SCOS Update October
In October, we have seven thrilling items for you:
1) A call for papers for a special issue of GWO – Bodies and Intimate Relations at Work
2) The Cranfield International Centre for Women Leaders (CICWL) is looking to recruit a Senior Research Fellow
3) EGOS Call for short papers: Sub-theme 29: Ethico-politics and Organization, Athens – 2-4 July 2015
4) EGOS Call for short papers: Sub-theme 41: Looking for thorns, paradoxes, and blind spots as triggers for reflection about research and practice – 2-4 July 2015
5) 9th International Critical Management Studies Conference, University of Leicester, Doctoral Workshop, 7th July 2015. Articulating the Alternatives: Writing Development Through Critical Friendship
6) 9th International Conference in Critical Management Studies, ‘Is there an alternative? Management after critique?’, University of Leicester, 8-10 July 2015. Taking management research beyond critique: An experiential drama workshop on Cultural Animation
7) Professor Heather Höpfl, 1948-2014: Eine Gedenkschrift, Call for papers for a special issue of Culture and Organization, Volume 23, issue 2, March 2017. This special issue of Culture and Organization will be a memorial publication for our much missed friend and colleague Heather Höpfl, who died on the 3rd of September 2014. Heather was Chair of the Standing Conference on Organizational Symbolism from 1995 to 1998 and co-editor of Culture and Organization from 2002 to 2008
1) A call for papers for a special issue of GWO – Bodies and Intimate Relations at Work
2) The Cranfield International Centre for Women Leaders (CICWL) is looking to recruit a Senior Research Fellow
3) EGOS Call for short papers: Sub-theme 29: Ethico-politics and Organization, Athens – 2-4 July 2015
4) EGOS Call for short papers: Sub-theme 41: Looking for thorns, paradoxes, and blind spots as triggers for reflection about research and practice – 2-4 July 2015
5) 9th International Critical Management Studies Conference, University of Leicester, Doctoral Workshop, 7th July 2015. Articulating the Alternatives: Writing Development Through Critical Friendship
6) 9th International Conference in Critical Management Studies, ‘Is there an alternative? Management after critique?’, University of Leicester, 8-10 July 2015. Taking management research beyond critique: An experiential drama workshop on Cultural Animation
7) Professor Heather Höpfl, 1948-2014: Eine Gedenkschrift, Call for papers for a special issue of Culture and Organization, Volume 23, issue 2, March 2017. This special issue of Culture and Organization will be a memorial publication for our much missed friend and colleague Heather Höpfl, who died on the 3rd of September 2014. Heather was Chair of the Standing Conference on Organizational Symbolism from 1995 to 1998 and co-editor of Culture and Organization from 2002 to 2008
Item 1:
Call for papers: Bodies and intimate relations at work – GENDER, WORK AND ORGANIZATION
Nanna Mik-Meyer, Department of Organization, Copenhagen Business School, DENMARK
Anne Roelsgaard Obling, Department of Organization, Copenhagen Business School, DENMARK
Carol Wolkowitz, Department of Sociology, University of Warwick, ENGLAND
This Special Issue will focus on bodies and intimate relations in organisations and workplaces. This timely intervention will be the first Gender, Work & Organization Special Issue to focus on this theme. This Call for Papers originates with the stream of the same title organised for the recent 8th Biennial International Interdisciplinary Conference GWO 2014 and seeks further submissions addressing the aims of the Special Issue.
The aim of this Special Issue is to reignite research on the body and intimate relations in the workplace that is more concerned with the ethical dilemmas currently faced by organisations and less concerned with the reduction of the body to discourse and symbol, as is so frequently encountered. A shared theme in our renewed interest in ‘bodily matters’ concerns the forms of moral agency possible to the performance of organisations, not least in the context of rapid, controversial and ongoing reforms of a wide range of public institutions. We thus aim to produce a set of papers that recognises the existence of conflicts of interest over how to value human bodies, bodily differences, and their management in the workplace. In particular, it is important to unpack the systems that organisations develop to evade, deny, or render invisible the fleshy body and its vulnerabilities.
Since the publication of key texts such as Turner (1984), Shilling (1993) and Williams and Bendelow (1998) from the 1980s and onwards, body studies has grown into a strong research tradition that straddles different fields within the social sciences, including organisational studies and the sociology of work and employment. While the body has been an absent present in organisational research (Hassard et al., 2000; Valentine, 2002) for a long time, research on the relationship between the body, embodiment, and paid work is now increasingly recognised (Mik-Meyer, 2009; McDowell, 2009; Twigg et al., 2011; Wolkowitz, 2006), especially its potential to address ethical and political issues, such as the inequality in current neoliberal reform initiatives in the public sector (Mik-Meyer & Villadsen, 2013) or bodily neglect in care practices (Mol, 2008). Research drawing attention to the embodiment of social relations has both theoretically and empirically enriched the understanding of gender, ethnic, and racialized hierarchies and interactions in organisations and workplaces. It has contributed to our understanding of similarities and differences in body management across both public and private sectors and between the manufacturing industry and, for instance, service sector employment. This current research has enriched our understanding of the body management of both service providers and service users, and has furthermore provided vivid and unique insights into embodied experiences of work and employment. Meanwhile, however, there has also been a tendency to escape the vulnerabilities, pain, and awkwardness of the body through abstraction and meta-theoretical thinking. We therefore strive to bring actual bodies back into the field of body studies.
This Special Issue seeks to continue and build upon the aforementioned contributions but also to provide scope for up-to-date theoretical and empirical papers that can illuminate what is at stake in the ways in which organisations and workplaces deal with the bodies of managers, employees, customers, patients, and clients, especially under the constraints they currently face. These include welfare austerity budgets, outsourcing and self-employed contractors, privatisation, and paid work in service users’ own homes, through for instance domiciliary care programmes and new forms of therapeutic authority. Differences in capacity to define, contain, and sustain bodies, intimacy, and intimate conduct have to be an important part of the analysis.
This Special Issue has the potential to promote the publication of new, theoretically informed research on why bodies matter – to reword Butler’s famous book title, Bodies that Matter – and to connect debates about bodily constructions and experiences with current political issues.
Firstly, we seek papers that explore how organisations make certain bodies more visible/invisible than others through e.g. classification and discipline (Haynes, 2012; Herman et al., 2013; Mcdonald, 2013). Such papers may explore the everyday interactions, practices, procedures, and relations that implicitly or explicitly differentiate bodies. These papers may involve the emergence of particular, even contradictory, ways of relating to the disabled, ageing, transsexual, stressed, chronically ill, dying or obese bodies that emerge in day-to-day practices and interactions.
