Mats Alvesson is a Professor at the Department of Business Administration, Lund University, Sweden. He is interested in critical theory, qualitative method, organizational culture and symbolism, identity, power and leadership. Most of his empirical work has focused on knowledge-intensive organizations. He has published 20 books in these areas, the most recent ones are Understanding Organizational Culture (2002, Sage), Postmodernism and Social Research (2002, Open University Press) and Knowledge Work and Knowledge-intensive Firms (2004, Oxford University Press).

Jay B. Barney is a Professor of Management and holder of the Bank One Chair for Excellence in Corporate Strategy at the Max M. Fisher College of Business, The Ohio State University, USA. He received his undergraduate degree from Brigham Young University and his master's and doctorate from Yale University. Professor Barney taught at the Anderson Graduate School of Management at UCLA and Texas A&M University before joining the faculty at Ohio State in 1994 where he teaches organizational strategy and policy to MBA and PhD students. He also has taught in a variety of executive training programmes at various universities and at several firms, including AEP, SBC, Nationwide and McKinsey & Company. Professor Barney has received teaching awards at UCLA, Texas A&M and Ohio State. He has consulted with a wide variety of public and private organizations, including Hewlett-Packard, Texas Instruments, Tenneco, Arco, Koch Industries Inc., McKinsey and Company, Nationwide Insurance, Columbus Public Schools and others. His consulting focuses on implementing large-scale organizational change and strategic analysis.

Joel A.C. Baum is Canadian National Professor of Strategy and Organization at the Rotman School of Management (with a cross-appointment to the Department of Sociology), University of Toronto, Canada, where he teaches competitive strategy and organization theory. Joel is interested in patterns of competition and co-operation among firms, and their influence on firm behaviour and learning. His recent publications include a series of articles exploring the dynamics of interfirm networks, in particular the evolution of intermediate network structures (e.g. cliques) and the ties connecting them, which are fundamental to ‘small world’ network phenomena. Joel is a member of the editorial boards of Administrative Science Quarterly and Academy of Management Journal, editor-in-chief of Advances in Strategic Management and founding co-editor of Strategic Organization.

Max H. Bazerman is the Jesse Isador Strauss Professor of Business Administration at the Harvard Business School. Max is also formally affiliated with the Kennedy School of Government, the Psychology Department and the Program on Negotiation at Harvard, USA. Max's recent books include Predictable Surprises (2004, Harvard Business School Press, with Michael Watkins), You Can't Enlarge the Pie: The Psychology of Ineffective Government (2001, Basic Books, with J. Baron and K. Shonk) and Judgment in Managerial Decision Making (2006, Wiley, now in its 6th edn). He is a member of the editorial boards [Page ix]of the Journal of Behavioral Decision Making, American Behavioral Scientist, Journal of Management and Governance, The Journal of Psychology and Financial Markets and the International Journal of Conflict Management, and is a member of the international advisory board of the Negotiation Journal. Max's former doctoral students have accepted positions at leading business schools throughout the US, including Kellogg, Duke, Cornell, Carnegie-Mellon, Stanford, Chicago, Notre Dame, Columbia and the Harvard Business School. In 2003, Max received the Everett Mendelsohn Excellence in Mentoring Award from Harvard University's Graduate School of Arts and Sciences.

Suzanne Benn is a Senior Lecturer in the School of Management, University of Technology Sydney (UTS), Australia, where she lectures in corporate sustainability. She is a researcher with the Corporate Sustainability Project at UTS, where she conducts research in organizational change for sustainability, multiple stakeholder arrangements for sustainability and environmental governance. She is a co-author of the text, Organisational Change for Corporate Sustainability (2003, Routledge) and of a number of book chapters either currently in press or already published by Palgrave Macmillan, Edward Elgar, Greenleaf Publications and University of British Columbia Press. Her works are also published or in press in journals including Journal of Risk Research, International Journal for Innovation Research, Policy Analysis and Best Practice, Australian Journal of Political Science, AMBIO, ANZAM and Journal of Environmental Management.

Suzanne Boys is a doctoral candidate at Texas A&M University, USA. Her primary research interest is on organizational communication processes in religious organizations. She is currently researching the priest abuse case in the Catholic Church with a two-fold goal. First, the project foregrounds how stakeholders dialogue about the case through crisis communication, issue management discourse and personal narratives. Secondly, it articulates the implications of engaging a dialogic conceptualization of public relations scholarship. Suzanne's research is situated at the nexus of organizational communication and public relations scholarship.

Alan Bryman is Professor of Organisational and Social Research in the Management Centre, University of Leicester, England. His main research interests lie in research methodology, leadership studies, organizational analysis, the process of Disneyization and theme parks. Currently, he has a specific interest in leadership in higher education. He is author or co-author of many books, including Quantity and Quality in Social Research (1988, Routledge), Social Research Methods (2001, 2004, Oxford University Press) and The Disneyization of Society (2004, Sage). He is co-editor of The SAGE Encyclopedia of Social Science Research (2004, Sage) and the Handbook of Data Analysis (2004, Sage). He has also contributed to numerous journals.

