Library Staffing for the Future

Name: Library Staffing for the Future
Brand: Emerald Group Publishing Limited
Price: 127.99 EUR
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Samantha Schmehl Hines Marcy Simons(Herausgeber*in)

Emerald Group Publishing Limited

Erschienen am 9. Dezember 2015

384 Seiten

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978-1-78560-498-0 (ISBN)

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Inhalt

Cover
Title
Copyright
Contents
List of Contributors
Editorial Advisory Board
Future of Library Staffing
The Potential Impact of Positive Organizational Behavior on the Library Working Environment: An Introduction for Library Administrators
Abstract
Introduction
Positive Organizational Behavior
Implications for Leadership Development
Role of the Leader
Authentic Leadership
Applications in the Workplace
Psychological Capital
Importance of Human Resource Development
Library Staff Training and Professional Development
Competitive Advantage of POB
Role of the Library Administrator in Promoting POB
Future Utilization for POB in the Library Profession
Future Issues
Summary
References
The Emotionally Intelligent Mentor
Abstract
Introduction
What is Emotional Intelligence?
Emotional Competences and Traits
Managing Yourself
What is Mentoring?
Learning to Be a Mentor
Mentoring in Academic Libraries
Building Strategic Relations
Leadership Development
Other Considerations, Costs of Programs, and Virtual Mentoring
What Can Go Wrong?
Trends and Future Implications
References
The Future of Library Staffing: Relationships Are Essential
Abstract
Introduction and Background
Interviews/Surveys, Results, and Discussion
What Are You Doing in Your Library to Hire High-Quality Staff with Exceptional Interpersonal and Intrapersonal Skills? How Do You Know That Your New Hires Have These Skills?
How Do You Develop These Skills among Current Library Staff in General?
How Do You Make Sure That Library Staff Are Growing Interpersonal and Intrapersonal Skills Such That They Are Enhancing Their Interactions with Faculty, Students, and Are Seeing Positive Changes in Their Overall Perceived Quality of Work and Life?
What Programs or Initiatives Have You Considered Along Each of These Lines for the Future?
What Programs Has Your Institution Run or Considered in This Regard?
What Other Thoughts Do You Have about the Need for Future Librarians to Understand Themselves (Be Mindful) as Well as be Able to Interact with Others Effectively?
Would Your Library or Institution Ever Consider an MBSR (Mindfulness Based Stress Reduction) or Meditation Program for Staff?
Conclusion
References
Staffing for the Future . with the Staff You Have Right Now
Abstract
Method
Limitations
Conceptual Framework
How Adults Learn
Followership Style
Implications for Library Leaders
The Change Process
Theory: Leading through Adaptive Change
Create a Holding Environment
Command and Direct Attention
Use Access to Information
Control the Flow of Information
Frame the Issues
Orchestrate Conflict
Choose the Decision-Making Process
Theory: Leading in Transition
Saying Goodbye
The Neutral Zone
Moving Forward
Conclusion
References
"No One Gets Left Behind": Managing Library Human Resources during Dramatic Shifts in Academic Libraries
Abstract
Library Staffing and Change - Literature Review
Ross Project and Impact at Kresge Business Administration Library (Michigan)
Assessing and Evolving: The Work of the Library during Transition and Beyond
Existing Stage (Pre-Construction or Current)
Moving Stage (Prep Construction)
Temporary Stage (during Construction)
New Stage (Post-Construction)
Staffing the New Work of the Library
Budgetary and Staffing Implications of Moving to an Electronic Only Library
Staff Savings as a Result of Moving Away from Print
New Services and Functions for the Library
Providing Value with New Constraints
Final Thoughts (2015)
Notes
References
Small Branch Management in Academic Libraries
Abstract
Introduction
Continued Existence of Small Branch Libraries
Provision and Role of Staff in Small Branch Libraries in the Organization
Support, Mentoring and Networking of Staff
Monitoring the Work of Small Branch Libraries
Conclusion
References
Appendix
Unlocking Capacity as Academic Libraries Transition from Print to Digital
Abstract
Introduction
