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Subject: Posting to the list
From:
n.paulsen@BUSINESS.UQ.EDU.AU
Date: Tue, December 19, 2006 5:32 pm
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Could you please post this call for abstracts to your discussion list.
Some of you members may be interested in this subtheme at EGOS 2007.
Abstracts are due 15 January 2007. Full papers of accepted abstracts will
be due on May 31 2007.
Thanks
Neil Paulsen PhD
UQ Business School
University of Queensland
Australia
Tel: +61 7 33811047
Fax: +61 7 33811053
-----Original Message-----
From: Paulsen, Neil
Sent: Wed 12/20/2006 8:30 AM
To:
pnp-net@aomlists.pace.edu
Subject:
Please excuse cross postings...
Call for abstracts
23rd EGOS Colloquium
July 5- 7, 2007, Vienna
Vienna University of Economics and Business Administration, Vienna, Austria
Beyond Waltz - Dances of Individuals and Organization
We invite abstracts for the following subtheme. Submit your abstract
online. At least the submitting author needs to be an EGOS member to
submit the abstract.
http://www.egosnet.org/conferences/subthemes/groups.php?conf_id=5
Please make this known to your colleagues and students.
Sub-theme 35:
Doing the 'two-step': New forms of organizing and professional identity in
post-NPM organizations
Call for papers
The relationship between individuals and organizations (RIO) in the post
New Public Management (post-NPM) era is an ongoing project. Over the last
decades, many OECD countries have instituted major reform of the public
sector, which in turn has impacted on both the private and non-profit
sectors. Fuelled by concepts such as 'reinventing government' (Osbourne &
Gaebler, 1992), New Public Management (Kettl, 1997), and/or 'responsive
governance' (United Nations, 2005), governments have adopted various
initiatives designed to reform and rejuvenate the delivery of public
services. Consequently, new forms of organizing blur the boundaries
between jurisdictions (e.g., public-private partnerships), which in turn
lead to different ways of working in the delivery of public and community
services. Furthermore, the tension between enhanced organizational
performance (with societal accountability, legitimacy and identity as
important characteristics in the field of public organizations) and the
room for discretionary human agency (with individual responsibility,
autonomy and initiative as the engines of NPM), has been at the heart of
the NPM debate, exposing the paradoxes and tensions of RIO, possibly more
than in any other organized context. As organizations move toward a
post-NPM era, the legacy of these initiatives has significant implications
for both the professional identities of employees in their organizations,
and the role they play in influencing their outcomes (Paulsen, 2006). This
subtheme explores these new 'dance' forms and their implications for RIO.
The intentional acts of organizing in post-NPM organizations set
boundaries within which people act out or 'dance' their organizational
responsibilities and at the same time, enact their organizational
identities. As new forms of organizing emerge, existing boundaries become
problematic in defining and redefining professional identities and in
specifying appropriate or sanctioned forms of employee influence. In this
context, the relationships between the individual and the collective,
between 'old' and 'new' value orientations, and between organizations and
the community, are substantially altered. Employees in the post-NPM era
dance a delicate 'two-step' between the logic of service and the logic of
accountability (Hernes, 2005). Dancing the two-step involves employees in
actively influencing the balance between service delivery and financial
accountability, between autonomy and control, and between performance
measurement and the achievement of meaningful client outcomes, all of this
while consistently balancing individual initiative with preset
organizational goals that legitimate their existence. Therefore, it might
be instructive to focus on factors that cause employees to question each
other, that question their identity and purpose, and that curtail or
enable their ability to act and influence outcomes.
In this stream, we invite papers that explore RIO in those organizations
that continue to experience the legacy of NPM reforms. As boundaries
between jurisdictions are set and reset, constructed and reconstructed,
they serve as the symbolic markers of organizational identities and help
to define new ways of 'being' for the individuals who inhabit these
organizations. We aim to spark a creative inquiry into the experiences of
organizational life where managers and those being managed engage in
processes of organizational change and development, including new forms of
organizing for the delivery of human services.
To this end, transdisciplinary approaches and novel research strategies
are particularly encouraged. Papers in this subtheme might explore
questions such as:
* What is the influence of broader societal changes on RIO in the
context of organizational development and change in the post-NPM era?
* What new organizational forms are being created and what are the new
discourses and practices of organization in the post-NPM era?
* What conditions influence forms of the 'two-step' in partnerships,
mergers, and/or strategic alliances designed to deliver human
services?
* Does the blurring of jurisdictional boundaries in the post-NPM era
challenge core organizational values and professional identities?
* In what ways do individuals contribute to fundamental organizational
change? How does this influence the outcome of the change process, and
how do these change processes affect RIO?
* From a perspective of institutional entrepreneurship, how do people
change or influence the context in which they operate? By what 'set of
rules' do they act and what does this mean for the outcomes of their
influencing activities?
* Does RIO evolve in different ways for various groups of organization
members?
* How does the RIO evolve for individuals driving the process of
organizational change and how does it evolve for those that are the
'subjects of change'?
* How is RIO related to the inclination to actively engage in
processes of change? Do people who experience a strong relationship or
identification with the organization also engage actively in a process
of organizational change, or does a change situation present new
opportunities for organizational mavericks to renew their engagement
with the organization?
* What is the role of boundary spanners and 'deviant' players in
influencing emerging forms of organizing and professional identity?
* How can the organization effectively engage individual organization
members in the renewal of the central impulse driving the
organization?
About the convenors
Neil Paulsen is a Senior Lecturer in the University of Queensland Business
School, Australia. His research includes intergroup perspectives on
organizational communication, organizational behavior, change management,
community engagement strategies, and innovation in teams. He has published
an edited book (with Tor Hernes) and a number of book chapters and
articles on organizational boundaries, organizational change,
communication, employee uncertainty, and identity. email:
n.paulsen@business.uq.edu.au
Bas Koene is Assistant Professor, Department of Organization and Personnel
Management, Rotterdam School of Management. His research interests are in
the area of organization design, human and organization development, and
the role of individuals in processes of organizational development and
change. He has published articles on leadership and organizational
culture, accounting evaluation style effectiveness, flexibilization of
employment, institutional change, and human agency in processes of
institutionalization renewal. email:
bkoene@rsm.nl
Ola Bergström is Assistant Professor at the Department of Business
Administration at the School of Business, Economics and Law, University of
Göteborg, Sweden. His research interests include changes in labor markets,
institutionalization, forms of control, organizational discourse, agency
and discipline. His work on these issues (e.g., on contingent employment,
discourse and subjectivity) has been published in a number of recent books
and articles in refereed journals. email:
ola.bergstrom@handels.gu.se