scholarly journals Striving for Excellence: Organizational Climate Matters

2013 ◽  
Vol 8 (2) ◽  
pp. 22 ◽  
Author(s):  
Shelley Phipps ◽  
Brinley Franklin ◽  
Shikha Sharma
Keyword(s):  
Organizational Climate ◽  
Performance Management ◽  
Organizational Development ◽  
Minority Group ◽  
Underrepresented Minority ◽  
Staff Members ◽  
Climate Assessment ◽  
Leadership Group ◽  
The University ◽  
Development Consultant

Objective – To describe steps undertaken by the University of Connecticut Libraries to respond to the results of an organizational climate assessment. More than 80% of the Libraries’ staff members completed the ClimateQUAL® survey instrument in the spring of 2007. An organizational development consultant designed a format for focus groups to provide anonymous, but more detailed, experience-based information to help the Libraries discover, understand, and respond to the root causes of “problem” areas indicated by the survey results. Methods – In November 2007, the consultant conducted five 90-minute, on-site focus group sessions, each with 7-15 participants. Two of the sessions were open to all staff members, while the others focused on underrepresented minority group members, team leaders, and the staff of one specific team. Results – A summary report based on compiled data and including recommendations was submitted and discussed with the Libraries’ Leadership Group. In line with organizational development practice, recommendations were made to engage those closest to the “problems” (i.e., the staff) to design and recommend improvements to internal systems. The consultant advised the formation of six teams to address internal systems, and an initial three teams comprised of staff members from across the library were formed. These teams were charged with formulating a set of recommended actions that will contribute to a healthier organizational climate in three areas: leadership and team decision making; performance management; and hiring, merit, and promotion. The findings, recommendations, and progress-to-date of each team are summarized. Conclusion – The ClimateQUAL® results and the follow-up with the organizational development consultant helped in identifying potential problem areas within the Libraries’ internal systems. The consultant made recommendations that led to the development of concrete roadmaps, benchmarks, and associated strategies. The Libraries’ progress on its strategic plan will serve as the barometer for gauging the effect of these changes.

scholarly journals VERSLO ORGANIZACIJŲ KLIMATO ĮVERTINIMO GALIMYBĖS

Psichologija ◽  
2005 ◽  
Vol 31 ◽  
pp. 86-100
Author(s):  
Rita Rekašiūtė-Balsienė
Keyword(s):  
Organizational Climate ◽  
Organizational Performance ◽  
Organizational Development ◽  
Wide Spectrum ◽  
Work Organization ◽  
Working Environment ◽  
Future Research ◽  
Climate Assessment ◽  
And Performance ◽  
Business Departments

