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Management institutions in Africa experience socio‐economic problems far worse than any which exist in the Western World. Solutions of the past are no longer relevant and are therefore inadequate. The IMF/World Bank's prescription for economic recovery in African countries seems to be having little effect. What is being done, and what should be done, to train staff in African management institutions to improve the situation?

While the important role of information literacy instruction as a central service in academic libraries is well observed in scholarly literature, there has been little examination of the impact of the rapid increase of instructional duties on practicing librarians, whose traditional instruction duties have expanded or whose positions have not traditionally required leading a classroom. The study in this chapter explores librarians’ perceptions of the impact that increased instruction tasks have had on their day-to-day and long-term goals, perceptions of the support they receive in performing their instructional duties, and what types of instruction training they have received throughout their career. The ways in which the addition of instruction duties for librarians have been perceived by the librarians themselves as they strive to increase support for instructional services without impacting the library’s ability to continue to perform traditional public and technical services functions is discussed as a marker of the future needs of the field and the necessity of recognizing professional strain.

Transnational education (TNE), interpreted as the mobility of education programmes and providers between countries, has grown exponentially as a worldwide phenomenon in recent years. Higher education institutions (HEIs) have mainly used such opportunities to internationalise their degrees and programmes, and have paid scant attention on preparing academics to teach cross-culturally. As a result, academics being at the coalface of teaching and learning often feel under-informed, under-supported, underprepared and under-confident when it comes to cross-cultural teaching, suggesting that universities have largely failed to prepare their academic faculty members to face the challenges of internationalisation. This is particularly important for new and young players such as the post-92 universities in the UK. However, such institutions have largely been ignored by the previous research in this area. Reverting the research focus on young HEIs, the purpose of this paper is to highlight the importance of preparing faculty staff members in the context of a post-92 university in the UK, to teach cross-culturally at partner institutions via the TNE route.

The paper adopts Deardorff’s intercultural competency process model to develop a framework (focussing on three core elements of knowledge, skills and attitudes) that could help the academic staff members to prepare for teaching internationally. The paper is based on a detailed analysis of university’s internationalisation strategy, policy documents and related reports for the 1999–2016 period. The initial analysis is further supplemented by 11 interviews with the main stakeholders, i.e. academics, educational developers and policy makers.

As the post-92 university in focus, like its counterparts, continues to proliferate its degrees and programmes through the TNE route, academics who are tasked with transnational teaching have an increased responsibility to develop the competencies required to work with learners from diversified cultural backgrounds. However, there has been less interest at university or faculty level in ensuring that academic faculty members who teach in transnational context are prepared for the specific rigours of transnational teaching.

The research findings have broader implications at individual, organisational and industry-level for individual academic faculty members to progress further in their career, HEIs to improve the quality of training programmes and policies and the HE industry to adjust the strategy towards internationalisation.

In the absence of any formally structured training, the paper proposes pre-departure informal training workshops/seminars conducted by seasoned academics at faculty, school or department level to help new academics transform their knowledge, skills and attitudes in order to facilitate positive interactions with students in a cross-cultural teaching environment. Although the focus is on one post-92 university; however, the proposed framework could be adopted across HEIs worldwide.

The paper is based on a detailed analysis of university’s internationalisation strategy, policy documents and related reports for the 1999–2016 period. The initial analysis is further supplemented by 11 interviews with the main stakeholders, i.e. academics, educational developers and policy makers. Informed by the best practices, the paper also discusses the implication of intercultural competencies for cross-cultural teaching.

This study was conducted to examine how proficiencies, motivation, and training impact the success of faculty development for web‐based instruction (WBI) at historically Black colleges and universities (HBCUs) in the USA.

Data in this mixed‐design exploratory study came from responses to an online questionnaire and follow‐up interviews. Seven four‐year public HBCUs that offered online curricula and provided faculty development opportunities in various forms such as workshops and seminars were examined.

The results of the study indicated that faculty were proficient in basic technologies, but less proficient in more demanding technologies; provision of incentives such as time off to attend training was motivating for WBI participation; and faculty preferred individualized training and workshops.

Successful faculty development is as a complex process that involves several integrated components which should be viewed as an intentional, ongoing, and systemic process. Nonetheless, it plays an important role, particularly if programs are available to help faculty link effective delivery in their own teaching and research areas.

Meaningful faculty development should be extendable to all instruction, whether in‐class, web‐based, or web‐enhanced. Faculty development opportunities extending beyond the basic uses of technology and seeking connections between curriculum, pedagogy, technology, and administration to technology success is paramount.

Feedback from this study can serve as a resource for decision‐making about WBI projects. The results of the study should provide data and information that supports the technological mission of institutions.

To provide a best practice framework for peer review via teaching observation as a method of appraising teaching performance within UK higher education (HE) institutions.

The paper uses secondary data analysis via the current literature on peer review and peer appraisal, as well as use of primary data obtained via the design, implementation and analysis of semi‐structured interviews with management and teaching staff within the Faculty of Business and Management Science within a fictitiously named Riverbank University.

Provides a best practice framework for peer review based on the literature, where the case study university benchmarks well against the framework and an insight into the perceptions of teaching staff on the scheme.

