Organization Development &
PDW Chair: Linda Rouleau, HEC
Workshop sessions will be held between 8 a.m. on Friday, August 9, 2019 and 8
p.m. on Saturday August 10, 2019, immediately prior to the AOM scholarly
A PDW provides Academy members
with a unique opportunity for professional development. Though not required, we
are seeking PDW proposals that relate to the Annual Meeting theme. This year,
the theme is “Understanding the Inclusive
Organization” and should be interpreted broadly. It encourages submissions that focus
on organizations and environments that improve society by positively integrating
individuals and groups dealing with physical, psychological or cognitive, linguistic,
social, cultural and economic differences.
This year’s theme resonates
with the orientations of ODC Division-related scholars and practitioners. The ODC
division is deeply committed to designing inclusive change and doing research on
the diversity of changing processes and practices that capture major trends in
contemporary organizations. We are greatly interested in
the development of perspectives, methods and practices that explore how to
facilitate inclusive change and participation in open organizations. We
encourage submissions that look at how to promote equity and human dignity as
well as empowerment of each and every one through organizational change
processes and practices.
In keeping with this theme, we
especially look for proposals from scholars, regardless of membership in our
division, who explore themes related to inclusive change and development in organizations.
For example, related domains of research include, but are not
limited to, social and community psychology, human resources management and
open innovation, diversity studies, social issues in management, critical
management studies, workplace studies, practice-based studies, and more.
Examples of related topics include collaborative leadership, information sharing and participative decision making,
empowerment, commitment and shared
sensemaking, equality and diversity, self-directed teams, impression
management, open innovation and strategy, among others.
The theme thus encourages PDWs
that address questions such as the following:
What are the implications resulting
from recent research and practice that explores the theme of “inclusive and
open organizations”? How does it improve our knowledge of change and changing?
What theoretical frames, concepts
and models are the most useful for understanding the inclusive change and
How can change scholars and
practitioners integrate the diversity of perspectives on inclusive and
open organizations that exist across disciplines?
What dimensions, dilemmas, and dynamics are at play when organizations enforce
greater transparency and inclusion to inside and/or outside actors?
What is the role of discourse,
materiality and emotions in the construction of organizational policies and
developmental activities that improve the capacity of individuals and groups to
fully contribute to change and changing organizations?
What research methods,
both established and new, are especially appropriate for studying inclusive
How might change practitioners
integrate the diversity of perspectives that exist across teams,
functions and units within an organization?
What change and changing practioners’
initiatives hold great potential for developing inclusiveness at any level
of the organization?
What are the boundary conditions that empower broad participation and equity to
promote individual and collective talents?
How does the spread of business education, new social media
technologies, and the rise of new ecological systems facilitate and
constraint inclusive change and the development of open organization?
How might diversity,
inclusion and shared governance be achieved through participatory action research?
What education, learning
practices and skills facilitate
the development of practitioners’ leadership that supports and is capable of
contributions and differences towards organizational goals and outcomes?
What are the
opportunities and challenges of publishing
research on inclusive change?
How can one include research collaborators,
participants, and assistants when disseminating academic results on
inclusive change and changing organizations?
Successful PDW proposals are
highly interactive, create an engaging environment, provoke new ideas and learning,
integrate cutting-edge scholarly or applied ideas, connect people and build
relationships, and encourage experimentation with new ideas, processes and
practices. They should be inclusive and of interest to participants from a
variety of backgrounds and perspectives around topics of mutual interest. Since
ODC-related work is broadly interdisciplinary, we especially encourage PDWs
that will facilitate interactions between ODC practitioners, ODC academics and
members of other divisions. We also encourage submissions on research,
teaching, and/or practice.
Proposals for PDWs may address
these or other issues that emanate from this year’s AOM theme. They may also
focus on issues that are unrelated to the theme, but that align with the ODC Division domain statement. In addition, we encourage the organizers of
past, successful PDWs to submit PDWs again for 2019.
PDW proposals may be submitted
to only one (primary) division; however, we encourage PDW proposals that
may be co-sponsored by other divisions or interest groups. Each potential
sponsor should be listed on the proposal. Any co-sponsors will be determined
after the submission is accepted.
The submission deadline is January
15, 2019, 5 p.m. ET (NY Time). Early submissions are strongly advised.
Please review the submission instructions before preparing
If you have any questions, or
if you would like to discuss a possible proposal idea, please contact the ODC
PDW Program Chair, Linda Rouleau at email@example.com before December 15, 2018.