Literature Review: Broad Trends and Strategies
Literature Review: Specific Practices
Strategic Collection Development
Creative Reorganization
Rightscaling
Moving ERM to the Network Level
Conclusion
References
Theoretical and Applied Approaches to Remote Work for Academic Reference and Instruction Librarians
Abstract
Introduction: Now is the Time for Remote Librarians
A Review of the Literature
Remote Work in the Academic Library Context and Theoretical Framework
SWOT Analysis
Strengths (Internal Reasons Why Remote Work Makes Sense)
Weaknesses (Why Remote Work May not be a Solution for Some Libraries)
Opportunities (on a Global Level)
Threats (on a Global Level)
Challenges and a Call for Flexibility
Librarianship, Demographics, Careers, and Flexibility
Case Study: The Remote Liaison Librarian at Cornell
Context
Policy and Process
Technology
Culture
Contributing Factors to Success
Perpetual Beta
Addressing the Practical: Coaching for Employees and Supervisors
Employee
Supervisor
Implications and Future Research
References
The Shifting Roles of Student Workers
Abstract
Introduction
The Earl K. Long Library
Literature Review
History at Earl K. Long Library
Training Development and Content
Training Activities
Assessment
Challenges and Involvement
Future of Staffing at Earl K. Long Library
Survey of Louisiana Academic Libraries
Applications
The Future
Conclusion
References
Empowering Students and Expanding Services: Sustainable Staffing at the Sonoma State University Library
Abstract
Introduction
Background
Pilot Studies
Tiered Service Model
Ensuring Program Success
Student Assistant Focus Groups
Surveying Graduated Student Assistants
Next Steps
References
Planning for Linked Data: Recruitment, Training, and Workflow Design for Resource Description and Metadata Management
Abstract
Introduction
Background and Definitions
Literature Review: Resource Description and Metadata Management in Libraries
Skills
Staffing
Workflows
Discussion: Recruitment, Training, and Workflow Design for Linked Data
Recruitment
Training
Workflow Design
Conclusion
References
A Changing Profile of Librarians in the Canadian Association of Research Libraries (CARL)
Abstract
Introduction
Methods
Changing Demographics
Diversity
Age
Educational Attainment
Professional Population Change
Conclusions
Notes
References
Sustaining Library Staff of the Future: Emerging Requirements
Abstract
Introduction
Literature Review
Learning in the Workplace
Training for Library Staff
Staffing Considerations in University Libraries in Nigeria
Objectives of the Study
Methodology: Targets and Assumptions
Data Collection Procedure
Research Questions
Findings
Background Information of Respondents
Basic and Professional Qualification of Respondents
Respondents by Library Departments Served
Respondents by Membership in Professional Associations
Approved Budget for Staff Development
Support for Staff Development
Libraries' Priority for Competence/Knowledge/Skills Acquisition for Personal Development
Importance of Personal and Generic Capabilities
Participation in the Various Learning Activities
Reaction to Training
Discussion
Conclusion and Recommendations
References
Appendix
Succession Planning in Academic Libraries: A Reconsideration
Abstract
Defining Succession Planning
A Multiplicity of Terminology
The Anticipated Wave of Retirements
Demographics
Where Do the Numbers Come from?
Shifting Timelines
Research Findings
Lack of Suitably Prepared Candidates
Succession Planning - A Promising Solution
Succession Planning - The Wrong Approach for Academic Libraries
Criticism of Succession Planning in the Library Literature
Where is the Evidence that Succession Planning Works?
What's Wrong with Succession Planning?
When is Succession Planning the Right Thing to Do?
The Proliferation of New Positions in Academic Libraries
The Changing Nature of Library Work
Changes in Technology, Changes in Services, Changes in the Profession
Staffing for the Future
Provide Mentoring and Professional Development Opportunities
Assess Current and Future Needs
Create New Positions that Best Meet the Needs of the Library
Fill New Positions with External Hires
Conclusion
A Lack of Succession Planning is not Oversight
Focus on the Future
References
About the Authors

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