Secondly, we seek papers that can identify new ways in which organisations and workplaces have come to regulate the bodies of workers (directly and indirectly, on and off-site) and the implications of this for the possibilities of developing new types of body politics. Nowadays, the management of a worker may not only include an interest in the person’s emotional response mechanisms (stress, dissatisfaction, distress) but also include an extended interest in the worker as a ‘whole person’, which includes their physical body and their private, personal well-being. Present day workers are hence managed according to both their psychological profile and their physical appearance. This Special Issue therefore welcomes papers that can provide up-to-date assessments of the extent of such managerial interest in emotional and personal attributes in organisational settings and examine its consequences, for instance the impact upon subjectivities (Knights & Surman, 2008; Swan, 2008) and forms of resistance to certain types of bodily interventions.
Thirdly, we seek papers that explore how intimate relations between bodies are rendered visible/invisible through discourses and practices, including intimate relations between colleagues, workmates, and consumers. We invite papers that deal with how organisational regulation and practices understand and make visible/invisible the tangible character of intimate body work. An example hereof could be the case of elder care and how mental or bodily impairments may be rendered visible/invisible through different kinds of clothing, care, or assistance. We also seek papers on how organisations and workplaces may make visible or seek to evade fears about potential bodily harm, including the question of which bodies are perceived as threatening and which are perceived as vulnerable.
More concrete topics and themes that papers may address include, but are not limited to, the following:
How different types of bodies and intimacy in particular settings are made respectively visible/invisible in work organisations
· How work organisations deal with the materiality of bodily difference, including ageing, obesity, disability, illness, death, transsexuality, and other non-normative bodily expressions
· Metaphorical and practical techniques of emotional regulation and bodily surveillance in the workplace
· Ethical dilemmas in care work and other highly embodied work-based interactions
· New ways of theorising the relation between sexual identity/sexual relationships and organisation
· Formal and informal ways of resisting the regulation of appearance and bodily demeanour
· Neoliberal regimes of responsibilisation, surveillance, and ‘soft’ measures used to regulate the body
· How intimacy and bodily messiness are rendered visible/invisible through workplace practices
· The implications of competing models of disability
Submissions
· Articles should be no more than 9,000 words long and follow the Gender, Work & Organization guidelines for authors.
· Full Papers (not under review elsewhere) should be submitted through the journals online system, (http://mc.manuscriptcentral.com/gwo), and clearly marked under manuscript type as ‘special issue’.
· The deadline for submissions is March 15 2015.
· All papers will be reviewed as per journal guidelines.
· Queries relating to the special issue should be directed to Prof. Nanna Mik-Meyer (nmm.ioa@cbs.dk), Dr. Anne Roelsgaard Obling (ar.ioa@cbs.dk), Dr Carol Wolkowitz (C.wolkowitz@warwick.ac.uk).
References
Hassard, J., Holliday, R., & Willmott, H. (2000). Introduction: The body & organization. In Hassard, J., Holliday, R. & Willmott, H. (Ed.), Body and Organization (pp. 1-14). London: Sage.
Haynes, K. (2012). Body beautiful? gender, identity and the body in professional services firms. Gender, Work & Organization, 19(5), 489-507.
Herman, C., Lewis, S., & Humbert, A. L. (2013). Women scientists and engineers in European companies: Putting motherhood under the microscope. Gender, Work & Organization, 20(5), 467-478.
Knights, D., & Surman, E. (2008). Editorial: Addressing the gender gap in studies of emotion. Gender, Work & Organization, 15(1), 1-8.
Mcdonald, J. (2013). Conforming to and resisting dominant gender norms: How male and female nursing students do and undo gender. Gender, Work & Organization, 20(5), 561-579.
McDowell, L. (2009). Working Bodies. Chichester, UK: Wiley-Blackwell.
Mik-Meyer, N. (2009). Managing fat bodies: Identity regulation between public and private domains. Critical Social Studies, 10(2), 20-35.
Mik-Meyer, N., & Villadsen, K. (2013). Power and Welfare: Understanding Citizens' Encounters with State Welfare. London: Routledge.
Mol, A. (2008). The Logic of Care: Health and the Problem of Patient Choice. Oxford: Routledge.
Shilling, C. (1993). The Body and Social Theory. London: Sage.
Swan, E. (2008). ‘You make me feel like a woman’: Therapeutic cultures and the contagion of femininity. Gender, Work & Organization, 15(1), 88-107.
Turner, B. S. (1984). The Body & Society. Explorations in Social Theory (Third ed.). London: Sage.
Twigg, J., Wolkowitz, C., Cohen, R. L., & Nettleton, S. (Eds.) (2011). Body Work in Health and Social Care: Critical Themes, New Agendas (First ed.). Hoboken, New Jersey: Wiley-Blackwell.
Valentine, G. (2002). In-corporations: Food, bodies and organizations. Body & Society, 8(2), 1-20.
Williams, S.J. & Bendelow, G. (1998). The Lived Body London: Routledge.
Wolkowitz, C. (2006). Bodies at Work. London: Sage.
Item 2:
Senior Research Fellow:
https://jobs.cranfield.ac.uk/wd/plsql/wd_portal.show_job?p_web_site_id=4009&p_web_page_id=199668
The Cranfield International Centre for Women Leaders (CICWL) is looking to recruit a Senior Research Fellow. This is an exciting opportunity to join a leading international business school. Cranfield University’s mission is to improve management practice whilst underpinning all work with rigorous research.
In the CICWL we are committed to helping organisations to develop the next generation of leaders from the widest possible pool of talent. We are unique in focusing our research, management development and writing on gender diversity at leadership level. Much of our research uses qualitative methods and we are open to applicants with either qualitative or quantitative research skills. This Fellowship will be awarded to a high quality scholar whose research interests lie in important emerging management themes, such as women on boards, gender in leadership, gendered careers, gendered identities, inclusive leadership, performative gender theories, work and family and/or diversity and inclusion.
In addition to advancing academic research and publication on these topics, the aim of the Fellowship is to enable you to work with senior faculty, to develop and translate knowledge for dissemination in a form that supports managers in accessing latest thinking. Both academic and practitioner orientations are therefore required. The emphasis of this role is on research with limited teaching responsibilities.
During your fellowship, you will be supported in developing your research and you will have opportunities to present your work at Cranfield events.
You will be required to initiate and undertake research projects, collaborate in research with other members of Cranfield School of Management faculty, present research at academic and practitioner events, write for academic publication in highly-ranked journals (may be joint papers), collaborate with colleagues in developing materials for practitioner dissemination and undertake a limited teaching and learning portfolio.
You should have a relevant PhD or equivalent in Business & Management, Sociology, Social Psychology, Psychology, Women’s and Gender Studies or a related discipline. You will have excellent writing skills and a proven publications record or clear potential for this. Knowledge of qualitative and/or quantitative research methods is also essential. A proven ability of producing independent, original contributions publishable in journals of high impact, and journals of excellent professional standing, is required. Experience in grant proposal writing is desirable.
For a confidential discussion please contact Professor Elisabeth Kelan on E: Elisabeth.kelan@cranfield.ac.uk) or T: +44(0)1234 751122.
When applying please attach a CV and covering letter (in PDF format) to your online Application Form, outlining how you will make a contribution to the Centre.