Daugelio tyrimų rezultatai rodo, kad organizacijos klimatas ir jos veiklos rezultatai yra susiję. Organizacijos klimato matavimas gali būti atspirties taškas planuojant veiklos tobulinimo, siekiant didesnio efektyvumo, pokyčius. Straipsnyje pristatytos trys organizacijos klimato teorijų grupės ir atliktas tyrimas, siekiant aprašyti Lietuvos verslo organizacijų klimatą. Tyrimo tikslas – įvertinti Lietuvos verslo organizacijų klimatą taikant tam sukurtą metodiką. Tyrimui keliami uždaviniai: 1) parengti organizacijos klimato vertinimo metodiką; 2) išanalizuoti organizacijos klimato ypatybes, būdingas Lietuvos verslo organizacijoms. Gauti rezultatai rodo, kad Lietuvos verslo organizacijų klimatas turi bendrų ypatumų: geriausiai yra vertinama organizacijos svarba darbuotojams (didžiavimasis organizacija), darbuotojų pastangos ir tarpusavio santykiai bei pagarba, o blogiausiai – darbuotojų veiklos ir pastangų įvertinimas bei darbo organizavimas. Sukurta metodika patikrinta tiriant Lietuvos verslo organizacijas. Ji leidžia įvertinti bei aprašyti organizacijos klimatą ir gali būti pagrindas aiškinantis, kokia yra organizacijos būklė. ORGANIZATIONAL CLIMATE ASSESSMENT POSSIBILITIES IN BUSINESS ORGANIZATIONSRita Rekašiūtė-Balsienė SummaryOrganizational climate has been widely discussed in the literature since the concept of social climate was proposed. They perceived organizational climate as a set of properties of the working environment which can be measured. In the article we present three set of theories of organizational climate concepts, which were found in the literature.The wide spectrum of organizational climate and performance surveys suggests that there are relationship between the climate dimensions and all kind of organizational performance indicators. It is suggested, that for a plan of activities for improving effectiveness of all organization may be used climate surveys.The purpose of this survey is to evaluate organizational climate is Lithuanian business organizations using the questionnaire which was created by the author of the article.Sample: 6 Lithuanian organizations from the service business sector, total of 591 employees. All organizations are among the firs seventh leaders of their practice field.Method: Organizational climate questionnaire (constructed by author of the article) was used in this survey. Factorial analysis distinguishes eight factors (scales): evaluations of employee attempts and performance; interrelations and respect; flexibility and quality of organization performance; employee struggle; goals knowledge; organization magnitude; cooperation; work organization. The research has been carried out in 2003–2004.Results of this survey shows, that all organizations have common peculiarities of organizational climate. Perceived as the best organizational climate aspects are organization magnitude, employee struggle, interrelations and respect; perceived as the worst organizational climate aspects are evaluation of employee attempts and performance and work organization. There was found significant differences in perceived organization conditions between managers and employees and between business departments and business support departments, what request more in depth survey. Organizational climate of two organizations are described in detail. It is suggested, that created questionnaire can be used to asses organizational climate and be useful tool for the organizational development practitioner and researcher. Practical implications and suggestions for future research are proposed.

Scholarly Communication in a Digital Environment: Populating the Institutional Repository of the University of Botswana

Libri ◽  
2015 ◽  
Vol 65 (1) ◽  
Author(s):  
Olugbade Oladokun
Keyword(s):  
Performance Management ◽  
Academic Staff ◽  
Scholarly Communication ◽  
Developed Countries ◽  
Academic Excellence ◽  
Institutional Repositories ◽  
Staff Members ◽  
University Of Botswana ◽  
The World ◽  
The University

AbstractThis paper examines the numerous benefits of digital scholarly communication made visible through institutional repositories (IRs) that have become trendy in institutions of higher learning in developed countries of the world. In line with its vision to be a leading centre of academic excellence in Africa and the world, the University of Botswana (UB) established its own IR known as the UB Research, Innovation and Scholarship Archive (UBRISA). This paper discusses the challenges of profiling digital scholarly communication on UBRISA, a technology brimming with potential but which UB staff has largely ignored. The consequences of this neglect are seen in the paltry submissions to it during its four years of existence. The paper explains the implementation policy, and the involvement and functions of a tripartite team that drives UBRISA. The paper notes that the problem of tardiness experienced in populating the digital repositories of other institutions is also deeply rooted in UB. It shares some failed efforts made to populate UBRISA through the instrument of the performance management system – an annual contract which the academic staff members sign at the beginning of the year. The paper then analyses the efforts of the Scholarly Communication in Africa Programme (SCAP) that worked with UB in training its staff regarding the operation of the IR, and also established a workflow process for vetting, describing and uploading content to the IR so that UB scholarship could become more visible to the world. Some recommendations are also offered.

scholarly journals Performance Management of Academic Staff: Case of Georgian National University SEU

1970 ◽  
Vol 2 (4) ◽  
pp. 1-10
Author(s):  
Tengiz Taktakishvili
Keyword(s):  
Performance Management ◽  
Performance Indicator ◽  
Academic Staff ◽  
Relevant Literature ◽  
Education Institution ◽  
Staff Members ◽  
National University ◽  
Relevant Variables ◽  
The University ◽  
Goals And Objectives

The paper deals with the important issue in management of academic staff at universities that is performance management. Particular case of Georgian National University SEU is discussed. Importance and peculiarities of the performance management at higher education institution is showed, relevant literature is analyzed, mathematical model for measuring performance indicator is constructed and relevant variables are revealed. These variables are introduced based on the priorities of the program and the goals and objectives of the university in general. Model is being implemented at SEU and all the academic staff members and administration are involved in it in order to clarify aims of establishing performance indicator and create supportive organizational culture for performance management process to be successful.

