Item 1:

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 a 500 word abstract for 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).

PLEASE NOTE THE DEADLINES BELOW HAVE CHANGED SINCE THE FIRST VERSION OF THIS CALL WAS PUBLISHED.

The deadline for abstract submission is 31st January 2015.
We will advise on acceptance for the workshop by the 20th February 2015 at the latest.
Full papers will be due to both of us by 15th April 2015. We ask that each paper is a maximum of 8000 words long, including references where these are integral.

Enquiries about the workshop can also be submitted to us at the same email addresses.

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 2:

10th Anniversary Ethnography Symposium

The 10th Annual Liverpool Symposium on Current Developments in Ethnographic Research in the Social and Management Sciences in association with the Journal of Organizational Ethnography

Hosted at the University of Liverpool,
26th-28th August, 2015

Key theme:
Reflection in Action: Taking Stock of 10 Years of Ethnography Symposia

Call for Papers
The Annual Liverpool Symposium on Current Developments in Ethnographic Research in the Social and Management Sciences is a leading international forum for debate and dialogue on the theory, practice and form of ethnographic work. In 2015, we are marking the tenth symposium by returning to Liverpool and with a theme that encourages reflection on the practices and development of ethnographic research.

Since the mid-1980s, we have seen a move toward reflexive and emotionally engaged ethnographic writing. Here, the complex, ambiguous and messy nature of the social world is celebrated, as researchers reflect on their own positioning, relationships in the field and beyond, as well as on personal biographies and preferences in an attempt to understand the impact that these have on participants, cultures and studies. The last decade has seen an explosion of writings regarding such notions – as evidenced in the Journal of Organizational Ethnography – and it is apparent that ‘reflection in action’ has become a key part of the ethnographer’s journey.

Because of the wide-ranging impact of this shift, we invite participants to engage with the overall theme presenting papers that discuss contemporary reflective, reflexive and emotional issues in order to illuminate ethnographic approaches further and to develop ethnographic practice. Given that this event marks the 10 year anniversary of the Ethnography Symposium, we also invite papers that take stock of the discipline and consider future prospects. Participants might thus consider: discussing ethnographic approaches, methods, and developments in the past decade(s) as well as future opportunities and potentialities; reflecting on the ‘self’ in ethnographic research; looking at power relations, emotional, ethical and cultural issues shaping ethnographic projects; as well as critically debating concepts, theories and methodologies for the practicing ethnographer. Given the 10th anniversary, we aim to include a wide range of potential contributions and celebrate our sense of community and togetherness!

Conference Chairs

Dr Matthew Brannan
m.brannan@keele.ac.uk
Dr Manuela Nocker
mnocker@essex.ac.uk
Dr Geoff Pearson
pearsong@liv.ac.uk
Dr Mike Rowe
mikerowe@liv.ac.uk

Keynote Speakers
Professor Barbara Czarniawska, Göteborg University
Dr Charles Kirke, Cranfield University
Dr Mark de Rond, University of Cambridge
Professor Helen Sampson, Cardiff University

Roundtable: Reflections on the First Ten Years!
Introduced by:
Professor John van Maanen, MIT
Professor David Weir, Edge Hill University

Submission Details
Abstracts (up to 750-words), should be submitted to ethnog@liverpool.ac.uk in PDF format, saved as the authors surname followed by the paper title by Friday 6th February 2015. The abstracts should list all authors, an email contact and institutional affiliation details at the top of the first page. Decisions on acceptance of papers, subject to external refereeing, will be given by email by the 27th of February, 2015.

