Mentor: Mary Dean Lee
The Organizational Behaviour concentration provides an opportunity for students to increase their awareness of behavioural issues encountered in jobs and organizational settings, and to prepare themselves for graduate study in the behavioural sciences or for careers in general management or human resource management.
Complementary Courses (15 credits)
Selected from the following:
Authors: Sargent, Leisa; Lee, Mary Dean; Martin, Bill; Zikic, Jelena
Publication: Human Relations, January 2013
MBA, McMaster University, Canada
PhD, Organizational Behaviour, Yale University, USA
MA, Industrial & Organizational Psychology, University of South Florida, USA
MEd, Social & Group Processes, Temple University, USA
BA, Literature & Theatre, Eckerd College, USA
Dr. Mary Dean Lee joined McGill's Faculty of Management after completing her doctorate in Organizational Behavior at Yale University and a postdoctoral fellowship at Harvard Business School. She was promoted to Associate Professor in 1991 and Full Professor in 2004. She also served a term as Associate Dean and Director of the Undergraduate Program from 1995 to 1997 and was Area Coordinator of the Organizational Behavior group from 1998 to 2006. Prior to assuming her first administrative post, she was invited to attend the Summer Institute for Women in Higher Education Administration at Bryn Mawr College in Philadelphia, PA.
Dr. Lee teaches undergraduate and graduate courses in Organizational Behavior, Human Resource Management, Managerial Skill Development, Qualitative Research Methods, and Career Development. She received two awards for the design of innovative courses, one in 2000 and another in 2001.
Professional and managerial careers, the changing nature of work and retirement, work and family, and alternative work arrangements are Dr. Lee's current research interests. In Spring 2008, she was awarded a three-year SSHRC grant to research the reinvention of retirement by Baby Boomer professionals and managers in Canada and Australia. She recently served as an Associate Editor on a Special Issue of Human Relations on Reinventing Retirement. Prior to focusing on retirement trends, Dr. Lee completed a research project funded by the Alfred P. Sloan Foundation on Managing Professionals in the 21st Century: The Evolution and Institutionalization of New Work Forms. This follow-up study (2002-04) was based on research carried out from 1996 to 1999 on reduced-load work arrangements among professionals and managers in 43 corporations across a variety of industries. This earlier study was also supported by the Alfred P. Sloan Foundation in New York, as well as the Social Sciences and Humanities Research Council of Canada (SSHRC). Results from thesestudies have been reported in chapters in a number of edited books, such as The New World of Work, Work-Life Integration and Gender, Work Stress & Health, as well as in articles published in Academy of Management Journal, Human Relations, Human Resource Management, Journal of Vocational Behavior, Journal of Organizational Behavior, and Journal of Management Development, and Organization Studies. In addition, the findings from the original study on reduced-load work received a great deal of attention in the popular press and media, including American, Canadian and European newspapers. Dr. Lee was interviewed live on two national television networks in Canada and had an interview taped for a special program on NBC in New York. She was also featured on PBS radio and CBC radio across North America. She won the award at McGill University for the Professor most quoted in the media in 1999. Dr. Lee has also studied part-time work among doctors, lawyers, and accountants, and how women professionals combine career and family over the life span.
At conferences convened by organizations such as the Conference Boards of Canada and the U.S., Dr. Lee has been invited to address a variety of constituencies in the business community. She has also participated in a number of professional networks that bring academics and practitioners together, for example, the Wharton Work/Life Roundtable and the Boston College Roundtable on Work and Family. She also regularly organizes symposia and presents papers in the Careers Division of the Academy of Management. In 1990 she organized a symposium at the International Congress of Applied Psychology in Kyoto, Japan on the topic of international perspectives on work-family linkages.
Papers in Peer-Reviewed Journals
Books and Edited Volumes
Chapters in Books
2003: Finalist for the Women of Distinction in Business Award, Montreal YWCA.
2001: Royal Bank Teaching and Learning Improvement Award for Innovative Teaching Proposal, "Professors Partnering with Practicing Professionals & Managers."
2000: Royal Bank Faculty Associate in University Teaching Award, with Steve Maguire, for Teaching Development Proposal: Re-engineering for Pedagogy Excellence.
2000: Recognized as the McGill professor most cited in 1999, with coverage by over 70 different media, including NBC Nightly News, CTV National News, Financial Times, and Los Angeles Times. McGill Reporter, January 13, 2000.
1995: Nominated for the Women of Distinction in Business Award, Montreal YWCA.
1994: Nominated for the Women of Distinction in Business Award, Montreal YWCA.
1980 - 1981: Postdoctoral Fellow, Harvard Business School, Boston, Massachusetts.
2008: Awarded a 3-Year SSHRC Grant for research on: The Reinvention of Retirement: A Study of Baby Boomer Professionals in Two Nations
2002: Awarded research grant by Alfred P. Sloan Foundation for project: "Managing Professionals in the 21st Century: The Evolution and Institutionalization of New Work Forms.”
