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Sara Thompson

Surveys of Provosts and Presidents - their concerns, the Value report, and po... - 0 views

www.acrl.ala.org/value

surveys edtech education management libraries assessment

shared by Sara Thompson on 18 Apr 12 - No Cached
  • The two reports of interest are: The 2011-12 Inside Higher Ed Survey of College and University Chief Academic Officers http://www.insidehighered.com/download?file=finalCAOsurveyreport.pdf Presidential Perspectives, the 2011 Inside Higher Ed Survey of College and University Presidents http://www.insidehighered.com/sites/default/archive/storage/files/SurveyBooklet.pdf
  • The CAO survey had 1081 participants, while the survey of Presidents had 956 participants.  There is no information that can confirm that both the CAO and President from the same institution were in the majority for the respondents. So, the respondents for each report could be from different institutions.
  • nly one category — library resources and services — did a majority of all presidents (and a bare majority at that: 51 percent) rate the technology investment as “’very effective.’”  You can read the entire article here:  http://www.insidehighered.com/news/survey/president2011
  • ...1 more annotation...
  • One of the contributing factors as expressed in the Value report in terms of  why students choose to leave an institution is the issue that they don’t develop a personal connection with their institution. 
  • Sara Thompson on 18 Apr 12
     
    In March, Inside Higher Ed released an "inaugural" Survey of College & University Chief Academic Officers.  This report was the fourth in a series of surveys of senior academic leaders with the three other reports conducted in 2011 focusing on admissions officers, chief business officers, and presidents.
fleschnerj

Microsoft announces new version of Office - 0 views

news.cnet.com/...nnounces-new-version-of-office

Microsoft Office

shared by fleschnerj on 16 Jul 12 - No Cached
  • fleschnerj on 16 Jul 12
     
    Available today, the new suite is considered by CEO Steve Ballmer "the most ambitious version of Office we've ever done." Microsoft has pulled back the curtains on the latest version of its Office suite. At a press conference today, CEO Steve Ballmer announced the new version, noting that a preview edition of the cloud-based Office 365 edition will be available for people to try out today.
fleschnerj

