Call for Papers for a Special Issue
CORPORATE Headquarters in 21st Century Corporations
Submission Deadline: October 31, 2018
Guest Editors: Sven Kunisch (Aarhus University), Markus Menz (University of Geneva), David J. Collis (Harvard University)
JOD Advisory Editors: John Joseph (University of California, Irvine), Metin Sengul (Boston College)
Aims and Scope: The purpose of this Journal of Organization Design Special Issue is to shed new light on the design of the corporate headquarters (CHQ), especially with regard to different CHQ types, changes in the CHQ's design, and whether and why the CHQ is necessary. Ultimately, these insights will help advance our understanding of the nature and functioning of corporations in the 21st century. Possible research questions falling into four broad themes that reflect the scope of this Special Issue include, but are not limited to, the following.
Formal and informal design
· What are the boundaries of the CHQ? For example, what explains the rise of new CHQ forms (e.g., virtual CHQs, dispersed CHQs)?
· How do firms define CHQ subunits, and how do subunits affect innovation and strategic change? For example, which strategic, structural, and other factors affect decisions to locate a specific function (e.g., HR, IT, marketing, and strategy) in the CHQ?
· What interfaces do CHQs have (i.e., internal and external linkages)? What do such interfaces look like? What makes them more or less effective? For examples, what interfaces do CHQs have with other HQ layers such as regional or divisional HQ?
· How are formal and informal designs related? For example, how do CHQ structures affect CHQ attention, incentives, collaboration, cognition, and decisions?
· How are CHQ design, corporate strategy and location related? For example, how does CHQ design affect corporate strategy and strategic change? How do location choices affect CHQ designs?
People and staffing
· Who are the key actors at the CHQ? For example, to what extent has the "C-suite" changed (i.e. rise of CSO, CMO positions)?
· How and why are some career paths or experiences more suitable for preparing an executive for a CHQ position than others? For example, what are the (e.g., demographic and psychological) characteristics of CHQ managers and staff in general? Do they differ from those of managers and staff in the operating units? If so, how?
· What are the requirements for a CHQ position (as opposed to a line-management position), and how do those requirements affect the selection and development of candidates? Specifically, is a CHQ position a career springboard or a dead-end?
· How do various actors at the CHQ influence organizational outcomes, such as corporate strategy (i.e., M&A) and strategic change? For example, how do differences in the backgrounds of CHQ executives affect decisions regarding the design of the CHQ?
· To what extent have staffing and roles at the CHQ changed over time (e.g., strategic planners)?
Tools and practices
· What kinds of tools and practices are in place at the CHQ? For example, what is the role of benchmarking and best practices?
· How are CHQ tools and practices developed? How are they maintained? Do they have a tendency to deteriorate over time?
· In what ways do CHQ structures and staffing affect the adoption of tools and practices? For example, which biases of CHQ actors influence the adoption of certain tools and practices?
· Which kinds of tools and practices are more suitable in certain situations? For example, when do firms use corporate programs and/or strategic initiatives to formulate and implement corporate strategies?
· What are the relationships between various tools and various outcomes? For example, how does strategic planning and forecasting affect decision making?
Technology and resources
· How do technology and automation change the nature and design of the CHQ? For example, what new CHQ designs are made possible by new technologies?
· How do technology and automation affect tasks at the CHQ? For example, how does technology affect information processing or resource-allocation decisions at the CHQ?
· In what ways and with what consequences does technology supplement or complement CHQ staff?
· In what ways does CHQ staffing affect the adoption of technologies? For example, which biases of CHQ actors influence the adoption of technology?
· In what ways does technology affect organizational outcomes? For example, how do new technologies affect the development of CHQ capabilities? How does technology enable the CHQ to create and capture value?
JOD publishes various article types, including research papers, research primers, translational, case studies, organization zoo, and points of view, all of which can be submitted to this special issue. Please refer to the JOD website (https://jorgdesign.springeropen.com) for additional information on the specific article types.
Submission Process and Deadlines:
· Manuscript submission deadline: October 31, 2018
· Submissions should be prepared in accordance with the JOD manuscript-preparation guidelines: https://jorgdesign.springeropen.com/submission-guidelines.
· Manuscripts should be submitted via the online submission system: http://www.editorialmanager.com/jood/default.aspx.
· Manuscripts will be reviewed according to the standard double-blind review process.
For questions regarding the content of this Special Issue, please contact the guest editors:
· Sven Kunisch, University of St. Gallen: sven.kunisch@unisg.ch
· Markus Menz, University of Geneva: markus.menz@unige.ch
· David J. Collis, Harvard University: dcollis@hbs.edu