1996: Awarded research grant: “Reconceptualizing Managerial Careers in Organizations.” Alfred P. Sloan Foundation of New York.
1996: Awarded research grant: “Women as Forerunners of Change: Reconceptualizing Professional and Managerial Careers in Organizations,” Women and Change Theme in Strategic Research Initiative, Social Sciences and Humanities Research Council of Canada.
1990: Awarded research grant to study professional women’s patterns of combining career and family over the life span. National Centre for Management Research & Development, University of Western Ontario.
1988: Awarded research grant to study the career patterns of MBA graduates. Graduate Management Admissions Council of California.
1985: Awarded research grant to study the career patterns of MBA graduates. Social Sciences and Humanities Research Council of Canada.
PhD, Management, Massachusetts Institute of Technology, USA
MSc, Economics & Philosophy, London School of Economics and Political Sciences, UK
BA, Women's Studies, University of Alberta, Canada
Ruthanne Huising is an ethnographer of work and organizations. She studies how organizations respond to external pressures to change and the implications of these changes for professional control and expertise. Across her various projects she has observed how organizations accomodate regulatory change (Human Pathogens and Toxins Act), auditing fads (Environmental Mangement Systems), and efficiency efforts (Ontario perioperative coaching program) and the complex responses of scientists, biosafety officers, health physicists, surgeons, nurses, and administrators.
Her paper "Governing the Gap: Forging Safe Science Through Relational Regulation" with Susan S. Silbey http://web.mit.edu/~ssilbey/www/ won the W.Richard Scott Award for Distinguished Scholarship from the American Sociological Association and prize for the best article published in Regulation & Governance (2011). She also won the Best Dissertation Paper Prize from the Labor and Employment Relations Association in 2008. Her dissertation research was funded the Martin Family Initiative on Sustainability, the Joseph Juran Centre, and the Social Sciences and Humanities Research Council of Canada (SSHRC). In 2011, she was awarded a young researcher grant from the "Fonds de Recherche sur la Societé et la Culture" of Quebec (FQRSC). In 2013, she was awarded a SSHRC Insight Development Grant.
Ruthanne represents McGill University on the CKUT campus and community radio station's Board of Directors. She is co-founder of the Montreal Organizations Writing Workshop and a member of the Organizational Science editorial review board.
Prior to pursuing a PhD, Ruthanne was a Human Capital Consultant at Mercer in Vancouver, Toronto, and Boston, where she worked on executive and employee performance management and reward programs. She also worked as a statistician for the Government of the Northwest Territories. As an undergraduate student, Ruthanne ran a start-up and co-founded and produced the CJSR radio show Adamant Eve.
Ruthanne is dedicated to excellence in undergraduate teaching. She teaches the core organizational behavior course and a change management elective. She is also committed to increasing undergraduate engagement in research through applied or fundamental projects. These projects may stem from for-credit independent study course, research assistantships, or through the conversion of internship experiences into research projects. Each term Ruthanne supervises two to three undergraduate research projects.
She is a member of the Inquiry Network (http://www.mcgill.ca/tls/projects/nexus/network), a cross disciplinary group of faculty who meet regularly to explore how to engage undergraduate students with the processes of research and scholarship within coursework. She has served as a member of the Undergraduate Program Committee since 2010.
Ruthanne was awarded the Desautels Faculty of Management Undergraduate Teaching Award in 2014 and the Management Undergraduate Society’s Prize for Professor of the Year in 2010. She was nominated for the Principal’s Prize for Excellence in Teaching in 2009 and 2014, and the Faculty of Management Undergraduate Teaching Award in 2012.
She is profiled on the Teaching and Learning Services website https://www.mcgill.ca/teachingsnapshots/ruthanne-huising
Organizational Change Processes
Expertise, Work, and Power
Environmental Management Systems
Regulatory Governance and Organizational Compliance
Gallia Singer, McGill University
Louis-Francois Brodeur, HEC Montreal
Papers in Peer-Reviewed Journals
Huising, Ruthanne, “To Hive or to Hold? Producing Relational Authority through Scut Work” Administrative Science Quarterly (forthcoming)
Huising, Ruthanne, “The Erosion of Expert Control through Censure Episodes.” Organization Science (forthcoming)
Nigam, Amit, Ruthanne Huising, and Brian Golden, “Improving Hospital Efficiency: A Process Model of the Hospital Change Commitments.” Medical Care Research & Review (forthcoming).
Garland, Jennifer, Ruthanne Huising, and Jeroen Struben (2013), “What if Technology Worked in Harmony with Nature: Imagining Climate Change through Prius Advertisements” Organization v.20, no 5 pp 679-704.
Huising, Ruthanne, and Susan S. Silbey. (2013), “Constructing Consequences for Non-Compliance in Academic Laboratories,”Annals of the American Academy of Political and Social Sciences. v.649, pp.157-177.
