The complexities of change, leadership and technology in Australian university libraries
01 Jan 2017-
TL;DR: In this paper, the authors discuss the challenges of managing change in university libraries during recent decades and how to manage change in libraries during ICT advances in information and communication technologies (ICT) has been a disruptive force for libraries.
Abstract: Managing change in university libraries has been a critical issue for libraries during recent decades. Revolutionary advancement in information and communication technologies (ICT) has been a disruptive force for all libraries. Technology has significantl
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01 May 1997
TL;DR: Coaching & Communicating for Performance Coaching and communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities as mentioned in this paper.
Abstract: Building Leadership Effectiveness This program encourages leaders to develop practices that transform values into action, vision into realities, obstacles into innovations, and risks into rewards. Participants will be introduced to the five practices of exemplary leadership: modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart Coaching & Communicating for Performance Coaching & Communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities. Skillful Conflict Management for Leaders As a leader, it is important to understand conflict and be effective at conflict management because the way conflict is resolved becomes an integral component of our university’s culture. This series of conflict management sessions help leaders learn and put into practice effective strategies for managing conflict.
4,935 citations
18 Jun 2012
TL;DR: In this article, the authors present the following documents: Eni in 2011 (in English) Interim Consolidated Report as of June 30 pursuant to rule 154-ter paragraph 2 of Legislative Decree No. 58/1998 Corporate Governance Report and Remuneration Report (in Italian and English)
Abstract: Publications Financial Statement pursuant to rule 154-ter paragraph 1 of Legislative Decree No. 58/1998 Annual Report Annual Report on Form 20-F for the Securities and Exchange Commission Fact Book (in Italian and English) Eni in 2011 (in English) Interim Consolidated Report as of June 30 pursuant to rule 154-ter paragraph 2 of Legislative Decree No. 58/1998 Corporate Governance Report pursuant to rule 123-bis of Legislative Decree No. 58/1998 (in Italian and English) Remuneration Report pursuant to rule 123-ter of Legislative Decree No. 58/1998 (in Italian and English)
420 citations
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TL;DR: The first port of call for many job applications is the human resources department of an organisation or a recruitment consultancy as discussed by the authors. But recruitment and bargaining are just two of many roles that human resource management and industrial relations professionals are involved in.
Abstract: you have excellent communication skills, the ability to manage relationships with diverse stakeholders, a commitment to helping people and organisations improve performance? Do you also have the ability to handle details and see the big picture? If so a career in human resource management and industrial relations could be for you. The first port of call for many job applications is the human resources department of an organisation or a recruitment consultancy. Industrial relations experts are called in when employers and unions are in dispute about wages and conditions. But recruitment and bargaining are just two of many roles that human resource management and industrial relations (HRM & IR) professionals are involved in. Other roles include those of change management, strategic planning , training and development, and remuneration. Human resource management is about managing people so that businesses are competitive and successful. To do this in a fast-changing global economy, HRM & IR professionals keep up with issues and trends that affect employment relationships the labour market and economics, the product or service market, the political environment, environmental concerns, technological change, employment regulations, organisational psychology and social trends. The human resource management (HRM) function of an organisation manages the individual aspects of the employment relationship-from employee recruitment and selection to international employment relations, salaries and wages. HRM is a complex blend of science and art, creativity and common sense. At one level, HR practice draws on economics, psychology, sociology, anthropology, political studies, and strategic and systems thinking. At an operational level, success depends on interpersonal relationships. HR professionals are often the \" go to \" people in an organisation for advice and information. When things go wrong employees rely on the integrity and ability of HRM staff to manage and advise on issues without taking sides. They may also train and develop staff to ensure the business performs well, that it meets its goals and continually improves within legislative frameworks. HRM practitioners also keep up-to-date with legislation and analyse contemporary employment issues. Industrial relations is also a multidisciplinary field that studies the collective aspects of the employment relationship. It is increasingly being called employment relations (ER) because of the importance of non-industrial employment relationships. IR has a core concern with social justice through fair employment practices and decent work. People often think industrial relations is about labour relations and unionised employment situations, but it is more than that. Industrial relations …
386 citations
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381 citations
01 Jan 2017
TL;DR: Armstrong's Handbook of Human Resource Management Practice is the bestselling, definitive text for all HRM students and professionals as mentioned in this paper, providing a complete resource for understanding and implementing HR in relation to the needs of the business as a whole, it contains in-depth coverage of all the key areas essential to the HR function such as employment law, employee relations, learning and development, performance and reward.
