2012 Conference: Vancouver
The Association on Employment Practices and Principles (AEPP)
Twentieth Annual International Conference
Oct. 3-5, 2012
Vancouver, British Colombia, Canada
Conference Theme:
"Leading 21st Century Change: Beyond Bureaucracy and Workplace Disengagement"
See You in Vancouver!
|
Download an Easy to read PDF copy of this announcement here.
The Association on Employment Practices and Principles (AEPP)
Twentieth Annual International Conference
Oct. 3-5, 2012
Vancouver, British Colombia, Canada
CALL FOR PAPERS/PROPOSALS
Raj Parikh, Ph.D., Conference President and
Program Chair, Southern Oregon University
The Association on Employment Practices and Principles (AEPP) and its parent, the Council on Employee Responsibilities and Rights (CERR), focus on the quality of life in work organizations, and promote an awareness of ethics, social responsibility and justice. We host annual international conferences that are personal, inclusive, supportive and democratic. We also sponsor the International Journal for Responsible Employment Practices and Principles (IJREPP), our official journal that continues in the tradition of our 21 year history of accomplishments and success in developing and editing the premiere journal in this field. Special emphasis this year will include encouraging "practitioner" engagement in varied track areas in addition to our traditional scholar emphasis.
Conference Theme
Leading 21st Century Change: Beyond Bureaucracy and Workplace Disengagement
We live in a time of accelerating change and today's organizations are faced with increasing pressures to respond to change or be left behind. Too often the reactive response is to fall back on bureaucratic inertia, resist change, and avoid issues connected to a disengaged workforce. Obsolete models, frameworks, and approaches to change need to be replaced with more viable and effective approaches to restore a sense of new confidence and commitment to implement necessary changes in our systems and organizational structures. Human resource challenges include understanding how to re-kindle the entrepreneurial spirit in the context of diminishing resources, technological change, and an increasing competitive global marketplace. Special emphasis will need to be given to more effectively fostering workforce engagement in both public and private sector organizations. Other issues involve a re-examination of our education systems to better align with preparing the younger generation for success in an uncertain future and a rapidly changing world. There is an ongoing need as well for leaders and managers, to more effectively initiate changes in organizational cultures to foster a more values-driven, and ethically grounded workplace. Also, in light of changing times, there will be an increasing need to restore a dialogue and adopt new strategies relevant to the improvement of employee and employer responsibilities and rights. With continued technological advances, government regulation, global economic and competitive issues, and changes in the makeup of society and the workforce, there will be increasing pressures on all employers to be more astute in ensuring that they develop management systems and practices, as well as employment practices that enable them to not only compete but thrive. While submissions in all areas outlined below are welcome, for 2012, we particularly welcome submissions that deal with any aspect of leading change in context of bureaucracy and disengagement in the workplace. Topics of interest are broad in nature including global organizations, multi-cultural issues, work-life balance, boundary-less careers, new regulations on employment, layoffs, unemployment, delocalization of firms, executive compensation, rights to privacy, and other areas. Papers and proposals from both academics and practitioners are welcomed. Issues might be approached from the internal and micro point-of-view, such as employee relations and HR practices, to the more external and macro aspect, such as inter-organizational alliances and relationships, as well as inter-cultural dynamics.
For information on Conference theme, Vancouver, and Conference location: contact President and Program Chair, Dr. Raj Parikh at Southern Oregon University:ParikhR@sou.edu.
Content Areas/Tracks
- Management and Organization Studies: Organizational Behavior, Organization Theory, Organization Change Management, International Comparative Studies, Emotions at Work.
- Strategic Management: Corporate Social Responsibility, Corporate Governance, Technology Management, Industry Studies, Alliances and Ventures, Entrepreneurship, Knowledge Management.
- Employee and Employer Rights and Responsibilities: Ethics, Equal Opportunity and Affirmative Action, Marginalization and Discrimination, Bullying, Collective Bargaining, Conflict, Privacy, Psychological Contracts.
- Entrepreneurship and Innovation: The development and management of new businesses, special problems of entrepreneurs (including small businesses), new venture ideas, strategies, and venture capital management; economic development effects, innovation strategies
- Policy and Administration: Regulation, Business and Society, Public Administration, International Trade Agreements.
- Health Policy, Health Strategy, Health Insurance and Health Programs: Health policy, health insurance, health strategy, innovative health programs in the health industry, and employee health benefits and programs. International health programs and health policy submissions are encouraged.