Marta B. Calás is Associate Professor of Organization Studies and International Management at the Department of Management, Isenberg School of Management, and adjunct professor of Women's Studies, at the Women's Studies Program, University of Massachusetts-Amherst, USA. In her scholarly work, in collaboration with Linda Smircich, she applies perspectives from poststructuralism, cultural studies, feminist postmodernism and postcolonial/transnational theorizing to interrogate and retheorize areas of organizational [Page x]scholarship such as ‘globalization’, ‘leadership’, ‘business ethics’ and ‘information technology’. Through these perspectives she also analyses the logics behind contemporary institutions, such as universities or other work organizations. She is an editor of Organization: The critical journal of organization, theory & society.

Stewart R. Clegg is Research Professor at the University of Technology, Sydney, Australia, and Director of ICAN Research (http://www.ican.uts.edu.au); a Visiting Professor of Organizational Change Management, Maastricht University Faculty of Business; a Visiting Professor at the University of Aston Business School as well as the Vrije University of Amsterdam, where he is Visiting Professor and International Fellow in Discourse and Management Theory, Centre of Comparative Social Studies. He is a prolific publisher in the leading academic journals in management and organization theory and contributor to scholarly collections, where over 200 of his publications may be found, in journals such as Academy of Management Learning and Education, Administrative Science Quarterly, Organization Science, Organization Studies, Organization, Human Relations, Management Learning and many others, as well as the author and editor of many books, the most recent of which is Managing and Organizations (2005, Sage, with Martin Kornberger and Tyrone Pitsis, Thousand Oaks, CA). He has been an elected Fellow of the Academy of the Social Sciences in Australia since 1988, a Distinguished Fellow of the Australian and New Zealand Academy of Management since 1998 and a Fellow of the Aston Academy since 2005.

Stanley A. Deetz, PhD, is Professor of Communication at the University of Colorado at Boulder, USA. His research primarily focuses on relations of power in work sites and the way these relations are produced and reproduced in everyday interaction. Normatively this work attempts to produce governance structures, decision processes and communicative micro-practices that lead to more satisfying work experiences and more inclusive, collaborative and creative decisions. His books include Leading Organizations through Transitions (2000, Sage) and Doing Critical Management Research (2000, Sage), Transforming Communication, Transforming Business (1995, Hampton) and Democracy in an Age of Corporate Colonization (1992, SUNY). He has published around 100 essays in scholarly journals and books regarding stakeholder representation, decision-making, culture and communication in corporate organizations and has lectured widely in the US and Europe. He is a Fellow of the International Communication Association serving as its President, 1996–1997, a National Communication Association Distinguished Scholar, and has held many other elected professional positions. He is also an active consultant for companies in the US and Europe. http://comm.colorado.edu/deetz

Marcus W. Dickson is Associate Professor of Industrial/Organizational Psychology at Wayne State University, in Detroit, Michigan, USA. His research has primarily focused on issues of leadership and culture, including culture at the group, organization and societal levels of analysis. He has served as Co-Principal Investigator on the Global Leadership and Organizational Behavior Effectiveness (GLOBE) Research Project (a 62-country study of leadership and culture) and as director of the doctoral programme in I/O Psychology at Wayne State. He is currently working on a book (with Deanne Den Hartog of the University of Amsterdam) on cultural issues in leadership.

Deborah Dougherty received her PhD in Management from M.I.T. She has held academic positions at the Wharton School and McGill University, and is now Professor at Rutgers University, USA. Her scholarship concerns organizing for sustained innovation in complex organizations; new product development; innovation in services; and knowledge management. Currently, she is delving into drug discovery and development in the bio-pharmaceutical sector. She teaches Managing Technology and Innovation, Principles of Management, Managing Strategic Transformation and PhD seminars in Qualitative Methods and Organization Theory. She was elected chair of the Technology and Innovation Management Division of the Academy of Management, is a senior editor for Organization Science and has served or is now serving on the editorial boards for Academy of Management Review, Organization Science, Journal of Business Venturing, Journal of Product Innovation Management, Strategic Organization and Organization Studies.

Jane E. Dutton is the William Russell Kelly Professor of Business Administration at the Stephen M. Ross School of Business at the University of Michigan, USA. She received her PhD from Northwestern and was on the faculty of New York University before joining the University of Michigan. Jane's current research focuses on how organizational conditions enable human thriving. In particular, she focuses on how the quality of connection between people at work affects individual and organizational flourishing. Her research explores compassion and organizations, resilience and organizations, as well as energy and organizations. Her previous work was on the management of strategic change. She is a co-founder of the Center for Positive Organizational Scholarship (see http://www.bus.umich.edu/positive/) and has just become chairperson of the Management and Organizations at the Ross School of Business.

Colin Eden is Professor of Management Science and Strategic Management at the University of Strathclyde Graduate School of Business in Glasgow, Scotland. His most recent books are The Practice of Making Strategy (2005, Sage) and Visible Thinking (2004, Wiley). He has written over 160 articles for the management science, project management and general management journals. His current particular interests lie in understanding the group processes of strategy making within top management teams and in understanding the failure of complex projects.

Stephen Fineman is Professor of Organizational Behaviour and Head of Research at the School of Management, University of Bath, England. His chapter in this book reflects a long interest in emotion in organizations and with both critical and qualitative approaches to organizational studies. Recent books include Understanding Emotion at Work (2003, Sage) and Emotion in Organizations, 2nd edn (2000, Sage). He has written a major critique of positive organizational scholarship, published in the Academy of Management Review (2006) and co-authored a best-selling introductory text on organizational behaviour, Organizing and Organization, 3rd edn (2005, Sage).