Item 3:
CALL FOR PAPERS, 31ST EGOS Colloquium, Athens – 2-4 July 2015
Sub-theme 29: ETHICO-POLITICS AND ORGANIZATION
Full details at: http://www.egosnet.org/jart/prj3/egos/main.jart?rel=de&reserve-mode=active&content-id=1392376003637&subtheme_id=1368705987307
This sub-theme seeks to synthesise and extend existing research on ethics in organizations by explicitly focussing on 'ethico-politics' as that arena where ethics reflexively informs political action in and against organizations. The term ethico-politics is employed to redress the conventional separation of ethics and politics in organizational theory.
We seek papers that consider the ways that both ethics and politics can be conceived and connected, and the different domains to which those conceptions have been researched. In terms of ethics this might include various ethical traditions, as well as the discursive deployment of ethical terminology in organizational settings. In relation to politics it could range from large scale political structures and processes as they relate, for example to geo-politics, party politics and activism, through to micro-political behaviour such as that manifesting in shifting subjectivities in organizations themselves. The sub-theme seeks to unite these many possibilities with a focus on how ethics are and can be reflexively drawn on to inform and justify the exercise of power in relation to organizations.
Ethico-politics can arise from a variety of ethical positions and manifest in many different political actions. In one sense an organization's rights to exercise power in accordance with the values and desires of a managerial elite can be evoked as a justification for responsible organizational action across all aspects of organizational functioning. Such justification has been formulated in terms of the development and enforcement of an 'ethics of organization' or 'organizational ethics' that attends to how ethics can translate into action in the complex institutional contexts in which members of organizations find themselves. Less formally ethico-politics is also at play in all dimensions of business activity in that such activity can be claimed as being ethically informed or justified.
Ethico-politics can also be practiced through forms of resistance that oppose and/or destabilize normalized organizational actions and arrangement. As much as an ethics of organization might promise a means by which managers can effectively manage ethics, studies of ethico-politics in organizations can also productively focus on the ways such forms of management might actually inhibit ethical behaviour through processes of cultural normalization or ethical docility. Such an approach suggests a mistrust of organizational ethics understood as being beholden to a legislative, authoritative, or instrumental impetus that might limit or prevent ethically informed behaviour.
A focus on ethico-politics, while not always named as such, is central to the possibility not just of evaluating the moral righteousness of organizations, but also of questioning the legitimacy of organizational action at all levels and contesting taken for granted organizational power inequalities. This is a context where the ethical impetus leads to concrete political action. We thus invite papers that explore this connection as it relates to organizational action, management practice, business functioning and different forms of resistance and opposition to organizations.
Convenors:
Carl Rhodes, Macquarie University, Australia (carl.rhodes@mq.edu.au)
Alison Pullen, Macquarie University, Australia (alison.pullen@mq.edu.au)
Torkild Thanem, Stockholm University, Sweden (tt@fek.su.se)
Sub-theme 29: ETHICO-POLITICS AND ORGANIZATION
Item 4:
CALL FOR PAPERS, 31ST EGOS Colloquium, Athens – 2-4 July 2015
Sub-theme 41: Looking for thorns, paradoxes, and blind spots as triggers for reflection about research and practice: Discourses and practices of change and stability
http://egosnet.org/jart/prj3/egos/main.jart?rel=de&reserve-mode=active&content-id=1392376003637&subtheme_id=1368705987559
If you intend to submit a short paper, please first take a look at the Guidelines and criteria for the submission of short papers at EGOS Colloquia!
Short papers should focus on the main ideas of the paper, i.e. they should explain the purpose of the paper, theoretical background, the research gap that is addressed, the approach taken, the methods of analysis (in empirical papers), main findings, and contributions. In addition, it is useful to indicate clearly how the paper links with the sub-theme and the overall theme of the Colloquium, although not all papers need to focus on the overall theme. Creativity, innovativeness, theoretical grounding, and critical thinking are typical characteristics of EGOS papers. – Your short paper should comprise 3,000 words (inc. references, all appendices and other material).
Time period for submission of short papers:
– Start: Monday, September 8, 2014
– End: Monday, January 12, 2015, 23:59:59 Central European Time (CET)
Item 5:
9th International Critical Management Studies Conference, University of Leicester – Doctoral Workshop, 7th July 2015
Articulating the Alternatives: Writing Development Through Critical Friendship
Convenors: Sarah Robinson and Jo Brewis, both University of Leicester
This workshop, which takes place the day before the full conference begins, is designed to support PhD students in critical management studies to draw out and develop the implications and contributions of their work. It focuses on writing development, so participants will gain focused feedback on how best to articulate how their research projects can lead to alternative ways of thinking and doing organizing, organizations, managing, management and related social phenomena. This is based on our belief that it is only through accessible and effective academic writing that we can hope to pose a substantive challenge to orthodox management thinking and practice, and to propose viable alternatives. The workshop will explore ways of strengthening written narratives, of pulling out and highlighting key themes and messages, of being creatively articulate and telling persuasive stories. It will emphasize writing for multiple audiences, including fellow academics (eg, supervisors, examiners, reviewers, readers), respondents, the media, organizations of all sizes and across all sectors, professional bodies and the wider public. The workshop therefore does not deal with the content of academic work, but with ways of communicating it through writing.
‘Articulating the Alternatives’ will also provide a safe and constructive space for participants to receive feedback on their writing, in a non-hierarchical and supportive environment designed along the principles of critical friendship. In Costa and Kallick’s (1993: #5) definition,
“A critical friend can be defined as a trusted person who asks provocative questions, provides data to be examined through another lens, and offers critiques of a person’s work as a friend. A critical friend takes the time to fully understand the context of the work presented and the outcomes that the person or group is working toward. The friend is an advocate for the success of that work.”
What this means in practice is the following. The workshop will consist of small group engagement with each author’s ideas, intended as a conversation between equals. Authors will not present their papers in any formal way. There will be a concerted effort to leave conventional academic hierarchies outside the room. Papers will be pre-circulated by e-mail and we expect all those participating in the workshop to have read the papers assigned to their group in advance and to come prepared to comment. The workshop therefore very much depends on a willingness to fully engage with other participants’ writing in return for feedback on one’s own.
‘Papers’ submitted could be anything from notes and a rough outline of a piece all the way through to something which is nearly in its final form (a journal paper, a thesis chapter, etc.). It could also be a paper which the applicant plans to present in one of the other streams at CMS2015, or at any other conference. Each paper should also connect in some way to the critique of economic, political, managerial and organizational dogma, and should articulate alternatives to the neoliberal, capitalist, managerialist, austere, ‘free market’ present. Participants are asked to indicate to us when submitting what kind of submission they have sent, and whether there are areas of their writing on which they are particularly keen to have comments. We will not apply any criteria other than these, and the maximum word length set out below, so that the workshop’s focus is on writing, articulation and expression as opposed to substantive theoretical, conceptual or empirical argument.
