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Assesses whether the policies, procedures and practices of the library are effectively supporting its mission. Examines aspects of the library’s climate, e.g., fairness, diversity and teamwork as they relate to customer service. Examines employees’ perceptions of what behaviors are rewarded, supported and expected in your library. ClimateQUAL - Organizational Climate and Diversity
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ClimateQUAL™: Organizational ClimateQUAL™: Organizational Climate and Diversity AssessmentClimate and Diversity Assessment
Sue BaughmanTexas Library Association
April 2009
ClimateQUAL™ - Organizational Climate and Diversity Assessment
Project History and Goals Project Phases and Results
Healthy Organization
LibQual+
Next Steps
Presentation OutlinePresentation Outline
Assesses whether the policies, procedures and practices of the library are effectively supporting its mission.
Examines aspects of the library’s climate, e.g., fairness, diversity and teamwork as they relate to customer service.
Examines employees’ perceptions of what behaviors are rewarded, supported and expected in your library.
ClimateQUAL - Organizational Climate and Diversity
1999 UMD Libraries identified need to offer training on diversity issues
2000 Partnered with UMD Industrial/Organizational Psychology to administer first Survey Goals: examine current management practices and gather baseline data
2004 Repeated Survey Expanded goals: address team
development and climate issues 2008 Repeated Survey
First electronic administration of survey
UM Libraries Survey History
Role of UMD Industrial/Organizational Psychology
Conducted literature review (2000) Conducted focus groups Developed survey instrument Administered survey and analyzed results Produced final reports Facilitated all-staff meetings
UM Libraries Survey History
2000 - 81.8% participation rate◦ Selected Improvement Strategies
Monthly all-staff meetings Developed of the Learning Curriculum Created support for professional development Created Coordinator of Personnel Programs position
2004 - 71.1% participation rate◦ Selected Improvement Strategies
Conducted focus groups and groups and teams identifying strategies
Developed supervisor core competencies Incorporated Organizational Citizenship Expectations into work
plans Began workforce planning
2008 - 63% participation rate◦ Activities underway
UM Libraries - Results
Develop a tool that assesses the “health” of the library
Develop a large database of norms to help libraries interpret their results
Develop an active community of libraries that share experience and strategies
Track changes in libraries over time Build empirical validation of the “healthy
organization” theory
Project Goals
• Requires anticipating environmental changes • Formal survey of customers• Assessment of broader societal trends• Internal feedback
• Requires an organization that can change• Workforce diversity
Surface diversity Deep diversity
• Requires an organization that can maintain a diverse workforce
• Employees feel empowered. • Employees believe that management values them and treats them fairly. • Policies, practices, and procedures are administered consistently
• Justice Climateo Distributive Justiceo Procedural Justiceo Interpersonal Justiceo Informational Justice
• Leadership Climateo Leader-member Relationship
Qualityo Authentic Transformational
Leadership• Climate for Deep Diversity
o Standardization of Procedures
o Valuing Diversity
• Climate for Demographic Diversityo Raceo Gendero Ranko Sexual Orientation
• Climate for Innovation: Team Level
• Climate for Continual Learning• Climate for Teamwork
o Benefits of Teamso Structural Facilitation of
Teamwork• Climate for Customer Service
• Job Satisfaction• Organizational Commitment• Organizational Citizenship Behaviors• Organizational Withdrawal• Task Engagement• Team Psychological Empowerment• Climate for Psychological Safety: Library Level
• Conflicto Tasko Interpersonal
CQ-OCDA: Organizational Attitudes
Phase I Five institutions tested survey 2007 Return rates ranged from 66.29% to 85.77% Developed procedural documentation Evaluated process Tested the Schneider Model
Phase II Expanded number of test sites to ten in 2008 Return Rates to date range from 82.48% to 97.62% Tested reporting mechanisms
Phase III ARL begins administering survey as part of the Statistics &
Measures Program
Phase Io Texas A&M Universityo University of Arizonao University of Connecticuto University of Iowao University of Kansas
Phase IIo Arizona State Universityo Cornell Universityo Duke Universityo Emory Universityo Kansas State Universityo New York Universityo Northwestern University
Phase II (cont.)o University of Houstono University of MDo University of
Massachusetts, AmherstPhase III
o George Mason Universityo Illinois State Universityo Johns Hopkins Universityo Oberlin Collegeo UC Berkeleyo University of Hawaiio University of Nebraskao University of Wyoming
Elements of Climate
“Healthy Organization” - impact of service
Climate for Diversity
LibQUAL+® Relationships◦Teamwork and communication◦Library as place
Phase I Research Findings
• Policies, practices, and procedures in place• Empower employees • Emphasize the importance of continual learning and innovation
• Customer service, employee diversity, and organizational justice – critical imperatives
• Creating a climate that sends two messages to employees
• Concern for the employees• Concern for customers
Faculty, Undergraduates, Graduate Students Information Control◦ Extent to which users can find information in the library
in the format of their own choosing Affect of Service◦ User interactions with, and the general helpfulness and
competence of, library staff Library as Place◦ Physical environment of library as a place for individual
study, group work, and inspiration.
Importance of site visits
Reporting mechanisms
Improvement strategies
Community building
Procedural documentation
Survey and project becomes part of the ARL Statistics & Measurement Program
Create automated reporting process Continue refinement of scales Continue development of norms Build a community of interest and practice
• Identify strategies and activities to support survey issues
•Collective sharing of ideas•Ongoing communication to support sites
Phase III and Beyond
Visit the new website:http://www.climatequal.org/
For more information or to express interest in participating, please contact the ClimateQUAL™ Team at [email protected]
ClimateQUAL™: Organizational ClimateQUAL™: Organizational Climate and Diversity AssessmentClimate and Diversity Assessment
Sue BaughmanTexas Library Association
April 2009