Bent Flyvbjerg is Professor of Planning at Aalborg University, Denmark, where he teaches urban policy and planning. He was twice a Visiting Fulbright Scholar to the US, where he did research at UCLA, UC Berkeley and Harvard University. He was a Visiting Fellow with The [Page xii]European University Institute in Florence. He is the author of numerous publications in 15 languages. His most recent books in English are Megaprojects and Risk: an Anatomy of Ambition (2003, Cambridge University Press), Making Social Science Matter (2001, Cambridge University Press) and Rationality and Power (1998, University of Chicago Press). He is currently doing research on the relationship between truth and lying in policy and planning.

Linda C. Forbes is an Assistant Professor of Organizational Studies at Franklin & Marshall College, Lancaster, PA, USA. Her research interests include cultural studies and symbolism, environmental philosophy and policy and varieties of qualitative inquiry. In a recent project, she researched and interviewed Pete Seeger (music legend, author and storyteller, political and environmental activist and grassroots organizer) on his environmental advocacy, organizing and education in the Hudson River Valley (2004, Organization & Environment; republished 2005, Monthly Review).

The late Peter J. Frost was the Edgar Kaiser Chair of Organizational Behavior at the Sauder School of Business at the University of British Columbia, USA. He was known as an innovative academic who also had managerial and leadership roles during his career. His research and teaching over the past 28 years was mainly on the topic of leadership, organizational culture and emotions in the workplace. He wrote an award-winning book entitled Toxic Emotions at Work (2003, Harvard Business School Press) as a result of his experience of emotions in the workplace. Peter wrote about his involvement with this research topic: ‘I was thrust into this arena as a result of a personal encounter with melanoma cancer. I had a skin level version of this some 12 years ago. In 1997, specialists at the BC Cancer found that the cancer had metastasized to lymph nodes in my neck that required removal through surgery. This rather traumatic event in my life changed my priorities and my perspective of life and the experiences I had in the hospital ward following surgery opened my eyes to the way compassionate acts can make a difference to people who are suffering. I began to write about compassion and related it to life at work. It is where many of us spend most of our waking hours. And the study of behaviour in organizations is something I do for a living. There seemed, thus, a natural fit between the topics of pain and compassion and the redirection of my research’. Peter founded the ‘compassionlab’ along with Jane Dutton (see http://www.compassionlab.com) to advance organizational scholars knowledge about compassion at work. Peter experienced a fatal recurrence of his cancer in 2004. This Handbook chapter was his final piece of academic writing and we are proud to see it published posthumously as a tribute to his dedication to the study of compassion in organizations.

Pasquale Gagliardi is Professor of Sociology of Organization at the Catholic University of Milan, Italy, and Managing Director of ISTUD (Istituto Studi Direzionali, an Italian management institute at Stresa, on Lake Maggiore). Before launching his academic career, he worked as a consultant to many large Italian corporations. During the 1980s he contributed to the foundation and development in Europe of SCOS, the Standing Conference on Organizational Symbolism. His present research focuses on the relationship between culture, aesthetic knowledge and organizational order. He has widely published books and articles on these topics in Italian and English. Among his publications: Le imprese come culture (1986, Isedi); Symbols and Artifacts: Views of the Corporate Landscape (1990, de Gruyter); Studies of Organizations in the European Tradition (1995, Jai Press), co-edited with Sam Bacharach and Bryan Mundell; Narratives We Organize By (2003, Benjamins), co-edited with Barbara Czarniawska. Professor [Page xiii]Gagliardi is at present Secretary General of the Giorgio Cini Foundation in Venice. He also serves on the Editorial Boards of Organization Studies and Organization.

Tiffany Galvin is currently an Assistant Professor of Organization Studies at the Isenberg School of Management at the University of Massachusetts in Amherst, MA, USA. She has also worked at the University of Utah and the University of Texas at Dallas. She received her PhD in Organization Behavior at Northwestern University. Her teaching areas include strategic management, power and politics in organizations, organization theory and research design. Her research interests revolve around understanding the dynamic elements of institutional change processes over time with particular attention given to the role of conflict and contestation frameworks (cognition) at the individual, organization and field level of analysis. Other projects extend on some of these issues, but investigate the role of institutional processes in relation to organizational identity, reputation, legitimacy and image and interorganizational relationships.

Royston Greenwood is the Telus Professor of Strategic Management, and Associate Dean (Research) at the School of Business, University of Alberta, Canada. He is also the Director of the School's inter-disciplinary Centre for Professional Service Firm Management. Professor Greenwood has two primary research interests: organizational change and the emergence of new organizational forms, which he has been studying since the mid-1980s from the perspective of institutional theory; and the organization of professional service firms, which are highly successful yet sadly neglected exemplars of knowledge-intensive organizations. His research into these topics has appeared in the Academy of Management Journal, the Administrative Science Quarterly, the Strategic Management Journal, Organization Studies, Organization Science and the Academy of Management Review. Professor Greenwood received the 2003 JMI Scholar Award from the Western Academy of Management. Currently he serves on the editorial boards of the Academy of Management Journal, Organization Science, Organization Studies and the Journal of Management Studies. He is a founding co-editor of Strategic Organization. British by birth and education, Professor Greenwood remains bemused by the North American obsession with baseball and is an avid although sorely disappointed fan of Leeds United FC. His ambition is to see Leeds United win the European Cup.

