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Dear Colleagues

 

AIRC3:  Ashridge Reframed Compact International Research Conference 2013

 

2pm Friday July 19th – 4.30 Saturday July 20th

 

This is a shortened programme for the previously advertised AIRC3

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Call for Papers for AIRC3 compact 

         submission deadline  27 May 2013

         acceptance notice by 15 June 2013

         all-in conference fee 150

         Special Issues of four peer reviewed journals – see  www.ashridge.org.uk/airc3

 

Multigenerational Challenges: integrating younger and older age in the organisation:

         Cross-generational Working,  Wellbeing and Organisational Change

         Public Policy / Corporate Governance / International Business

         Technological Forecasting for Organisational and Social Change

 

2pm Friday July 19th – 4.30 pm Saturday July 20th

Ashridge Business School, Berkhamsted, near London, UK

Come and share the Ashridge Experience

 

AIRC3 Compact: with this compact shorter all-in package and its 150 price tag we have responded to the wishes of colleagues who felt that the deadline in the May holiday, the conference length in the July holiday, plus budget constraints, made participation difficult. Now, 

-      a shorter AIRC3 event at an exceptionally low fee

-      with the new submission deadline of 27 May

gives scope for further high quality submissions and further registrations!

Please submit your paper and share the Ashridge experience !

 

Keynote speakers

o    Professor Cheryl Haslam,  Loughborough  University : Working Late: strategies to enhance productive and healthy environments for the older workforce

o    Professor Beatrice van der Heijden, Radboud University, Nijmegen & Open Universiteit in the Netherlands: Sustainable employability enhancement throughout the lifespan

o    Professor Phil Harris, University of Chester:  Public policy, power and public affairs on multi-generational working and talent management

o    Professor John Mahon, University of Maine – A Comparison of UK/Europe and the US  on attitude, strategy, policy and practice re cross generational working in the organisation

Special Issues of peer reviewed journals

AIRC3 is linked to Special Issues  of four peer reviewed journals, submissions for which

have to be made separately by Sept and Oct 2013. See www.ashridge.org.uk/airc3

• Journal of Managerial Psychology

• Journal of Organizational Change Management

• Journal of Public Affairs

• Technological Forecasting and Social Change, an international journal

 

Opening Panel of Experts

o    Derek Browne, CEO, Entrepreneurs in Action (EiA)

o    Gordon Lishman, Former Director General Age Concern

o    Brendan Noonan, Vice President Group Learning & development, Emirates Airline Group

o    Philip Sadler, Tomorrow’s Company and former CEO, Ashridge

o    Kai Peters (Chair), Dean & CEO Ashridge Business School

Conference Chairs:

Professor Carla Millar, Fellow Ashridge Business School / Professor, University of Twente

Dr Vicki Culpin, Dean of Faculty; Philip Mix, Director Consulting Ashridge Business School

 

Programme Outline

Friday 19th July

14.00                     Opening of Conference

14.10                     Panel of Experts

15.30                     Break

16.00                     Conference Sessions

17.45                     Keynote Address by Professor Cheryl Haslam

19.00                     Publishers’ reception and introduction of Special Issues

19.30                     Conference Private Dinner

 

Saturday 20th July

09.30                     Conference Sessions

11.00                     Break

11.30                     Conference Sessions

13.00                     Lunch

14.00                     Keynote Addresses by Professor Beate van der Heijden,

                               Professor Phil Harris and Professor John Mahon

15.30                     Panel Discussion

16.15                     Closure of Conference

 

Call for papers:

Businesses and organisations throughout the world have to address the issue of integrating fast-growing Generation Y populations who may be at work till the age of 67-70 into workforces led and managed by people with much different (often more traditional cultural) life experiences, yet are facing the challenges of employing a workforce that is ageing in a world that is ageing. Concerns of company leaders and managers in the western world have shifted from considering options for their own and their employees’ “early retirement” to the issue of what age they will eventually be able to retire at. Many global and globalising leaders and managers are simultaneously addressing both of these issues which present challenges for managers and the organisation, for career management, pensions,  technological forecasting and innovation, public policy, education and training. This makes it timely and appropriate to gather both the research and experiences of academics and professional practitioners in this domain.

