Loriene Roy and Elizabeth Kennedy Hallmark
The purpose of this paper is to involve readers in an exercise in conceptualizing the library workplace of the future and how to prepare librarians to be successful in these…
Abstract
Purpose
The purpose of this paper is to involve readers in an exercise in conceptualizing the library workplace of the future and how to prepare librarians to be successful in these future scenarios.
Design/methodology/approach
This paper introduces a visualization exercise that invites readers to contemplate the likelihood and desirability of five scenarios for libraries of the future. Readers are also invited to create a new scenario. Readers then can reflect on the skills and aptitudes librarians would need to have or acquire in order to succeed in one of the scenarios. The method involves visualization, reflection, and self-assessment.
Findings
The authors have tested this exercise in in-service training with public, academic, and special librarians as well as with students in graduate library and information science courses. The end result is deep conversation, engagement, and sharing.
Research limitations/implications
The authors have observations on the effectiveness of this future exercise with students and practicing librarians but did not structure its use as a research project. In years of attending conferences and delivering over 600 conference presentations, the authors have yet to observe a similar future exercise being employed.
Practical implications
This exercise promotes reflection and discussion. It enables librarians to consider these scenarios on their own or in groups of varying sizes. It has application in understanding the complexity of futurism and how it might impact their future lives. And it emphases that individual librarians have some degree of independence in how they respond to change and, ultimately, a future much different from the present.
Social implications
Libraries are social institutions and their services reflect and respond to changes in society. Recent changes in governance around the world, warfare, the refugee crisis, and episodes of violence have contributed to tension. These are the times when librarians are called on more than ever to respond. Considering possible and improbable futures and one’s response to those futures are helpful in preparing one’s professional response in these difficult times.
Originality/value
This paper introduces an original model for discussing many possible futures for libraries and for librarians to consider their roles in those futures.
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Loriene Roy, Beth Hallmark and Amanda Traviss
Describes the current version of WebJunction and highlights its forthcoming WebJunction.org, an online community. Provides content in the form of feature articles, monthly…
Abstract
Describes the current version of WebJunction and highlights its forthcoming WebJunction.org, an online community. Provides content in the form of feature articles, monthly newsletters, assessment tools, and online courses and also provides opportunities for those involved in public access computing to communicate with each other and share success stories, best practice and solutions.
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This paper seeks to examine the methodologies for developing a group mentoring component as an add‐on to an existing or new corporate mentoring program.
Abstract
Purpose
This paper seeks to examine the methodologies for developing a group mentoring component as an add‐on to an existing or new corporate mentoring program.
Design/methodology/approach
The paper defines group mentoring and explains the differences between group mentoring and classroom training. It provides the hallmarks of mentoring that should exist in a group mentoring program along with the individual development areas that can be successfully addressed through group mentoring. Also included are seven tips for starting and sustaining a group mentoring program. These tips cover areas such as the optimal group structure, logistics, the use of facilitators, obstacles and measuring the success of the program.
Findings
When implemented correctly, mentoring groups have proven to be a successful training and development strategy. Some of the documented outcomes for participants are increased confidence, expanded understanding of the organization and increased commitment and connectedness to the organization.
Originality/value
Training and development managers who are struggling to expand their mentoring programs can use the information provided in the paper to add group mentoring to their mentorship program.
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The purpose of this paper is to demonstrate how mutuality and shared power in relationship can avoid coercion and force in mental health treatment.
Abstract
Purpose
The purpose of this paper is to demonstrate how mutuality and shared power in relationship can avoid coercion and force in mental health treatment.
Design/methodology/approach
This is not a research design. It is rather an opinion piece with extensive examples of the approach.
Findings
The authors have found that using these processes can enable connection; the key to relationship building.
Originality/value
This paper is totally original and stands to offer the field, a new perspective.