Cynthia Hardy is Professor of Management at the University of Melbourne, Australia, co-director of the International Centre for Research on Organizational Discourse, Strategy & Change and Visiting Professor at the University of Leicester. Her main research interests revolve around the study of power and politics in organizations, organizational discourse theory and critical discourse analysis, and she is particularly interested in how power and politics occur within a larger discursive context. She recently published Discourse Analysis: Investigating Processes of Social Construction with Nelson Phillips, as well as co-editing a special issue of Organization Studies on organizational discourse and the Sage Handbook of Organizational Discourse. In total, she has published 12 books and edited volumes, including the Handbook of Organization Studies (1996, Sage), which won the George R. Terry Book Award at the 1997 Academy of Management. She has written over 60 journal articles and book chapters, and her work has appeared in many leading international journals, including the Academy of Management Journal, Academy of Management Review, [Page xiv]Organization Studies, Journal of Management Studies, Human Relations, Organization Science and California Management Review.

William Hesterly is the Zeke Dumke Professor of Management in the David Eccles School of Business at the University of Utah, USA. Along with Jay Barney of Ohio State University, he is the author of Strategic Management and Competitive Advantage, which is published by Prentice-Hall. His research on organizational economics, vertical integration, organizational forms and entrepreneurial networks has appeared in top journals including the Academy of Management Review, Organization Science, Strategic Management Journal, Journal of Management and the Journal of Economic Behavior and Organization. His research on the history of innovation in Major League Baseball recently appeared in Business History. He received the Western Academy of Management's Ascendant Scholar Award in 1999. Dr Hesterly serves on the editorial board of Strategic Organization and has previously served on the boards of Organization Science and the Journal of Management. He received his PhD from the University of California, Los Angeles.

C.R. (Bob) Hinings is Professor Emeritus in the Department of Strategic Management and Organization, School of Business, University of Alberta, Canada, and Senior Research Fellow in the Centre for Entrepreneurship and Family Enterprise. He is currently carrying out research on strategic organizational change in professional service firms, healthcare and the Canadian wine industry. He is a Fellow of the Royal Society of Canada, a Fellow of the US Academy of Management and Honorary Member of the European Group for Organizational Studies. He has been a recipient of the Distinguished Scholar Award from the Organization and Management Theory Division of the US Academy of Management.

Chris Huxham is a Senior Fellow of the Advanced Institute of Management Research and Professor of Management and Director of Research in the University of Strathclyde Graduate School of Business. She has led an action research programme spanning more than 16 years that is concerned with the development of practice-oriented theory relating to the management of collaborative ventures. Her book with Siv Vangen, Managing to Collaborate: the Theory and Practice of Collaborative Advantage (2005, Routledge, London) draws this work together. She is Vice Chair of the British Academy of Management and was initiating convener of its special interest group on Interorganizational Relations. She regularly works with managers engaged in collaborative initiatives and was a member of the Scottish government task force on Community Planning.

John M. Jermier is Exide Professor of Sustainable Enterprise Research and Professor of Organizational Behavior at the University of South Florida, Tampa, USA. He is co-founding editor (with Paul Shrivastava) and current editor of the Sage journal, Organization & Environment (http://www.coba.usf.edu/jermier/journal.htm). His current interests include critical social theory, the greening of organizations and new forms of leadership.

Jason M. Kanov received his PhD in Organizational Psychology from the University of Michigan, USA, and is currently the Albers Fellow Visiting Assistant Professor of Management at the Albers Business School at Seattle University. His research focuses on feeling and relating at work. In addition to studying compassion, he is particularly interested in [Page xv]exploring the nature and subjective experience of interpersonal disconnection and developing an understanding of how instances of interpersonal disconnection impact the social life of organizations.

Thomas B. Lawrence is the Weyerhaeuser Professor of Change Management at Simon Fraser University in Vancouver, Canada. He received his PhD in organizational analysis from the University of Alberta in 1993. His research focuses on the dynamics of power, change and institutions in organizations and organizational fields. It has appeared in such journals as Academy of Management Journal, Academy of Management Review, Harvard Business Review, Sloan Management Review, Human Relations, Journal of Management, Journal of Management Studies, Organization Studies, Organization, Journal of Organizational Behavior and Journal of Management Inquiry.

Jacoba M. Lilius is a PhD candidate in the University of Michigan's, USA, Organizational Psychology programme. She received her BS in Psychology from the University of Western Ontario. In addition to her work with the compassionlab, her broad research focus is on how support among work colleagues contributes to organizational functioning. She is currently studying support processes and quality of care in nursing homes.

Steve Maguire is Assistant Professor of Strategy and Organization in the Faculty of Management at McGill University, USA. He received his PhD from HEC-Montreal in 2000, after spending time at the Santa Fe Institute in their Complex Systems Summer School. Interested in formal models of complex systems, he co-edited (with Bill McKelvey) a special issue of Emergence devoted to ‘Complexity and Management’ and has also authored book chapters on the topic. His empirical research focuses on institutional, technological and organizational change resulting when commercial, scientific and political struggles intersect around social or environmental issues. For example, his doctoral dissertation draws lessons from society's experience with the insecticide DDT and was awarded the Academy of Management's ‘Organization and Natural Environment (ONE)’ Best Doctoral Dissertation Award in 2001. In addition to Emergence and the Academy of Management Journal, he has published in Organization Studies, Strategic Organization, Health Care Management Review, Greener Management International and Global Governance.

