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Potential and benefits of classification schemes and thesauri in building organizational taxonomies cannot be fully utilized by organizations. Empirical data of building an organizational taxonomy by the top‐down approach of using classification schemes and thesauri appear to be lacking. The paper seeks to make a contribution in this regard.

A case study of building an organizational taxonomy was conducted in the information studies domain for the Division of Information Studies at Nanyang Technology University, Singapore. The taxonomy was built by using the Dewey Decimal Classification, the Information Science Taxonomy, two information systems taxonomies, and three thesauri (ASIS&T, LISA, and ERIC).

Classification schemes and thesauri were found to be helpful in creating the structure and categories related to the subject facet of the taxonomy, but organizational community sources had to be consulted and several methods had to be employed. The organizational activities and stakeholders' needs had to be identified to determine the objectives, facets, and the subject coverage of the taxonomy. Main categories were determined by identifying the stakeholders' interests and consulting organizational community sources and domain taxonomies. Category terms were selected from terminologies of classification schemes, domain taxonomies, and thesauri against the stakeholders' interests. Hierarchical structures of the main categories were constructed in line with the stakeholders' perspectives and the navigational role taking advantage of structures/term relationships from classification schemes and thesauri. Categories were determined in line with the concepts and the hierarchical levels. Format of categories were uniformed according to a commonly used standard. The consistency principle was employed to make the taxonomy structure and categories neater. Validation of the draft taxonomy through consultations with the stakeholders further refined the taxonomy.

No similar study could be traced in the literature. The steps and methods used in the taxonomy development, and the information studies taxonomy itself, will be helpful for library and information schools and other similar organizations in their effort to develop taxonomies for organizing content and aiding navigation on organizational sites.

The purpose of this paper is to present a detailed plan of research on the information architecture of digital library websites.

The research plan was prepared on the basis of a critical analysis of the scientific literature concerning the areas and criteria for the analysis and evaluation of the information architecture of digital resources. The evaluation criteria selected in individual areas of information architecture and the entire evaluation model were tested on the example of Europeana. The study proposes criteria for all areas of information architecture: service identity, organizational system, labeling system and navigation system.

The proposed research model containing areas and criteria for assessing usefulness from the point of view of information architecture may complement the methodology for assessing digital libraries. In a structured manner, it presents areas important for building good digital resources together with criteria for heuristic evaluation. This thesis is confirmed by a study conducted on the example of Europeana.

For a more precise assessment of quality, you can add to the proposed criteria related to the information architecture the criteria proposed by Nielsen or other authors. These include, e.g. help users recognize, diagnose and recover from errors, result relevance, consistency of terminology and specific action conventions and an appropriate visual presentation.

The model can be used to assess the quality of websites of various digital libraries.

The methodology of assessing the quality of digital libraries is in the stage of formation and development. Such studies can apply evaluation criteria prepared to analyze all kinds of information systems and most of all web pages. At the beginning of the 21st century, concepts of using information architecture principles to design and evaluate digital libraries’ usability began to take shape. However, no detailed criteria for evaluating digital libraries based on the principles of information architecture have been presented.

This study aims to find out the means used for individual, group and organizational learning at work at one air navigation service provider after the initial training period. The study also aims to find out what practices need to be improved to enhance learning at work.

The data for the study were collected over four years from several air traffic control (ATC) units of the organisation using different methods. In total, 155 subjects (operative personnel, supervisors) answered a reporting system questionnaire, 20 supervisors participated in interviews and 142 subjects (operative personnel, supervisors) responded to a safety culture questionnaire.

Several learning methods were used in ATC. Some of them were organisation‐wide and mandatory, but others were dependent on the activity of the unit or a single person. Individuals reported problem areas in operative work and learned from them. Group level learning was not actualized in all units of the organisation. Learning was insufficient at the organisational level.

A reporting system is a useful way of learning for individuals working in complex systems such as ATC. To use it for communicative and organisational learning, however, demands the formation of an integrated learning system for the different parts of the organisation and its stakeholders. This system could support conscious analysis of learning material arising from everyday work. These improvements would contribute to securing safety in the field of aviation during major changes.

The paper provides information on the strengths and weaknesses of learning in one complex, high reliability, work area. The study shows that the latest knowledge regarding learning at work was not utilized effectively.

Accumulated evidence suggests that efforts at diversity management (DM) yield mixed results or even fail in terms of promoting workforce diversity. Previous scholarly attempts to explain the mixed results of DM initiatives provided only partial understanding. This study applies a paradox perspective to better understand the challenges of DM from the vantage point of diversity managers, who play a central role in the promotion and implementation of diversity initiatives.

In-depth interviews with diversity managers in large business organizations in Israel explored practitioners' conceptions of the challenges underlying the implementation of diversity initiatives. A grounded theory approach was utilized.

The findings reveal the emergence of paradox: diversity initiatives generate organizational tensions that undermine their success and hence amplify the need for further diversity interventions. Three distinct paradoxes are identified: necessary change vs desire for stability; bureaucratic control vs flexible procedures; and long-term business gains vs short-term losses. Diversity managers utilize two opposing strategies to contend with these paradoxes.

This study does not represent voices of diverse employees or of top executives. The data focused on mid-level practitioners' descriptions of DM challenges and their methods of contending with them.

The findings shed light on an effective strategy of contending with paradox. Recognizing paradox and navigating it properly may greatly advance the success of costly DM change interventions. Implications are suggested regarding the academic education and training of DM practitioners.