Huising, Ruthanne and Silbey, Susan S. (2011), “Governing the Gap: Forging Safe Science through Relational Regulation,” Regulation and Governance, v.5, no.1, pp. 14–42.
Silbey, Susan S., Ruthanne Huising, and Salo Coslovsky (2009), “The Sociological Citizen: Recognizing Relational Interdependence in Law and Organizations,” L’Année Sociologique, v.59, no.1, pp.201–229.
Books and Edited Volumes
Chapters in Books
Evans, Joelle, Ruthanne Huising, and Susan S. Silbey (2014), “Accounting for Accounts: Crafting Ethnographic Validity through Group Collaboration in Handbook of Innovative Qualitative Research Methods: Pathways to Cool Ideas and Interesting Papers, Edited by Kimberly Elsbach and Rodney Kramer, Routledge Press, New York.
Delaney, James G. and Ruthanne Huising (2001), “Canadian Remuneration Practices”, in Guide to Global Compensation and Benefits, Edited by Calvin Reynolds, 323-334. Harcourt Press, New York.
2012: W. Richard Scott Award for Distinguished Scholarship, Awarded by the American Sociological Association, for “Governing the Gap: Forging Safe Science through Relational Regulation,” Regulation and Governance, v.5, no.1, pp. 14–42.
2011: Best Paper Prize, Regulation and Governance for “Governing the Gap: Forging Safe Science through Relational Regulation,” Regulation and Governance, v.5, no.1, pp. 14–42.
2011: Best Paper Prize, ASQ, HEC and OMT Conference on Coordination
2011: Professor of the Year, McGill University Management Undergraduate Society
2009: Nomination for Principal’s Prize for Excellence in Teaching, McGill University
2008: Best Dissertation Paper Award, Labor and Employment Relations Association
2006: Joseph M. Juran Dissertation Fellowship Award
2005: Social Sciences and Humanities Research Council of Canada Doctoral Fellowship
2005: Industrial Performance Center Fellowship, Sloan Industry Center
2004: Martin Family Fellowship for Sustainability
2002-2004: M.I.T. Presidential Graduate Fellowship
2013: SSHRC Insight Development Grant
2012: SSHRC Internal Grant
2011: SSHRC Internal Grant
2010: Fonds de Recherche sur la Societé et la Culture of Quebec
PhD, Management & Organizational Behaviour, Stern School of Business, New York University, USA
MBA, Finance, Stern School of Business, New York University, USA
BA, Spanish Language & Literature & English Rhetoric & Literature, Binghamton University, USA
Bronfman Building, [Map]
1001 rue Sherbrooke Ouest
Dr. Patricia Faison Hewlin joined McGill University in 2010. She conducts research on how organization members and leaders engage in authentic expression, as well as factors that impede authenticity in every day work interactions. Her research has centered on employee silence, and the degree to which members suppress personal values and pretend to embrace those of the organization, a behavior she has termed as “creating facades of conformity”. Her research interests also span to gaining insight on leadership dynamics and how members cope with perceived organizational value breaches in megachurches and other values-driven organizations.
Professor Hewlin received a three-year research grant from the Social Sciences and Humanities Research Council of Canada (SSHRC) on the following project: Do the benefits outweigh the costs? Performance outcomes and moderating variables influencing how employees experience creating facades of conformity at work. She is published in the Academy of Management Review, Organization Science, Journal of Applied Psychology, Journal of Management Studies, Group and Organization Management, and edited volumes and books including Research on Managing Groups and Teams, Exploring Positive Identities and Organizations, and The Business of Culture. Professor Hewlin reviews for the Academy of Management Journal and Organization Science.
Professor Hewlin is an active member of the Academy of Management and has recently received an award for the best faculty proposal from the Managerial and Organizational Cognition division’s Diamond in the Rough workshop. Her research has been quoted in several Gannet Online properties including Detroit Free Press, Indianapolis Star, Arizona Republic and Des Moines Register. She was featured in Black Enterprise magazine and has appeared on BET News.
Prior to joining McGill University, Professor Hewlin was on faculty at Georgetown University in the McDonough School of Business. Additionally, she has extensive managerial experience as a Vice President at Citigroup, where she received numerous awards for excellence in management and community relations. Additional organizational affiliations include JP Morgan Chase, Johnson and Johnson, The Berkshire Bank, American Express, and the US Department of Agriculture.
Young Ho Song, McGill University
Papers in Peer-Reviewed Journals
Hewlin, P. F. (2009). Wearing the cloak: Antecedents and consequences of creating facades of conformity. Journal of Applied Psychology, 94: 727-741.
Hewlin, P. F. (2003). And the award for best actor goes to...: Facades of conformity in organizational settings. Academy of Management Review, 28: 633-642.
Milliken, F. J., Morrison, E. W., & Hewlin, P. F. (2003). An exploratory study of employee silence: Issues that employees don’t communicate upward and why. Journal of Management Studies, 40: 1453-1476.