Sally Maitlis is an Assistant Professor of Organizational Behavior at the Sauder School of Business at the University of British Columbia, Canada. She received her PhD from the University of Sheffield. Alongside her work with the compassionlab, Sally's research examines the role of emotion in individual and organizational sensemaking and decision-making, and social and political aspects of organizational decision-making processes. She is particularly interested in narrative and discursive approaches to the study of emotion in organizations.

Joanne Martin is the Fred H. Merrill Professor of Organizational Behavior at the Graduate School of Business, Stanford University, USA. She holds a BA from Smith College in Fine Arts, a PhD from the Department of Psychology and Social Relations at Harvard University and an Honorary Doctorate in Economics and Business Administration from the Copenhagen Business School and an honorary doctorate in social sciences from the Free [Page xvi]University in Amsterdam. She is a Fellow of the American Psychological Society, the American Psychological Association and the Academy of Management. She received the Distinguished Scholar award from the Organization and Management Theory Division of the Academy of Management and the Distinguished Educator award from the Academy as a whole. She was awarded the Centennial Medal for research-based ‘contributions to society’ from the Graduate School of Arts and Sciences at Harvard. Her board experience includes: the Board of Governors of the Academy of Management, the Board of Directors of CPP, Inc. (a test and book publisher), the elected, seven-member Faculty Advisory Board at Stanford University, and the Advisory Board of the International Centre for Research in Organizational Discourse, Strategy and Change for the Universities of Melbourne, Sydney, London and McGill. She has published over 60 academic articles and five books including Cultures in Organizations: Three Perspectives (1992, Oxford University Press) and Organizational Culture: Mapping the Terrain (2002, Sage). Her current research focuses on gender: the subtle ways gender shapes cultures in organizations and why cross-institutional interventions have a greater chance of alleviating gender inequities.

Rita Gunther McGrath joined the faculty of Columbia Business School, USA, in 1993. Prior to life in academia, she was an IT director, worked in the political arena and founded two startups. Her PhD is from the Wharton School, University of Pennsylvania. McGrath's research focuses on innovation, entrepreneurship and growth strategies. She publishes widely in leading academic journals such as the Strategic Management Journal, Academy of Management Review, Academy of Management Journal and Management Science. She has been recognized by the Strategic Management Society with the McKinsey ‘best paper’ award in 2001, by the Industrial Research Institute with its Maurice Holland award (2000), by the Academy of Management for the Academy of Management Review ‘best paper’ award for ‘Falling Forward: Real Options Reasoning and Entrepreneurial Failure’ (1999) and numerous other entrepreneurship/strategy awards. She is on the editorial boards of the Academy of Management Review, the Strategic Management Journal and the Journal of Business Venturing.

Bill McKelvey, PhD, MIT 1967, is Professor of Strategic Organizing and Complexity Science at the UCLA, England. His book, Organizational Systematics (1982, University of California Press) remains the definitive treatment of organizational evolution and taxonomy. He chaired the building committee that produced the $110 000 000 Anderson Complex at UCLA - opened in 1994. In 1997 he became Director of the Center for Rescuing Strategy and Organization Science (SOS). He was a founder of UCLA's Centre for Human Complex Systems & Computational Social Science. Recently, McKelvey co-edited Variations in Organization Science (1999, Sage) and a special issue of the journal Emergence. A forthcoming book is Complexity Dynamics in Organizations: Applications of Order-Creation Science (Cambridge University Press). Recent articles include: ‘Postmodernism vs Truth in Management Theory’ (in E. Locke (ed.), Post Modernism and Management, 2003, Elsevier Science); ‘Situated Learning Theory: Adding Rate and Complexity Effects via Kauffman's NK Model’ (Y. Yuan (1st author), Nonlinear Dynamics, Psychology, and Life Sciences, 2004, 8: 65–101); ‘Toward a Complexity Science of Entrepreneurship’ (Journal of Business Venturing, 2004, 19); ‘Toward a 0th Law of Thermodynamics: Order-Creation [Page xvii]Complexity Dynamics from Physics & Biology to Bioeconomics’ (Journal of Bioeconomics, 2004, 6: 1–31); and ‘Complexity Science as Order-Creation Science’ (E: CO, 2004, 6: 2–28).

Susan J. Miller is Professor of Organizational Behaviour at the University of Hull Business School, England, having previously worked at Durham University for a number of years. Her research interests lie in the area of organizational decision-making, implementation and organizational performance. She is also interested in issues concerning the nature and purpose of management education and critical approaches to pedagogy and practice. Before coming into academia she worked for 9 years in a variety of public and private organizations, including Taylor Woodrow and the BBC.

Laurent Mirabeau is a PhD candidate in the Faculty of Management at McGill University, and an MBA graduate (1997) from the University of Ottawa, Canada, where he currently teaches. Prior to starting his PhD he gained valuable experience in the telecommunications and consulting industries. With a background in mathematics, he was first introduced to complexity science after attending the one-week intensive New England Complex Systems Institute (NECSI) course. His current research focuses on emergent strategy as well as NK fitness landscapes.