Symposium attendance fees, accommodation and registration
Attendance fee for delegates in full-time employment – £325
PhD and postdoctoral research students, Emeritus Professors and/or semi-retired colleagues in part-time employment - £215​

For further details please visit the conference website: http://www.liv.ac.uk/ethnography


Item 3:

Fully-funded Phd studentship at Queen’s University Belfast, starting Sept 2015.
Suitable for a non-EU student interested in organisational behaviour, and is on the topic of whistleblowing/ theories of recognition.
Detailshere:http://www.qub.ac.uk/schools/QueensUniversityManagementSchool/Education/DoctoralProgrammes/Studentship/


Item 4:

Call for Contributions: Dignity and organizations

Monika Kostera, Jagiellonian University and Bradford University, monkostera@gmail.com
Michael Pirson, Fordham University and Harvard University, pirson@fordham.edu

The humanistic turn in management is a fairly recent phenomenon, but it exists already a rich and extensive literature (for an overview seeKostera, forthcoming and Pirson et al, 2009; 2014). There also exists a plethora of writings on issues related to dignity in management (see e.g. Agassi, 1986; Bolton, 2007; Fleming and Spicer, 2007; Hodson, 2001; Raelin, 2012; Sayer, 2007), however, these publications touch only a specific side of topic and do not intend to give a broad, synthetic picture. The gap in literature which this book aims at filling consists of a humanistically oriented synthetic review focused on the dimension of human dignity in the all the key aspects of organization, management and its social and cultural context. The chapters, authored by key scholars within the relevant areas, will concentrate on the issues of dignity in relation to each aspect, bringing up the most pertinent theoretical and empirical points, ideas and consequences of a humanistically oriented approach.

The notion of human dignity as that which bestows intrinsic value to human life has been central to societal progress since the Middle Ages – as evidenced in the quest for freedom from slavery and other forms of repression, democracy, the establishment of modern governance, and the 20th century development of an international human rights regime (Kateb, 2011; McCloskey, 2010). According to Immanuel Kant (1724-1804), humanity, being capable of morality and agency, can be described in terms of dignity, not value, because humans are not relative of the observer's judgement and are, instead, ends in themselves. The elevated status that the idea of human dignity holds is epitomized in the famous dictum of Immanuel Kant that― ”everything has either a price or a dignity. Whatever has a price can be replaced by something else as its equivalent; on the other hand, whatever is above all price, and therefore admits of no equivalent, has a dignity” (Kant, 1785). In other words, dignity represents the apex of all human norms and values. As some economic historians argue, the quest for dignity has been so relevant that it became a key success factor of social and economic development in the West (McCloskey, 2010).

Economics and by extension management research, however, have long since neglected the notion of dignity, possibly due to a utilitarian and reductionist legacy (Dierksmeier, 2011). The predominant economic anthropology (centered on homo oeconomicus), exemplified by noted economists and management scholars Michael Jensen and William Meckling (1994) , holds that we all have a price: “Like it or not, individuals are willing to sacrifice a little of almost anything we care to name, even reputation or morality, for a sufficiently large quantity of other desired things; and these things do not have to be money or even material goods.” (p.9-10)

Karl Marx regarded unalienated (and thus not devoid of dignity) work as an important part of human emancipation. According to Simone Weil (1999) the dignity of labor is central for the good life. Only work allowing reflection and the use and development of skill and professionalism is able to benefit dignity and moral well-being of the workers.

The humanist turn in management is an approach to organizing and organizations, focusing explicitly on dignity as the foundation for all activity. The Humanistic Management Manifesto published by the Humanistic Management Network states the following:
“The Humanistic Management Network defends human dignity in the face of its vulnerability. The dignity of the human being lies in her or his capacity to define, autonomously, the purpose of her or his existence. Since human autonomy realizes itself through social cooperation, economic relations and business activities can either foster or obstruct human life and well-being. Against the widespread objectification of human subjects into human resources, against the common instrumentalization of human beings into human capital and a mere means for profit, we uphold humanity as the ultimate end and key principle of all economic activity” (Humanistic Management Network, 2014).