Lant, T., & Hewlin, P. F. (2002). Information cues and decision making: The effects of learning, momentum and social comparison in competing teams. Group and Organization Management, 27: 374-407.
Chapters in Books
Rosette, Ashleigh; Carton, Andrew; Bowes-Sperry, Lynn; Hewlin, Patricia (2013). Why Do Racial Slurs Remain Prevalent in the Workplace? Integrating Theory on Intergroup Behavior, Organization Science
Roberts, L. M., Cha, S., Hewlin, P. F., Settles, I. (2009). Taking off the mask: Authentic expressions in organizational life. In L. M. Roberts & J. Dutton (Eds.), Exploring Positive Identities and Organizations: Building a Theoretical and Research Foundation. Philadelphia: Lawrence Erlbaum Associates, pp. 149-169.
Lant, T., & Hewlin, P. F. (2005). Creating legitimacy in the new media market. In T. Lant, J. Lampel, & J. Shamsie, (Eds.), The Business of Culture: Emerging Perspectives on Cultural Industries. Mahwah, NJ: Lawrence Erlbaum Associates.
Wiesenfeld, B. M., & Hewlin, P. F. (2003). Splintered identities and organizational change. In B. Mannix, M. Neale, & J. Polzer (Eds.), Research on Managing Groups and Teams, Volume 5. San Diego: Elsevier.
2010: “Diamond in the Rough” award for best faculty proposal. Cognition in the Rough workshop at the 2010. Academy of Management Meeting, Montreal QC.
2002: Received commendations for “Teaching Excellence” from the dean and the director of doctoral programs at the Stern School of Business, 2002.
2011-2014: Social Sciences and Humanities Council grant
2003: Nichols Foundation Dissertation Fellowship
2002: National Black MBA Association Doctoral Scholarship
2001: New York University Doctoral Dissertation Grant
PhD, Industrial Relations, University of Toronto, Canada
MA, Economics, University of Toronto, Canada
BA, Economics, University of Toronto, Canada
Professor Bob Hebdon joined McGill's Faculty of Management in 2000. After graduating from the University of Toronto with an M.A. in Economics in 1968, he worked for the Ontario Public Service Employees Union for 24 years. He completed his Ph.D. in industrial relations at the Center for Industrial Relations at the University of Toronto in 1992. His academic career began at Cornell University where he taught collective bargaining for seven years at the School of Industrial Relations. In 1999 he taught at the University of Manitoba in the Faculty of Management. Professor Hebdon also has experience as a neutral in labour-management relations acting as an arbitrator in Ontario. He was awarded the prestigious Gunderson prize in Industrial Relations for his contribution to the field in 2007. In 2008 he received a three-year SSHRC grant to study municipal restructuring in Canada.
His research interests include: public sector labor relations and restructuring, collective bargaining, dispute resolution, and industrial conflict. He has published in a wide variety of major journals including: American Economic Review, Industrial and Labor Relations Review, Advances in Industrial Relations, Policy Analysis and Management, Industrial Relations (Berkeley), Relations Industrielles (Laval), Local Government Studies, Environment and Planning C, Local Government, Journal of Collective Negotiations in the Public Sector, Labor Studies Journal, and the Arbitration Yearbook.
[course medium INDR 496]
Papers in Peer-Reviewed Journals
Campolieti, Michael, Robert Hebdon, and Benjamin Dachis. Forthcoming, “The Impact of Collective Bargaining Legislation on Strike Activity and Wage Settlements”, Industrial Relations.
Hebdon, Robert. “Public Sector Labor Policy: a Human Rights Approach”, University of Nevada Law Journal, forthcoming in Volume 14, (Spring 2014).
Jalette, P., and Hebdon, R. 2012. Unions and Privatization: Opening the “Black Box”. Industrial and Labor Relations Review, Vol. 65, issue 1, pp. 17-35.
Hebdon, Robert and Patrice Jalette. 2008. “The Restructuring of Municipal Services: A Canada - United States Comparison", Journal of Environment and Planning C - Local Government and Policy, Vol. 26, pp. 144-58.
Bel, Germà, Robert Hebdon and Mildred Warner. 2007. “Local Government Reform: Privatisation and its Alternatives”. Local Government Studies, Vol. 33, Issue 4, pp. 507 - 515
Hebdon, Robert. 2006. “Contracting Public Services in New York State: Labor Effects”. Relations Industrielles, Vol. 61, No. 3., pp. 513-533.
Hebdon, Robert. 2005. “Toward a Theory of Workplace Conflict: The Case of U.S. Municipal Collective Bargaining”, Advances in Industrial and Labor Relations, Vol. 14, pp. 35-67.
Campolieti, Michael, Robert Hebdon, and Douglas Hyatt. 2005. “Strike Incidence and Strike Duration: Some New Evidence from Ontario”, Industrial and Labor Relations Review, Vol. 58, No. 4 (July 2005), pp. 610-630.