Margaret A. Neale is the John G. McCoy-Banc One Corporation Professor of Organizations and Dispute Resolution at the Graduate School of Business at Stanford University, USA. Professor Neale's research interests include bargaining and negotiation, distributed work groups and team composition, learning and performance. She is the author of over 70 articles on these topics and is a co-author of three books: Organizational Behavior: A Management Challenge, 3rd edn (2002, Erlbaum Press, with L. Stroh and G. Northcraft), Cognition and Rationality in Negotiation (1991, Free Press, with M. H. Bazerman) and Negotiating Rationally (1992, Free Press, with M. H. Bazerman) and one research series: Research on Managing in Groups and Teams (Elsevier Press, with Elizabeth Mannix). She currently serves as the associated editor of Organizational Behavior and Human Decision Processes as well as on the editorial boards of the Journal of Applied Psychology and Human Resource Management Review.

Stella M. Nkomo is a professor of business leadership at the University of South Africa Graduate School of Business Leadership, South Africa. A former Scholar-in-Residence at the Mary Ingraham Bunting Institute of Radcliffe College and Harvard University, her internationally recognized work on race and gender in organizations and managing diversity appears in numerous academic journals, edited volumes and magazines. She is the past Chair of the Women in Management Division of the Academy of Management.

Walter R. Nord (PhD psychology, Washington University, 1967) is Distinguished University Professor and Professor of Management at the University of South Florida, USA. He received the Distinguished Educator award from the Academy of Management in 2002. Previously he was at Washington University-St. Louis (1967–1989). His current interests centre on developing an agnostic philosophical framework for social science. He has published widely in scholarly journals and edited/authored a number of books. His books include: The Meanings of Occupational Work (1990, Lexington Books, with A. Brief), [Page xviii]Implementing Routine and Radical Innovations (1987, Lexington Books, with S. Tucker), Organizational Reality: Reports from the Firing Line (1977, Goodyear Publishing) and Managerial Reality (1990, Harper Collins, with P. Frost and V. Mitchell), Resistance and Power in Organizations (1994, Routledge, with J. Jermier and D. Knights) and Human Resources Reality: Putting Competence in Context, 2nd edn (2002, Prentice Hall, with P. Frost and L. Krefting). He is a past book review editor for the Academy of Management Review and is currently a member of the editorial boards of Organization and Environment and Organization. He has served as consultant on organizational development and change for a variety of groups and organizations. He co-edited the Handbook of Organization Studies (1996, Sage, with S. Clegg and C. Hardy) that received the 1997 George Terry Award.

Olivia A. O'Neill is an Assistant Professor of Management at the Terry College of Business, University of Georgia, USA. She received her PhD degree (2005) from the Stanford Graduate School of Business and her BS degree in Psychology from the University of Maryland in 2000. She is a recipient of the National Science Foundation Graduation Fellowship (2000–2003). Her research interests include organizational culture, gender and emotions. Her dissertation research introduces a theoretical typology of emotional norms to identify ‘masculine organizational cultures’ and to quantitatively measure the consequences of organizational culture defined through emotional norms for organizational practices and human resources decision-making. In collaboration with Joanne Martin at the Stanford Graduate School of Business, she conducted qualitative research on gender equality intervention programmes in technology training academies in central Mexico. She is currently conducting a longitudinal, quasi-experimental project on affective culture change in long-term health care facilities in collaboration with Sigal Barsade of the Wharton School at the University of Pennsylvania. Her work with Charles O'Reilly on gender identity and career attainment has appeared in Fast Company, Working Mother Magazine and HR Magazine.

Renato J. Orsato is Senior Research Fellow at the Centre for the Management of Environmental and Social Responsibility (CMER) at INSEAD, Fontainebleau, France. In 2004 he was awarded an International Outgoing Marie Curie Fellowship to conduct research in Australia and New Zealand in the area of Strategic Environmental Management in firms, in partnership with the Innovative Collaborations and Networks (ICAN) Research Centre at University of Technology, Sydney (UTS), and the Centre for Business and Sustainable Development (CBSD) at Massey University, New Zealand. During 1999–2004 Renato co-ordinated the management-related courses within the MSc programme in Environmental Management and Policy at the International Institute for Industrial Environmental Economics (IIIEE) at Lund University, Sweden. His current area of research interest addresses the conditions favouring firms transforming environmental investments into sources of competitive advantage.

Nail Öztas is a member of the Faculty of Management in the Public Administration Department, School of Economics and Administrative Sciences, Gazi University, Ankara, Turkey. He received his MPA (1999) and PhD (2004) in public administration from the University of Southern California. Currently he is working on projects focusing on neighbourhood network structures of social capital, organizational and network learning during disasters and applications of complexity theory to organizations.

Barbara Parker is a Professor in the Albers School of Business and Economics, Seattle University, USA, where she teaches globalization and international management. She conducts research on cross-sectoral partnerships, strategic management of diversity and joint venture management. Her research has appeared in many books and journals including Human Relations, International Journal of Intercultural Relations, Journal of Business Research, Global Business, Management International Review, Sex Roles, Research in Higher Education and Nonprofit and Voluntary Sector Quarterly. She is the author of three books: Nonsexist Curriculum Development: Theory into Practice (1984, University Colorado), Globalization and business practices: Managing across boundaries (1998, Sage) and Introduction to globalization and business: Relationships and responsibilities (2005, Sage).

