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Herbert Brün was a composer of many things including electronic and computer music. His compositions were, by design, nested in his passions for designing a new society – without violence. In this article, the author attempts to address several of Brün’s concepts relevant to his desire for social change. This paper was stimulated by a panel discussion about Brün at the 2018 American Society for Cybernetics (ASC) conference “Framing a Reality and How It Matters in a Shared World.”

Herbert Brün nested his communication in what he labeled “anticommunication,” which requires a listener to generate new ways of listening. As a video ethnographer, the author had many opportunities to videotape Brün, beginning with our first encounter at the 1992 ASC Conference in Washington State. During the past several decades, the author has composed a variety of movies in which the video footage of Brün and others that the author associates with cybernetics is used. Excerpts from many of these movies are embedded in the links located in the references section of this paper.

Brün’s cybernetic formulations for designing social transformations explored in this paper include his ideas on floating hierarchies, anticommunication, his notions on a circularity of needs, peace as a need, articulating desires, composing as an element of daily life, and the retardation of decay.

It is the author’s desire that this paper encourages the reader to explore some of Herbert Brün’s formulations for designing social change and transformations.

Shortly before the Second World War, a woman who had never accepted her orphan status, Gabrielle Bonheur Chanel, nicknamed ‘Little Coco’ by her father and known as ‘Coco’ to her relatives, became the first women in history to build a world-class industrial empire. By 1935, Coco, a fashion designer and industry captain, was employing more than 4,000 workers and had sold more than 28,000 dresses, tailored jackets and women's suits. Born into a poor family and raised in an orphanage, she enjoyed an intense social life in Paris in the 1920s, rubbing shoulders with artists, creators and the rising stars of her time.

Thanks to her entrepreneurial skills, she was able to innovate in her methods and in her trendsetting approach to fashion design and promotion. Coco Chanel was committed and creative, had the soul of an entrepreneur and went on to become a world leader in a brand new sector combining fashion, accessories and perfumes that she would help shape. By the end of her life, she had redefined French elegance and revolutionized the way people dressed.

Within accounts of and frameworks for organisational leadership, especially in the public sector, there is continuing enthusiasm for the distinction between transformational and transactional models, where the latter is typically compared unfavourably with the former. This paper reports on a review of the literature on organisation transition (that is mergers and acquisitions), which found this distinction helpful in ordering the material considered. Unexpectedly, the review found that more of the advice contained within the papers examined focused on interventions that could be broadly categorised as transactional rather than transformational. This seems an important finding in a context where the distinction continues to have salience and when transformational characteristics are often seen as being essential to leadership and transactional attributes are perceived as merely being suggestive of management.

This paper aims to determine whether prosocial motivation acts as a mediator between the individual motivation types of self-determination theory and knowledge sharing.

A partial least squares structural equation model (PLS-SEM) based on data collection (N = 303) ) was calculated, using “Smart PLS 3” software.

In respect of the influence of individual motivation types on knowledge sharing, it was found that prosocial motivation provides indirect mediation for external motivation and complementary mediation for introjected motivation, whereas it has no mediation effect on intrinsic and identified motivation.

Future research should consider the use of prosocial motivation as a mediator to reveal indirect effects that, otherwise, are at risk of remaining hidden.

To foster knowledge sharing within organizations, measures should be taken to increase external, introjected and prosocial motivation, as it was found that these types of motivation have a significant positive impact on knowledge sharing.

The current unanswered question – whether or not prosocial motivation acts as a mediator between the motivation types of self-determination theory and knowledge sharing – is examined, thereby providing insights into the hitherto largely unexplored role of prosocial motivation in knowledge-sharing models.

Research-funding organisations (RFOs) and research-performing organisations (RPOs) are in a privileged position to significantly reshape the research and innovation landscape – not only by implementing gender equality plans (GEPs) as institutions but also in terms of the relationship and potential impact of these plans on the institutional context in which they are embedded. This paper reflects on the content and methodology of the GEP implementation at two RFOs and one non-university RPOs. Grounded in the knowledge base of each organisation, the analysis provides insights and expert feedback in order to understand to what extent and under which conditions GEPs are a systematic and comprehensive policy in promoting structural change that has a high potential impact on research policy definition and funding. Reviewing the internal assessment phase, the preliminary steps in the design process as well as the implementation and monitoring phase, the analysis detects both the strengths and challenges or resistance connected to external and internal factors as well as the specific strategies that small organisations employ to promote and sustain organisational and cultural change.

In this chapter, I use the issue of violence against transgender individuals to explore the (limited) meanings of gender within the context of the Commission on the Status of Women (CSW) in the United Nations (UN).

Using constructivist grounded theory and institutional ethnography I bring together field research from two ethnographic qualitative research projects I have been pursuing from 2008 to 2012; I studied transgender communities in the US and the CSW through their annual meetings in the New York Headquarters of the UN.

I first demonstrate the severity of transphobic violence as a global public health problem. I proceed to report highlights of global LGBT activism, such as the Yogyakarta Principles and the latest developments within the Human Rights Council of the UN for the first time addressing global LGBT violence in 2011. I then examine the silencing of transgender experiences in the CSW by exploring the contested use of the term gender over the last two decades of intergovernmental negotiations.

This study highlights the need to broaden the conceptualization of violence and gender violence which has important theoretical and policy implications. Linking micro experiences of violent victimization in local trans-communities to the macro context of gender violence in global gender equality policy development is crucial to the advancement of human rights.

This paper examines gender diversity in the Australian valuation industry from the perspective of valuers in senior management and leadership roles and discusses gender diversity policies and practices in their organisations. Then, it explores the initiatives that can be implemented to improve gender diversity in the Australian valuation industry.

A focus group discussion was conducted with valuers in senior management and leadership roles from selected large valuation firms and government valuation agencies in Melbourne, Australia. Data collected through the focus group discussion was combined with secondary data sourced from journals, online articles and archival materials.

The findings reveal that whilst gender diversity in the Australian valuation industry has improved over the years, females remain underrepresented. Nonetheless, whilst some valuation companies have recognised the need to address the underrepresentation of women and introduced specific gender-focussed human resource policies and practices, these initiatives are not streamlined and implemented across the industry.

The study highlights the need for closer collaboration between key stakeholders such as universities, professional associations, valuation companies and government agencies in devising strategies to attract female talents into the valuation industry.

The paper is the first empirical study to assess gender diversity in the Australian valuation industry from the perspective of valuers in management and leadership roles. The proposed policies can inform future initiatives to improve gender diversity in the valuation industry.

CONCLUDING THAT much of the ennui which afflicted me during 1980 must have been due to my forfeiture of the mid‐winter skiing holiday to which I have become accustomed in recent years, I have arranged to be back among the mountains of Austria at the time when this issue of NLW is committed to the mercies of the postal services. (Postage rates having just gone up, do let me know if your copy reaches you earlier than usual — that would be called ‘productivity’!).