The sample of 40 teaching staff was from only one faculty, in one university. Before generalising the findings it would be prudent to widen the research to include a larger sample from more universities across the HE sector in the UK.

The research has massive implications for the UK HE sector if peer review is to be used as a method of assessing teaching performance.

The paper is valuable as a guide to senior management wishing to implement a peer observation scheme within their own institution.

A preliminary investigation and discussion of effective methods of staff development as identified by a sample of teachers from international schools. Discusses the nature and purpose of staff development, and the views of teachers on the most effective methods of staff development. Identifies the importance of staff development by colleagues from within a school as one of the most effective methods, and also the development of local school groups as a means of enhancing development for both the individual and the institution. Develops a list of questions that both teachers and administrators may wish to address when evaluating the role and effectiveness of staff development within their own schools.

The purpose of this paper is to empirically test the causal relationships in the Malcolm Baldrige National Quality Award (MBNQA) Education Performance Excellence Criteria.

Using a sample of 220 respondents from 15 United Arab Emirates (UAE) universities and colleges, results of regression analysis and confirmatory structural equation modeling show that all of the hypothesized causal relationships in the Baldrige model are statistically significant.

A comprehensive “measurement model” grounded in the Baldrige Performance Excellence in Education Criteria for the 33 items of measurement is developed, tested, and found to be valid and reliable. Leadership is identified as a driver for all components in the Baldrige System, including measurement, analysis and knowledge management, strategic planning, faculty and staff focus and process management. All Baldrige components (categories) are significantly linked with organizational outcomes as represented by the two categories of organizational performance results and student, stakeholder and market focus. The paper also tests the statistical fit of the only Baldrige model dealing with higher education, which was published in 1998 by Winn and Cameron.

The data obtained are based on a sample of UAE higher education institutions. Studies in other countries should be conducted using the developed model to ensure the reliability of the results obtained.

A greater understanding of the linkages between the elements making‐up the MBNQA Education Performance Excellence Criteria model, facilitating the guiding role that the award models play in the implementation of quality management in higher education.

For the first time, an instrument of the MBNQA Education Performance Excellence Criteria is developed and tested. A new in‐depth and holistic perspective for examining the relationships and linkages in the MBNQA Education Performance Excellence Criteria model is provided.

The purpose is to ascertain the state of sustainability in higher education (SHE) in Atlantic Canada (sustainability education/curriculum; research and scholarship; operations; faculty/staff development and rewards; community outreach and service; student opportunities; and institutional mission, structure and planning).

All Association of Universities and Colleges of Canada (AUCC) member institutions in Atlantic Canada were sampled in 2005/2006 to examine sustainability performance. Data were collected using the sustainability assessment questionnaire (SAQ) and were triangulated with document, webpage, and additional survey research.

The majority of higher education institutions in Atlantic Canada are engaged in sustainable development work, most notably in the area of curriculum. Sustainability research and scholarship is spread amongst faculty and students; many institutions have inter‐ or multi‐disciplinary research structures to address sustainability questions across campus and in collaboration with community partners. Much unrealized potential remains within physical operations, faculty/staff development and rewards, and student opportunities. No single university emerges as the Atlantic Canadian SHE leader; Acadia University (Wolfville, Nova Scotia), St Francis Xavier University (Antigonish, Nova Scotia) and Mt Allison University (Sackville, New Brunswick) excel in a regional peers comparison.

The Atlantic Canada study commences a series of five regional SHE assessments in Canada.

The study strengthens ongoing efforts for creative institutional solutions to reduce the ecological footprint of higher education institutions. It contributes to SHE knowledge transfer and capacity‐building.

The study is the first regional SHE performance assessment in Canada. It serves as a pilot study and strategic planning tool.

Emerging economies are becoming less reliant on funding from foreign agencies. One of the consequences of this is the formation of more self-funded international partnerships offering new models of inter-university partnerships. This chapter offers a perspective on such an on-going collaborative international partnership between two institutions of higher education – one in the United States and the other in India. It describes the context in which the partnership was formed, the manner in which it evolved over time as both partners faced barriers, and challenges to the instantiation of the original vision. Sakamoto and Chapman’s (2010) Functional Model for the Analysis of Cross-border Partnerships is used to analyze and organize the key factors that have played roles in the development and success of the partnership. In addition, the chapter focuses on one component of the partnership activities, the short-term professional development visits to the United States for educators from Indian partner institution. Drawing on participants’ experiences from both sides of the partnership, this chapter presents the expectations, challenges, and opportunities this partnership has offered to members of both universities. The chapter ends with recommendations to establish or improve international collaborative university partnerships.

Applying internal quality audit processes and procedures into higher education institutions has been under active consideration since the days of the former Higher Education Quality Council (HEQC) and the ideas have been much discussed within the Quality Assurance Agency (QAA) and by other funding agencies. There have, however, been few role models. Consequently, Swansea Institute decided to promote and implement its own internal system. This paper provides a case study description and analysis of this process including a consideration of the planning involved, institutional audit practice, selection and training of the auditors, the findings from the first six audits and finally, the review and evaluative outcomes along with a progress update.