Humanist management can be defined by three key characteristics (Kostera, forthcoming). Firstly, by its focus on the human condition, needs and rights. The aim of humanistic management is the concern for the good, dignity, emancipation and development of the human being (Humanistic Management Network, 2014; Batko et al., forthcoming). It is based on the categorical imperative of Immanuel Kant (1997), which upholds that the human being should never be regarded as a means to any end, but should only be seen as an end it her or himself. Secondly, humanistic management often seeks inspiration and guidance in the humanities (Gagliardi and Czarniawska, 2006; Orzechowski, 2009), to gain knowledge and a cultural sensitivity. Thirdly, humanistic management is adopting the perspective of the human condition and experience (Hopfl, 1994; Kociatkiewicz and Kostera, 2013). As a practice and academic discourse it seeks to understand in a compassionate way organizational realities from the point of view of the feeling, thinking, embodied human, of all hierarchical levels and social roles.

In this call for contributions we invite researchers to explore the notion of human dignity in the context of organizations. We invite chapters that develop the notion of human dignity in conceptual terms (theory), in its practical application (practice), within the context of teaching (pedagogy) and within the context of public policy (ecosystem). We invite contributions that explore the relevance of human dignity for a variety of organizational aspects such as organizational legitimacy, stakeholder management, innovation or that explore its relevance for business functions e.g. finance, marketing, human resource management, strategy etc.

All chapters should be conceptually grounded and connected to existing discourses of dignity in areas such as: philosophy (Kant, 1785; Rosen, 2012; Sen, 2001), political science, e.g. conflict resolution (Hicks, 2011), legal studies, e.g. governance and corporate charters (Kateb, 2011; Meyer & Parent, 1992), religious studies (Duffy & Gambatese, 1999), economics, e.g. poverty alleviation (McCloskey, 2010; Nussbaum, 1998), sociology, e.g. alienation (Bolton, 2007; Hodson, 2001; Lamont, 2002), or psychology, e.g. motivation (Harris, 1997).

While the above list is merely suggestive and non-exhaustive, the editors seek contributions that can shape the paradigmatic discussion of management.

Specific research areas might include, but are not limited to:
· Dignity at work
· Dignity and culture
· Dignity and technology
· Dignity and structure
· Dignity and strategy
· Dignity and finance
· Dignity and marketing
· Dignity and leadership
· Dignity and production
· Dignity and the management of people
· Dignity and corporate governance
· Dignity and power
· Dignity and dialogue
· Stories of dignity
· Dignity and art in organizations
· Dignity and decision making
· Dignity and emancipation
· Dignity and learning
· Dignity and anarchism for organization
· Dignity and forgetting
· Dignity and organizational dreaming
· Dignity and gender
· Dignity and postcolonialism
· Dignity and ethics
· Dignity and resistance
· Dignity and economics

Proposed timeline:
1) 1/6/2015 short abstracts (ca 250-500 words)
2) 1/9/2015 first drafts of the chapters (ca 5500-8000 words)
3) 1/10/2015 editors’ feedback to authors
4) 1/12/2015 revised version of chapters
5) 1/2/2016 last revisions


Item 5:

Writing Organization: Disruption and Difference Through Experimental, Embodied and Non-Written Texts – SYMPOSIUM II

A symposium organised by Nancy Harding, Mary Phillips and Alison Pullen
To be held on April 2nd 2015, 9.30 am - 5.00pm at the University of Bristol
(Sponsored by the Bradford School of Management, the Universities of Bristol and Macquarie, and the Critical Management Studies Division of the Academy of Management)

The aim of this series of one-day symposiums is to promote and provoke experimental forms of representation that challenge and reach beyond the constricting norms of social science research, reinforced by the requirements of many academic journals. This event builds on the highly successful meeting held at the University of Bradford in 2014 which brought together scholars engaged with writing organization/s differently. We explored whether and how scholars can productively and creatively engage with writing that problematises the inter-relations between gendered, sexed, raced and classed bodies normally constrained by writing rules and genres.

This workshop will focus on the practice of producing writing to address the ethical imperative to account for difference in academic representation and as a form of activism and engagement with non-academic audiences. We will explore writing research as a fictionalized account, the ways in which embodied and poetic writing can induce us to re-think our connections to the world, and look at writers whose work can help us towards new ways of acting and writing ethically from the body and from the everyday. We will go on to experiment and play with our own writing and to think how we might further develop these exciting approaches within Management and Organization Studies.