The consolidation of microscopy technology into a university research support facility: Reflections on the 1980's and projections for the 1990's at the university of iowa

1993 ◽  
Vol 51 ◽  
pp. 476-477
Author(s):  
Kenneth C. Moore
Keyword(s):  
Laser Scanning ◽  
Freeze Fracture ◽  
Freeze Substitution ◽  
Research Support ◽  
University Of Iowa ◽  
Staff Members ◽  
The Past ◽  
Research Grade ◽  
The University ◽  
Support Facility

The University of Iowa Central Electron Microscopy Research Facility(CEMRF) was established in 1981 to support all faculty, staff and students needing this technology. Initially the CEMRF was operated with one TEM, one SEM, three staff members and supported about 30 projects a year. During the past twelve years, the facility has replaced all instrumentation pre-dating 1981, and now includes 2 TEM's, 2 SEM's, 2 EDS systems, cryo-transfer specimen holders for both TEM and SEM, 2 parafin microtomes, 4 ultamicrotomes including cryoultramicrotomy, a Laser Scanning Confocal microscope, a research grade light microscope, an Ion Mill, film and print processing equipment, a rapid cryo-freezer, freeze substitution apparatus, a freeze-fracture/etching system, vacuum evaporators, sputter coaters, a plasma asher, and is currently evaluating scanning probe microscopes for acquisition. The facility presently consists of 10 staff members and supports over 150 projects annually from 44 departments in 5 Colleges and 10 industrial laboratories. One of the unique strengths of the CEMRF is that both Biomedical and Physical scientists use the facility.

2011 BEEF FORAGE SURVEY RESULTS

EDIS ◽  
2016 ◽  
Vol 2016 (7) ◽  
Author(s):  
Sonja C. Crawford ◽  
Christa L. Kirby ◽  
Tycee Prevatt ◽  
Brent A. Sellers ◽  
Maria L. Silveira ◽  
...  
Keyword(s):  
Program Evaluation ◽  
Organizational Development ◽  
Management Practices ◽  
South Florida ◽  
University Of Florida ◽  
Development Unit ◽  
Survey Results ◽  
County Extension ◽  
Ranch Management ◽  
The University

The University of Florida / IFAS South Florida Beef Forage Program (SFBFP) is composed of county Extension faculty and state specialists.  The members, in conjunction with the UF/IFAS Program Evaluation and Organizational Development unit, created a survey in 1982, which is used to evaluate ranch management practices.  The survey is updated and distributed every 5 years to ranchers in 14 South Florida counties: Charlotte, Collier, DeSoto, Glades, Hardee, Hendry, Highlands, Hillsborough, Lee, Manatee, Martin, Okeechobee, Polk, and Sarasota.  The responses are anonymous.  

scholarly journals Barriers to Development of an App for Improving Staff-Family Communication at Israeli Geriatric Facilities

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 192-193
Author(s):  
Rinat Cohen ◽  
Gal Maydan ◽  
Shai Brill ◽  
Jiska Cohen-Mansfield
Keyword(s):  
Mobile App ◽  
Institutional Review Boards ◽  
Staff Members ◽  
Institutional Review ◽  
Implementation Planning ◽  
Institutional Adoption ◽  
Communication Needs ◽  
The University ◽  
And Control ◽  
To Receive