Hebdon, Robert and Maurice Mazerolle. 2003. “Regulating Conflict in Public Sector Labour Relations: The Ontario Experience (1984–1993)”, Relations Industrielles, Vol.58, No.4, pp. 667-686.
Hebdon, Robert and Robert Stern. 2003. “Do Public Sector Strike Bans Really Prevent Conflict?”, Industrial Relations, July, pp. 493-512.
Hebdon, Robert. 2001."Fact-Finding Effectiveness: Evidence from New York State", Industrial Relations, Vol. 40, No. 1, (January), pp. 73-82.
Warner, Mildred and Robert Hebdon.2001. "Local Government Restructuring: Privatization and Its Alternatives," Journal of Policy Analysis and Management, Vol. 20, No. 2, (Spring), pp. 315-336.Hebdon, Robert, Maurice Mazerolle, and Douglas Hyatt. 1999."Implications of Small Bargaining Units and Enterprise Unions on Bargaining Disputes: A Look into the Future?”, Relations Industrielles, Vol. 54, No. 3, pp.503-526.
Hebdon, Robert and Peter Warrian. 1999. "Coercive Bargaining: Public Sector Restructuring Under The Ontario Social Contract 1993-96," Industrial and Labor Relations Review, Vol.52, No.2, (January), pp.196-212.
Hebdon, Robert. 1998. "Behavioral Determinants of Public Sector Illegal Strikes: Cases from Canada and the U.S.", Relations Industrielles, Vol.53, No.4, (Fall), pp.667-690.
Hebdon, Robert and Douglas Hyatt. 1998. "The Impact of Industrial Relations Factors on Health and Safety Conflict," Industrial and Labor Relations Review, Vol. 51, No.4, (July), pp.579-593.Hebdon, Robert and Robert Stern. 1998. "Tradeoffs Among Expressions of Industrial Conflict: Public Sector Strike Bans and Grievance Arbitrations," Industrial and Labor Relations Review, Vol. 51, No.2, (January), pp.204-221.
Hebdon, Robert and Maurice Mazerolle.1998. "The Impact of Relations by Objectives (RBO) on the Grievance Mediation and Arbitration Processes: Evidence from the Education Sector in Ontario," Labour Arbitration Yearbook, pp. 39-49.
Gunderson, Morley, Robert Hebdon, and Douglas Hyatt. 1996. "Collective Bargaining in the Public Sector: A Comment," American Economic Review, Vol. 86, No.3, (March), pp. 315-326.Hebdon, Robert and Douglas Hyatt. 1996. "Workplace Innovation in the Public Sector: The Case of the Office of the Ontario Registrar General,"Journal of Collective Negotiations in the Public Sector, Vol. 25, No. 1, pp. 63-81.
Hebdon, Robert and Maurice Mazerolle. 1995."Mending Fences, Building Bridges: The Effect of RBO on Conflict", Relations Industrielles, Vol.50, No.1, pp. 164-183.
Hebdon, Robert. 1995. "Contracting Out in New York State: The Story the Lauder Report Chose Not to Tell," Labor Studies Journal, Vol. 20, No. 1 (Spring), pp. 3-29.
Hebdon, Robert. 1995. "The Freezing Effect of Public Sector Bargaining: The Case of Ontario Crown Employees," Journal of Collective Negotiations in the Public Sector, Vol. 24(3), pp. 233-254.
Books and Edited Volumes
Hebdon, Robert and Travor Brown. 2012. “Industrial Relations in Canada” 2nd edition.Toronto: Nelson Thompson, 444 pages.
Dachis, Benjamin and Robert Hebdon. 2010. “The Laws of Unintended Consequences: The Effect of Labour Legislation on Wages and Strikes”. C. D. Howe Institute, 26 pages.
Polushin, William and Robert Hebdon. 2009. “Sustaining and Improving Growth and Competitiveness: Addressing the Needs of the Labour Market in Knowledge-Driven Economies”. Program for International Competitiveness, Faculty of Management, McGill University, 65 pages.
Hebdon, Robert and Travor Brown. 2007. “Industrial Relations in Canada”. Toronto: Nelson Thompson, 384 pages.
Hebdon, Robert and Hazel Dayton Gunn. 1995. "The Costs and Benefits of Privatization at the Local Level in New York State," Community and Rural Development Institute, Cornell University.
Hebdon, Robert. 1994. "The Perils of Privatization: Lessons for New York State", monograph, Cornell University, 80 pages.
Chapters in Books
Hebdon, Robert, Marick Masters, Joe Slater. “U.S. Public Sector Collective Bargaining: Tumultuous Times” forthcoming chapter in Collective Bargaining Under Duress: Case Studies of Major US Industries. Champaign, Il. Labor and Employment Research Association.Hebdon, Robert and Sung Chul Noh. 2013. “A Theory of Workplace Conflict Development: From Grievances to Strikes,” chapter 3 in New Forms and Expressions of Conflict at Work, edited by Gregor Gall, Palgrave Macmillan.