FOR FURTHER DETAILS OR TO RESERVE A PLACE , CONTACT MARY PHILLIPS, MARY.PHILLIPS@BRISTOL.AC.UK
The workshop is free of charge and refreshments will be provided


Item 6:

De Montfort University PhD Scholarship

Project Title: Desistance, Emotion and Employment
Department of Human Resource Management
Leicester Business School, Faculty of Business & Law
De Montfort University, Leicester
COMMENCING OCTOBER 2015

A PhD research scholarship including stipend and tuition fee costs is offered collaboratively across the Department of Human Resource Management’s Contemporary Research on Work, Organisations and Employment Research Group and the Community and Criminal Justice Division of the Faculty of Health and Life Sciences. It is available to UK or EU students who are suitably qualified and have outstanding potential as a researcher.

Project outline:
The UK, and elsewhere, is suffering from acute overcrowding in prisons (http://www.howardleague.org/weekly-prison-watch/ 2014). One of the inherent challenges to this overcrowding is the high proportion of those serving custodial sentences are repeat offenders (Prison Reform Trust 2014). Indeed, some prisoners have spent more of their life behind bars than ‘on the out’, many of whom feel more comfortable within the prison environment and seemingly struggle to re-integrate into society. The Coalition Government and the Ministry of Justice have asserted that employment is one of the seven pathways (NOMS 2005) to securing desistance. The Government’s Breaking the Cycle (2011) has promised to address desistance, by favouring initiatives to help ex-offenders re-integrate into work, life and society. And yet, there are clearly flaws in this process as re-offending rates continue to climb and prisons become increasingly overcrowded. Notably, the distinctively emotional aspects of these multi-faceted issues have been neglected by the existing literature (Knight 2012). This studentship, therefore, seeks to explore some of the complex emotional landscapes that ex-offenders must navigate and manage in order to gain employment, and continue to actively manage to retain it on their route to desistance.

For a more detailed description of the scholarship and the subject area at DMU please visit http://www.dmu.ac.uk/research/graduate-school/phd-scholarships.aspx or contact Dr Jenna Ward on +44 (0)116 2506058 or email jeward@dmu.ac.uk.

In offering this scholarship the University aims to further develop its proven research strengths in the field of HRM and Criminal Justice. It is an excellent opportunity for a candidate of exceptional promise to contribute to a stimulating, world-class research environment.

Applications are invited from UK or EU students with a Master’s degree or good first degree (First, 2:1 or equivalent) in a relevant subject. Doctoral scholarships are available for up to three years full-time study starting October 2015 and provide a bursary of ca. £13,770pa in addition to University tuition fees.

To receive an application pack, please contact the Morgan Erdlenbruch via email at Morgan.Erdlenbruch@dmu.ac.uk. Completed applications should be returned together with two supporting references.

Please quote ref: DMU Research Scholarships 2015

CLOSING DATE: Wednesday 4th March, 2015. Interviews will take place in the weeks of 16th and 23rd March.

Further Details

This research studentship addresses a key issue of contemporary academic and policy concerns that surround ex-offenders’ emotional experiences of seeking and retaining employment and the impact these have on ex-offenders’ likelihood of re-offending.There are a range of issues at play in this area including significant equality and diversity issues, HR policy and cultural social responsibility agendas and although we would be willing to invite doctoral research in these areas we are particularly keen to explore the emotional context of seeking and retaining employment as an ex-offender. This studentship will explicitly look at the lived experiences of those ex-offenders whom seek to enter employment and the complex role it plays on their route to desistance.

