I had the opportunity to spend some time studying/observing UN
peacekeeping forces. One of the major problems these multi-national,
multi-lingual, multi-cultural forces had was to develop an integrated
command structure--both formal and informal.
The development and use of a common UN symbol system--UN flag, UN
insignia, the blue helmets/berets went some distance in this but problems
remained since forces rotated rather quickly back to their originating
countries and there were insufficient opportunities to create linkages
crossing national/unit boundaries.
Mike Gurstein
-- Michael Gurstein, Ph.D. Associate Chair Management of Technological Change Associate Professor Organizational Management University College of Cape Breton Sydney, NS, CAN B1P 6L2 MGurst@sparc.uccb.ns.caOn Mon, 27 Nov 1995 JOE_PODOLSKY@HP-PaloAlto-om4.om.hp.com wrote:
> Replying to LO3865 -- > > I suspect that pride in one's organization correlates well with the > presence and practice of deeply held values in the organization. See > Collins and Porras's book, _Build to Last_, which compares in great > detail companies that have been incredibly successful with ones that > have been merely good. The differentiator they found was the presence > of values, not any specific value, but their presence. > > -- > Joe Podolsky > > podolsky@corp.hp.com > > > > >