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Despite the breadth of knowledge on self and identity formation across the study of organizations, the field of organizational development and change has limited research on the construction of professional identity. Much has been written to describe the “self-concepts” of those practicing and researching in the field, but there have been no investigations that have explored how these “self-concepts” form. In addition, although women have contributed to defining the “self” in the field, men have held the dominant perspective on the subject. Thus, in this chapter, we address a disparity in the research by exploring the construction of professional identity in the field of organizational development and change, and we give voice to the renowned women who helped to build the field. Using the profiles of 17 American women included in The Palgrave Handbook of Organizational Change Thinkers, we perform a narrative analysis based upon the concepts and models prevalent in the literature on identity formation. By disentangling professional identity formation of the notable women in the field, we can begin to see the nuance and particularities involved in its construction and gain deeper understandings about effective ways to prepare individuals to work in and advance the field.

The purpose of this paper is to explore the learning dynamics in the local level public organizations due to a policy intervention in collaboration with university. This study aims to identify the existence of four different types of organizational learning in different localities and to explain their implications to public sector organizations as well as private firms.

The paper used both the secondary data collected for over a period of more than four years and quantitative analysis for parameter estimation. It also collected the primary data by deploying a semi‐structured survey instrument for their collection. Two sets of data were triangulated to derive the learning types.

The study measured the presence of a learning environment that was hypothesized to influence the degree of organizational learning and evaluated learning variations as approximated by the penetration rate in local departments of social services. Evidence was found of differential, dispersed, and intermittent learning in various localities. That differential learning was labeled as conscious, façade, unaware, and absent learning. Organizations should strive to achieve conscious learning and minimize undesirable situations created by the façade and absent learning.

Since the results are derived from the study of one state, Virginia, and one policy area, foster care, they may not be fully applicable to other states and other policy areas without some modifications. The implication of the study, however, is that even similar stimuli are bound to produce differential responses when local conditions vary.

The paper presents a refreshing insight into varieties of organizational learning derived from the study of local level public sector organizations and triangulation of two different sets of information.

The purpose of this paper is to synthesize the learnings from prior interviews with thought leaders in learning organization conceptual development. Prior interviews with Karen Watkins, Victoria Marsick, Michael Marquardt, Bob Garratt and Peter Senge are included in the summary, which is an interim step as The Learning Organization continues to explore the learning organization history and evolution.

The paper summarizes prior interviews to uncover commonalities and differences in the development and evolution of the learning organization concepts as described by thought leaders.

Both commonalities and differences exist in definition, development of theory and resilience since original publication. Common threads in concept develop appear across the authors mainly in influences by Revans, Argyris and Schön. Differences also exist in how each author developed learning organization constructs.

The synthesis reveals that although the learning organization may have differing definitions, there are commonalities that tie some concepts together. Additional interviews will be continued in the exploration of the learning organization evolution.

The microfinance industry (MFI) has crossed the threshold into a period of tremendous growth. This growth was significantly accelerated by media attention to the industry during the United Nations Year of Microcredit in 2005 and the awarding of the 2006 Nobel Peace Prize to Grameen Bank founder Mohammed Yunus, as well as the interest of high-profile donors and investors, including eBay founder Pierre Omidyar and Microsoft founder Bill Gates. Despite the promise for international development, despite the proven track record of exceptional loan repayment rates, and despite the development of competitive markets in countries like Bolivia, Peru and Bangladesh or the global expansion of microfinance access to tens of millions of new clients, little research has explored the impact this expansion has had on global poverty and economic and social development, in general.

Despite the remarkable expansion of microfinance over the past several decades, the industry remains in a developmental period of experimentation and rapid growth, exploring which approaches work best under different circumstances. Widespread diffusion and local adaptation of techniques and innovations from pioneering organizations such as ACCION International, Grameen Bank, FINCA, Bank Rakyat Indonesia, BancoSol, and many others fostered the emergence of a global industry that by most counts now serves more than 100 million clients. Yet along many dimensions of the industry – for example, client methodologies, information technologies and infrastructures, transparency and performance monitoring, product and service portfolios, funding structures, human resource management, health and environmental amelioration, and regulations – significant barriers remain to achieving the broad vision of microfinance as a major contributor in fighting global poverty.

Julie Abrams, President, Microfinance Analytics, has been a consultant to the microfinance industry for 15 years. She has authored or co-authored 16 publications on microfinance topics including international financial institution funding, foreign investment, MFI debt default, foreign exchange risk, an e-course on financial risk management, capital structure, profitability, financial performance, and MFI appraisals. Julie has been on the review panel and jury for CGAP's Financial Transparency Awards. She currently serves as an advisor for Research and Analysis to the International Association of Microfinance Investors (IAMFI) and is a member of the Calvert Foundation's External International Investment Committee, including reviews of MicroPlace and all syndicated lending. She began working in microfinance in 1985 with Women's World Banking. Julie was a fellow at the Lauder Institute of Management and International Studies, where she earned an MBA from the Wharton School and an MA in International Studies from the University of Pennsylvania and holds a BA in Economics from Oberlin College.

Although there is great potential for diversity, library and information science (LIS) is a relatively homogenous profession. Increasing the presence of librarians of color may help to improve diversity within LIS. However, recruiting ethnic minorities into LIS has proven to be difficult despite various initiative including scholarships, fellowships, and locally focused programs. The central questions explored in this research can be divided into two parts: (1) Why do ethnic minorities choose librarianship as a profession? (2) What would motivate members of minority groups to join a profession in which they cannot see themselves?

The research was conducted through semi-structured, qualitative interviews of 32 ethnic minority students from one of four ethnic minority groups (African American, Asian American, Hispanic/Latino, and Native American) currently enrolled in an LIS graduate program. Eleven themes emerged from the data: libraries, librarians, library work experience, LIS graduate program, career plans and goals, education and family, support, mentors, ethnicity and community, acculturation, and views of diversity.

The findings seem to support many assumptions regarding expectations and career goals. The findings related to libraries, librarians, mentors, and support illustrate that many recruitment initiatives are starting in the right place. However, the most noteworthy findings were those that centered on identity, acculturation, and diversity because they dealt with issues that are not often considered or discussed by many in the profession outside of ethnic minority organizations.

Purpose: This chapter problematizes the philosophical origins of direct funding models in a normative conception of independence that ignores and obscures the fundamentally relational nature of care work.

Approach: The study adopts a reflexive ethnographic methodological approach. In-depth, semistructured interviews were conducted with 19 participants variously involved with direct-funded attendant services (disabled “self-managers,” “attendant” employees, other members of self-managers’ support networks, and program staff). Additional data sources included the author's reflexive journaling and publicly available policy and program materials. The present analysis interrogated the impact of systemic constraints (i.e., limited funding) on the organization and management of attendant services.

Findings: The data illuminate how systemic constraints draw the interests of self-managers and attendants into tension, despite the affective relationality of the work they do together. The findings present four strategies self-managers adopt to maximize support hours, including: splitting shifts, strategic hiring, dynamic resource management, and supplementing remuneration. These findings suggest it is not vulnerability to each other that represents an ongoing concern for self-managers and attendants, so much as exploitation by a system that capitalizes on the oppression of both groups.

Implication/ Value: Disabled people and care workers have been and continue to be constructed as opposing interest groups. However, there is great potential in disabled people and care workers joining a united front to lobby for their common, often interrelated interests. Direct funding models are an important evolution of support services, but where they fail to attend to the relational nature of care work, we must continue to pursue more inclusive solutions.