- Human Resource Management and Development: Management Development, Education and Training, Performance Management, Compensation, Benefits, Human Resource Planning, Strategic Human Resource Management, Labor and Employee Relations, Outsourcing.
- Leadership: Strategic leadership, organizational leadership, leadership education, training and development, leadership models and frameworks, cross cultural leadership, virtual leadership, leadership legacy, leading in times of economic crises, case studies, leadership assessment.
- Eclectic Paradigms and Perspectives: Postmodernist, Feminist, or Critical Perspectives and Insights, New Methodological Approaches.
- Curriculum/Instruction: Issues and challenges associated with teaching in the above areas as well as specific strategies or innovations.
- Production/ Operations Management: The design, operation and control of production systems in both manufacturing and service organizations, capacity planning, production and inventory control, facility location and layout, operations strategy, just-in-time production systems, process technologies.
- Finance/Accounting/Economics: The traditional disciplines of finance, accounting, and economics, with respect to relationships to current employment practices and principles, ethical dimensions, CSR.
- Human Resource Management in the International Context: Contemporary issues and practices in HRM related to the evolving international context, cross-cultural studies, and related areas.
- Public Sector: Labor relations in public management, policy making and decision making, formal public and private partnerships, public personnel management leadership, decision making and strategic management related to public sector organizations.
- Education Sector: Administrative leadership, higher education, secondary education, primary education, curriculum and instruction, innovative educational initiatives, teacher education and professional development, continuing education, research and development.
- Information Technology: Development and operation of computer-based information systems related to human and organizational factors, ethical issues, privacy, property rights, access, and related topics.
- Marketing and Customer Relations Management: Marketing management, customer relations management, strategic planning in marketing and development, CRM implementation strategies, case studies in exemplary customer relations management programs, training and development issues and perspectives.
- Violence in the Workplace, Bullying, and Terrorism: The causes and consequences of violence in the workplace, forms of violence, social psychological factors impacting violence, strategic approaches to control, bullying, employee abuse, terrorism and its causes, strategies to control terrorism, terrorism and its impact on business and governmental institutions.
Special Paper Awards
- Best Paper Award
- Best Practitioner Award
- Best Paper Based On a Dissertation Award
- Best Case Studies Paper Award
SUBMISSIONS:
(Either complete papers, developmental papers, or proposals)
For Papers:
Only full, complete papers (no abstracts) may be submitted and will be double-blind peer reviewed. Accepted papers will be published in the Conference Proceedings "CD and website Publication". Authors of "best papers," based on audience feedback and response will be invited to submit their papers for publication consideration in a special issue of theInternational Journal for Responsible Employment Practices and Principles (IJREPP). The AEPP website,www.aepp.net, provides specific details for the proper format for submissions. ALL SUBMISSIONS MUST CONFORM TO THESE GUIDELINES IN ORDER TO GO FOR REVIEW.
For Developmental Papers:
The purpose of developmental papers is to allow authors to discuss work that is still in its developmental stage. All developmental papers will be presented together in the same sessions during the conference. The main focus of the sessions will be on discussion rather than on a standard presentation. Submissions to the developmental thread should be extended abstracts of 1000-2000 words (excluding references). A comment should be included at the end of the extended abstract on how the authors expect to advance the paper between now and the conference.
For Proposals:
In addition to formal paper submissions, we invite submission of proposals for panels, symposium, roundtables, or workshops. Coordinators of such proposals should include a theme or title for the session as well as a one-page description of each participant's role and contribution.
Submissions and Inquiries: Please email all papers and proposals in MS Word (APA Format) to BOTH (1) AEPP Admin at: aepp@institute-leadership-global.org , AND (2) Conference President Dr. Raj Parikh at ParikhR@sou.edu. The absolute deadline for receipt of full papers (no abstracts) for review as well as for refereed and non-refereed panels and symposia is 15 April, 2012, although early submission is encouraged and appreciated Authors of accepted presentations must register for the conference by 22 July, 2012 to ensure inclusion in the conference Proceedings.
Vancouver Highlights
- Beautiful British Columbia
- Reasonably Priced Room Rates
- Keynote Speaker on Conference Theme
- Special Night on the Town
For information on accommodations, Vancouver, location - see website (www.aepp.net); for other questions - contact President and Program Chair, Dr. Raj Parikh at Southern Oregon University.
|
|
How It All Started
The Council on Employee Responsibilities and Rights (CERR) is a duly established and registered non-profit 501(c)(3) organization founded in 1985 by Dr. Chimezie Osigweh, Virginia Distinguished Professor of Management, School of Business, Norfolk State University. He and a small group of fellow faculty members felt that the timing was right and the interest level present to create an association of scholars and practitioners focused on both a scholarly as well as a pragmatic approach to the changing nature of employer/employee responsibilities and rights. Some of the top scholars and practitioners in the field who shared an active interest in these issues were recruited and helped shaped the beginning stages of CERR.
