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This paper relayed an important line of Mark Hepworth’s work, which engages with information technologies and development. The purpose of this paper is to suggest a subfield of library and information science (LIS) for development to reclaim the role of information services and systems for social change in rural areas. The paper looked at the extent of development gained with the advent of mobile phones.

Rather than undertaking traditional large-scale, quantitative, context-independent and survey-type research, the paper employed capability approach and semi-structured interviews to ascertain the experiences that mobile phone kiosk vendors in the rural Congo had of mobile phones.

It was found that mobile phones should be geared towards the liberation, and not utilization or commodification of humans and their needs and that mobile phones were not a catalyst of human basic capabilities.

Since the method employed is an in-depth qualitative analysis of mobile phone kiosk vendors, obtained results can be used to enrich or inform mobile phone experiences in other settings and groups.

This paper provided empirical evidence as to how an important group of mobile phone users could harness development with their mobiles.

Most LIS literature has presented mobile phones along the lines of information freedom or access, mass subscription, adoption rates, technological and entrepreneurial innovation, micro-credits, etc. However, the paper placed the topic development at the heart of LIS debates.

The purpose of this paper is to investigate how small firms work at a micro-level, applying Bourdieu’s Capital Theory to give insight into the way individuals use the social and cultural capital at their disposal, to innovate and solve problems.

The authors applied qualitative methods to explore problem solving and innovation activities at the micro-level in small firms, using interviews and thematic analysis.

The findings reveal that, compared to firms with lower levels of social and cultural capital, firms which possess higher levels of social and cultural capital have a higher success rate in problem solving and are more likely to engage in innovative activity. Social and cultural capitals complement and reinforce one another in small firms, for example an enhanced ability to utilise networks (social capital) allows small firms to access a greater diversity of knowledge (cultural capital).

Little is known about how different forms of capital are utilised in the day-to-day operations and problem solving of small firms: the application of Bourdieu’s Capital Theory offered an original frame in which to explore these activities.

The purpose of this paper is to report on an exploratory study to revisit and critically reappraise the impact of IT upon organisational structure, by exploring how the deployment of ERP, when accompanied by a specific strategic orientation, impacted upon the host organisation's structural design.

The study was initially enacted through a postal questionnaire survey of IT managers within a sample of China's largest manufacturing organisations. Follow‐up interviews were then conducted with senior managers, who had first‐hand experience of working on ERP implementations, to help to more fully understand the impact of ERP upon organisational structure.

The study found that the implementation of ERP technology and the strategic orientation of the host organisation are both likely to modify the structural design of Chinese manufacturing organisations. Moreover, it has been found that the success of an ERP deployment is a stronger predictor of organisational form than the scale of the deployment. The results of the study would also suggest that ERP is more likely to affect structural changes, when deployed in the presence of a complementary “prospector” corporate strategy.

The study provides clear new evidence that ERP is likely to have a significant impact upon organisational structure, but, because of the complexity of the technology and the uniqueness of every organisational context, the authors offer no simple prescriptions or panaceas as to how it should be managed. However, managers should be aware that an ERP implementation will almost certainly affect organisational structure, and then take steps to ensure that such changes are carefully and proactively managed.

There is already a rich and established literature with regard to the impact of IT upon organisational structure. However, it could be argued that by focussing upon ERP, by explicitly modelling the effect of strategy and by taking a holistic view of organisational structure, the paper is able to offer a far more subtle view of the complexities of the relationship between IT and organisational structure than prior studies.

The purpose of this article is to share the lessons learned about the role of team sponsors in action-learning teams as part of community-based health leadership development programs.

This case study uses program survey results from fellow participants, action learning coaches and team sponsors to understand the value of sponsors to the teams, the roles they most often filled and the challenges they faced as team sponsors.

The extent to which the sponsors were perceived as having contributed to the work of the action learning teams varied greatly from team to team. Most sponsors agreed that they were well informed about their role. The roles sponsors most frequently played were to provide the teams with input and support, serve as a liaison to the community and serve as a sounding board, motivator and cheerleader. The most common challenges or barriers team sponsors faced in this role were keeping engaged in the process, adjusting to the role and feeling disconnected from the program.

This work provides insights for program developers and community foundations who are interested in building the capacity for health leadership by linking community sponsors with emerging leaders engaged in an action learning experience.

This work begins to fill a gap in the literature. The role of team sponsors has been studied for single organization work teams but there is a void of understanding about the role of sponsors with multi-organizational teams working to improve health while also learning about leadership.

The purpose of this paper is to describe the integration of information literacy into each year of a Bachelor of Arts and Science (BAS) program at the University of Guelph, Ontario, and to explain the role of librarian mentors in this program.

The paper reviews the literature related to mentoring and librarians, explains the BAS program, and outlines the library's integration into the BAS curriculum. It discusses mentoring, assessment, and future goals, and provides some librarians' observations and advice.

The paper demonstrates the benefits of librarian‐student mentoring and of integrating information literacy into each year of an undergraduate degree program.

