Maureen Pastine and Shirley McLean
Adapted from a 1992 ALA Pay Equity Committee's program on “Are You Underpaid? The Pay Equity Struggle in Libraries,” this article demonstrates that an employee turnover study can…
Abstract
Adapted from a 1992 ALA Pay Equity Committee's program on “Are You Underpaid? The Pay Equity Struggle in Libraries,” this article demonstrates that an employee turnover study can be effective in addressing problems of understaffing and salary deficiencies in a large academic library. Inadequate salaries makes retention of quality employees difficult and replacement costly, in addition to having detrimental impacts on services and morale. Administrators should use every opportunity to obtain pay equity funds to resolve these problems.
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Beatrice Avolio, Carolina Pretell and Edy Valcazar
This phenomenological study aims to analyze the factors perceived by women to be important to their nomination and selection for board positions in Peruvian public companies. The…
Abstract
Purpose
This phenomenological study aims to analyze the factors perceived by women to be important to their nomination and selection for board positions in Peruvian public companies. The importance of this study lies in understanding the qualities that are important for women to possess, as perceived by those women who have reached leadership positions, achieving empowerment and economic autonomy.
Design/methodology/approach
The study population consisted of 33 women who became company directors in 2019, according to the data of the Lima Stock Exchange. From this group, the authors conducted 12 in-depth interviews with those women who accepted to participate in this study. The information was analyzed based on the stages suggested by Moustakas (1994).
Findings
This study proposes a conceptual framework with 13 factors perceived by women during their nomination and selection for board positions in Latin American public companies, focusing on the case of Peru. The factors are training and learning, professional experience, self-awareness, attitude, resilience, networking, communication skills, empathy, “hard work,” capacity to make important decisions, soft skills, support networks and allies and passion for their work.
Originality/value
Based on the experiences of the participants, this study identified 13 critical factors for women to achieve leadership positions as board members. From a phenomenological approach, the relevance of said factors is that they have emerged from the point of view of women who live in a patriarchal and collectivistic culture with a high gender gap index.
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ONE or two questions raised by the writer of “Letters on our Affairs” this month are of some urgency. The first, the physical condition of books, is one that is long over‐due for…
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ONE or two questions raised by the writer of “Letters on our Affairs” this month are of some urgency. The first, the physical condition of books, is one that is long over‐due for full discussion with a view to complete revision of our method. The increased book fund of post‐war years, and the unexpected success of the twopenny library, have brought us to the point when we should concentrate upon beautiful and clean editions of good books, and encourage the public to use them. “Euripides” is quite right in his contention that there is too much dependence upon the outcasts of the circulating library for replenishing the stocks of public lending libraries. We say this gravely and advisedly. Many librarians depend almost entirely upon the off‐scourings of commercial libraries for their fiction. The result, of course, is contempt of that stock from all readers who are not without knowledge of books. It is the business of the public library now to scrap all books that are stained, unpleasant to the sight, in bad print, and otherwise unattractive. Of old, it was necessary for us to work hard, and by careful conservation of sometimes quite dirty books, in order to get enough books to serve our readers. To‐day this is no longer the case, except in quite backward areas. The average well‐supported public library—and there are many now in that category—should aim at a reduction of stock to proportions which are really useful, which are good and which are ultimately attractive if not beautiful. The time has arrived when a dirty book, or a poorly printed book, or a book which has no artistic appeal, should be regarded as a reproach to the library preserving it.
Socially responsible procurement is increasingly attracting public attention, but little is known about the use of social requirements in public procurement process in developing…
Abstract
Socially responsible procurement is increasingly attracting public attention, but little is known about the use of social requirements in public procurement process in developing countries. This study explores the use of social criteria in public procurement in Nigeria. Data was collected from two websites being used for advertising public sector contract opportunities in Nigeria and by means of a questionnaire. Results show that public procurement is mostly used to promote a range of government policies and programmes. Based on the findings from this study, it cannot be concluded that a milestone has been reached in the use of public procurement to drive social benefits in Nigeria. The extent to which the findings of this study could be generalised is limited, because the findings are based on analysis of tender documents and a smallsized convenience sample of public procurement experts. A larger sample size may lead to improved accuracy or dissimilar results. Nevertheless, the research offers some baseline data against which future studies on social procurement can be conducted and evaluated.
Frieda brought her four graham crackers on a saucer and some milk in a blue-and-white Shirley Temple cup. She was a long time with the milk, and gazed fondly at the silhouette of…
Abstract
Frieda brought her four graham crackers on a saucer and some milk in a blue-and-white Shirley Temple cup. She was a long time with the milk, and gazed fondly at the silhouette of Shirley Temple's dimpled face. Frieda and she had a loving conversation about how cu-ute Shirley Temple was. I couldn't join them in their adoration because I hated Shirley. Not because she was cute, but because she danced with Bojangles, was myfriend, myuncle, mydaddy, and who ought to have been soft-shoeing and chuckling with me. Instead he was enjoying, sharing, giving a lovely dance thing with one of those little white girls whose socks never slid down under their heals. So I said, “I like Jane Withers.” (Toni Morrison, The Bluest Eye, 2000 p. 19)
The aim of the paper is to present the findings of a definitional review and comparative study of HRD definitions. It also reports the results of comparing and contrasting a…
Abstract
Purpose
The aim of the paper is to present the findings of a definitional review and comparative study of HRD definitions. It also reports the results of comparing and contrasting a synthesis of the “intended purposes” and “processes” constituting these definitions against various definitions and conceptualisations of organisational development (OD) and coaching.
Design/methodology/approach
A targeted literature review was conducted to identify and collate a comprehensive range of HRD, OD, and coaching definitions/conceptualisations. These were then subjected to forms of content and thematic analysis in search of similarities and differences.
Findings
The literature review has revealed many “contradictions”, “confusions” and “controversies” concerning the identity of HRD. Results from the definitional review suggest two or more of four synthesised “core purposes” of HRD are embedded explicitly or implicitly within the respective HRD definitions examined. Furthermore, these HRD “core purposes” and “processes” are virtually the same as those associated with OD and coaching
Research limitations/implications
The definitions used in the study were limited to those that define HRD practice at the individual, group and organisational level, and are based on conventional and predominantly western conceptualisations. A challenge and dilemma arising from our findings bring into question the notion of HRD, OD, and coaching as unique and distinct fields of study and practice. Rather, the evidence implies there may be a compelling logic for these three fields to converge into a unified disciplinary domain concerned with “people and organisation development”.
Originality/value
The paper is particularly relevant for scholars interested in HRD theorising and/or developing HRD theories on the basis of empirical evidence. This is because they need to know whether the foci of their studies lie inside or outside the boundaries between HRD and other related domains. It may also be of interest to practitioners who wish to identify themselves as HRD professionals, as opposed to OD or coaching professionals.
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Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Tenn. 37203. Mrs. Cheney does not sell the books listed here. They are…
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Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Tenn. 37203. Mrs. Cheney does not sell the books listed here. They are available through normal trade sources. Mrs. Cheney, being a member of the editorial board of Pierian Press, will not review Pierian Press reference books in this column. Descriptions of Pierian Press reference books will be included elsewhere in this publication.