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This chapter draws on recent literature in I/O psychology, management and sociology to posit a relationship between organizational structure and temporal structure and develops…
Abstract
This chapter draws on recent literature in I/O psychology, management and sociology to posit a relationship between organizational structure and temporal structure and develops the construct of layered-task time. Layered-task time is similar to polychronic time (P-time) in the inclusion of simultaneous, multiple tasks but includes additional dimensions of fragmentation, contamination and constraint. The chapter links the development of this new time and its resultant time-sense to variation in the degree to which organizations are hierarchical and centralized and develops propositions about these relationships. The chapter contributes to the growing literature on workplace temporalities in the contemporary economy.
This paper has its roots in a presentation made at CoreNet Global Summit in November 2002 in San Diego, California. In that talk, the authors briefly explained the field of human…
Abstract
This paper has its roots in a presentation made at CoreNet Global Summit in November 2002 in San Diego, California. In that talk, the authors briefly explained the field of human dynamics and change, and explored, through some actual experiences, the application of change management practices that Wachovia used to lead and nurture organisational change. This paper seeks to make more explicit these hidden forces by giving a more detailed overview of the theory of human dynamics as they relate to change, and some strategies for applying this theory for more effective change management. The venue for this exploration will be Wachovia Corporate Real Estate (CRE) Division’s experience, with significant organisational change required to respond to external and market conditions which threatened its continued success as an organisation. The reader will learn how to understand the human dynamics relating to change; obtain tools for communicating change concepts; find resources to help lead change; ensure that people deal more successfully with organisational change; and measure the significance of human dynamics to business performance.
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Kathryn Mackay, Mary Notman, Justin McNicholl, Diane Fraser, Claire McLaughlan and Sylvia Rossi
This article seeks to explore the difference that adult support and protection legislation may have made to work with adults at risk of harm in Scotland.
Abstract
Purpose
This article seeks to explore the difference that adult support and protection legislation may have made to work with adults at risk of harm in Scotland.
Design/methodology/approach
The article is based upon findings of a joint academic and practitioner qualitative research project that interviewed 29 social service practitioners across three local authorities.
Findings
The legislation was seen as positive, giving greater attention to adults at risk. Views about the actual difference it made to the practitioners' practice varied, and were more likely in new rather than ongoing work. Three differences were noted: duties of investigation, protection orders and improved shared responsibility within the local authority and across other agencies, but to a lesser extent NHS staff. Overall it gave effective responses, more quickly for the adults at risk. Whilst the law brought greater clarity of role, there were tensions for practitioners in balancing an adult's right to autonomy with practitioners' safeguarding responsibilities.
Originality/value
The paper demonstrates that a dedicated law can improve safeguarding practice by clarifying the role of social work practitioners and the responsibilities of other agencies. The right to request access to records and banning orders were seen as valuable new measures in safeguarding adults at risk. As such the study from the first UK country to use dedicated adult safeguarding law offers a valuable insight for policy makers, professionals and campaign groups from other countries, which might be considering similar action.
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How will future events affect the way we manage? And how are top corporate executives meeting the challenge of change?
Valerie J. Bradfield, Beth Houghton and Patricia M. Siddall
Between 1972 and 1974 four ‘Academic Librarians’ were appointed to educate students in the use of resources. These were academic positions engaged in full‐time teaching and not…
Abstract
Between 1972 and 1974 four ‘Academic Librarians’ were appointed to educate students in the use of resources. These were academic positions engaged in full‐time teaching and not responsible for library administration. The development of their role and of courses in Information Studies is discussed in the context of the problems which were encountered and the ways in which they have been solved. We have then attempted to gauge our achievements in relation to the aims originally envisaged.
David J. Maume and David A. Purcell
Little is known about temporal trends in the intensification of work in America, or its determinants. This study analyzed two representative samples of the American labor force…
Abstract
Little is known about temporal trends in the intensification of work in America, or its determinants. This study analyzed two representative samples of the American labor force, and found that the pace of work increased significantly between 1977 and 1997. In a decomposition analysis, two-thirds of the increase in work intensification was attributable to objective economic changes, in particular job complexity and the length of work schedules. Future research should further explore the role of technology in quickening the pace of work, but not ignore the possibility that the demands of family life also affect perceptions of work intensification.