The papers accepted – which will be on a first come, first served basis, with a waiting list in operation if need be - will then be randomly assigned to a maximum of six discussion groups, each with a ceiling of seven participants. One of these participants – an academic facilitator – will act as lead ‘critical friend’ for the group, just to kick-start discussion of the papers. They will not be a formal discussant or respondent. After the event, where written feedback exists and where participants desire, this will be sent to the relevant authors. We also hope the event will provide participants with opportunities to develop their own critical friendship and mutual support networks viz. writing, the PhD process and the experience of academia more generally.
If you would like to participate, please submit your paper, along with a description of what it is and any areas on which you particularly seek colleagues’ comments, to both Sarah Robinson (sr307@le.ac.uk) and Jo Brewis (j.brewis@le.ac.uk). We ask that each paper is a maximum of 8000 words long, including references where these are integral. The deadline for submission is 31st January 2015. Enquiries about the workshop can also be submitted to us at the same email addresses. We will advise on acceptance for the workshop by the 13th March 2015 at the latest.
Please also note that although the workshop runs before the main CMS2015 conference it will not entail any supplementary registration fee, although participants will need to pay for an additional night’s accommodation (where needed). Finally, there is another stream at CMS which will be run (by the CMS women’s association VIDA) according to the principles of critical friendship. However, this is reserved for women only and is organized along different lines to the PhD workshop. The PhD workshop is open to any PhD student, regardless of gender.
Item 6:
9th International Conference in Critical Management Studies, ‘Is there an alternative? Management after critique?’, University of Leicester, 8-10 July 2015
Taking management research beyond critique: An experiential drama workshop on Cultural Animation
Convenors: Mihaela Kelemen (Keele University), Emma Surman (Keele University), Toru Kiyomiya (Seinan Gakuin University, Fukuoka, Japan), Sue Moffat (New Vic Theatre)
Animation is typically defined as the "action of imparting life," from Latin animationem. To animate means "to fill with boldness or courage" from Latin animatus. When applied to researching organisations and community, animation is a research practice which facilitates the development of interpersonal and collective relationships while at the same time helps generate ideas, data and results about issues that matter to individuals and communities (Freire, 1994; 1996).
Pioneered in the UK by the award winning New Vic Theatre from Staffordshire in collaboration with Keele University, this methodology transcends disciplinary boundaries and advances a type of knowledge which has the ability not to just illuminate hidden issues and focus on salient ones but also leads to increased human connectivity by promoting a more inclusive and democratic culture of research. We have used this methodology to co-create knowledge on diverse topics such as food banks, community leadership, community asset mapping, sustainability, ageing, violence, exclusion and volunteering within multiple community settings in the UK, Japan, Canada, Greece and Poland. (http://www.ahrc.ac.uk/News-and-Events/Watch-and-Listen/Pages/Weathering-the-storm-How-communities-respond-to-adversity.aspx). The technique has also been used to teach MA and MBA students topics such as Leadership and Critical Management Studies.
The workshop invites people who are interested in becoming organisational or community ‘animators’ or who would like to try out these techniques in the classroom. Central to the Cultural Animation philosophy is the shifting of the existing ’status quo’ and the creation of environments where traditional hierarchies and barriers are dissolved, so new and more creative dialogues are possible and different and more useful relationships are formed. In order to achieve this, creative techniques are used to help create a safe space in which participants are not concerned about giving the ‘right’ answer but can contribute to the research process according to their own agendas, skills and experiences. Cultural animation techniques encourages participants to articulate ideas and experiences in actions and images rather than the written word (http://www.keele.ac.uk/volunteeringstories/culturalanimationoutcomes/).
The approach has as a starting point the validation of the language used by individual members to describe their experiences, and viewing them as ‘experts by experience’ (Fenge, Fannin and Hicks, 2011: 546),exploring what changes they would like to see, who should be involved and how to make it happen. By enlisting the creativity and potentiality of the individuals and embracing the historiographies of community members, cultural animation creates opportunities for academics, policy makers and others in relative positions of power to be able to access and understand the ambitions of individuals and communities. This enables them to think about problems in fresh ways and experience them from multiple perspectives, creating an environment where 'ordinary people' can play a role in shaping their world and realising their aspirations and ambitions.
Format of the workshop
This experiential workshop will explore the ways in which cultural animation methodologies can offer critique through taking lived experience as the starting point for research, enabling exploration, articulation and experimentation with alternatives. The workshop will commence with a background and introduction to cultural animation methodologies (Mihaela Kelemen). It will then provide examples of its application to recent research projects surrounding the topic of food justice and security. This includes a CCN+ funded project with users of and volunteers in food banks (Emma Surman) and from Japan, issues of food security in areas affected by environmental disaster (Toru Kiyomiya). Sue Moffat, Director of New Vic Borderlines, will then conduct an experiential workshop, inviting participants to spell out what constitutes a crisis at a personal or communal level and animate its meanings by fusing together common sense intelligence, creativity and expertise to find creative and democratic solutions to such crises.
If you are interested in attending the workshop and experiencing and learning about how to use Cultural Animation techniques in your own research or in the classroom, please email Mihaela Kelemen on m.l.kelemen@keele.ac.uk or Emma Surman on e.l.surman@keele.ac.uk by January 31st, 2015 with a short paragraph about your current research interests. Places are limited to 40 participants.
Item 7:
Professor Heather Höpfl, 1948-2014: Eine Gedenkschrift – Call for papers for a special issue of Culture and Organization, Volume 23, issue 2, March 2017
This special issue of Culture and Organization will be a memorial publication for our much missed friend and colleague Heather Höpfl, who died on the 3rd of September 2014. Heather was Chair of the Standing Conference on Organizational Symbolism from 1995 to 1998 and co-editor of Culture and Organization from 2002 to 2008.
It is impossible to capture the virtuosity, breadth, extraordinary beauty and intellectual power of Heather’s writings, and we certainly do not attempt to do so in what follows. What we want to do instead is ask for contributions which celebrate, commemorate and continue Heather’s profound impact on organization studies, and we sketch out some of the interconnected themes which might animate these papers below.
Of course many of these themes are well-travelled in organization studies, due in large part to Heather’s influence. They have also formed the basis for previous contributions to – and indeed special issues of – Culture and Organization. As such, it is worth us clarifying that contributions for this Gedenkschrift must clearly and explicitly lay out how they take up and continue Heather’s intellectual legacy, as opposed to writing about these various themes in a less precisely focused sense. Authors can also ‘unpick’ any of the themes we have identified above to excavate one particular issue in depth.
As always, and also because of the interdisciplinarity that always characterized Heather’s work, in addition to scholars working in management and organization studies we welcome contributions from anthropology, sociology, philosophy, politics, (art) history, communication, film, gender and cultural studies …. etcetera. Contributions can be theoretical, empirical and/ or methodological.
