If you haven’t been to this conference before…you might be missing out!
Come to Brighton in the UK next summer and join us!
The theme is ‘Performance’ and exhibitions, installations, workshops and performances are all welcome!
Deadline for abstracts and contributions has just been extended to February 9th 2018:
Call for Contributions Deadline Extended February 9th, Brighton 2018!
Journal of Management Education Special Issue
Call for Papers
Women’s leadership development programmes: Lessons learned and new frontiers
Guest Editors:
Gelaye Debebe, The George Washington University (gdebebe@gwu.edu)
Diana Bilimoria, Case Western Reserve University (diana.bilimoria@case.edu)
Susan Vinnicombe, Cranfield University and Simmons College (s.m.vinnicombe@cranfield.ac.uk)
Deirdre Anderson, Cranfield University (deirdre.anderson@cranfield.ac.uk)
This special issue specifically addresses women’s leadership development programs, which have grown considerably in recent years. These programs can range from one-off events to strategic activities embedded within larger system-wide change efforts. A growing body of work explores various issues such as program impact (Vinnicombe and Singh, 2003), theory and design of women’s leadership programs (Hopkins et al, 2008; Ely et al., 2011), embedding women’s leadership development within systemic gender equity change initiatives (Bilimoria and Liang, 2012), single-sex program designs (Vinnicombe and Singh, 2002, 2003; Anderson, Vinnicombe & Singh, 2008; Debebe 2011), and methodological issues in impact evaluation (Jarvis, et al., 2013). Two additional emerging areas include multiple identities (Debebe and Reinert, 2014) and the supporting role of men (Simmons, 1996; Burke & Major, 2014). We invite submissions that consider a variety of issues related to women’s leadership programs from a scholarship of teaching and learning perspective.
Leadership and management development refer to learning and growth over the course of a person’s career, contributing to increasing role effectiveness (Wexley and Baldwin, 1986; Velsor et al., 1998). Our conception of leadership development is rooted in the notion of transformational learning (Mezirow, 1991). Put simply, transformational learning is a process resulting in deep and significant change in habitual patterns of thinking and doing, resulting in new approaches to role enactment. A transformational learning perspective shifts the focus from course content, assessment and feedback to the process, nature and context of deep learning and change at individual and systemic levels.
Possible Topics for Submission
Below is a list of possible research questions, issues and topics that could be addressed in submissions. Prospective authors and potential reviewers are invited to email any of the guest editors about this special issue to discuss their ideas, and we would also be pleased to respond to proposals.
1. How do management education activities in the university classroom (undergraduate, graduate and executive education) or in corporations (training events, on-the-job learning assignments) foster women’s leadership development over the course of their careers?
2. Empirical cases that describe, explore, and explain the nature, process and outcomes of women’s leadership development programs aimed at organizational-level change. What can we learn from these cases regarding successful strategies and pitfalls for organizational transformation?
3. How do multiple identities come into play in women’s leadership experiences and how might women’s leadership programs account for this?
4. How can women’s leadership development be best supported in the classroom by men?
5. How should women’s leadership development programs be evaluated? What are the limitations of current practices and how might these be addressed?
6. What are successful curricular examples of women’s leadership development in undergraduate, graduate, and executive business/management education programs? What are extant challenges?
7. Description and analysis of teaching resources and innovations, such as films, exercises, mentoring and coaching for women’s leadership development. Particular focus should be given to the potential of pedagogical tools to catalyze transformational learning.
8. Reviews that specifically address women’s leadership development. For example, how have women’s leadership programs (of all types) evolved? What are the implications of this evolution for the future of women’s leadership development theory and practice?
We seek submissions across the Journal of Management Education’s individual sections: research/conceptual articles, essays, teaching innovations, and resource reviews. Submissions should be original, not submitted to or published in any other sources, and conform to word count limits as noted at the manuscript submission site. Full guidelines for manuscript submission are available online at: http://www.sagepub.com/journals/Journal200931#tabview=manuscriptSubmission. The paper submission deadline is December 15, 2014.
References
Anderson, D., Vinnicombe, S., & Singh, V. (2008). Women only leadership development: A conundrum. In K.T. James, & J. Collins (Eds.), Leadership learning: Knowledge into action (pp. 147-161). London, Palgrave Macmillan.
Bilimoria, D., & Liang, X. (2012). Gender equity in science and engineering: Advancing change in higher education. New York, NY: Routledge.
Burke, R. J. & Major, D. A. (2014). Gender in organizations: Are men allies or adversaries to women’s career advancement? Northampton, MA: Edward Elgar.
Debebe, G. (2011). Creating a safe environment for women’s leadership transformation. Journal of Management Education, 35, 679-712. doi: 10.1177/1052562910397501
Debebe. G., & Reinert, K.A. (2014). Leading with our whole selves: A multiple identity approach to leadership development. In M. Miville & A. Ferguson (Eds.), Handbook on race-ethnicity and gender in psychology (pp 271-293). New York, NY: Springer.
Ely, R. J., Ibarra, H., & Kolb, D.M. (2011). Taking gender into account: Theory and design for women’s leadership programs. Academy of Management Learning & Education, 10, 474-493. Retrieved from: http://dx.doi.org/10.5465/amle.2010.0046
Hopkins, M.M., O’Neil, D., Passarelli, A., & Bilimoria, D. (2008). Women’s leadership development: Strategic practices for women in organizations. Consulting Psychology Journal: Practice and Research, 60, 348-365. doi: 10.1037/a0014093
Jarvis, C. Gulati, A., Mcririck, V., & Simpson, P. (2013). Leadership matters: Tensions in evaluating leadership development. Advances in Developing Human Resources, 15, 27-45. doi: 10.1177/1523422312467138
Mezirow, J. (1991). Transformative dimensions of adult learning. San Francisco, CA: Jossey Bass.
