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Article
Publication date: 11 January 2013

Zhixian Yi

The purpose of this study is to examine how academic library directors set goals for change in the information age and the factors influencing the approaches used.

2074

Abstract

Purpose

The purpose of this study is to examine how academic library directors set goals for change in the information age and the factors influencing the approaches used.

Design/methodology/approach

Bolman and Deal's reframing change model provided the foundation for this research. An online survey was sent to 1,010 academic library directors in the USA. The response rate was 59 percent. The qualitative data were analysed using content analysis. The collected quantitative and qualitative data were analysed using descriptive (frequencies, percentages, means, standard deviations) and inferential statistics (binary and multinomial logistic regressions).

Findings

Most directors used multiple approaches to set goals for change. The structural and human resource approaches were the most frequent single approaches. Regression analysis confirmed that demographics, human capital, and library variables played significant roles in setting goals for change.

Research limitations/implications

Data in this study were collected from directors in libraries of doctoral granting, master‐granting, and baccalaureate‐only colleges and universities. Accordingly, the results of the study might not be generalized to college and university libraries outside this classification.

Practical implications

This paper provides a useful overview of the approaches used to set goals for change and the factors influencing the approaches used.

Originality/value

Directors may use the results to reflect on different options of the strategies for setting goals for change in the information age and balance the weight of the factors' influences. The results may also help librarians better understand various approaches to setting goals for change in the information age.

Details

Library Management, vol. 34 no. 1/2
Type: Research Article
ISSN: 0143-5124

Keywords

Book part
Publication date: 12 October 2011

Shira M. Peterson and Amy C. Baker

Understanding the complexity of the change process is critical if early childhood improvement initiatives are to result in lasting change. One of the keys to effective programs…

Abstract

Understanding the complexity of the change process is critical if early childhood improvement initiatives are to result in lasting change. One of the keys to effective programs and efficient use of resources is an understanding of readiness to change. This chapter presents a theoretical approach to understanding readiness to change in the field of early education and care. We describe applications of this approach used within a community-wide initiative in Rochester, New York, funded by an Early Childhood Educator Professional Development grant. The goal of the initiative was to create an integrated professional development system from entry level through the completion of a bachelor degree, with the priorities of increasing access, alignment, and articulation. We describe interventions at the community, organization, and individual level, and explore the impact of readiness to change at each of these levels.

Evaluation results show that educators enrolled in the research-based mentoring program offered by this grant became involved in other types of professional development programs, made significant gains in the quality of the classroom environment, and had children who made gains in overall development and vocabulary beyond developmental expectations. We conclude with a discussion of these results as well as implications for policy, practice, and future research.

Details

The Early Childhood Educator Professional Development Grant: Research and Practice
Type: Book
ISBN: 978-0-85724-280-8

Keywords

Article
Publication date: 26 March 2019

Dori Zener

The purpose of this paper is to outline a clinical framework developed for autistic women. INVEST (Identify Needs, Validate, Educate, Strengthen and Thrive) is a strengths-based…

1877

Abstract

Purpose

The purpose of this paper is to outline a clinical framework developed for autistic women. INVEST (Identify Needs, Validate, Educate, Strengthen and Thrive) is a strengths-based neurodiversity therapeutic approach. Autistic individuals are treated with respect and are believed to have the capacity to make meaningful changes in their lives.

Design/methodology/approach

The author’s clinical experiences working as an individual, couple and family therapist specializing in girls and women with autism inform this paper. The innovative therapeutic approach will be described including reasons for seeking therapy, the theoretical underpinnings and case examples that bring each component of INVEST to life.

Findings

Women with autism are very responsive to a therapeutic process that validates their experiences. Helping individuals and their support systems learn more about autism and their unique profile can enhance understanding and self-acceptance. Strategies to increase emotional awareness and reduce victimization are emphasized. Understanding sensory triggers and executive functioning challenges enable individuals to make useful adaptations. Building skills and setting parameters on time and energy help to stave off autistic burnout.

Practical implications

The impact of the INVEST model goes beyond the therapist’s office and can be applied to multiple settings. All professionals have the opportunity to treat autistic women with respect, validation and an assumption of competence.

Originality/value

Clinical program are scarce for individuals with autism, especially women. The INVEST model is the beginning of a discussion of what can help autistic women thrive.

Details

Advances in Autism, vol. 5 no. 3
Type: Research Article
ISSN: 2056-3868

Keywords

Article
Publication date: 1 January 2012

Zhixian Yi

This study aims to examine how academic library directors conducted meetings in the change process and the factors influencing the approaches used.

998

Abstract

Purpose

This study aims to examine how academic library directors conducted meetings in the change process and the factors influencing the approaches used.

Design/methodology/approach

Bolman and Deal's reframing change model provided the foundation for this research. An online survey was sent to 1,010 academic library directors in the USA. The response rate was 59 percent. The qualitative data were analyzed using content analysis. The collected quantitative and qualitative data were analyzed using descriptive (frequencies, percentages, means, standard deviations) and inferential statistics (binary and multinomial logistic regressions).

Findings

Most directors used multiple approaches to conduct meetings in the change process. The structural and human resource approaches were the most frequent single approaches. Regression analysis confirms that demographics, human capital, and library variables play significant roles in conducting meetings.

Research limitations/implications

Data in this study were collected from directors in libraries of doctoral granting, master‐granting, and baccalaureate‐only colleges, and universities. Accordingly, the results of the study might not be generalized to college and university libraries outside this classification.