The UK, and elsewhere, is suffering from acute overcrowding in prisons (http://www.howardleague.org/weekly-prison-watch/ 2014). One of the inherent challenges to this overcrowding is the high proportion of those serving custodial sentences are repeat offenders (Prison Reform Trust 2014). Indeed, some prisoners have spent more of their life behind bars than ‘on the out’, many of whom feel more comfortable within the prison environment and seemingly struggle to re-integrate into society. The Coalition Government and the Ministry of Justice have asserted that employment is one of the seven pathways (NOMS 2005) to securing desistance The Government’s Breaking the Cycle (2011) has promised to address desistance, by favouring initiatives to help ex-offenders re-integrate into work, life and society. And yet, there are clearly flaws in this process or rhetoric as re-offending rates continue to climb and prisons become increasingly overcrowded. Notably, the distinctively emotional aspects of these multi-faceted issues have been neglected by the existing literature (Knight 2012). This studentship, therefore, seeks to explore some of the complex emotional landscapes that ex-offenders must navigate and manage in order to gain employment, and continue to actively manage to retain it on their route to desistance.

The studentship offers considerable scope for the successful candidate to shape their own PhD project which could usefully examine some of the following questions, with emphasis on capturing the emotive dimensions of this topic:

· How are recruitment and selection methods experienced by ex-offenders?
· What choices do ex-offenders feel they have as they seek employment?
· What are the barriers to desistance in relation to employment?
· To what extent is employment a therapeutic or rehabilitative experience for ex-offenders?
· What is the impact of a criminal record on ex-offenders’ career choices and their future aspirations?
· What is the knowledge of, take up and usefulness of government and employer policy on the employment of ex-offenders?
· What kind of organisational cultures are supportive of ex-offenders retaining employment?

The recipient of the bursary would have substantial autonomy over their research, and should prepare their own research proposal as part of the application process.

Supervision
The successful candidate would become a member of the CROWE (Contemporary Research on Organisations, Work & Employment) Group. The first supervisor would be Dr Jenna Ward. The second supervisor would be Dr Victoria Knight from the Faculty of Health & Life Sciences. Depending on the precise directions taken in the project, further supervision and support will also be available from other members of both faculties including Prof Rob Canton.

Informal enquiries

For informal discussions on this opportunity, and to discuss ideas for proposals, please contact Dr Jenna Ward (jeward@dmu.ac.uk). Please note that unfortunately we cannot fund applicants from outside the European Union.


Item 7:

The 6th Australasian Caucus of the Standing Conference on Organizational Symbolism (ACSCOS) – Theme: Anxiety and Organization

30 November to 2 December 2015
Macquarie University
Department of Marketing and Management
Sydney, Australia

Call for Papers
“Anxiety is the dizziness of freedom” Søren Kierkegaard once remarked. With the liberty afforded by neo-liberalism, a new anxiety has been born. Ours is a globalized economic anxiety where our freedoms are directed towards clambering over the line that separates winners from losers, rich from poor, those ahead and those left behind. Organizations are not innocent. Audits, performance measures, short term targets, and the rest of the plethora of metrics and measurements weigh heavily as liberty is reduced to the freedom to compete in a less than zero sum game. The rules of this restless game are that the future is uncertain and the present is insecure. The agitation is heightened by uneasy managers enlisted to engender and foment anxiety in others.

On a geo-political scale there is the freedom to enter into the circuits of capital that whizz around the globe without care of consequence of what is left in their wake. This is not W.H. Auden’s age of anxiety that heralded the alienation of an industrialized world. Our anxiety is that of a world which we identify with all too much. A world where organization and management hold centre stage in people’s lives – for better or for worse, like it or not. The anxiety is one with which we must identify; to belong; to hope for the spoils; to abate the fear of nothing; to live; to survive.

As Susan Bordo assesses, this anxiety manifests too in the obsessions of unobtainable idealised bodies and lives that are little more that the logical product of the dominant cultural fantasies. Anxiety is written on the bodies of people in organizations whose eyes are never far from the mirror that is given to them as a sad gift from on high. Authenticity as a once hopeful purpose is replaced with the desire to be that which the hierarchy approves, whatever it takes – hard hours at the gym, late hours in the office, 24x7 email demands, painful diets, the surgeon’s knife, the discipline of the personal coach, or the handy advice of the management guru.

