The Slovenian Academy of Management,
together with the School of Economics and Business, University of Ljubljana, and
Faculty of Economics and Business, University of Belgrade
is announcing its
7th International Conference on Management and Organization:
MANAGING PARADOXES IN AND ACROSS ORGANIZATIONS
Belgrade, Serbia (June 20-21, 2024)
Only the paradox comes anywhere near to comprehending the fullness of life. (C. G. Jung)
Paradoxes refer to the contradictory features in organizations that exist simultaneously and synergistically over time, creating situations in which it is nearly impossible to make a choice that leads to seemingly irrational or absurd outcomes (Lewis, 2000; Lewis & Smith, 2014). As paradoxical dynamics become more salient in contemporary organizations, scholars increasingly explore their nature, approaches, and implications. Some scholars posit definitions, constructs, and relationships to develop a theory of paradox (Smith & Lewis, 2011). Others explore paradoxical relationships in relation to specific phenomena (Hahn, Preuss, Pinkse, & Figge, 2014), or use paradox as a tool for theory building (Dameron & Torset, 2014). This versatility of applications makes paradox a metatheory (Lewis & Smith, 2014) that applies a set of key constructs and principles to various phenomena, contexts, and theories (Pierce & Aguinis, 2013). As such, it provides a powerful lens for management studies and organization science to engage in a quest towards achieving a deeper understanding of constructs, relationships, and dynamics related to organizational tensions while enriching existing theories and theory-building processes (Schad et al., 2016).
Over the past three decades, a wave of insights into the field of paradox has led to a transformative shift in organizational theory. This evolution goes beyond traditional linear, static, and rational perspectives to embrace a holistic, dynamic, and dualistic framework of thinking (Sparr et al., 2022). These paradoxes offer insights into both the challenges and potential pathways for innovation that organizations face. They go beyond mere contradictions and are often associated with surprising or ironic outcomes that challenge conventional wisdom and require new ways of thinking. Given the complexity of the modern business landscape, the ability to deal effectively with paradoxes is becoming a critical competency for leaders and organizations (Johansson & Stohl, 2012; Putnam et al., 2016).
Paradox research, in both macro and micro contexts, is concerned with the strategies employed by organizations and their members to manage the complicated interplay of competing demands, perspectives, interests, and identities. Moving away from the tendency to prioritize one demand over others, paradox research advocates the adoption of both/and strategies that shift from a linear, static, and rational mindset to a more holistic, dynamic, and complex orientation. This paradigm shift not only changes our understanding of organizational phenomena, but also promotes the integration of seemingly disparate theories, which is particularly important in addressing complexity and grand challenges (Sparr et al., 2022).
In keeping with the ethos of paradoxes, this conference provides an unprecedented platform for scholars from diverse fields to engage in intense discussions, deep debates, and collaborative explorations. Together, we will steer the complicated interplay of competing demands, perspectives, and identities that define the modern organizational landscape.