Abstract: Armstrong's Handbook of Human Resource Management Practice is the bestselling, definitive text for all HRM students and professionals. Providing a complete resource for understanding and implementing HR in relation to the needs of the business as a whole, it contains in-depth coverage of all the key areas essential to the HR function such as employment law, employee relations, learning and development, performance and reward. Accessible and to the point as ever, this fully updated 14th edition includes emerging theory and practice, embracing the most current thinking on engagement, talent management and leadership development. With updated case studies and references to academic journals, professional magazines and recent research and surveys, it also includes coverage of new approaches to topics such as job evaluation and pay structures.
Armstrong's Handbook of Human Resource Management Practice is aligned with the Chartered Institute of Personnel and Development (CIPD) professional map and standards, with the sections meeting CIPD learning outcomes now even clearer than before. Comprehensive online support material for instructors, students and HR managers are included. Resources for students and professionals include multiple-choice-questions, flash cards, case studies, further reading and a glossary of HRM terms. The lecturers' manual contains session notes, discussion questions, a literature review and a complete set of PowerPoint slides.
345 citations
References
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TL;DR: Thematic analysis is a poorly demarcated, rarely acknowledged, yet widely used qualitative analytic method within psychology as mentioned in this paper, and it offers an accessible and theoretically flexible approach to analysing qualitative data.
Abstract: Thematic analysis is a poorly demarcated, rarely acknowledged, yet widely used qualitative analytic method within psychology. In this paper, we argue that it offers an accessible and theoretically flexible approach to analysing qualitative data. We outline what thematic analysis is, locating it in relation to other qualitative analytic methods that search for themes or patterns, and in relation to different epistemological and ontological positions. We then provide clear guidelines to those wanting to start thematic analysis, or conduct it in a more deliberate and rigorous way, and consider potential pitfalls in conducting thematic analysis. Finally, we outline the disadvantages and advantages of thematic analysis. We conclude by advocating thematic analysis as a useful and flexible method for qualitative research in and beyond psychology.
103,789 citations
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01 Feb 2009TL;DR: In this paper, the authors describe the process of inducting theory using case studies from specifying the research questions to reaching closure, which is a process similar to hypothesis-testing research.
Abstract: Building Theories From Case Study Research - This paper describes the process of inducting theory using case studies from specifying the research questions to reaching closure. Some features of the process, such as problem definition and construct validation, are similar to hypothesis-testing research. Others, such as within-case analysis and replication logic, are unique to the inductive, case-oriented process. Overall, the process described here is highly iterative and tightly linked to data. This research approach is especially appropriate in new topic areas. The resultant theory is often novel, testable, and empirically valid. Finally, framebreaking insights, the tests of good theory (e.g., parsimony, logical coherence), and convincing grounding in the evidence are the key criteria for evaluating this type of research.
40,005 citations
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01 Jan 2008
TL;DR: In this paper, the authors present strategies for qualitative data analysis, including context, process and theoretical integration, and provide a criterion for evaluation of these strategies and answers to student questions and answers.
Abstract: Introduction -- Practical considerations -- Prelude to analysis -- Strategies for qualitative data analysis -- Introduction to context, process and theoretical integration -- Memos and diagrams -- Theoretical sampling -- Analyzing data for concepts -- Elaborating the analysis -- Analyzing data for context -- Bringing process into the analysis -- Integrating around a concept -- Writing theses, monographs, and giving talks -- Criterion for evaluation -- Student questions and answers to these.