Guest editors
This issue will be edited by the Culture and Organization editorial team, Jo Brewis (University of Leicester, UK), Rebecca Meisenbach (University of Missouri, US), Ann Rippin (University of Bristol, UK), Annette Risberg (Copenhagen Business School, Denmark), Janet Sayers (Massey University, New Zealand) and David Sköld (Uppsala University, Sweden).
Submission and informal enquiries
Papers should be submitted through the Culture and Organization ScholarOne site at http://mc.manuscriptcentral.com/gsco. Please ensure when you do submit that you select the relevant special issue (volume 23, issue 2) to direct your submission appropriately.
The deadline for manuscript submission is 1st December 2015.
Style and other instructions on manuscript preparation can be found on the journal’s website: http://www.tandfonline.com/toc/gsco20/current. Manuscript length should not exceed 8000 words, including appendices and supporting materials. Please also be aware that any images used in your submission must be your own, or where they are not you must already have permission to reproduce them in an academic journal.
You should make this explicit in the submitted manuscript.
Please direct informal enquiries to Jo Brewis at j.brewis@le.ac.uk
Call for papers: Bodies and intimate relations at work – GENDER, WORK AND ORGANIZATION
Nanna Mik-Meyer, Department of Organization, Copenhagen Business School, DENMARK
Anne Roelsgaard Obling, Department of Organization, Copenhagen Business School, DENMARK
Carol Wolkowitz, Department of Sociology, University of Warwick, ENGLAND
This Special Issue will focus on bodies and intimate relations in organisations and workplaces. This timely intervention will be the first Gender, Work & Organization Special Issue to focus on this theme. This Call for Papers originates with the stream of the same title organised for the recent 8th Biennial International Interdisciplinary Conference GWO 2014 and seeks further submissions addressing the aims of the Special Issue.
The aim of this Special Issue is to reignite research on the body and intimate relations in the workplace that is more concerned with the ethical dilemmas currently faced by organisations and less concerned with the reduction of the body to discourse and symbol, as is so frequently encountered. A shared theme in our renewed interest in ‘bodily matters’ concerns the forms of moral agency possible to the performance of organisations, not least in the context of rapid, controversial and ongoing reforms of a wide range of public institutions. We thus aim to produce a set of papers that recognises the existence of conflicts of interest over how to value human bodies, bodily differences, and their management in the workplace. In particular, it is important to unpack the systems that organisations develop to evade, deny, or render invisible the fleshy body and its vulnerabilities.
Since the publication of key texts such as Turner (1984), Shilling (1993) and Williams and Bendelow (1998) from the 1980s and onwards, body studies has grown into a strong research tradition that straddles different fields within the social sciences, including organisational studies and the sociology of work and employment. While the body has been an absent present in organisational research (Hassard et al., 2000; Valentine, 2002) for a long time, research on the relationship between the body, embodiment, and paid work is now increasingly recognised (Mik-Meyer, 2009; McDowell, 2009; Twigg et al., 2011; Wolkowitz, 2006), especially its potential to address ethical and political issues, such as the inequality in current neoliberal reform initiatives in the public sector (Mik-Meyer & Villadsen, 2013) or bodily neglect in care practices (Mol, 2008). Research drawing attention to the embodiment of social relations has both theoretically and empirically enriched the understanding of gender, ethnic, and racialized hierarchies and interactions in organisations and workplaces. It has contributed to our understanding of similarities and differences in body management across both public and private sectors and between the manufacturing industry and, for instance, service sector employment. This current research has enriched our understanding of the body management of both service providers and service users, and has furthermore provided vivid and unique insights into embodied experiences of work and employment. Meanwhile, however, there has also been a tendency to escape the vulnerabilities, pain, and awkwardness of the body through abstraction and meta-theoretical thinking. We therefore strive to bring actual bodies back into the field of body studies.
This Special Issue seeks to continue and build upon the aforementioned contributions but also to provide scope for up-to-date theoretical and empirical papers that can illuminate what is at stake in the ways in which organisations and workplaces deal with the bodies of managers, employees, customers, patients, and clients, especially under the constraints they currently face. These include welfare austerity budgets, outsourcing and self-employed contractors, privatisation, and paid work in service users’ own homes, through for instance domiciliary care programmes and new forms of therapeutic authority. Differences in capacity to define, contain, and sustain bodies, intimacy, and intimate conduct have to be an important part of the analysis.
This Special Issue has the potential to promote the publication of new, theoretically informed research on why bodies matter – to reword Butler’s famous book title, Bodies that Matter – and to connect debates about bodily constructions and experiences with current political issues.
Firstly, we seek papers that explore how organisations make certain bodies more visible/invisible than others through e.g. classification and discipline (Haynes, 2012; Herman et al., 2013; Mcdonald, 2013). Such papers may explore the everyday interactions, practices, procedures, and relations that implicitly or explicitly differentiate bodies. These papers may involve the emergence of particular, even contradictory, ways of relating to the disabled, ageing, transsexual, stressed, chronically ill, dying or obese bodies that emerge in day-to-day practices and interactions.
Secondly, we seek papers that can identify new ways in which organisations and workplaces have come to regulate the bodies of workers (directly and indirectly, on and off-site) and the implications of this for the possibilities of developing new types of body politics. Nowadays, the management of a worker may not only include an interest in the person’s emotional response mechanisms (stress, dissatisfaction, distress) but also include an extended interest in the worker as a ‘whole person’, which includes their physical body and their private, personal well-being. Present day workers are hence managed according to both their psychological profile and their physical appearance. This Special Issue therefore welcomes papers that can provide up-to-date assessments of the extent of such managerial interest in emotional and personal attributes in organisational settings and examine its consequences, for instance the impact upon subjectivities (Knights & Surman, 2008; Swan, 2008) and forms of resistance to certain types of bodily interventions.
Thirdly, we seek papers that explore how intimate relations between bodies are rendered visible/invisible through discourses and practices, including intimate relations between colleagues, workmates, and consumers. We invite papers that deal with how organisational regulation and practices understand and make visible/invisible the tangible character of intimate body work. An example hereof could be the case of elder care and how mental or bodily impairments may be rendered visible/invisible through different kinds of clothing, care, or assistance. We also seek papers on how organisations and workplaces may make visible or seek to evade fears about potential bodily harm, including the question of which bodies are perceived as threatening and which are perceived as vulnerable.
More concrete topics and themes that papers may address include, but are not limited to, the following:
How different types of bodies and intimacy in particular settings are made respectively visible/invisible in work organisations
· How work organisations deal with the materiality of bodily difference, including ageing, obesity, disability, illness, death, transsexuality, and other non-normative bodily expressions
· Metaphorical and practical techniques of emotional regulation and bodily surveillance in the workplace
· Ethical dilemmas in care work and other highly embodied work-based interactions
· New ways of theorising the relation between sexual identity/sexual relationships and organisation
· Formal and informal ways of resisting the regulation of appearance and bodily demeanour
· Neoliberal regimes of responsibilisation, surveillance, and ‘soft’ measures used to regulate the body
· How intimacy and bodily messiness are rendered visible/invisible through workplace practices
· The implications of competing models of disability
Submissions
· Articles should be no more than 9,000 words long and follow the Gender, Work & Organization guidelines for authors.