 

As its societies age the world is undergoing a remarkable transformation, and the impact of this will ripple through all sectors of the global economy.  In the West, leadership and management of an increasingly ageing workforce will pose new challenges for managers, management education and to the pace, structures and working practices of their organisations.  There has been little or no substantive research on the impact of these demographic changes on the practice of management and the implications for the next generation of its leaders and managers.

 

Simultaneously, emerging countries (led by, but not limited to, the BRIC economies), are undergoing rapid industrialisation and modernisation. These efforts have been, and mostly continue to be, led and managed by generational cohorts with little or no histories (or training) within their own countries of company leadership and management development. Younger people (sometimes called Generation Y, and born in the late 70’s and early 80’s) are increasingly also entering emerging and developing country workforces with different expectations and assumptions than those of the people leading and managing them. There is little substantive research on (optimising) the effectiveness and of cross-generational working in companies within emerging economies.

Finally, there is, to date, a dearth of research on how MNCs and globalising companies are leading and managing simultaneously the challenges posed by social and technological change and by the different changing demographics in developed, emerging and developing country environments.  

 

The timing of AIRC3 aims to address this range of research deficiencies, to lay the groundwork for the development of theory, as well as to offer practical advice and approaches.

 

With the AIRC3 theme 

Multigenerational Challenges: integrating younger and older age into manAGEment and organisation

we invite you to submit papers, policy papers, work in progress and workshop proposals on (but not be limited to):

 

1.    Cross-generational Working, Wellbeing and Organisational Change:

         novel approaches to leading and managing multigenerational workforces

         creative use of older generations

         talent management

         longer career transitions

         employee engagement: meaningful work and sustainable employability

         emotions and motivation in organisations

         cross-generational wellbeing in organisations and in organisational restructuring

         new theories and approaches to cross-generational mentoring and management

2.    Public Policy / Corporate Governance / International Business

         public policy for multigenerational occupational challenges

         stakeholder led strategy on managing the ‘longer’ generation

         corporate governance and the ageing generation

         flourishing in the 21st century – sustainable workplace growth and prosperity

         organisational reputation (public, private and non-profit) and effective  multi-stakeholder involvement

         Global experiences of ageing and longer careers

         Ageing and the MNC in developed and emerging markets

3.    Technological Forecasting and Organisational and Social Change

• The interaction of technology, ageing, wellbeing, the multigenerational workforce

• Generation Y and e-management

• Age related technological forecasting and social change

 

AIRC3 offers dialogue among colleagues and timely feedback and peer review on your papers before the submission deadlines for the individual journal Special Issues.

 

Submission

         All manuscripts will be double-blind reviewed.

         Papers are submitted with the understanding that they are original, unpublished works that are not being submitted elsewhere and that [one of] the author[s] will attend the conference and present the paper

         Submission details can be accessed at www.ashridge.org.uk/AIRC3. Please follow the link ‘submissions’ and clearly indicate that your submission is for the conference.

         Manuscripts to follow guidelines of the Journal of Organizational Change Management

- First page: manuscript title and name of author[s], institutional affiliation, and contact information for each of the authors

– Second page: manuscript title, brief biography of each of the authors (max 100 words)

– Third page: manuscript title and brief abstract of the paper (maximum 250 words)

– Fourth page and balance of paper: title and the text of paper

– Your submission should be in English and should be between 4000 and 5000 in length

Important: the name/s of the author/s should not appear or be referenced after the second page of the manuscript.

Submit to [log in to unmask]

Further information: www.ashridge.co.uk/airc3 / [log in to unmask]

 

 

Prof. dr. Carla C.J.M. Millar

Professor, International Marketing & Management

University of Twente

School of Management & Governance

PO Box 217, 7500 AE Enschede

The Netherlands

0031 53 489 5355

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Fellow, Ashridge

Berkhamsted, Herts HP4 1NS, UK

0044 1442 84 1175

0044 20 7402 4700

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Europrofile NL

De Timmerij

Breestraat 38

3811 BK Amersfoort

The Netherlands

0031 33 462 7343

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