January 9, 2008 Super Early Bird Registrations close     February 1, 2009 Full papers Deadline       February 27, 2009 Early Bird Registrations close     April 1, 2009 Abstracts for communications due     August 10, 2009 Standard Registrations close           Super Early Bird Registrations Now Open   • CURRENT LOCATION: HOME > CONGRESS PROGRAM   Congress Program DRAFT PROGRAM Please visit this page regularly for further updates prior to the Congress.         Sunday 23rd August 2009 4.00 – 6.00pm Registration at the convention centre   Monday 24th August 2009   Pre-Congress Activities and Registration. Registration all day at the Congress hall. 9:00 –12:30pm Study groups to meet 11:00 – 12:30pm Publishing workshop with editors of IR journals 12:30 – 1:00pm Transportation to workplace visits 1:30 – 3:00pm Seminar of Industrial Relations and Human Resource Management in Australia 3:00 – 3.30pm Afternoon Tea 3.30 – 5.00pm Seminar of Industrial Relations and Human Resource Management in Australia 6.00 – 8.00pm Welcome Drinks (Venue TBA)   Tuesday 25th August 2009 9:00 – 10:30am Opening Ceremony at the convention centre 10:30 – 11:00am Morning Tea 11:00 – 12:30pm Plenary Track 1. 12:30 – 2:00pm Lunch 2:00 – 3:30pm Workshops Tracks 1-5 & Special Symposium 1 3:30 – 4:00pm Afternoon Tea 4:00 – 5:30pm Plenary Track 2.   Free Evening.   Wednesday 26th August 2009 9:00 – 10:30am Plenary Track 3. 10:30 – 11:00am Morning Tea 11:00 – 12:30pm Workshops Tracks 1-5 & Special Symposium 2 12:30 – 2:00pm Lunch 2:00 – 3:30pm Plenary Track 4. 3:30 – 4:00pm Afternoon Tea 4:00 – 5:30pm Workshops Tracks 1-5 & Special Symposium 3 7:00pm Congress Dinner.   Thursday 27th August 2009 9:00 – 10:30am Plenary Track 5. 10:30 – 11:00am Morning Tea 11:00 – 12:30pm Workshops Tracks 1-5 & Special Symposia 12:30 – 2:00pm Lunch 2:00 – 3:30pm Workshop Tracks 1-5 & Special Symposia 3:30 – 4:00pm Afternoon Tea 4:00 – 5:00pm Closing Ceremony           TRACKS     Track 1: Management, Work and Organization The experience of work and employment relations continues to be transformed and challenged by new management strategies, innovative human resource policies and practices and emerging organizational forms. This track focuses on the dynamics of work and employment relations at the level of the organization, while recognizing the importance of the institutional, historical, political, social and economic context of those relations at work. Research presented in this track might highlight: The continuing importance of HRM strategies, policies and practices. New methods of managing worker performance including human resource development, organizational learning and development, innovative approaches to rewards and remuneration. New organizational forms, the myth and reality of networks, teams, communities of practice, the effects of restructuring, outsourcing, internal markets and new forms of work organization. Persistent and emergent manifestations of managerial control over work and worker resistance. The management of change at the workplace including the dynamics and behaviours associated with the introduction of new technologies and innovative approaches to the management of knowledge. Leadership and new approaches to management (emotional intelligence, the triple bottom line, corporate social responsibility...). New ways of understanding organizations and organization including the application of methods utilizing the concepts of discourse, time, space and post-structuralist approaches generally.         Track 2: Voice and Representation Not only were 'representation' and 'voice' once practically synonymous with unionism, but the study of unions was itself central to the discipline of 'industrial relations' in the English-speaking countries. In most English-speaking nations, unions now represent at best a third of the paid workforce. In the European countries with social-democratic traditions, once powerful unions and union federations now struggle to exercise power for their members. In developing countries, emerging markets, global integration and local states pose massive challenges for all those seeking to give voice to employees. Nonetheless, in all these societies, various forms and expressions of collective voice have survived. We welcome innovative research which considers the following themes in both comparative and national settings: Agency: organising, bargaining, mobilising. Union busting and union substitution. The state, collectivisation and de-collectivisation. Intersections of gender, class and race. Global worker representation. New forms of worker representation and representing ‘new workers’. Rethinking union theory and history.         Track 3: Work, Family and Community The rise of work, family and life pressures on employees and organizations marks one of the most significant contemporary phenomena of employment in market economies. Major shifts in female labour market participation rates, changes in social attitudes to parenting and family and changes in public policies have contributed to the need for much greater gender awareness in industrial relations theory and practice. Furthermore, the spill-over from work and family issues has generated a growing interest about the effects on communities and within households of these labour market changes. This track examines those issues that bring the intersection of work, gender, family and community to the fore. Papers with either a methodological, comparative, specific national or organizational focus around the following themes are encouraged: Gender equity and/or exploitation Diversity and discrimination at work Parental leave and work-life policies Work-life integration and community and household studies Public policy and social agendas of unions, business and government Organisational and Human Resource Management responses         Track 4: Institutions, Processes and Outcomes The institutions shaping the employment relationship, the processes associated with the employment exchange, and the material outcomes arising from these processes have long been core concerns of industrial relations research, writing and debate. Perhaps more so than ever before, these central aspects of labour-capital relations are undergoing radical transformation in many developed and developing countries. Papers in this track will consider a range of themes in these areas: Neo-liberalism and the changing role of the regulatory state. The impact of changes in employment statutes and common law. The role of tribunals and pay setting bodies. Trends in union presence and impact. The influence of employer associations. The impact of multinational corporations and organizational restructuring. New institutional presences. Labour co modification in developing countries. Developments in collective bargaining, the growth of individual bargaining. Varieties of employment-related conflict. Developments in HRM processes and practices. Pay inequality and distributive justice/injustice. Work intensification and changes in working time. Links between particular employment practices and organizational performance.         Track 5: New Forms of Work There has been a significant shift in the focus of research into employment relations in recent years. This shift reflects the growth of non-standard or atypical forms of employment and the growing dominance of the service sector in advanced economies. These developments have introduced new ways of organizing work, extended the reach of work beyond traditional organizational boundaries and introduced a range of ‘actors’ into the world of work. They have also raised questions about the impact of precarious employment on social cohesion and increasing disparity in labour market outcomes. Research presented in this track might highlight: The effect of atypical employment on wage outcomes, work relations, employee motivation and organizational commitment. Interconnections between employment regulations and business strategies in the production of precarious employment. Conceptualisations of a diverse range of organizational members and stakeholders, including, customers, volunteer workers, shareholders, etc. The way in which a-typical work is shaped by identities such as gender, sexuality, race and ethnicity. The emphasis on innovation and adaptation in service delivery and product development and the influence of knowledge management practices on work organization. The growing importance of sustainable organizations and the emphasis on collaboration, alliances and partnerships. The increasing influence of the small business sector in influencing employment regulation. The influence of technology on the way that work is organized and its role in facilitating non-standard forms of employment. Research into virtual organizations, the notion of the virtual team and web-based systems of collaboration.       HOME • CALL FOR PAPERS • CONGRESS PROGRAM • REGISTRATION • ACCOMMODATION • SOCIAL PROGRAM • TOURS • SPONSORSHIP & EXHIBITION • LOCATION • GENERAL INFORMATION • CONTACT US   RETURN TO TOP