Practical implications

This paper provides a useful overview of the approaches used to conduct meetings in the change process and the factors influencing the approaches used.

Originality/value

Directors may use the results to reflect on different options of the strategies for conducting meetings in the change process and balance the weight of the factors' influences. The results may also help librarians better understand various approaches to conducting meetings in the change process.

Details

Library Management, vol. 33 no. 1/2
Type: Research Article
ISSN: 0143-5124

Keywords

Abstract

Details

Educating Tomorrow
Type: Book
ISBN: 978-1-80043-663-3

Article
Publication date: 1 April 1988

Nicholas S. Rashford and David Coghlan

Training and developing managers in skills that enable them to deal effectively with the multiple issues within an organisation is a perennial task for management, trainers and…

Abstract

Training and developing managers in skills that enable them to deal effectively with the multiple issues within an organisation is a perennial task for management, trainers and consultants. There are many approaches to the issues of behaviour in organisations and organisation development on which such training could be based. One approach, developed by Rashford and Coghlan, articulates and links the different levels of behaviour through the concept of organisational levels. Their use of the construct differs from the common use of organisational levels in organisational behaviour and organisation development texts. This article describes how this paradigm was used in management development courses in the United States.

Details

Journal of European Industrial Training, vol. 12 no. 4
Type: Research Article
ISSN: 0309-0590

Article
Publication date: 21 May 2020

Zhixian Yi

This study aimed for the examination of the change decision-making approaches utilised by academic library directors and the identification and explanation of the determinants of…

Abstract

Purpose

This study aimed for the examination of the change decision-making approaches utilised by academic library directors and the identification and explanation of the determinants of the utilised approaches.

Design/methodology/approach

The data were collected from a survey. The content analysis was utilised to analyse the qualitative data. Both descriptive and inferential statistics were used to analyse the quantitative data.

Findings

The findings resulted in the identification of the approaches used to make change decisions and three categories of determinants. Directors actually utilised multiple and dual approaches more than single approaches to make change decisions. The determinants of number of library branches, number of subordinates, total years of directorship and years of present position played a significant role in the utilised approaches to making change decisions. However, the findings demonstrate that the determinants of age, gender, library size, library type, number of different positions, total years of library service and education level were not significant determinants of the utilised approaches to making change decisions.

Research limitations/implications

The limitation is that the results of this study are not applicable and generalisable to academic libraries beyond this classification using in this study.

Practical implications

The change decision-making approaches and the identified determinants will be useful and valuable for leaders and managers to make better decisions while managing change in the digital age.

Originality/value

The identification of the approaches and determinants provides information professionals with new knowledge and enables them to reflect the determinants of the utilised approaches and to make better change decisions in a given situation.

Article
Publication date: 1 June 2008

Mary McMurran, Arthur Nezu and Christine Nezu

The National Institute for Mental Health in England's (2003) paper, Personality Disorder: No Longer a Diagnosis of Exclusion, led to a need for effective treatments for people…

255

Abstract

The National Institute for Mental Health in England's (2003) paper, Personality Disorder: No Longer a Diagnosis of Exclusion, led to a need for effective treatments for people with personality disorders. Problem‐solving therapy (PST) is an appropriate treatment because, rather than trying to change basic personality structure, the aim is to help people with personality disorder to learn new skills to manage their emotional dysregulation and to work within their abilities to cope more effectively with life's problems. This overview describes the underpinning model of social problem‐solving and explains how PST aims to assist with problem‐solving difficulties.

Details

Mental Health Review Journal, vol. 13 no. 2
Type: Research Article
ISSN: 1361-9322

Keywords

Article
Publication date: 4 January 2008

David C. Leonard

The purpose of this research is to empirically examine the efficacy of setting multiple goals targeting complex competencies with a variety of time horizons pursued across a…

4572

Abstract

Purpose

The purpose of this research is to empirically examine the efficacy of setting multiple goals targeting complex competencies with a variety of time horizons pursued across a number of years. Most research conducted in the areas of goal setting examines an individual's ability to achieve a single goal targeting a simple skill or behavioral change within a short time period.

Design/methodology/approach

In this longitudinal study competency development is assessed over time periods ranging from nine months to four and half years and examined using both self‐reported change and behavior change demonstrated through critical incident interviews.

Findings

Progress over the study reveals that establishing learning goals is particularly important to the development of competencies. Subjects developed significantly more on competencies for which they set goals than on other competencies. They also demonstrated greater competency development when goals were remembered.

Research limitations/implications

Subjects were studied during a specific life change event – completion of an MBA program. Their particular education environment was designed to support and encourage change. It undoubtedly contributed to their development during the study. Results therefore may not generalize to broader populations. However, the results reveal clear implications for management education in both academic and corporate education settings.

Practical implications

This study highlights important elements in the development process that when included enhance competency development and provide insight into the mechanisms underlying intentional change theory.

Originality/value

The research evaluates the complexity and difficulty involved in competency development. It provides empirical evidence to support goal setting and intentional change theories.

Details

Journal of Management Development, vol. 27 no. 1
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 1 April 1986

The Nature of Business Policy Business policy — or general management — is concerned with the following six major functions:

2028

Abstract

The Nature of Business Policy Business policy — or general management — is concerned with the following six major functions:

Details

Management Decision, vol. 24 no. 4
Type: Research Article
ISSN: 0025-1747

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