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Ruth Alas, Estonian Business School, Estonia
Paul Barry
University of Manchester, UK
Christopher J. Rees, University of Manchester, UK
and Beijing University of Technology
Pernille Eskerod
Webster Vienna Private University, Austria


Prof. Dr. Pernille Eskerod, Department of Business and Management,
Webster Vienna Private University, Austria


We are delighted to issue the announcement for the 11th EIASM colloquium on the subject of Organizational Change and Development (OCD). Previous events have taken place in Tallinn, Vilnius, Bucharest, Krakow, Vienna, Malta, Bern, Ghent, Essen and Larnaca. The 11th Colloquium is scheduled to take place in Vienna, Austria in September 2016.

As in previous years, the 2016 OCD colloquium is designed to provide delegates with the opportunity to present their work and discuss it in a constructive environment. Thus, the colloquium seeks to bring together international scholars and practitioners with a view to exploring perspectives and insights into the management of OCD. Work presented by delegates at the OCD colloquiums in previous years has been published in journals such Human Resource Development International, Baltic Journal of Management, Journal of Business Economics and Management, Journal of Organizational Change Management, International Journal of Public Administration, Journal of Business Ethics, and the Estonian Business Review. In addition, the 2013 colloquium resulted in the production of an edited textbook; this textbook, compiled from papers presented at the event and entitled ‘Change Management and the Human Factor’ was published by Springer in 2015 (see http://www.springer.com/business+%26+management/organization/book/978-3-319-07433-7 ). 


Final programme: CLICK HERE

The academic programme will start on September 9, early in the morning and finish on September 10 at around 5 PM. On September 8 a welcome reception will be organised in the late afternoon. Find more details in the programme above.


Submission of abstracts: June 5, 2016 
Notification of authors: as of June 13, 2016
Registration for authors: July 13, 2016

Submission of final papers: August 31, 2016


A tremendous lot has been said and written about the magnitude and pace of change in today’s society, and nobody can question the relevance for organizations and individuals of being able to master change and development. This holds true whether we are dealing with private or public organizations, local or international NGOs, and whether we are in one or the other industry, in one part or the other part of the world, or even global players.

Regardless of the continuous focus on change among researchers, teachers and practitioners, more studies claim that about 70 per cent of all change initiatives fail. Understanding triggers, drivers and unpredictability of change does obviously not ensure knowledge on how to manage change.

The purpose of the 2016 OCD colloquium is to address the WHO and the HOW questions when it comes to managing change. Acknowledging the challenge of building or influencing organizations and individuals that are capable of managing change (whether the change is intended or unexpected), the colloquium will focus on change agents.

What does it mean to be a change agent? Numerous definitions and understandings of the concept ‘change agent’ exist, as well as different models of change agency. Leadership models point to change agents in the form of visionary leaders with formal and informal power that can empower, motivate and inspire followers. Management models point to change agents in the form of permanent or temporary managers, e.g. line managers and project managers, that can plan, organize, direct, and accomplish change efforts. Consultancy models point to the use of internal or external consultants as helpers and facilitators. Team models points to the use of a combination of people acting as change agents. This may for example include a combination of external consultants and in-house people and/or a combination of top managers and non-management employees. Distributed agency models point to situations where nobody is in charge, but (uncoordinated) efforts at many levels contribute to changes aimed for. Being a peer-to-peer change agent is yet another model.

To move the OCD field forward when it comes to the WHO and the HOW questions, we may find inspiration in other theoretical fields, like e.g. stakeholder theory, leadership theory, theory on implementation, and project management theory. We may also improve our knowledge by doing research that strengthens and advances our conceptual understanding and/or provides empirical studies that give us good insights in change agent practices. 

In summary, this year’s colloquium will focus on change agents. It will seek to promote discussion related to the OCD field around:

  • various types of change agents
  • conceptual and methodological challenges when studying change agents
  • possibilities for advancing our understandings by looking into other theoretical fields.

As in previous year, the Chairs of this colloquium encourage a wide variety of contributions to ensure that there is broad access to the topic, particularly from those who may be approaching it from non-standard, novel or even unusual perspectives, also when it comes to research methodology. Thus, while the focus for this year’s event is placed on change agents, we actively encourage a wide range of contributions which directly address issues relating to organisational change and development. As an indicative guideline, papers are invited primarily (but certainly not exclusively) on the following types of topics:

  • the history and development of the understandings of change agents;
  • different types of change agents;
  • different change agency models;
  • building capacity for change;
  • change agency and efficiency;
  • change agency and change initiative success;
  • change agents dealing with planned versus unexpected change;
  • strategies for managing change;
  • attitudes, skills and behaviours of change agents;
  • individual change agents versus team change agents;
  • change agent competencies required by managers;
  • distributed change agency;
  • dynamics, complexity and interaction of change agents and stakeholders;
  • change agents as change generators, change implementors, or change adopters;
  • change agents within organizations and across organizations;
  • contributions concerning change agency from other theoretical fields 
  • research methodology for researching change agency related to ODC. 




Abstracts: Please submit abstracts electronically via the workshop website.

- Submissions must be made in MS Word and Times New Roman 12pt. 
- Authors’ names must not appear anywhere on the abstract.
The abstract must not exceed 250 words (excl. references) and must use single-spaced formatting with no double spacing between paragraphs.
- The abstract should contain the aims, objectives, and/or questions of the study. These aims, objectives, and/or questions should highlight the relevance of the study for organizational change and development theory and/or practice. 
- Do not include any institutional graphics or logos.
- Documents must be tidy and not show any history of editing changes.
- Do not send documents in 'read only' format (as papers need to be anonymized for the review process).



Webster Vienna Private University
Palais Wenkheim
Praterstr. 23
1020 Vienna




For participants affiliated with an institution that is member or associate member of the EIASM's
Academic Council
324,00 € (including 54,00 € VAT)
For participants coming from another academic institution 420,00 € (including 70,00 € VAT)

Cancellations made before August 15, 2016 will be reimbursed minus 20% of the total fee. No reimbursement will be possible after that date.

Payments should be made by :

  • The following credit cards: Visa or Eurocard/Mastercard/Access




Ms. Cristina Setyar - EIASM Conference Manager
Tel: +32 2 226 66 69 - Fax: +32 2 512 19 29
Email: setyar@eiasm.be