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** Apologies for cross-posting **
Conference:
7th Colloquium on Organizational Change & Development
Advances, Challenges & Contradictions for the Human Being and the Organization
Venue and Date:
Bern University of Applied Sciences, Switzerland
September 13-14, 2012
Online CFP:
http://www.eiasm.org/frontoffice/event_announcement.asp?event_id=891
Deadlines:
· Submission of abstract : May 29, 2012
· Author notification: as of June 12, 2012
· Registration for authors: July 27, 2012
· Submission of final paper: August 27, 2012
Abstract submissions guidelines:
· The abstract should contain a cover page and the body of the proposal (one document).
The cover page must include:
- The title of the proposal
- Authors' names, affiliations, address, telephone, fax and e-mail.
The body of the proposal will be an abstract that must not exceed 250 words and must be inputted single-spaced with no double spacing between paragraphs.
The abstract should contain the aims and/or objectives and/or questions of the study. These aims and/or objectives and/or questions should highlight the relevance of the study to organizational change and development theory and/or practice.
Organizer/Co-Organizer:
European Institute for Advanced Studies in Management (EIASM), Belgium
Bern University of Applied Sciences, Switzerland
Chairpersons:
Prof. Ruth Alas, Estonian Business School, Estonia
Prof. Christopher J. Rees, University of Manchester, UK and Beijing University of Technology
Prof. Dr. Frank E.P. Dievernich, Bern University of Applied Sciences
Prof. Dr. Kim Oliver Tokarski, Bern University of Applied Sciences
Background:
We are delighted to issue the announcement for the 7th EIASM colloquium on the subject of Organizational Change and Development (OCD). Previous OCD workshops have taken place in Tallinn, Vilnius, Bucharest, Krakow, Vienna and Malta. The 7th OCD colloquium is scheduled to take place in Bern in September 2012.
As in previous years, the 2012 OCD colloquium is designed to provide delegates with the opportunity to present their work and discuss it in a constructive environment. Thus, the colloquium seeks to bring together international scholars and practitioners with a view to exploring perspectives and insights into the management of OCD. Work presented by delegates at the OCD workshops in previous years has been published in journals such Human Resource Development International, Baltic Journal of Management, Journal of Business Economics and Management, Journal of Organizational Change Management, International Journal of Public Administration, Journal of Business Ethics, and the Estonian Business Review.
Call for Papers:
The Seventh EIASM Colloquium will focus on complex change management projects in organizations and society. People play the leading part in all debates about change. People have been at the heart of many inquiries into change management since the earliest days of the discipline, but it needs to be understood how their role has changed over the years. Over time, people have (presumably) learnt to deal with most types of change management projects that they are being confronted with in the organizations (be they companies, institutions, schools, political parties etc.) and social environment that they are part of. This poses the following questions:
· How does change management research respond to this situation?
· Which tools and concepts have been found as a reaction?
At many businesses, the phenomenon of change fatigue can be observed. It means that disinterest, scepticism, and waiting have taken the place of committing for or against the change venture. A common response of people affected by change is that they will re-evaluate the person of their leader in such highly unstable contexts, beyond his or her mere functional purpose. Personal relationships appear as a guarantee of certainty whenever organizational structures cease to be the source for such certainty. The question is which concept of personality is at work in the theory and practice of the complex, but often too familiar experience of change. How are the concepts of organization and change management being adapted as a response? Are we witnessing a resurgence of personality in the structural debate? And finally: What role is played by ethics, values, and cultures in such change management projects and contexts, concepts that are often, especially in the case of ethics and values, attributed to people and their actions and decisions?
These questions call for a fresh look at the traditional distinctions between formal and informal organizations and between the formal and informal functions of change. The dualism of organizations (institutions) and people (individuals) deserves a rethink. The Seventh EIASM Colloquium is the opportunity for this new look. Innovative, multidisciplinary vistas are welcome. OCD theory and practice is the integrating mechanism that facilitates the genuinely multi-disciplinary nature of these conference workshops.
As indicated above, we welcome submissions on a wide variety of topic areas. As a guide only, papers are invited primarily, but not exclusively, on the following topics:
· organizational change and crisis management (organizational and personal change)
· entrepreneurship and change management
· the management of organisational change with reference to product development and/or marketing activities
· influence of spirituality on changemanagement/in complex changemanagement-projects
· the role of norms, values and ethical aspects on changemanagement/in complex changemanagement-projects
· innovation and the process of change management
· the role of management development in change management
· the contribution of the HRM function to change management interventions
· competences needed in the change management process
· the influence of culture/values on organizational change
· diversity and organizational change and development
· the role of communication in complex changemanagement-Projects
· comparative organizational change practices
· characteristics of leading complex changemanagement-Projects
· the psychology underpinning organizational change and development
· the impact of organizational change on employees
· resistance to organizational change
Abstract submissions guidelines:
The abstract should contain a cover page and the body of the proposal (one document).
The cover page must include:
- The title of the proposal
- Authors' names, affiliations, address, telephone, fax and e-mail.
The body of the proposal will be an abstract that must not exceed 250 words and must be inputted single-spaced with no double spacing between paragraphs.
The abstract should contain the aims and/or objectives and/or questions of the study. These aims and/or objectives and/or questions should highlight the relevance of the study to organizational change and development theory and/or practice.
Publication Opportunities:
- As a Highlight for the 2012 Conference we will publish a book with a selection of interesting papers (estimated Publisher: Routledge) – The working titles correlates to the subject of the conference: "Re-Discovering the Human Being in the Context of complex Changemanagement-Projects". More information about this will be given during the colloquium.
- A selected number of papers will be published published in the Journal of Management and Change. More information about this will be given during the colloquium.
In case of any upcoming questions please to not hesitate to contact us.
Best regards from Switzerland
Frank E.P. Dievernich
Kim Oliver Tokarski
_________________________________________________________
Prof. Dr. Kim Oliver Tokarski
Head of competence centre on corporate business development
Head of R&D services
Professor of Business Management and Entrepreneurship
Bern University of Applied Sciences
Section Business
Morgartenstrasse 2c
3014 Bern
Switzerland
kim.tokarski@bfh.ch
www.wirtschaft.bfh.ch
T +41 31 848 34 00
T direct +41 31 848 44 51
F +41 31 848 34 01
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