In the ruthless mire of neo-liberal performativity, our conference has as its theme ‘anxiety and organizations’. We are calling for papers that examine organizationally related phenomena from the perspective of anxiety and the related and often ambivalent feelings of fear, freedom, desire, choice, dread, responsibility, worry and uncertainty. In one direction this could mean expounding the organizational structures, cultures, pressures and effects that that lead to and are caused by anxiety. In another, the focus might be on the productive possibilities of confronting anxiety and the paths of freedom away from the anxiety of organizations.

Papers addressing the theme might consider the following subjects (not an exhaustive list):
• Identity, organizations and anxiety
• Anxiety and desire
• Humanity, anxiety and relationship
• Fetishes and anxiety
• Cultural constructions of anxieties on bodies
• Financial anxiety after the crisis
• The anxiety of insecure and precarious work
• The productive possibilities of anxiety
• Worker resistance as a response to and/or harbinger of anxiety
• Work and anxiety in popular culture
• Discrimination and the production of anxiety
• Organization as a mechanism of repression
• Management and control as an attempt to appease anxiety
• Gender as constitutive of anxiety in organizations
• Anti-organizational protest as a response to anxiety
• Possibilities for productive anxiety and a return to humanism
• The anxiety of leadership
• The anxiety of change and its management
• The anxiety of consumerism
• The institutionalization of anxiety
• Anxiety and the compression of organizational time and space
• Bureaucracy, post-bureaucracy and anxiety
• Income inequality and anxiety
• Cultures of anxiety
• The anxiety of ageing/the anxiety of youth
• Anxiety and the freedom of expression
• Anxiety, transparency and surveillance
• Organizational and business ethics as conditions of anxiety
• The normalisation of anxiety and the medicalisation of calm
• Theoretical approaches to anxiety and related phenomena
• Performance anxiety
• Anxiety and contemporary academic life
• Flesh and anxiety and its management such as cosmetic surgery
• The anxiety of LGBTI identity
• Anxiety and insecurity in employment

For full details, please visit acscos.org


Item 8:

Call for papers - The Liminality of Organizational Spaces (APROS/EGOS 2015 stream 19)

Dear Colleagues

We would like to invite your submissions to The Liminality of Organizational Spaces stream (19) of the APROS/EGOS conference, which will take place December 9th – ­11th, 2015 in Sydney, Australia. We are seeking short paper submissions of between 3000-4000 words, by May 1st 2015 (11:59pm Sydney Time) (The word count is inclusive of references, appendices and other material). Authors should be explicit about how their paper connects with the stream and more broadly to the overall theme of the conference (‘Spaces, Constraints, Creativities: Organization and Disorganization’). Conference paper submissions can be made at https://www.eventspro.net/consol/cm.esp?id=7530028&pageid=_8O0DJGLWC

Convenors:
Professor Peter Case, James Cook University, Australia, and University of the West of England, Bristol Business School, United Kingdom
Michal Izak, University of Lincoln, United Kingdom
Professor Pauline Leonard, University of Southampton, United Kingdom
Harriet Shortt, University of the West of England, Bristol Business School, United Kingdom

Despite increased academic interest in advancing new understandings of liquid and fleeting social realities as well as in proposing new ways of dealing with the transience of relationships, emotions or frameworks in organizational contexts, the topic of liminality of organizational spaces is relatively under researched. We would like to invite papers addressing this issue from a range of theoretical, methodological and empirical approaches.

Relevant questions might include, but are not restricted to, the following:
· How does the concept of liminal space enhance our understanding of organizational processes and practices?
· Which new (liminal?) organizational spaces and/or forms may emerge from liquid modernity?
· How can the spatial liminality of organizations be studied empirically and what are the methodological consequences of such studies?
· How can liminal spaces be conceptualised theoretically?
· How do relations of power articulate within liminal spaces?
· What role can liminal transience of established categories play in ideological representations of organizational ‘reality’?

The full version of the call is available at:
http://www.apros.org/archives/179
If you would like to discuss your paper prior to submission please contact Dr Michal Izak (mizak@lincoln.ac.uk)

We are looking forward to receiving your short papers.

Best regards,

Michal, Peter, Pauline and Harriet