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At Kean University, a comprehensive teaching institution, the submission of new library book orders by faculty is a long‐standing practice. In order to identify and assess the academic characteristics of faculty selectors as well as the audience, purpose, criteria, and sources prioritized by faculty selectors when submitting new requests, the library conducted a survey. The survey results indicated that, at Kean, the faculty of Liberal Arts and faculty with 1‐5 years of teaching across all disciplines were the most active in their participation in book selection. The findings also showed that Kean’s faculty ordered books mainly for undergraduate students and teaching; and primarily used publishers’ catalogs and professional journal book reviews for selection sources. This research study provides measurable data and constructive feedback for a comprehensive university library to enhance and facilitate the faculty book selection process effectively.

This chapter focuses on a university case that interprets the variability of academic freedom in terms of faculty’s textbook selection and the need for students’ textbook affordability. Faculty members are participants in a collective bargaining unit and students are members of the student government organization in a state university system. The faculty contract outlines tenets of academic freedom that delineate faculty selection of curriculum (textbooks), instruction, and assessment practices. This chapter highlights the nuances of faculty rights in the name of academic freedom and the students’ need for more affordable textbooks which includes open educational resource materials. In this case, the administration, faculty association, and the student government worked together to create a set of conditions for a more affordable textbook selection. This collaborative process is explored and explained as a set of practices that other colleges and universities can replicate at their institutions.

Presents the results of a survey conducted to determine where library material selection stands in relation to other faculty duties. Limits the survey to one private liberal arts college faculty. Finds that material selection ranks fifth in a list of seven secondary faculty duties.

The purpose of this paper is to design a talent-based model for recruiting faculty members at regional comprehensive universities in Iran.

To achieve the purpose, grounded theory approach was used. The research population consisted of all experts in the field of higher education in Iran. Nineteen experts were selected through purposeful sampling by Snowball method and based on theoretical saturation. To collect the data, a semi-structured interview was used and for the data analysis, a thematic analysis technique was applied.

The findings showed that the model for recruiting the faculty members in Iranian regional universities included four components: Personal Characteristics, Professional Capabilities, Behavioral Capabilities and Cognitive Capabilities.

This research identified the recruiting components and its results can be used to recruit capable faculty members purposefully and in accordance with the Iranian academic strategic plan. The method of this study can be applied in other applied fields as well.

This study adds to the authors' knowledge about recruiting of the faculty members and also the factors that can be helpful in a talent-based selection. Therefore, in order to have capable faculty members, universities should make an effort to identify relevant components and design a comprehensive model to recruit more capable faculty members.

The reforms in business schools based on the Ford and Carnegie Foundation reports (Pierson, 1959; Gordon and Howell, 1959) have been very successful in embedding management in a research-based body of knowledge, thereby elevating the academic status of business administration. These reforms, however, did nothing toward making management more socially trustworthy or management education more responsible. In the light of the pressing economic, social and environmental crises the world is facing, the feeling is spreading that not only business and economics but business schools also need to change fundamentally, if they want to be a provider of solutions to these crises and thereby keep and regain their legitimacy. The purpose of this paper is to provide a critical analysis of the fundamental challenges facing the role of business schools and their contributions in the areas of education, research, managing faculty, and role of the business school. It presents suggestions what responsible management education for a sustainable world could and should look like.

The paper builds on the existing literature on the needed changes in business schools and has been written as part of a large international project, the 50+20 initiative (www.50plus20.org), which was developed by a broad coalition of organizations with the World Business School Council for Sustainable Business (WBSCSB), the Globally Responsible Leadership Initiative (GRLI) and the UN Principles for Responsible Management Education (PRME) at its core and 16 business schools and organizations from all around the world as supporters (Muff et al., 2013).

Business schools need to transform themselves fundamentally, if they want to be a provider of solutions to the crises of responsibility and sustainability and thereby keep and regain their legitimacy.

The paper pulls together insights from a diverse area of literature and develops practical conclusions.

The early 1990s are not the best of times to operate an academic library collection management unit. Financial woes abound: the escalating cost of materials (particularly serials), the continued proliferation of print sources, and the explosive development of expensive electronic media all conspire to increase the pressure on already strained acquisitions budgets. The problems are not exclusively fiscal, however. There appears to be a new and growing personnel problem: the difficulty of recruiting capable collection management staff.

The Director, Jaipuria Institute of Management, Lucknow is preparing to face two challenges: maintaining the educational purpose of transforming students into down-to-earth managers and lifelong champions of the institute, and attracting and retaining good faculty. The case illustrates the institutional processes that a school which is part of a chain needs to consider. The tension between autonomy and conformity, and the concept of a corporate office, which is new to educational settings, are illustrated.

The quality of education depends upon the quality of teachers, i.e. professional competence. The purpose of this paper is to empirically identify the state of faculty’s quality in technical higher education institutions of Punjab (India) in terms of their competences. Later, differences in the quality of the faculty of both public (government funded) and private (partially or not funded by government) technical institutions were examined.

In total, 35 technical institutes were selected to conduct a field survey and total 594 respondents including teachers, students and administrators had responded to the present study from different departments of engineering and management. The state of faculty’s quality in terms of their competences has been examined through confirmatory factor analysis in AMOS 20.0. Discriminant analysis in SPSS 20.0 has been performed to find the differences in faculty of both the public and private sectors.

This paper provides a broader picture of the poor quality of teachers in technical institutions of Punjab (India) in terms of lacking most of the competencies. The study also reveals significant differences in the faculty of both public and private sector institutes in terms of select competences.

This paper demonstrates an alarming stage of poor-quality state of teachers. Therefore, educational administrators and policy makers need to show their concern for the improvement of teachers’ quality in technical higher education institutions of Punjab (India).