Gunderson, Morley and Robert Hebdon. 2010. “Collective Bargaining and Dispute Resolution in the Public Sector”, Chapter 28 the Handbook of Canadian Public Administration. Oxford: Oxford University Press.
Gunderson, Morley, Robert Hebdon, and Douglas Hyatt. 2009. “Strikes and Dispute Resolution”, chapter 11 in Labour-Management Relations in Canada, sixth edition edited by Gunderson, and Taras. Toronto: Addison Wesley.Gall, Gregor and Robert Hebdon. 2007. “Conflict at Work”, in N. Bacon et al. (eds.), Sage Handbook of Industrial and Employment Relations.
Hebdon, Robert and Ian Kirkpatrick. 2005. “Changes in the Organisation of Public Services and Their Effects on Employment Relations”, chapter 22 in Oxford Handbook of Work and Organization, Ackroyd, Batt, and Tolbert editors. Oxford: Oxford University Press.Gunderson, Morley, Robert Hebdon, Douglas Hyatt, Allen Ponak. 2004. “Strikes and Dispute Resolution”, chapter 12 in Labour-Management Relations in Canada, fifth edition edited by Gunderson, Ponak, and Taras. Toronto: Addison Wesley, pp.332-370.
Hebdon, Robert. “Collective Bargaining”. 2004. Chapter in Encyclopedia of Public Administration and Public Policy, Jack Rabin ed.. New York: Marcel Dekker (CD format), pp.210-213.
Hebdon, Robert. “The Politics of Collective Bargaining”. 2004. Chapter in Encyclopedia of Public Administration and Public Policy, Jack Rabin ed.. New York: Marcel Dekker (CD format)pp.213-216.
Hebdon, Robert and Janet McEneaney. 2001. “Labor Relations in New York State”, chapter in Collective Bargaining in the Public Sector: The Experience of Eight States, Joyce Najita and James Stern editors. New York: M.E. Sharpe, Inc., 272 pages.Hebdon, Robert. 2000. “Labor-Management Relations in the United States, 1999”, Ch. 4 in the Municipal Yearbook 2000. Washington, D.C.: International Cities/Counties Management Association, pp. 22-27.
Hebdon, Robert. 1996. "Public Sector Dispute Resolution in Transition, " Dale Belman, Morley Gunderson, and Douglas Hyatt, eds., Ch.3 in Public Sector Employment In a Time of Transition, Industrial Relations Research Association, pp. 85-125.
2007: Morley Gunderson Prize in Industrial Relation in recognition of outstanding Professional achievement with significant service to the Centre for Industrial Relations and Human Resources, University of Toronto
1989: Canadian Pacific Scholarship
1969, 1970: Robarts Fellowship
2008-2011: Social Sciences and HUmanities Research Grant
2004-2007: Social Sciences and HUmanities Research Grant
2003: Social Sciences and HUmanities Research Grant - Internal McGill
1996: Hatch Grant, Cornell University, Community and Rural Development Institute - Principal Researcher (with Midred Warner of Cornell)
PhD, Business Administration, Haas School of Business, University of California, Berkeley, USA
MBA, Fuqua School of Business, Duke University, USA
BA, Sociology, Kalamazoo College, USA
Prior to joining Desautels, Lisa Cohen has been a faculty member at London Business School, the Yale School of Management and the Graduate School of Management, University of California, Irvine, where she taught in the areas of strategic human resources, organizational behavior and communications, emphasizing developing organizations through people.
Following postgraduate studies at the Fuqua School of Business, Duke University, and the Walter A. Haas School of Business, University of California, Berkeley, Lisa Cohen enjoyed a successful consultancy career. She worked as Principal Consultant at Terranova Consulting Group/Right Management Consultants, a human resource and management consulting firm working to improve organizations’ potential through their people.
London Business School
Yale School of Management
Merage School of Business, University of California-Irvine
Papers in Peer-Reviewed Journals
Cohen, Lisa E.,and Joseph P. Broschak. 2013. “Whose jobs are these? The impact of the proportion of female managers on the number of new management jobs filled by women versus men.” Administrative Science Quarterly, 58: 509-542 .
Cohen, Lisa E. 2013. “Assembling jobs: A model of how tasks are bundled into and across jobs.” Organization Science, 24: 432-454.
Haveman, Heather A., Joseph P. Broschak, and Lisa E. Cohen. 2009. “Good times, bad times: The impact of organizational dynamics on the careers of male and female managers.” Research in the Sociology of Work, 18: 119-148.
Zatzick, Christopher, Marta M. Elvira, and Lisa E. Cohen. 2003. “When is more better? The effects of racial composition on turnover.” Organization Science, 14:483-496.
Elvira, Marta M. and Lisa E. Cohen. 2001. “Location matters: A cross-level analysis of the effects of organizational sex composition on turnover.” Academy of Management Journal, 44: 591-605.