31,251 citations
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18 Aug 2006TL;DR: This book discusses writing and Evaluating Mixed Methods Research, and the importance of knowing the structure of the writing so that it Relates to the Designs Evaluating a Mixed Methods Study Within Designs.
Abstract: List of Tables List of Figures Preface Purpose of This Book Audience for the Book Book Features Acknowledgments Chapter 1: Understanding Mixed Methods Research Purpose and Organization Clarifying Terms What Is Mixed Methods Research? The Importance of Mixed Methods Research Summary Activities Additional Resources to Examine Chapter 2: Examining Preliminary Considerations Consider Worldview Stances The Basics of Quantitative and Qualitative Research Research Problems Addressed by Mixed Methods Summary Activities Additional Resources to Examine Chapter 3: Locating and Reviewing Mixed Methods Studies Searching for and Reviewing Mixed Methods Studies A Mixed Methods Notation System and Visual Diagrams Four Examples of Mixed Methods Studies Summary Activities Additional Resources to Examine Chapter 4: Choosing a Mixed Methods Design Classifications of Mixed Methods Designs The Four Major Types of Mixed Methods Designs Selecting a Type of Mixed Methods Design Implementing the Design Decisions Writing a Paragraph to Identify a Study's Design Summary Activities Additional Resources to Examine Chapter 5: Introducing a Mixed Methods Study Writing a Mixed Methods Title Stating the Problem in the Introduction The Purpose Statement Research Questions and Hypotheses Summary Activities Additional Resources to Examine Chapter 6: Collecting Data in Mixed Methods Research Procedures in Qualitative and Quantitative Data Collection Data Collection in Mixed Methods Design Summary Activities Additional Resources to Examine Chapter 7: Analyzing Data in Mixed Methods Research Procedures in Quantitative and Qualitative Data Analysis Data Analysis With Mixed Methods Designs Summary Activities Additional Resources to Examine Chapter 8: Writing and Evaluating Mixed Methods Research General Guidelines for Writing Organize the Structure of the Writing So That It Relates to the Designs Evaluating a Mixed Methods Study Within Designs Summary Activities Additional Resources to Examine Chapter 9: Questions Often Raised About Mixed Methods Research Anticipate Mixed Methods Questions What Is Mixed Methods Research? Is Mixed Methods Research Accepted? Is Mixed Methods Research Realistic? Summary Activities Additional Resources to Examine Chapter 10: Future Directions for Mixed Methods Research Needed Developments in Mixed Methods Research Summary Activities Additional Resources to Examine Appendix A. A Triangulation Design Appendix B. An Embedded Design Appendix C. An Explanatory Design Appendix D. An Exploratory Design References Index About the Authors
23,221 citations
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TL;DR: In this paper, the authors define a leadership event as a perceived segment of action whose meaning is created by the interactions of actors involved in producing it, and present a set of innovative methods for capturing and analyzing these contextually driven processes.
Abstract: �Traditional, hierarchical views of leadership are less and less useful given the complexities of our modern world. Leadership theory must transition to new perspectives that account for the complex adaptive needs of organizations. In this paper, we propose that leadership (as opposed to leaders) can be seen as a complex dynamic process that emerges in the interactive “spaces between” people and ideas. That is, leadership is a dynamic that transcends the capabilities of individuals alone; it is the product of interaction, tension, and exchange rules governing changes in perceptions and understanding. We label this a dynamic of adaptive leadership, and we show how this dynamic provides important insights about the nature of leadership and its outcomes in organizational fields. We define a leadership event as a perceived segment of action whose meaning is created by the interactions of actors involved in producing it, and we present a set of innovative methods for capturing and analyzing these contextually driven processes. We provide theoretical and practical implications of these ideas for organizational behavior and organization and management theory.
22,673 citations
"The complexities of change, leaders..." refers background in this paper
...In qualitative studies, a variety of data are collected to help deepen the understanding of the research questions, and these data may include information from interviews, observations and document analysis (Corbin & Strauss, 2008; Eisenhardt, 1989; Patton, 2002; Petty, Thomson & Stew, 2012; Soy, 2006)....
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