HBR published this article – Obama’s Five Collaboration Mistakes.

It seems the mistakes he’s made are

• He may talk about collaboration & use all the right language but his team doesn’t (thus sending mixed messages)
• He delegated to others, not collaborated with others
• Not all parties felt like they had been heard
• There need to be compromises (you can’t win them all)
• Lack of a compelling overall goal

I don’t know know if I agree with those in regards to what Obama is doing or has done but they are good things to keep in mind when you’re trying to bring people together.

Focus Topic: International and Cross-Cultural Conflict Management

Recognizing the need to include more research from outside the U.S. and non-western cultures, this special issue explores conflict management in organizations in international and cross-cultural settings.

Examples of topics that would be appropriate for this special issue are: How does national culture influence conflict management and conflict resolution processes and outcomes? Are there different conflict styles used in different countries? Do countries outside the U.S. have unique ways of handling conflict? Are the outcomes of conflict different in different cultures. How is conflict perceived in different cultures. Are there different causes and outcomes of conflict in different countries? Are there alternative perceptions or conceptualizations of conflict in different cultures that either exacerbate or mitigate conflict? How does language influence conflict?

These examples provide illustrations of the types of international and cross-cultural conflict studies that would be appropriate. However, researchers are encouraged to submit manuscripts using innovative theories or methods that advance our understanding of conflict from global or international perspectives.

This call for papers is aimed at a wide array of scholars–from different disciplines such as management, communications, psychology, sociology, economics, public administration, and law.

Studies using a variety of methodological techniques are encouraged including (but not limited to): laboratory studies, field studies, case studies, survey research, and analysis of archival data. Articles focused solely on theory development are also welcome as are papers that present novel approaches to conflict management in the context of organizations in international settings.

Manuscripts should focus on the following criteria:

Use clear exposition, be technically adequate, make a theoretical contribution (e.g., testing, creating, or extending theory), make an empirical contribution, be innovative, interesting, & novel, and have potential implications for practice
– Length: generally no longer than 35 pages (including everything: tables, references, figures, etc.)
– Double-spaced with 1 inch margins, 12-point Times New Roman font.
– Following APA (5th ed.) format.
All papers will be blind reviewed.

Inquires and manuscripts should be submitted in electronic form by October 1, 2006 to: Richard A. Posthuma, rposthuma@utep.edu

IAMB 2007 CONFERENCE – The Gold Coast Hotel, Las Vegas
January 28- 31, 2007
Deadline First Submission: September 17, 2006

Theme: Gearing for the Globalization Era

The International Academy of Management and Business (IAMB) are inviting
scholars and practitioners to submit papers, symposia, and posters for
presentation. Papers are solicited in management and business-related areas
such as: Organizational Behavior and Change; Conflicts and Negotiations;
Human Resource Management; Technology Management; Innovation and Technology;
Public Administration; Business Policy; Marketing Management; Financial
Management; Operations Research; International Business; Cross Cultural
Management; and Management Education and Training.

Negotiations and Conflict Management Research (NCMR) is the official
journal of the International Association for Conflict Management. NCMR
publishes fundamental research that focuses on theory and research on
conflict and conflict management across levels, including organizational
conflict, interpersonal conflict and inter-group conflict, and across a
range of domains including environmental conflict, crisis negotiations,
political conflict and cross-cultural conflict, as well as formal and
informal third party intervention, including mediation and arbitration.
The journal welcomes both full-length theory and empirical manuscripts, as
well as shorter “research notes” appropriate for single study empirical
papers. Diverse methods and approaches are also welcome. More
specifically, we seek to publish papers that:
(1) initiate, extend, validate or redirect a line of inquiry;
(2) provide a theoretically driven review and integration of an important
research area;
(3) draw upon and integrate perspectives from multiple disciplines;
(4) provide new empirical findings;
(5) make theoretical contributions;
(6) employ diverse methods;
In addition, NCMR seeks to provide high quality and timely feedback to
scholars, and provide scholars with individualized mentoring through our
mentoring program, where early career scholars can be mentored and receive
feedback on their manuscripts prior to submitting their work for review.
In addition, we seek to reward scholarship with our annual “Best Paper”
award.
For additional information, please see the journal webpage at http://www.iacm-conflict.org/ncmr/

the international journal of conflict management special issue on: Alternative Dispute Resolution of Workplace Conflicts

Conflicts between employers and employees can take on a variety of forms including lawsuits, informal complaints, grievances, strikes, picketing, etc. In this special issue we explore the many alternative ways that these conflicts can be resolved. These alternative dispute resolution (ADR) procedures may include negotiation, mediation, arbitration, fact-finding, ombudspersons, peer review, and many other combinations or permutations of thereof. This is a broad area and many different perspectives on this issue are welcome.

Important questions that could be addressed include the following: How do participants perceive the effectiveness and/or fairness of ADR systems? How does the use of ADR systems affect the outcomes for employers and employees? What are the contextual factors that explain the adoption of use of these systems? How do ADR systems differ across countries or cultures? Are alternative forms of dispute resolution systems fair at the micro or macro level of analysis? How do justice concepts relate to ADR systems in terms of predicting important outcomes for organizations (e.g., turnover, legal claiming, grievances, recommendation intentions, productive and counterproductive behaviors). What are the legal constraints and implications of the use of these systems? What theories (e.g., neo-institutionalism, cognitive choice, transaction cost economics) can be advanced through the study of these systems?

However, these are only examples of the types of questions that could be addressed. Other topics related to the general topic of ADR in organizations are also welcome.

This call for papers is aimed at a wide array of scholars–from different disciplines such as management, communications, psychology, sociology, economics, public administration, and law.

Studies using a variety of methodological techniques are encouraged including (but not limited to): laboratory studies, field studies, case studies, survey research, and analysis of archival data. Articles focused solely on theory development are also welcomed as are papers that present novel approaches to ADR systems in organizations in either domestic or international settings. Furthermore, studies that review the law of ADR systems are also encouraged.

Manuscripts should focus on the following criteria:
– Use clear exposition
– Be technically adequate
– Make a theoretical contribution (e.g., testing, creating or extending theory)
– Make an empirical contribution
– Be innovative, interesting, & novel
– Have potential implications for practice

Format
– Length: generally no longer than 35 pages (including everything: tables, references, figures, etc.)
– Double-spaced with 1 inch margins, 12-point Times New Roman font.
– Follow APA (5th ed.) format.

All papers will be blind reviewed. Manuscripts should be submitted in electronic form by November 1, 2006 to: Richard A. Posthuma, rposthuma@utep.edu