Cohen, Lisa E., Joseph P. Broschak, and Heather A. Haveman. 1998. “And then there were more? The effect of organizational sex composition on hiring and promotion.” American Sociological Review, 63: 711-727. Reprinted in Wood, John C. (ed.) 2011. Rosabeth Moss Kanter. Taylor & Francis: Abingdon.
Haveman, Heather A., and Lisa E. Cohen. 1994. “The ecological dynamics of careers: The impact of organizational founding, dissolution, and merger on job mobility.” American Journal of Sociology, 100: 104-152.
Chapters in Books
Banks, Cristina G. and Cohen, Lisa. 2004. “Wage and hour litigation: I-O psychology’s new frontier.” In F.J. Landy (Ed), Employment Discrimination Litigation. Jossey- Bass/Pfeiffer.
Cohen, Lisa E., and Barry M. Staw. 1998. “‘Fun’s over. Fact checkers are here’: A Case study of institutionalized dissent in the magazine publishing industry.” Advances in Qualitative Organizational Research, 1: 100-135.
2013: Best paper award from the Administrative Sciences Association of Canada OT division (with Heather Haveman)
2012: Nominee for Dexter Award for best international paper submitted to AOM OMT division
2011: Honorable Mention from ASAC OT division for best paper (with Heather Haveman)
1997: Max Weber Award of the OOW Section of the American Sociological Association for best paper (with Heather Haveman)
1995: Finalist for INFORMS/Organization Science best dissertation award
1996-1997: UC Dissertation Year Fellowship, University of California, Berkeley
1993-1994: Sasakawa Fellowship, Haas School of Business
1992-1993: American Association of College Schools of Business Doctoral Fellowship
1991-1992: VanderWeide Fellowship, Fuqua School of Business
1990-1991: Fuqua School Fellowship, Fuqua School of Business
2013-2018: SSHRC Insight Grant
2013: SSHRC Connections Grant for workshop on the Structure and Structuring of Work in and around Organizations
2009-2010: London Business School Research and Materials Development Grant
2008-2010: London Business School Research and Materials Development Grant
2007-2009: London Business School Research and Materials Development Grant
2006-2008: London Business School Research and Materials Development Grant
In my research I focus on jobs – the set of tasks assembled under an administrative job title – and job structures – the set of jobs assembled into organizational hierarchies, functions, and departments. Jobs are the fundamental building blocks of organizations, opportunities, and institutions. Jobs determine what work gets done and by whom. As such, jobs structure organizational action in a constant, ubiquitous manner and shape important outcomes for organizations and their members: productivity, learning, adaptation, innovation, social relations, satisfaction. My research theorizes and tracks empirically how these jobs and job structures change over time and play a role in shaping organizational opportunity. Building a stronger theoretical and empirical base of understanding about jobs and job structures also builds stronger organizational theory, practice, and policy and informs debate across arenas. Some of the questions I adress are: how are the building blocks of organizations themselves built? What are the implications of a shifting job structure for organizations? How do events outside of organizations – the Great Recession, globalization, regulation, and new technologies – shape the internal world of work and why do these events have divergent effects across jobs and organizations?
PhD, Management, Lancaster University, United Kingdom
MSc, Management (Human Resources and Industrial Relations), Oxford University, United Kingdom
BJourn (Hons), School of Journalism, Carleton University, Canada
BA, Political Science, University of British Columbia, Canada
Prof. Suzanne Gagnon is a member of the Organizational Behaviour Area of the Desautels Faculty of Management. She teaches in the integrated core of Desautels’ MBA and Professional MBA Programs, and designs and leads courses in Cross-Cultural Management, Leadership and Organizational Behaviour.
Professor Gagnon conducts research in workplace diversity and equality, leadership, identity work, and power relations in large firms. She has a particular interest in diversity and leadership research as it is linked to organizational/ institutional change and social innovation. Current projects examine international leadership programs as sites for identity construction, alternative theories of leadership as these intersect with gender, and identity work and status relations in diverse environments. She has also written and practiced in the area of innovative teaching designs for leadership development. Professor Gagnon is a co-lead for a 5-year SSHRC funded Community-University Research Alliance (CURA) entitled DiversityLeads/ DiversitéEnTête (2011-2016). Working in partnership, the project aims both to research and improve diversity within leadership ranks of large employers. Prof Gagnon has published articles on diversity, ethics and leadership in journals including Organization Studies, Journal of Business Ethics, Management Learning, and Human Resource Development Review. She is a reviewer for leading journals and an active member of the European Group for Organization Studies, the Academy of Management and the International Study of Leadership Conference. She holds a PhD in Management from Lancaster University and a Masters in Industrial Relations and Human Resources Management from Oxford University.