Simmons, M. (1996). New leadership for women and men: Building an inclusive organization. London: Gower Publishing Ltd.
Velsor, E.V., McCauley, C.D., & Moxley, R.S. (1998). Introduction: Our view of leadership development. In. C.D. McCauley, R.S. Moxley, & E.V. Velsor (Eds.), The Center for Creative Leadership Handbook of Leadership Development (pp 271-293). San Francisco, CA: Jossey Bass.
Vinnicombe, S. & Singh, V. (2002). Developing tomorrow’s women business leaders. In R. J. Burke & D. L. Nelson (Eds.), Advancing women’s careers: Research and practice (pp. 206-219). Malden: Blackwell.
Vinnicombe, S., & Singh, V. (2003). Women-only management programs: An essential part of women’s leadership development. Journal of Change Management, 3, 294-306.
Wexley, K., & Baldwin, T.T. (1986). Management development. Journal of Management, 12, 277-294. doi: 10.1177/014920638601200209
We are delighted to announce the call for papers for the 2014 CRESC Annual Conference.
This is on: Power, Culture & Social Framing
What is social and cultural change? How are the public agendas for framing change set? What do they conceal? How do they reproduce inequalities? And how might they be contested?
‘Epochal’ theorising will not do. Structures are real, but the extent to which they reflect simple patterns is limited. Instead we need to ask well-theorised and ambitious questions about particular institutions, networks and practices and their changing intersections with power and inequalities. In the final CRESC conference we are seeking theoretically informed and empirically-grounded contributions that explore change, power and inequality, ask how these are framed, and explore how dominant framings might be contested. (Visit the CRESC website at http://www.cresc.ac.uk/events/annual-conference-2014-power-culture-and-social-framing for more details).
3rd September: The End of the 30 Year Experiment? Philip Augar (ex banker and government NED) Aditya Chakrabortty (The Guardian), Steve Francis (CEO/CFO specialist in restructuring) Nick Pearce (IPPR, formerly head Downing Street Policy Unit)
4th September: Culture, Power and Social Change. Tony Bennett (University of Western Sydney), Dame Tessa Jowell, MP (former Secretary of State for Culture, Media and Sport), Mike Savage (London School of Economics)
5th September: Framing Urban Infrastructures. Roger Milburn (ARUP); Anna Minton (author and journalist); Sarah Green (University of Helsinki).
There will also be sub-plenary speakers, conference streams and panels.
We welcome submissions for individual papers, conference panels, and conference streams. Panel and stream proposals should include details of at least three individual papers. (Please visit the conference website for more details, and see closing dates below).
Please visit the conference website for details, updates, and contact information, at http://www.cresc.ac.uk/events/annual-conference-2014-power-culture-and-social-framing
CRESC, the ESRC Funded Centre for Research on Socio-Cultural Change, is a collaboration between the Open University and the University of Manchester. Please visit our website at http://www.cresc.ac.uk/ for more details.
For all enquiries please contact: cresc.annualconference@manchester.ac.uk
This is a second call for papers for the 10th European Conference on Management Leadership and Governance ECMLG – 2014 being held at VERN’ University of Applied Sciences, Zagreb, Republic of Croatia on the 13-14 November 2014.
This call will close on 24th of April 2014.
The Conference offers an opportunity for scholars and practitioners interested in the issues related to Management, Leadership, and Governance to share their thinking and research findings. These fields of study are broadly described as including issues related to the management of the organisations’ resources, the interface between senior management and the formal governance of the organisation. This Conference provides a forum for discussion, collaboration and intellectual exchange for all those interested in any of these fields of research or practice.
We invite contributions for academic research, case studies and work-in-progress/posters are welcomed approaches. PhD Research, proposals for roundtable discussions, non-academic contributions and product demonstrations based on the main themes are also invited. A prize will be awarded to the best PhD paper and the best Poster.
In addition to the main conference topics the advisory group invites submissions to the following mini tracks:
Publication opportunity
Papers accepted for the conference will be published in the conference proceedings, subject to author registration and payment. ECMLG proceedings are published with an ISBN and ISSN and are submitted to Thomson ISI World of Science, Scopus, Google and a number of other citation organisations for indexing.
For more information, please go to:
http://academic-conferences.org/ecmlg/ecmlg2014/ecmlg14-call-papers.htm
Organization Studies Calls for Papers:
January 2014-November 2014 – please see attached word doc below for all the details!
Please note you can only submit one month prior to the submission deadline and only through SAGETrack:
http://mc.manuscriptcentral.com/orgstudies
Administrative support & general queries
Sophia Tzagaraki: osofficer@gmail.com
CALL FOR ABSTRACTS!
SUBMIT DIRECT TO ONE OF THE 25 STREAMS
Gender, Work and Organization
8th Biennial International Interdisciplinary Conference 24th – 26th June, 2014, Keele University, UK
Click link below for full details:
Thanks to Eda for sharing!
SIG Business and Society, Euram 2014 – 4th to 7th June, Valencia
For more information and guidelines, check out the Euram 2014 website and attachment below:
http://www.euram-online.org/conference/2014/
call for papers Psychoanalysis work organizations and society
Thanks to Nadine for sharing!
Hi all
Please follow the link below for more details on 5 calls for papers for special issues of Organization Studies.
This may be of particular interest to those of you interested in power and politics, organisational cultures, innovation and change and temporary organising…
Best wishes, Harriet