Abstract Family caregivers (FCs) of institutionalized noncommunicative older persons reported multiple unmet communication needs focusing on the need to receive reliable and regular updates on the patient’s condition. We have developed a mobile app for improving communication between FCs and healthcare professionals (HPs), based on 152 interviews with FCs and 13 discussion groups with HPs from four Israeli geriatric facilities. Both parties participated in app planning, tailoring it to their needs and abilities. App use implementation encountered major obstacles including the bureaucratic process concerning signing contracts between the university and software development firms, which hindered the process for a full year; data security department required disproportionate security levels that interfered with user experience and delayed the development process; the study’s definition varied across different ethics/Helsinki committees (Institutional Review Boards; IRBs), which led to different demands, e.g., insurance for medical clinical trials although no drugs or medical device were involved; lack of cooperation by mid-level staff members despite the institutional adoption of the app project; low utilization by HPs resulted in FCs not receiving timely responses. Despite these and other obstacles, we tested app use for 15 months in one facility in a pre-post-design with intervention and control groups, and we have since begun testing it in another facility. FCs who had used the app had positive feedback and wished to continue using it. App use optimization requires implementation planning, assimilating changes in each facility’s work procedures and HP’s engagement and motivation and thus depends on institutional procedures and politics.

scholarly journals The Organizational Climate in Collegiate Athletics: An Athletic Trainer's Perspective

2018 ◽  
Vol 53 (1) ◽  
pp. 88-97 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Christianne M. Eason
Keyword(s):  
Organizational Climate ◽  
Athletic Trainers ◽  
Collegiate Athletics ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Staff Members ◽  
Expert Review ◽  
Data Saturation ◽  
Collegiate Athletic Trainers

Context:  An organizational climate is largely based on an employee's perceptions of the working conditions in which he or she engages regularly. A multifaceted concept, the organizational climate is often formed by perceptions of employee welfare, rewards, and support. Achieving work-life balance is also a part of the climate. Objective:  To learn collegiate athletic trainers' perceptions of organizational climate and specifically how it may pertain to their work-life balance. Design:  Phenomenologic study. Setting:  Collegiate practice setting. Patients or Other Participants:  Thirty athletic trainers working in the collegiate athletics setting took part in 1-on-1 phone interviews. The participants were 30.5 (interquartile range [IQR] = 7.75) years old and had been certified for 7 (IQR = 5) years and at their current position for 4 (IQR = 3) years. Data Collection and Analysis:  Participants completed a phone interview that followed a semistructured framework. All transcribed interviews were analyzed using a phenomenologic approach. Researcher triangulation, expert review, and data saturation were used to establish credibility. Results:  Athletic trainers working in the collegiate athletics setting who had positive perceptions of their work-life balance described their organizational climate as family friendly. Our participants' supervisors allowed for autonomy related to work scheduling, which provided opportunities for work-life balance. These athletic trainers believed that they worked in a climate that was collegial, which was helpful for work-life balance. In addition, the importance of placing family first was part of the climate. Conclusions:  The perceptions of our participants revealed a climate of family friendliness, supervisor support, and collegiality among staff members, which facilitated the positive climate for work-life balance. The mindset embraced the importance of family and recognized that work did not always have to supersede personal priorities.

scholarly journals Evaluating the performance of teaching staff members, a step towards teaching performance development of higher education in Sebha University

2021 ◽  
Vol 20 (3) ◽  
pp. 21-26
Author(s):  
Zamzam Amhimmid Mare
Keyword(s):  
Higher Education ◽  
Faculty Members ◽  
University Teaching ◽  
Analytic Description ◽  
Teaching Staff ◽  
Teaching Performance ◽  
Staff Members ◽  
Performance Development ◽  
The University

This study aims to show the importance of evaluating the teaching performance level of the University teaching members. It also aims to provide the suggested mechanisms for evaluating the teaching performance of the teaching staff members of Sebha University. This study was based mainly on documents and analytic description to collect information about the importance and ways of evaluating teachers with reference to some of the international experiences on teaching performance development. This study concluded that the absence of an experienced entity that would develop the teaching performance of faculty members is one of the main reasons for the weak teaching performance at Sebha University. Based on the results of the study, it is recommended that there should be a planned system based on measured standards and criteria for evaluating staff members to improve the quality of teaching in the higher education domain. 

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