The approach adopted included an appeal to a broad-based and interdisciplinary membership base, the development of a widely respected top-tier journal -Employee Responsibilities and Rights Journal (ERRJ), and holding an annual meeting. After 20 years of being the official Journal publication arm of CERR, ERRJ was replaced in 2009 by the International Journal for Responsible Employment Practices and Principles (IJREPP), the official journal of CERR, that continues in the tradition of the 21 year history of accomplishments and success as being the premiere journal in this field. The special emphasis of the Journal is to provide a rich mixture of scholarly research as well practical and helpful guidance to executives, HR managers, and professionals at all organizational levels with respect to new developments and knowledge in the field.
|
The Birth of AEPP
In 1990, a name change for CERR was proposed to better reflect the purpose, goals, and image to be projected to the public and business communities. After much discussion and debate, it was decided in 1992 to maintain the original name of CERR but to create a formal Conference arm to include scholars and practitioners while the other branch would include practicing executives, managers and professionals at all organizational levels. One of the branches, the Association on Employment Practices and Principles (AEPP), provides a forum which encourages conceptual and empirical research, evaluates existing and new methods, and promotes concrete problem solving to bridge the gap between organizational concepts and practices in the effective managing of organizations, people and performance. The association reinforces the need to include the integration of an ethical and value-driven dimension in all areas addressed. Areas of specialized interests vary widely inclusive of ethics and philosophy, entrepreneurship, technology and innovation management, organizational psychology, human resource management, labor relations, and advanced leadership and management education and research. Virtually all topics and issues confronting diverse organizations and businesses are addressed by members. Thousands of businesses have been assisted by AEPP members in dealing with the many problems and opportunities that exist in the ever changing realm of today's business and organizational environments.
In 1992, Dr. Keenan became AEPP's Founding President and in 2009 AEPP is celebrating its seventeenth anniversary. Some of the top scholars and practitioners in the field who shared an active interest in these issues were recruited and helped shape the beginning stages of the organization. As the conference arm of CERR, AEPP holds an annual international meeting each year and currently attracts scholars and practitioners from across the globe. Within the context of an informal, relaxed, and stimulating environment, the conference encourages: an interchange of ideas between practitioners and academics, close-knit interaction, in-depth exchange of ideas, relationship building, and academic and personal growth. Past conferences have been held in major cities as New York City, San Francisco, New Orleans, Miami Beach, Boston, San Diego, Baltimore, Chicago, and Montreal, Quebec, Canada.
The 2011 conference will be held in Honolulu, Hawaii on Oct. 5 - Oct. 7, 2011 under the sponsorship of the University of Hawaii at Manoa. |
The Council on Employee Responsibilities and Rights (CERR)
CERR, as an international organization of scholars, practitioners, executives, and managers, is focused on educational and other initiatives to put ethics, values, responsibilities, and rights back in the workplace.
CERR’ s mission includes:
1. To provide an interdisciplinary forum in which attempts will be made by scholars and practitioners--in the areas of business, management, communication, corporate social responsibility, organizational behavior, education (leadership, training, administration), philosophy, ethics and other areas of business, humanities, social and behavioral sciences--to examine and/or bridge some of the gaps between organizational concepts and practices in the area of employee responsibilities and rights.
2. To establish a communication network that will link those professionals and academics interested in this area of organizational performance.
3. To educate industry, academia, and the general public in matters of employee responsibilities and rights through national and international conferences, symposia, workshops, publications (e.g., books, journals, proceedings, other periodicals) and related activities.
4. To battle ignorance and organizational injustice through advocacy programs and other related or facilitating activities.
5. To publish materials that will foster its objectives.
6. To generate funds through annual conferences, subscriptions to its journals, seminars/workshops, etc., and to hold, administer, sell, invest, reinvest, manage, use, disburse and distribute, and apply the income and/or principal of the same as the Corporation may deem best from time to time, for the purpose of assisting in the promotion of any or all of the foregoing purposes.
7. To do any and all things, either alone or in cooperation with other organizations or institutions, and either directly or by contribution to such other organizations or institutions, which it may deem necessary or proper in order to carry into effect any or all of the foregoing objects or purposes.
|
|
|
|
2011 - Conference Brochure!
Now Available!
Click image to download.
|
