Professor Charles Harvey, Professor of Business History and Management, Newcastle University Business School, received the award in recognition of his significant contribution to the interdisciplinary study of management and organisational history. 

The prize was established by the Academy’s Management History Division to honour individuals whose scholarship has made a profound and enduring impact on the field of management history and significantly shaped its intellectual development, inspiring a broader vision of its future.

It recognises exemplary work that not only advances historical understanding in the discipline, but also displays methodological rigour, intellectual courage, and sustained scholarly commitment.

The award was presented to Professor Harvey, and his co-author Professor Mairi Maclean from Bath University, at this summer’s AOM Annual Meeting, the world’s foremost gathering of management scholars, with more than 13,000 participants attending from across the globe.

Professor Harvey, who is also Director of the Centre for Research on Entrepreneurship, Wealth and Philanthropy, said: “I feel truly honoured that we were selected as recipients of this award. It is very humbling for the AOM to have recognised all the effort and commitment that it has taken over the past two decades to develop Historical Organization Studies. It means a huge amount to both me and my research partner, Mairi Maclean.”

Professor Stewart Robinson, Dean of Newcastle University Business School, said: “This award is richly deserved, and I’m delighted for Charles that his excellence in the field of management history has been recognised in this way.”

The AOM recently highlighted a study by Professors Harvey and Maclean in which they show how an organisation’s past  - in terms of founding ethos, historical practices and key figures – can inform how it navigates its present and future. With their co-authors, Roy Suddaby, and Diego M. Coraiola, they take Proctor & Gamble as a case study, looking at its performance from 1930 to 2010, and show how the life of an organisation is not linear but a dynamic set of connections that can help it manage strategic change and motivate staff.