· Full Papers (not under review elsewhere) should be submitted through the journals online system, (http://mc.manuscriptcentral.com/gwo), and clearly marked under manuscript type as ‘special issue’.
· The deadline for submissions is March 15 2015.
· All papers will be reviewed as per journal guidelines.
· Queries relating to the special issue should be directed to Prof. Nanna Mik-Meyer (nmm.ioa@cbs.dk), Dr. Anne Roelsgaard Obling (ar.ioa@cbs.dk), Dr Carol Wolkowitz (C.wolkowitz@warwick.ac.uk).
References
Hassard, J., Holliday, R., & Willmott, H. (2000). Introduction: The body & organization. In Hassard, J., Holliday, R. & Willmott, H. (Ed.), Body and Organization (pp. 1-14). London: Sage.
Haynes, K. (2012). Body beautiful? gender, identity and the body in professional services firms. Gender, Work & Organization, 19(5), 489-507.
Herman, C., Lewis, S., & Humbert, A. L. (2013). Women scientists and engineers in European companies: Putting motherhood under the microscope. Gender, Work & Organization, 20(5), 467-478.
Knights, D., & Surman, E. (2008). Editorial: Addressing the gender gap in studies of emotion. Gender, Work & Organization, 15(1), 1-8.
Mcdonald, J. (2013). Conforming to and resisting dominant gender norms: How male and female nursing students do and undo gender. Gender, Work & Organization, 20(5), 561-579.
McDowell, L. (2009). Working Bodies. Chichester, UK: Wiley-Blackwell.
Mik-Meyer, N. (2009). Managing fat bodies: Identity regulation between public and private domains. Critical Social Studies, 10(2), 20-35.
Mik-Meyer, N., & Villadsen, K. (2013). Power and Welfare: Understanding Citizens' Encounters with State Welfare. London: Routledge.
Mol, A. (2008). The Logic of Care: Health and the Problem of Patient Choice. Oxford: Routledge.
Shilling, C. (1993). The Body and Social Theory. London: Sage.
Swan, E. (2008). ‘You make me feel like a woman’: Therapeutic cultures and the contagion of femininity. Gender, Work & Organization, 15(1), 88-107.
Turner, B. S. (1984). The Body & Society. Explorations in Social Theory (Third ed.). London: Sage.
Twigg, J., Wolkowitz, C., Cohen, R. L., & Nettleton, S. (Eds.) (2011). Body Work in Health and Social Care: Critical Themes, New Agendas (First ed.). Hoboken, New Jersey: Wiley-Blackwell.
Valentine, G. (2002). In-corporations: Food, bodies and organizations. Body & Society, 8(2), 1-20.
Williams, S.J. & Bendelow, G. (1998). The Lived Body London: Routledge.
Wolkowitz, C. (2006). Bodies at Work. London: Sage.
Item 2:
Senior Research Fellow:
https://jobs.cranfield.ac.uk/wd/plsql/wd_portal.show_job?p_web_site_id=4009&p_web_page_id=199668
The Cranfield International Centre for Women Leaders (CICWL) is looking to recruit a Senior Research Fellow. This is an exciting opportunity to join a leading international business school. Cranfield University’s mission is to improve management practice whilst underpinning all work with rigorous research.
In the CICWL we are committed to helping organisations to develop the next generation of leaders from the widest possible pool of talent. We are unique in focusing our research, management development and writing on gender diversity at leadership level. Much of our research uses qualitative methods and we are open to applicants with either qualitative or quantitative research skills. This Fellowship will be awarded to a high quality scholar whose research interests lie in important emerging management themes, such as women on boards, gender in leadership, gendered careers, gendered identities, inclusive leadership, performative gender theories, work and family and/or diversity and inclusion.
In addition to advancing academic research and publication on these topics, the aim of the Fellowship is to enable you to work with senior faculty, to develop and translate knowledge for dissemination in a form that supports managers in accessing latest thinking. Both academic and practitioner orientations are therefore required. The emphasis of this role is on research with limited teaching responsibilities.
During your fellowship, you will be supported in developing your research and you will have opportunities to present your work at Cranfield events.
You will be required to initiate and undertake research projects, collaborate in research with other members of Cranfield School of Management faculty, present research at academic and practitioner events, write for academic publication in highly-ranked journals (may be joint papers), collaborate with colleagues in developing materials for practitioner dissemination and undertake a limited teaching and learning portfolio.
You should have a relevant PhD or equivalent in Business & Management, Sociology, Social Psychology, Psychology, Women’s and Gender Studies or a related discipline. You will have excellent writing skills and a proven publications record or clear potential for this. Knowledge of qualitative and/or quantitative research methods is also essential. A proven ability of producing independent, original contributions publishable in journals of high impact, and journals of excellent professional standing, is required. Experience in grant proposal writing is desirable.
For a confidential discussion please contact Professor Elisabeth Kelan on E: Elisabeth.kelan@cranfield.ac.uk) or T: +44(0)1234 751122.
When applying please attach a CV and covering letter (in PDF format) to your online Application Form, outlining how you will make a contribution to the Centre.
Item 3:
CALL FOR PAPERS, 31ST EGOS Colloquium, Athens – 2-4 July 2015
Sub-theme 29: ETHICO-POLITICS AND ORGANIZATION
Full details at: http://www.egosnet.org/jart/prj3/egos/main.jart?rel=de&reserve-mode=active&content-id=1392376003637&subtheme_id=1368705987307
This sub-theme seeks to synthesise and extend existing research on ethics in organizations by explicitly focussing on 'ethico-politics' as that arena where ethics reflexively informs political action in and against organizations. The term ethico-politics is employed to redress the conventional separation of ethics and politics in organizational theory.
We seek papers that consider the ways that both ethics and politics can be conceived and connected, and the different domains to which those conceptions have been researched. In terms of ethics this might include various ethical traditions, as well as the discursive deployment of ethical terminology in organizational settings. In relation to politics it could range from large scale political structures and processes as they relate, for example to geo-politics, party politics and activism, through to micro-political behaviour such as that manifesting in shifting subjectivities in organizations themselves. The sub-theme seeks to unite these many possibilities with a focus on how ethics are and can be reflexively drawn on to inform and justify the exercise of power in relation to organizations.
Ethico-politics can arise from a variety of ethical positions and manifest in many different political actions. In one sense an organization's rights to exercise power in accordance with the values and desires of a managerial elite can be evoked as a justification for responsible organizational action across all aspects of organizational functioning. Such justification has been formulated in terms of the development and enforcement of an 'ethics of organization' or 'organizational ethics' that attends to how ethics can translate into action in the complex institutional contexts in which members of organizations find themselves. Less formally ethico-politics is also at play in all dimensions of business activity in that such activity can be claimed as being ethically informed or justified.
