Danielle P. Zandee – författare

Volume 30 of Research in Organizational Change and Development includes seven contributions from leading colleagues around the globe. Taken together they address some key questions for our field: Who do we need to be as OD&C to help create a better world and under what relational conditions can we do such work? What research and theorizing do we have available, and what thought-action repertoires need further development? What robust OD&C methods do we have, and which new methods are needed to be truly helpful in the creation of a better world together?The chapters for this volume are written by senior scholars in the field of OD&C who share their insights from a long-lived, continuous engagement with both theory and practice. This shows in their expansive time horizon when reflecting on the field and how they personally navigated through it. Their seniority also shows in their commitment to help bring the field forward whilst trusting that others may appreciate and continue their legacy. Most of all, and especially endearing in current times, the authors show the joy and strength of collaboration with kindred spirits in inquiry, learning and writing.

Volume 31 of Research in Organizational Change and Development addresses emerging issues, challenges and opportunities while advancing new insights to practice and theoretical development.Contributions are devoted to a few timely concerns and emerging organizational challenges. The role that Organizational Development (OD) can play in helping organizations integrate Artificial Intelligence (AI) and Digital Technology – while focusing on issues of design, planned change roadmaps, and collaboration and change methodologies – are explored. Two of the chapters magnify the role that action research methodology plays in the infusion of AI literacy in a business school and in enhancing inter-organizational collaboration in the public health sector. Several chapters address the role that OD can play in the development of new capabilities such as ambidexterity, the moral purpose of the OD profession, and a scholar-practitioner system-based integrated organization development consulting model. One chapter focuses on group dynamics and advancing a sociological perspective that is embedded in a habitus change orientation.The volume concludes with a contribution that builds on the legacy of Ed Schein, where the authors identify trajectories of broad areas for future exploration and development of the field.