Ken W. Parry is Professor of Management at Griffith University in Brisbane, Australia. He was the Founding Director of the Centre for the Study of Leadership at Victoria University of Wellington. His research and executive development interests have always revolved around leadership. His most recent research directions revolve around the Art, Science and Drama of Leadership. His research methods involve grounded theory, quantitative methods generally and hierarchy abstraction modelling. He has published six books and two CDs on these topics, as well as many refereed articles and book chapters. He is on the Management Executive of the Australia and New Zealand Academy of Management and is editor of the JANZAM journal. He is a Fellow of the Australian Institute of Management and the Australian Human Resources Institute. He is a regular judge at Prime Minister's and Premier's Awards for Management Excellence, and has addressed the senior executive service of the federal public sector at the National Press Club.

Kelley A. Porter is an Assistant Professor of Strategy and Entrepreneurship at Queen's School of Business at Queen's University in Ontario, Canada. Her research lies at the intersection of entrepreneurship, strategy and organization theory. She is interested in the role that founders' backgrounds play in science-based entrepreneurship, the interplay between multiple types of networks in biotechnology clusters and differences in these strategies across regions and countries. Kelley completed her PhD in Industrial Engineering at Stanford University. She received her MA in Sociology from Stanford and her BA with honours from Wellesley College. Prior to starting at Stanford, Kelley worked as a Research Associate at Harvard Business School, where she wrote cases about the strategic challenges facing high technology firms.

Walter W. Powell is Professor of Education and (by courtesy) Professor of Sociology, Organizational Behavior, and Communication at Stanford University, USA, and an external faculty member of the Santa Fe Institute. His current work focuses on the catalytic role of networks in the emergence and transformation of science-based institutions.

Linda L. Putnam (PhD, University of Minnesota) is George T. and Gladys H. Abell Professor in the Department of Communication at Texas A&M University, USA. Her current research interests include negotiation, organizational conflict and discourse analysis in organizations. She is the co-editor of four books, including The Sage Handbook of Organizational Discourse (2004, Sage) and The New Handbook of Organizational Communication (2001, Sage). She is a Past President of the International Communication Association and a past Board Member of [Page xx]the Academy of Management. She is a Fellow of the International Communication Association (ICA), the 2005 winner of the Steven H. Chaffee Career Productivity Award, and a Distinguished Scholar of the National Communication Association.

Michael Reed is Professor of Organizational Analysis and Deputy Director (Research), Cardiff Business School, Cardiff University, Wales. His major research interests focus on general theoretical development in organization theory and analysis, new organizational forms, the management of professional and expert workers (with particular reference to public services organizations) and the dynamics of organizational control and governance in contemporary capitalist political economies and societies. He has just finished (after 12 years!) as one of the founding editors of the journal, Organization, published by Sage. He has published extensively in major European journals, such as Organization Studies and Journal of Management Studies. More recently, he is (with colleagues from the Universities of Bath, Bristol and Cardiff) a member of a research team that has secured major funding from the UK's Economic and Social Research Council for a study of ‘modernization, leadership and management in contemporary UK public services’. He has also been working on a book on changing forms of organizational control for far too long (as his son never fails to remind him)! He is a current member of the Council of the British Academy of Management (BAM) and the Directors of Research Network (BAM), UK.

Benjamin Schneider is Senior Research Fellow at Valtera Corporation and Professor Emeritus at the University of Maryland, USA, where he had been head of the Industrial and Organizational Psychology programme for many years. Ben has also taught at Michigan State and Yale and for shorter periods of time at Dartmouth, Bar-Ilan University (Israel, on a Fulbright), University of Aix-Marseilles (France) and Peking University (PRC). Ben has published 125 professional journal articles and book chapters, as well as nine books, is listed on Who's Who in America, was awarded the Year 2000 Distinguished Scientific Contributions Award by the Society for Industrial and Organizational Psychology (also a Fellow and Past-President) and is a Fellow of the Academy of Management. Ben's interests concern service quality, organizational climate and culture, personnel selection and the role of personality in organizational life. Ben, over the years, has consulted with numerous companies recently including IBM, Allstate, Giant Eagle, Nextel, Pepsico and Toyota.

Andrew V. Shipilov is an Assistant Professor of Strategy at INSEAD, France. He received his PhD in Strategy and Organization Theory at the Rotman School of Management, University of Toronto. His research interests include economic sociology, strategic organization and, in particular, issues of inter-firm collaboration and inter-personal networks. His articles have been published in such outlets as the Academy of Management Journal, Administrative Science Quarterly, Strategic Organization, Industrial and Corporate Change, Managerial and Decision Economics. At INSEAD, Andrew teaches courses on Strategy and Strategic Alliances.

John A.A. Sillince teaches at Aston Business School and does research on rhetoric, narrative and discourse in organizations. He writes pieces which seek to reinterpret current organization theories from a rhetorical point of view and which address weaknesses in discourse and organization theory. He is interested in widening the understanding of the relationship between discourse and context. He is currently studying in what way the rhetorics used by strategists vary according to strategic context.

Linda Smircich is Professor of Organization Studies at the Department of Management, Isenberg School of Management, University of Massachusetts-Amherst, USA. She teaches Organizational Behavior and Theory to undergraduates and MBAs and doctoral seminars in Qualitative Research, and Alternative Paradigms in Organizational Analysis. Her earlier scholarly writing centred on organizational culture; she now would describe herself as pursuing a cultural and critical perspective on organization and management. Her research, in collaboration with Marta Calás, applies insights from cultural studies and feminist theorizing to organizational topics such as business ethics, globalization and issues of work and family. She is an editor of Organization: The critical journal of organization, theory & society.