Ethico-politics can also be practiced through forms of resistance that oppose and/or destabilize normalized organizational actions and arrangement. As much as an ethics of organization might promise a means by which managers can effectively manage ethics, studies of ethico-politics in organizations can also productively focus on the ways such forms of management might actually inhibit ethical behaviour through processes of cultural normalization or ethical docility. Such an approach suggests a mistrust of organizational ethics understood as being beholden to a legislative, authoritative, or instrumental impetus that might limit or prevent ethically informed behaviour.
A focus on ethico-politics, while not always named as such, is central to the possibility not just of evaluating the moral righteousness of organizations, but also of questioning the legitimacy of organizational action at all levels and contesting taken for granted organizational power inequalities. This is a context where the ethical impetus leads to concrete political action. We thus invite papers that explore this connection as it relates to organizational action, management practice, business functioning and different forms of resistance and opposition to organizations.
Convenors:
Carl Rhodes, Macquarie University, Australia (carl.rhodes@mq.edu.au)
Alison Pullen, Macquarie University, Australia (alison.pullen@mq.edu.au)
Torkild Thanem, Stockholm University, Sweden (tt@fek.su.se)
Sub-theme 29: ETHICO-POLITICS AND ORGANIZATION
Item 4:
CALL FOR PAPERS, 31ST EGOS Colloquium, Athens – 2-4 July 2015
Sub-theme 41: Looking for thorns, paradoxes, and blind spots as triggers for reflection about research and practice: Discourses and practices of change and stability
http://egosnet.org/jart/prj3/egos/main.jart?rel=de&reserve-mode=active&content-id=1392376003637&subtheme_id=1368705987559
If you intend to submit a short paper, please first take a look at the Guidelines and criteria for the submission of short papers at EGOS Colloquia!
Short papers should focus on the main ideas of the paper, i.e. they should explain the purpose of the paper, theoretical background, the research gap that is addressed, the approach taken, the methods of analysis (in empirical papers), main findings, and contributions. In addition, it is useful to indicate clearly how the paper links with the sub-theme and the overall theme of the Colloquium, although not all papers need to focus on the overall theme. Creativity, innovativeness, theoretical grounding, and critical thinking are typical characteristics of EGOS papers. – Your short paper should comprise 3,000 words (inc. references, all appendices and other material).
Time period for submission of short papers:
– Start: Monday, September 8, 2014
– End: Monday, January 12, 2015, 23:59:59 Central European Time (CET)
Item 5:
9th International Critical Management Studies Conference, University of Leicester – Doctoral Workshop, 7th July 2015
Articulating the Alternatives: Writing Development Through Critical Friendship
Convenors: Sarah Robinson and Jo Brewis, both University of Leicester
This workshop, which takes place the day before the full conference begins, is designed to support PhD students in critical management studies to draw out and develop the implications and contributions of their work. It focuses on writing development, so participants will gain focused feedback on how best to articulate how their research projects can lead to alternative ways of thinking and doing organizing, organizations, managing, management and related social phenomena. This is based on our belief that it is only through accessible and effective academic writing that we can hope to pose a substantive challenge to orthodox management thinking and practice, and to propose viable alternatives. The workshop will explore ways of strengthening written narratives, of pulling out and highlighting key themes and messages, of being creatively articulate and telling persuasive stories. It will emphasize writing for multiple audiences, including fellow academics (eg, supervisors, examiners, reviewers, readers), respondents, the media, organizations of all sizes and across all sectors, professional bodies and the wider public. The workshop therefore does not deal with the content of academic work, but with ways of communicating it through writing.
‘Articulating the Alternatives’ will also provide a safe and constructive space for participants to receive feedback on their writing, in a non-hierarchical and supportive environment designed along the principles of critical friendship. In Costa and Kallick’s (1993: #5) definition,
“A critical friend can be defined as a trusted person who asks provocative questions, provides data to be examined through another lens, and offers critiques of a person’s work as a friend. A critical friend takes the time to fully understand the context of the work presented and the outcomes that the person or group is working toward. The friend is an advocate for the success of that work.”
What this means in practice is the following. The workshop will consist of small group engagement with each author’s ideas, intended as a conversation between equals. Authors will not present their papers in any formal way. There will be a concerted effort to leave conventional academic hierarchies outside the room. Papers will be pre-circulated by e-mail and we expect all those participating in the workshop to have read the papers assigned to their group in advance and to come prepared to comment. The workshop therefore very much depends on a willingness to fully engage with other participants’ writing in return for feedback on one’s own.
‘Papers’ submitted could be anything from notes and a rough outline of a piece all the way through to something which is nearly in its final form (a journal paper, a thesis chapter, etc.). It could also be a paper which the applicant plans to present in one of the other streams at CMS2015, or at any other conference. Each paper should also connect in some way to the critique of economic, political, managerial and organizational dogma, and should articulate alternatives to the neoliberal, capitalist, managerialist, austere, ‘free market’ present. Participants are asked to indicate to us when submitting what kind of submission they have sent, and whether there are areas of their writing on which they are particularly keen to have comments. We will not apply any criteria other than these, and the maximum word length set out below, so that the workshop’s focus is on writing, articulation and expression as opposed to substantive theoretical, conceptual or empirical argument.
The papers accepted – which will be on a first come, first served basis, with a waiting list in operation if need be - will then be randomly assigned to a maximum of six discussion groups, each with a ceiling of seven participants. One of these participants – an academic facilitator – will act as lead ‘critical friend’ for the group, just to kick-start discussion of the papers. They will not be a formal discussant or respondent. After the event, where written feedback exists and where participants desire, this will be sent to the relevant authors. We also hope the event will provide participants with opportunities to develop their own critical friendship and mutual support networks viz. writing, the PhD process and the experience of academia more generally.
If you would like to participate, please submit your paper, along with a description of what it is and any areas on which you particularly seek colleagues’ comments, to both Sarah Robinson (sr307@le.ac.uk) and Jo Brewis (j.brewis@le.ac.uk). We ask that each paper is a maximum of 8000 words long, including references where these are integral. The deadline for submission is 31st January 2015. Enquiries about the workshop can also be submitted to us at the same email addresses. We will advise on acceptance for the workshop by the 13th March 2015 at the latest.
Please also note that although the workshop runs before the main CMS2015 conference it will not entail any supplementary registration fee, although participants will need to pay for an additional night’s accommodation (where needed). Finally, there is another stream at CMS which will be run (by the CMS women’s association VIDA) according to the principles of critical friendship. However, this is reserved for women only and is organized along different lines to the PhD workshop. The PhD workshop is open to any PhD student, regardless of gender.