Committed to excellent teaching, Professor Gagnon works with colleagues within the Desautels MBA integrated core (Managing Resources), unique to the faculty, and on the faculty's courses in leadership and cross-cultural management. She was awarded Professor of the Year in 2009 by the Management Undergraduate Society. She previously led the Organizational Behaviour Course Counsellors' (OBCC) Program, and has regularly coached winning student teams for international and national case competitions. Professor Gagnon has designed and led sessions for the McGill Executive Institute in team building and collaborative leadership. Prior to joining McGill, she taught at both Oxford and Oxford Brookes Universities in the UK, and consulted in human resources and change management at KPMG Management Consulting.
Papers in Peer-Reviewed Journals
Gagnon, Suzanne and Collinson, David (2014), "Rethinking Global Leadership Development Programmes: The Inter-related Significance of Power, Context and Identity," Organization Studies, 35(5): 645-670.
Gagnon, Suzanne, Vough, Heather & Nickerson, Robert (2012), “Learning to Lead, Unscripted: Using Improvisational Theatre to Teach Affiliative Leadership,” Human Resource Development Review, 11: 299-325.
Cornelius, N., Martinez Lucio, M., Gagnon, S., Wilson, F. & Mackenzie, R.(2012), "Ethnicity, Equality and Voice: The Ethics and Politics of Representation and Participation in Relation to Equality and Ethnicity," Journal of Business Ethics, 97:1-7.
Gagnon, Suzanne (2008), "Compelling identity: Selves and insecurity in global, corporate management development," Management Learning, 39:4, pp. 375-391.
Kessler, Ian, Heron, Paul and Gagnon, Suzanne (2006), “The fragmentation of pay determination in the British civil service: A union member perspective,” Personnel Review, 35:1, pp. 6-28.
Cornelius, N. and Gagnon, S. (2004), "Still bearing the mark of Cain? Ethics and inequality measurement," Business Ethics: A European Review, 13:1, pp. 26-40.
Gagnon, S. and Cornelius, N. (2000), "Re-examining workplace equality: the capabilities approach," Human Resource Management Journal, 10:4, pp. 68-87.
Cukier, Wendy, Gagnon, Suzanne, Bindhani, Pinoo, Khennache, Lylia et al (2013) "Diversity Leads: Women and Visible Minorities in Senior Leadership Positions: A Profile of Greater Montreal." First report supported by SSHRC CURA (Community-University Research Alliance), 2011-2016.
Books and Edited Volumes
Chapters in Books
Cukier,W., Gagnon,S., Lindo,L.M., Hannan,C. & Amato,S. (2013), "A Critical Ecological Model to Enabling Change: Promoting Diversity and Inclusion." In Murphy, J., Virpi, M & Siltaoja, M. (Eds). Getting Things Done: Practice in Critical Management Studies. Dialogues in Critical Management Studies, Volume Two, Emerald, 2013 forthcoming.
Gagnon, Suzanne & Lirio, Pamela (2011), “Learning from bicultural experts: Intercultural knowing-in- practice.” Christiansen, Bryan (Ed). Cultural Variations and Business Performance: Contemporary Globalism. Hershey, PA: IGI Global Inc.
Gagnon, S. (2002), "Building on a vision: inclusive meritocracy in a major multinational energy company," in Cornelius, N. (ed.) Building Workplace Equality: Ethics, Diversity and Inclusion, London: Thomson International Business Press, pp. 297-303.
Gagnon, S. and Cornelius, N. (2002), "From equal opportunities to managing diversity to capabilities: a new theory of workplace equality?" in N. Cornelius, (ed.) Equality, Diversity and Inclusion in Work Organizations, London: Thomson International Business Press, pp. 13-58.
Gagnon, S. (2000), "Ethics and Human Resource Management", in Cornelius, N. (ed.) HRM: A Managerial Perspective, 2nd ed. London: Thomson International Business Press.
2009: Professor of the Year, Management Undergraduate Society, Desautels Faculty of Management
2003-2007: Lancaster University Doctoral Studentship, 2003-2007 (competitive, maximum duration)
2003-2004:Faculty Student Life Award, Desautels Faculty of Management
1999, 2000: Internal Research Scholar (competitive), Oxford Brookes University
1994: Philip Nind Prize for Best Master’s Thesis in the Area of Human Relations, British Foundation for Management Education
1993, 1994: Oxford Overseas Bursary, 1993 and 1994
2011-2016: Diversity Leads: Promoting diversity in leadership – an integrated, ecological approach. Funder: Community-University Research Alliances (CURA), SSHRC. Co-Applicant.
Internal research funding; Paper Presentation Grants in support of refereed conference presentations:
2010: International Studying Leadership Conference, Lund, Sweden
2008: EGOS, Amsterdam
2007: OLKC, Ivey Business School
The fundamental objective of the Organizational Behavior Area is to train world-class researchers in this field. The term "organizational behavior" refers to a collection of theory and research that focuses on individual and group attitudes, cognitions and behaviours in organizations. The faculty in the Area represent a mix of researchers from a variety of backgrounds. Some take a more cognitive, others a more practice-oriented approach in their research.