D. Brent Smith is an Associate Professor of Management and Psychology at the Jesse H. Jones Graduate School of Management at Rice University and Director of the Rice Center for Organizational Effectiveness Studies. His research interests focus on the intersection of personality psychology and organizational behaviour. He recently co-edited the book Personality and Organizations (2004, Lawrence Erlbaum Associates) and is currently editing The People make the Place. He has twice won the Scholarly Achievement Award from the HR Division of the Academy of Management and recently was a co-recipient of the Outstanding Publication Award from the OB division of the Academy.

Ralph Stablein is the Academic Director of the DBA programme and a Professor in the Management Department of the Massey University College of Business. He received his BA in psychology and economics from Benedictine University. He has an MA in economics from Western Illinois University. His PhD in organization behaviour with a minor in sociology is from the Kellogg Graduate School of Management at Northwestern University. Ralph has worked at the University of British Columbia, the University of Otago and Massey University. He has been a visiting scholar at Stanford University's Work, Technology & Organization Center, New York University, Benedictine University, South Florida University and the University of Western Sydney. Both his research and teaching focus on inquiry in organization studies. Ralph's publications include contributions on epistemology, methodology and two edited volumes with Peter Frost entitled Renewing Research Practice and Doing Exemplary Research. Ralph is co-editor of the ‘Advances in Organization Studies’ series published by Liber/Copenhagen Business School. He is co-editor of the ‘Emerging Scholarship’ section of the Organization and Management Journal. He currently serves on the editorial board of the Asia Pacific Journal of Human Resources, Journal of Organizational Change Management and Organization Studies. Ralph is a past chair of the Critical Management Studies Interest Group of the Academy of Management.

Marcus M. Stewart is an Assistant Professor of Management at Bentley College, Waltham, MA, USA. Dr Stewart earned his BS and MBA at Bentley College and his PhD in Organizational Behavior at the University of North Carolina at Chapel Hill. His current research examines organizational diversity with a focus on workgroup dynamics and leadership, and social justice with a focus on reactions to affirmative action. His research has been published in the Journal of Applied Psychology, Personnel Psychology and several edited volumes.

Roy Suddaby is an Assistant Professor with a joint appointment in the Departments of Accounting & Management Information Systems and Strategic Management and Organization at the School of Business, University of Alberta, Canada. His research focuses [Page xxii]on institutional change. His primary empirical context is professions and knowledge intensive firms. Roy's work has appeared in the Academy of Management Journal, Administrative Science Quarterly and Human Relations. He is on the editorial board of Organization Studies, Academy of Management Journal and Academy of Management Review. His current research focuses on post-professional regulation.

Ann E. Tenbrunsel (PhD Northwestern University) is an Associate Professor in the Mendoza College of Business at The University of Notre Dame and is the Arthur F. and Mary J. O'Neil Co-director of the Ethical Institute for Business Worldwide. Her research interests focus on decision-making and negotiations with a particular emphasis in ethics. She is the co-editor of three books on these topics and has published her research in a variety of journals, including Administrative Science Quarterly, Academy of Management Review, Academy of Management Journal, Organizational Behavior and Human Decision Processes, Journal of Applied Psychology and Journal of Personality and Social Psychology.

Stephen P. Turner is Graduate Research Professor of Philosophy at the University of South Florida, USA. His writings include Sociological Explanation as Translation (1980, Cambridge), The Search for a Methodology of Social Science (1986, Reidel) and The Social Theory of Practices (1994, Polity and Chicago). He was editor of the Cambridge Companion to Weber (2000, Cambridge) and co-editor of The Blackwell Guide to the Philosophy of the Social Sciences (2004, Blackwell) and is presently co-editing the Handbook of the Philosophy of Anthropology and Sociology (Elsevier) and The Handbook of Social Science Methodology (Sage). He has written extensively on complex organizations, charismatic leadership and the problem of the social organization of expert knowledge. His writings on organizations include Conflict in Organizations (1983, Prentice Hall, with Frank Weed), ‘Complex Organizations as Savage Tribes’, Journal for the Theory of Social Behavior, and ‘Blau's Theory of Differentiation: Is it Explanatory?’, Sociological Quarterly.

David C. Wilson is Professor of Strategy and Organization at the University of Warwick Business School, England. He was an original member of the Bradford Research Group studying decision-making in the 1970s and he continues to research the processes and implementation of strategic decisions. His research interests include decision-making, strategy, change, governance, risk and uncertainty. Currently, he is analysing how organizations make decisions about perceived and actual threats from terrorism. His interests are in the private, public and non-profit sectors. He was Editor-in-Chief of the journal Organization Studies (1999–2003) and was elected Chair of the European Group for Organization Studies (2003–2006). Prior to that, he was Chair of the British Academy of Management (1996–1999). He is a Fellow of the British Academy of Management.

Monica C. Worline is an Assistant Professor of Organization and Management at the Goizueta Business School at Emory University, USA. She received her PhD from the University of Michigan, where she began her work with the compassionlab. Monica's main topic of study is the way in which organizations enliven their members. In particular, she has written about courage as a primary way in which life is expressed in work organizations.