Since the mentoring of students by librarians is rarely mentioned in the literature, this description of our mentoring program may inspire other librarians to set up librarian‐student partnerships at their institutions. Our successful application of information literacy into every year of a degree program and our partnerships with faculty and students may serve as models for other libraries.

The experience of the University of Guelph library may show other libraries how to integrate information literacy into a program efficiently and effectively.

Develops an original 12‐step management of technology protocol and applies it to 51 applications which range from Du Pont’s failure in Nylon to the Single Online Trade Exchange for Auto Parts procurement by GM, Ford, Daimler‐Chrysler and Renault‐Nissan. Provides many case studies with regards to the adoption of technology and describes seven chief technology officer characteristics. Discusses common errors when companies invest in technology and considers the probabilities of success. Provides 175 questions and answers to reinforce the concepts introduced. States that this substantial journal is aimed primarily at the present and potential chief technology officer to assist their survival and success in national and international markets.

The purpose of this paper is to understand the degree to which a quality and safety culture exists after healthcare workers in an academic medical center complete a quality improvement and patient safety education program focused on developing leaders to change the future of healthcare quality and safety.

The safety attitudes questionnaire (SAQ) short-form was used for measuring the culture of quality and safety among healthcare workers who were graduates of an academic medical center’s healthcare quality and safety program. A 53 percent response rate from program alumni resulted in 54 usable responses.

This study found that 42 (78 percent) of the respondents report that they are currently working in a healthcare quality and safety culture, with 25 (59 percent) reporting promotion into a leadership role after completion of the quality improvement education program. This compares favorably to AHRQ culture of safety survey results obtained by the same academic medical center within the year prior revealing only 63 percent of all inpatient employees surveyed reported working in a quality and safety culture.

The study design precluded knowing to what degree a quality and safety culture, as measured by the SAQ, existed prior to attending the healthcare quality and safety program.

This study has practical value for other organizations considering a quality and safety education program. For organizations seeking to build capacity in quality and safety, training future leaders through a robust curriculum is essential. This may be achieved through development of an internal training program or through attending an outside organization for education.

This paper aims to provide a critical examination of the career trajectories of Black male educators through the discussion of key issues relevant to the professional development and advancement of this population.

The authors approach this paper through the examination of literature related to Black male educators. The authors seek to provide insight into the status of Black male educators through a critical focus of scholarship in the three critical areas of Black male educator recruitment, retention and mobility.

This examination supports the need to generate sustainable initiatives to diversify our nation’s classrooms and create additional opportunities for Black male representation in school leadership positions. Effectively dismantling the entrenched hurdles many encounter within their teaching careers requires a concerted commitment by advocates, policymakers and school administrators at all levels. Additionally, there is a continued need for stakeholders to keep the diversification of P-12 schools as a key priority in current education reform strategies.

This paper serves as an impetus to highlight the continued need for further exploration and consequential action to increase the numbers of Black males in the teaching profession.

This paper adds to the literature surrounding Black male educators by providing a holistic view of their career trajectories of Black male educators and shedding light on the need for ongoing efforts to diversify the P-12 teaching workforce.

The purpose of this paper is to present a theory regarding how professional and academic women face career-limiting barriers when they are no longer associated with a professional or academic or professional employer.

This paper presents literature review and presentation of a new conceptualization of the digital divide.

In the past 30 years, communications and information sources have become increasingly digital. To make use of digital information and communication systems, an institutional account is required. Women who are no longer employed by the institution or are no longer students lose their accounts and don't have access to the digital services they require.

To the best of the author’s knowledge, this paper presents an original description of a new facet of the digital divide, as the author was not able to locate any papers discussing this particular issue.

The purpose of this paper is to explore how non-host cities strategically plan to leverage pre-Games training for the 2018 Gold Coast Commonwealth Games to maximize benefits to the city.

Eight semi-structured interviews were conducted with key tourism and government stakeholders involved in developing leveraging strategies for pre-Games training in a non-host city. Interviews were conducted a little over 18 months before the 2018 Gold Coast Commonwealth Games.

A model of the strategic planning of leveraging pre-Games training is presented. Pre-Games training was positioned as a leverageable resource. The non-host city was well positioned to host pre-Games training given its existing sport focus and facilities and its proximity to the host city and its similar climate. Opportunities, objectives, means, and considerations were constantly developed. The city strategically targeted teams to maximize the use of the training facilities and make the most of the value of well-known athletes, while being cautious of overcrowding. The teams had to be secured before strategies were devised to achieve other opportunities and objectives. Short-term benefits included generating tourism through visiting teams and entourages and integrating visiting teams into the local community through education and sport programming. Long-term benefits included building the destination’s capacity and reputation as a place for elite training camps and tourism.

Understanding how to develop strategies to leverage pre-Games training can inform those responsible for developing and implementing pre-Games training strategies and lead to maximizing the benefits to a city or region.

Limited research has examined the strategic planning process used to develop tactics to leverage mega-events. This study provides insight into the strategic planning process of non-host cities to increase short- and long-term benefits by leveraging pre-Games training.