Item 6:
9th International Conference in Critical Management Studies, ‘Is there an alternative? Management after critique?’, University of Leicester, 8-10 July 2015
Taking management research beyond critique: An experiential drama workshop on Cultural Animation
Convenors: Mihaela Kelemen (Keele University), Emma Surman (Keele University), Toru Kiyomiya (Seinan Gakuin University, Fukuoka, Japan), Sue Moffat (New Vic Theatre)
Animation is typically defined as the "action of imparting life," from Latin animationem. To animate means "to fill with boldness or courage" from Latin animatus. When applied to researching organisations and community, animation is a research practice which facilitates the development of interpersonal and collective relationships while at the same time helps generate ideas, data and results about issues that matter to individuals and communities (Freire, 1994; 1996).
Pioneered in the UK by the award winning New Vic Theatre from Staffordshire in collaboration with Keele University, this methodology transcends disciplinary boundaries and advances a type of knowledge which has the ability not to just illuminate hidden issues and focus on salient ones but also leads to increased human connectivity by promoting a more inclusive and democratic culture of research. We have used this methodology to co-create knowledge on diverse topics such as food banks, community leadership, community asset mapping, sustainability, ageing, violence, exclusion and volunteering within multiple community settings in the UK, Japan, Canada, Greece and Poland. (http://www.ahrc.ac.uk/News-and-Events/Watch-and-Listen/Pages/Weathering-the-storm-How-communities-respond-to-adversity.aspx). The technique has also been used to teach MA and MBA students topics such as Leadership and Critical Management Studies.
The workshop invites people who are interested in becoming organisational or community ‘animators’ or who would like to try out these techniques in the classroom. Central to the Cultural Animation philosophy is the shifting of the existing ’status quo’ and the creation of environments where traditional hierarchies and barriers are dissolved, so new and more creative dialogues are possible and different and more useful relationships are formed. In order to achieve this, creative techniques are used to help create a safe space in which participants are not concerned about giving the ‘right’ answer but can contribute to the research process according to their own agendas, skills and experiences. Cultural animation techniques encourages participants to articulate ideas and experiences in actions and images rather than the written word (http://www.keele.ac.uk/volunteeringstories/culturalanimationoutcomes/).
The approach has as a starting point the validation of the language used by individual members to describe their experiences, and viewing them as ‘experts by experience’ (Fenge, Fannin and Hicks, 2011: 546),exploring what changes they would like to see, who should be involved and how to make it happen. By enlisting the creativity and potentiality of the individuals and embracing the historiographies of community members, cultural animation creates opportunities for academics, policy makers and others in relative positions of power to be able to access and understand the ambitions of individuals and communities. This enables them to think about problems in fresh ways and experience them from multiple perspectives, creating an environment where 'ordinary people' can play a role in shaping their world and realising their aspirations and ambitions.
Format of the workshop
This experiential workshop will explore the ways in which cultural animation methodologies can offer critique through taking lived experience as the starting point for research, enabling exploration, articulation and experimentation with alternatives. The workshop will commence with a background and introduction to cultural animation methodologies (Mihaela Kelemen). It will then provide examples of its application to recent research projects surrounding the topic of food justice and security. This includes a CCN+ funded project with users of and volunteers in food banks (Emma Surman) and from Japan, issues of food security in areas affected by environmental disaster (Toru Kiyomiya). Sue Moffat, Director of New Vic Borderlines, will then conduct an experiential workshop, inviting participants to spell out what constitutes a crisis at a personal or communal level and animate its meanings by fusing together common sense intelligence, creativity and expertise to find creative and democratic solutions to such crises.
If you are interested in attending the workshop and experiencing and learning about how to use Cultural Animation techniques in your own research or in the classroom, please email Mihaela Kelemen on m.l.kelemen@keele.ac.uk or Emma Surman on e.l.surman@keele.ac.uk by January 31st, 2015 with a short paragraph about your current research interests. Places are limited to 40 participants.
Item 7:
Professor Heather Höpfl, 1948-2014: Eine Gedenkschrift – Call for papers for a special issue of Culture and Organization, Volume 23, issue 2, March 2017
This special issue of Culture and Organization will be a memorial publication for our much missed friend and colleague Heather Höpfl, who died on the 3rd of September 2014. Heather was Chair of the Standing Conference on Organizational Symbolism from 1995 to 1998 and co-editor of Culture and Organization from 2002 to 2008.
It is impossible to capture the virtuosity, breadth, extraordinary beauty and intellectual power of Heather’s writings, and we certainly do not attempt to do so in what follows. What we want to do instead is ask for contributions which celebrate, commemorate and continue Heather’s profound impact on organization studies, and we sketch out some of the interconnected themes which might animate these papers below.
- Accounts, accounting, memory and remembrance
- Aesthetics and art
- Archetypes, symbols and symbolism
- Architecture, design, place and space
- Artistic, literary, visual and ethnographic methodologies
- Authorship and authority
- The body, gender and identity
- Dirt, contamination and excess
- Emotions and passions, reason and rationality
- Feminism, phenomenology, poststructuralism and/ or psychoanalysis
- Leadership, leaders and leading
- Mothering, mothers, maternity and the matrix
- Poetic and subversive writing
- Resistance and opposition
- Theatre and the theatrical, spectacle, the dramaturgical and the dramatistic
- Theology, spirituality and belief systems
- Values, virtues and valuations
Of course many of these themes are well-travelled in organization studies, due in large part to Heather’s influence. They have also formed the basis for previous contributions to – and indeed special issues of – Culture and Organization. As such, it is worth us clarifying that contributions for this Gedenkschrift must clearly and explicitly lay out how they take up and continue Heather’s intellectual legacy, as opposed to writing about these various themes in a less precisely focused sense. Authors can also ‘unpick’ any of the themes we have identified above to excavate one particular issue in depth.
As always, and also because of the interdisciplinarity that always characterized Heather’s work, in addition to scholars working in management and organization studies we welcome contributions from anthropology, sociology, philosophy, politics, (art) history, communication, film, gender and cultural studies …. etcetera. Contributions can be theoretical, empirical and/ or methodological.
Guest editors
This issue will be edited by the Culture and Organization editorial team, Jo Brewis (University of Leicester, UK), Rebecca Meisenbach (University of Missouri, US), Ann Rippin (University of Bristol, UK), Annette Risberg (Copenhagen Business School, Denmark), Janet Sayers (Massey University, New Zealand) and David Sköld (Uppsala University, Sweden).
Submission and informal enquiries
Papers should be submitted through the Culture and Organization ScholarOne site at http://mc.manuscriptcentral.com/gsco. Please ensure when you do submit that you select the relevant special issue (volume 23, issue 2) to direct your submission appropriately.
The deadline for manuscript submission is 1st December 2015.
Style and other instructions on manuscript preparation can be found on the journal’s website: http://www.tandfonline.com/toc/gsco20/current. Manuscript length should not exceed 8000 words, including appendices and supporting materials. Please also be aware that any images used in your submission must be your own, or where they are not you must already have permission to reproduce them in an academic journal.
You should make this explicit in the submitted manuscript.
Please direct informal enquiries to Jo Brewis at j.brewis@le.ac.uk