Based on the paradox framework, which offers a novel vantage point for understanding the challenges of implementing DM, the findings contribute to the scholarly understanding of the limited success of DM interventions.

Scholarship on workplace diversity, equity, and inclusion (DEI) is voluminous. Nevertheless, there is relatively little work that examines DEI from an organization development and change (ODC) or systems perspective. As a result, there is no unified framework ODC practitioners can use for DEI diagnosis and intervention. The purpose of this chapter is to review the ODC literature with respect to DEI and propose a diagnostic Context-Levels-Culture (CLC) framework for understanding and addressing diversity-related challenges in organizations. We also present a case example of how this framework can be used in DEI consulting, including implications for future research and practice.

To better understand how leadership behaviours are operationalised to foster organisational identification during change, to maximise the success of change initiatives.

Utilising the Delphi Technique, 15 Australian senior leaders and leadership subject matter experts were canvassed regarding their opinions on the role of leadership in nurturing organisational identification during change. Their perspectives on a preliminary leadership competency framework developed in an earlier research phase were also obtained.

Organisational identification was considered an important organisational construct that can yield a range of positive outcomes – including when guiding organisations (and their members) through change. However, organisational identification currently appears to be more of an academic term than a concept employed in leadership practice. Four key themes emerged regarding the leadership behaviours deemed most effective when encouraging organisational identification during change: (1) effective communication, (2) focus on relationships, (3) stewardship of the organisation and the change it is undertaking, and (4) management of self. The refined leadership competency framework consisted of 12 competencies within four competency domains: (1) Leadership and governance in organisational change, (2) Relationship management and communication skills, (3) Management of people, organisational systems and processes and (4) Personal characteristics and capabilities.

The study outlines a range of specific and observable leadership competencies and behaviours that can be employed to foster organisational identification during change. The findings should be of interest to organisations examining identity processes in response to business disruptions, including ensuring their members retain a sense of connection to the organisation during times of uncertainty and altered work practices.

While interactions in the real world shopping are mainly based on face‐to‐face activities between consumers and service personnels, interactions in electronic commerce take place mainly through the retailer’s Web site. This study investigated the relationship between various characteristics of online shopping and consumer purchase behavior. Results of the online survey with 602 Korean customers of online bookstores indicate that information quality, user interface quality, and security perceptions affect information satisfaction and relational benefit, that, in turn, are significantly related to each consumer’s site commitment and actual purchase behavior.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

This research paper concerns itself with understanding the paradoxes faced by diversity managers when attempting to successfully implement organizational diversity-enhancing initiatives. Three major paradoxes that confront diversity managers were identified: the need for change vs. the desire to maintain the status-quo, bureaucratic control vs. flexible procedures, and long-term business gains vs. short term losses. Diversity managers have the choice to adopt an either/or strategy or a manifold strategy to deal with these paradoxes. It was found that both strategies were initially used interchangeably, but as a diversity manager’s experience grew they employed the manifold strategy to effectively manage workplace tensions.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The purpose of this paper is to provide a case study of the usability studies used by the Carnegie Mellon University Libraries during the redesign of their website.

The Libraries used a web‐based survey to determine needs, proceeding to the prototype design, and completing the process with the final design and user testing. Think‐aloud protocols, used to determine the strengths and weaknesses of the final design, asked participants to verbalize their thoughts as they completed a series of tasks.

The results of the protocols indicated several key weaknesses with respect to navigation, screen design and labeling, leading to more revisions and the final release. Testing indicated that color and graphics attract attention; font, labels, and placement increase visibility; chunking and leading with keywords increase readability; and consistency increases usability.

This is a case study and therefore not necessarily representative to the general population of library website design efforts.

This paper describes several methods of gathering feedback during website design or usability testing with an emphasis on think‐aloud protocols.

The techniques used here may be useful to others who are approaching redesign and usability testing of their own sites and interested in creating a user‐centered design.

The purpose of this paper is to explore the mid-career experience of female managers within a small higher education institution in the UK. It considers how managers manage “self” within this phase of career.

This study takes an ethnographic approach to the exploration of experiences in mid-career. Using a relational approach it was possible to draw together new insights deriving from the data. A narrative approach provided the framework from which deeper insights were captured through detailed participant stories told in situ.

This study offers a deep analysis of the constructs of management experience as these are negotiated within mid-career. The priority of female managers in this study is directed towards the balance of home and work. There is less evidence of a desire for upward progression, instead the focus now shifts to the achievement of authenticity and balance.

This study was conducted in the higher education sector in the UK which is noted for its increasing commercialisation agenda and low staff turnover. Undertaking comparable research in other sectors will provide further insights into the generalisability of findings. Managers in this study were wholly white, middle class and most are still working in the region in which they were born. A more diverse cohort may be studied to ascertain the importance attributable to balance of work and life across different groups.

This study presents some important areas of consideration for those involved in the support and advancement of female managers. Indeed, for those engaged in cognitive and developmental work this study provides rich and in-depth qualitative data that may prove helpful when formulating policy. It is of significance to senior managers within organisations and encourages attention towards executive development and organisational culture, both of which support the retention of talent within the organisation.

This paper provides insights into middle and senior management practice that may be of use by policy makers in the wider higher education sector context, as well as in general management good practice discussions more widely. This study may also be of interest to aspiring female managers and those relatively new to their roles as they seek to position themselves to achieve a sense of authenticity within their organisations.

This study provides an empirical contribution to the study of female managers working within a small higher education institution in the UK. It provides deep insights into management practice at mid-career within the workplace and the way in which this is conceived in situ.