoxicity of closely related alkaloids adds to the interest in this class. Tohru Fukuyama of the University of Tokyo envisioned (J. Am. Chem. Soc. 2011, 133, 17634) that cyclopropane-accelerated Cope rearrangement of 1 could deliver 2, ready for further functionalization to 3. The starting material for the synthesis was the enantiomerically pure acetate 4, for which a practical synthetic route was developed. Conjugate addition of 5 then proceeded away from the acetoxy group to give, after intramolecular alkylation, the cyclopropane 6. Selective protection of the derived triol 7 led to a monopivalate that was oxidized to the keto aldehyde 8. Condensation with the oxindole 9 followed by silylation then completed the assembly of 1. The trisubstituted alkene of 1 was established as a single geometric isomer. It followed that in the product 2, the oxindole and the bridging ether had the appropriate relative stereochemical arrangement. The product silyl enol ether was deprotected with fluoride to liberate the ketone 2. With 2 in hand, the next challenge was the kinetic installation of the less stable secondary aminated stereogenic center. To this end, the aldehyde 10 was exposed to TMS-CN and DBU. Under the reaction conditions, the alkene of the intermediate β,γ-unsaturated silylated cyanohydrin was brought into conjugation. Kinetic quench with allyl alcohol gave 11 with a 4:1 preference for the desired endo diastereomer 11. Inversion of the carboxyl then led to the protected amine 12. The ketone 12 was formylated under modified Vilsmeier-Haack conditions, first with Bredereck’s reagent 13 and then with oxalyl chloride, leading to the chloro aldehyde 14. The chlorine was removed by selective Pd-catalyzed reduction, and the product aldehyde was exposed to ethyl magnesium bromide followed by IBX to give the ethyl ketone 15. Epoxidation of the α,β-unsaturated ketone proceeded across the expected exo face leading to 16. The deprotected amine then opened the epoxide to establish the aminated quaternary center and complete the synthesis of gelsemoxonine 3.

Ever since 1818, there has been an increased need for water in Kragujevac, when it became the capital of liberated Serbia. From then until 1984, Kragujevac was the only city that for decades solved the issue of water supply with the most diverse possibilities, without solving the problem of supplying drinking water for a long period of time. The city of Kragujevac finally got a permanent solution to its water supply problem with the construction of the "Gruža" lake and the plant immediately below the dam. The quality of the water in the "Gruža" lake itself is constantly monitored and controlled by several laboratories: the operating laboratory at the plant itself, the central laboratory of the PUC "Warer Supply and Sewerage" company itself, the Kragujevac Public Health Institute, the Environmental Protection Agency, as well as other interested parties. side. This paper will describe the quality of surface water of "Gruža" lake in the period from 2014 to 2024.

Liberator Engine Company, LLC designs, develops and produces alternative fuel engines for vehicles around the globe. The Company’s 6.0 Liter Liberator™ gaseous fuels engine will have the ability to operate on Compressed Natural Gas, Liquefied Natural Gas or Liquid Propane Gas: clean, domestic, economical fuels. The Liberator engine will target OEM on road vehicles, as well as off road applications. The Liberator engine is also an excellent choice for the repower of existing diesel vehicles. The 6.0L Liberator™ engine will serve as a replacement engine for vehicle currently operating on a Cummins 5.9L diesel engine or Mercedes diesel 6.0L engine. Paper published with permission.

Abstract Mechanical analysis of nuclear power pipeline is an important part of nuclear power design. At present, the widely used nuclear-grade pipeline mechanical analysis software in the world is PepS, which almost contains the commonly used standards and specifications in the nuclear power industry. PepS software is used to carry out the mechanical analysis of nuclear-grade pipeline. The key step is building a calculation input pipeline model that accounts for more than 70% of the entire pipe mechanical analysis workload. At the same time, in order to meet the strict process layout requirements of nuclear power, a pipeline usually needs to undergo multiple mechanical analysis and demonstration. There are thousands of pipelines in nuclear power projects, and its mechanical analysis needs to invest a lot of manpower cost. This research deeply analyzes the procedures and principles of PepS calculation input model, the topological structure and geometric characteristics of the 3D model of the pipeline based on the three-dimensional layout design results, and realizes the automatic modeling technology of mechanical calculation input model of nuclear power pipeline based on PepS software through digital and intelligent information technology. The implementation of this technology completely replaces the manual modeling, eliminates the human error of manual modeling, fundamentally liberates the productivity, obtains remarkable economic benefits, and helps the nuclear power design company go hand in hand with multiple projects to realize batch quantitative design and production.

Atherosclerotic aortas obtained from cholesterol-fed rabbits show a decreased responsiveness to noradrenaline, an increased responsiveness to low concentrations of serotoninand an unaltered responsiveness to prostaglandins. In vitro contractions induced by aggregating platelets are largely due to serotonin liberated during the aggregation. The present study was designed to compare the contractile responses to aggregating platelets inaortas obtained from control and cholesterol-fed rabbits.Male New Zealand rabbits were fed either a control or a 0.3% cholesterol diet during 16 weeks. Macroscopic and microscopic examination of the luminal surface of the aortas obtained from these animals revealed a substantial amount of fatty streaks in the tissuesobtained from the cholesterol-fed rabbits. Segments of the aortic arch of the rabbits were then mounted in organ chambers for isometric tension recording.In both the control and the atherosclerotic aortas increasing concentrations of platelets evoked contractions; the contractions obtained with the lower concentrations of platelets were significantly greater in the atherosclerotic tissues. The maximal responses and the ED50-values were comparable in both groups of blood vessels. No significant differences were observed when platelets obtained from control or hypercholesterolemic rabbits were compared. In the control and the atherosclerotic aortas the thromboxane receptorantagonist BM13505 at 2 x 10-5M did not significantly affect the contractionsto platelets obtained from either control or cholesterol-fed rabbits. The serotonin receptor antagonist ketanserin at 5 x 10-8M nearly abolished the responses to platelets in bothgroups of aortas.These experiments illustrate that (1) thecontractions induced by rabbit platelets in control and atherosclerotic aortas are mediated by serotonin and (2) the responses to platelets, as those to serotonin, are augmented in the atherosclerotic preparations.