Quotable library facts - 1 views

www.ala.org/...quotablefacts2012_FINAL.pdf

libraries facts quotes ala

shared by fleschnerj on 01 Nov 12 - No Cached
  • fleschnerj on 01 Nov 12
     
    From ALA
Sara Thompson

Bring back the 40-hour work week - Salon.com - 0 views

www.salon.com/...singleton

productivity history business professional management people

shared by Sara Thompson on 25 Mar 12 - No Cached
  • This is what work looks like now. It’s been this way for so long that most American workers don’t realize that for most of the 20th century, the broad consensus among American business leaders was that working people more than 40 hours a week was stupid, wasteful, dangerous and expensive — and the most telling sign of dangerously incompetent management to boot.
  • By 1914, emboldened by a dozen years of in-house research, Henry Ford famously took the radical step of doubling his workers’ pay, and cut shifts in Ford plants from nine hours to eight. The National Association of Manufacturers criticized him bitterly for this — though many of his competitors climbed on board in the next few years when they saw how Ford’s business boomed as a result.
  • One is that increasing a team’s hours in the office by 50 percent (from 40 to 60 hours) does not result in 50 percent more output (as Henry Ford could have told them). Most modern-day managers assume there will be a direct one-to-one correlation between extra hours and extra output, but they’re almost always wrong about this. In fact, the numbers may typically be something closer to 25-30 percent more work in 50 percent more time.
  • ...16 more annotations...
  • By that point, there were a solid five decades of industrial research that proved, beyond a doubt, that if you wanted to keep your workers bright, healthy, productive, safe and efficient over a sustained stretch of time, you kept them to no more than 40 hours a week and eight hours a day.
  • After WWII, as the GI Bill sent more workers into white-collar jobs, employers at first assumed that the limits that applied to industrial workers probably didn’t apply to knowledge workers. Everybody knew that eight hours a day was pretty much the limit for a guy swinging a hammer or a shovel; but those grey-flannel guys are just sitting at desks. We’re paying them more; shouldn’t we be able to ask more of them? The short answer is: no. In fact, research shows that knowledge workers actually have fewer good hours in a day than manual laborers do — on average, about six hours, as opposed to eight. It sounds strange, but if you’re a knowledge worker, the truth of this may become clear if you think about your own typical work day. Odds are good that you probably turn out five or six good, productive hours of hard mental work; and then spend the other two or three hours on the job in meetings, answering e-mail, making phone calls and so on. You can stay longer if your boss asks; but after six hours, all he’s really got left is a butt in a chair. Your brain has already clocked out and gone home.
  • Another is that overtime is only effective over very short sprints. This is because (as Sidney Chapman showed in 1909) daily productivity starts falling off in the second week, and declines rapidly with every successive week as burnout sets in. Without adequate rest, recreation, nutrition and time off to just be, people get dull and stupid. They can’t focus.
  • The Business Roundtable study found that after just eight 60-hour weeks, the fall-off in productivity is so marked that the average team would have actually gotten just as much done and been better off if they’d just stuck to a 40-hour week all along. And at 70- or 80-hour weeks, the fall-off happens even faster: at 80 hours, the break-even point is reached in just three weeks.
  • Wise managers who understand this will a) avoid requiring overtime crunches, because they’re acutely aware of the serious longer-term productivity hit that inevitably follows; b) keep the crunches as short as possible when they are necessary; and c) give their teams a few days off — one to two comp days per overtime week worked is about right — at the end of a hard sprint. This downtime enables them recuperate more quickly and completely. It’s much more productive to have them gone for the next week — and then back on the job, rested and ready to work — than have them at their workstations but too fried to get anything useful done for the next month.
  • The other thing about knowledge workers is that they’re exquisitely sensitive to even minor sleep loss. Research by the US military has shown that losing just one hour of sleep per night for a week will cause a level of cognitive degradation equivalent to a .10 blood alcohol level. Worse: most people who’ve fallen into this state typically have no idea of just how impaired they are. It’s only when you look at the dramatically lower quality of their output that it shows up. Robinson writes: “If they came to work that drunk, we’d fire them — we’d rightly see them as a manifest risk to our enterprise, our data, our capital equipment, us and themselves. But we don’t think twice about making an equivalent level of sleep deprivation a condition of continued employment.”
  • And it hurts the country, too. For every four Americans working a 50-hour week, every week, there’s one American who should have a full-time job, but doesn’t. Our rampant unemployment problem would vanish overnight if we simply worked the way we’re supposed to by law.
  • For these people, work wasn’t just work; it was their life’s passion, and they devoted every waking hour to it, usually to the exclusion of non-work relationships, exercise, sleep, food and sometimes even personal care. The popular stereotype of the geek was born in some real truths about the specific kinds of people who were drawn to tech in those early years.
  • Companies broadened their working hours, so programmers who came in at noon and worked through till midnight could make their own schedules. Dress codes were loosened; personal eccentricities were celebrated. HP famously brought in breakfast every morning so its engineers would remember to eat.
  • There were two problems with this. The first is that this “passion” ideal didn’t recognize that the vast majority of people have legitimate physical, emotional and psychological needs — things like sleep, exercise, relaxation and the maintenance of strong family and social support bonds — that these engineers didn’t have to nearly the same degree. The second was that most managers, lacking windows into their workers’ souls, decided to cut corners and measure passion with one easy-to-chart metric: “willingness to spend your entire life at the office.”
  • The unions — for 150 years, the guardians of the 40-hour week — were falling under a conservative onslaught; and in their place, the new cult of the entrepreneur was ascendant.
  • “working 90 hours a week and loving it!” (an actual T-shirt worn with pride by the original Macintosh team. (Productivity experts estimate that we’d have probably had the Mac a year sooner if they’d worked half as many hours per week instead.)
  • Within 15 years, everything America’s managers used to know about sustaining worker productivity was forgotten. Now, 30 years and a few economic meltdowns on, the cafeterias and child-care centers and gyms are mostly gone, along with the stock options and bonuses that were once held out as the potential reward for the long hours. All that remains of those heady, optimistic days is the mandatory 60-hour work-week. And, unless you’re an hourly worker — still entitled to time and a half by law — the only inducement employers currently offer in exchange for submitting yourself to this abuse is that you get to keep your job.
  • There are now whole industries and entire branches of medicine devoted to handling workplace stress, but the bottom line is that people who have enough time to eat, sleep, play a little, exercise and maintain their relationships don’t have much need of their help. The original short-work movement in 19th-century Britain demanded “eight for work, eight for sleep and eight for what we will.” It’s still a formula that works.
  • Here’s why. By the eighth hour of the day, people’s best work is usually already behind them (typically turned in between hours 2 and 6). In Hour 9, as fatigue sets in, they’re only going to deliver a fraction of their usual capacity. And with every extra hour beyond that, the workers’ productivity level continues to drop, until at around 10 or 12 hours they hit full exhaustion.
  • But the bottom line is: For the good of our bodies, our families, our communities, the profitability of American companies, and the future of the country, this insanity has to stop. Working long days and weeks has been incontrovertibly proven to be the stupidest, most expensive way there is to get work done.
  • Sara Thompson on 25 Mar 12
     
    Just in case we ever need more fodder for hiring...  "But the bottom line is: For the good of our bodies, our families, our communities, the profitability of American companies, and the future of the country, this insanity has to stop. Working long days and weeks has been incontrovertibly proven to be the stupidest, most expensive way there is to get work done."
Sara Thompson

Student success courses catch on, slowly, at community colleges | Inside Higher Ed - 0 views

www.insidehighered.com/...atch-slowly-community-colleges

education instruction transliteracy teaching

shared by Sara Thompson on 03 Apr 12 - No Cached
  • Sara Thompson on 03 Apr 12
     
    Community colleges can improve graduation rates by offering a course that teaches students how to navigate college with lessons on study skills, time management and how to find the bursar's office. Yet while "student success" courses are increasingly common, resistance remains strong at many community colleges.
Sara Thompson

Content Creation, Media Labs, and Hackerspaces | David Lee King - 0 views

www.davidleeking.com/...on-media-labs-and-hackerspaces

libraries buildings

shared by Sara Thompson on 15 Dec 11 - No Cached
  • Sara Thompson on 15 Dec 11
     
    I found the "coworking spaces" especially relevant for BCU's library.  I could see turning the entire 2nd floor into small (as in tiny) office spaces to be checked out for 3 hours at a time by students, adjuncts, faculty - anyone who needs to get work done away from their usual spaces. 
Deb Robertson

Critical Assets: Academic Libraries, a View from the Administration Building - 0 views

www.libraryjournal.com/...CA6726948.html

IPAL academic library administration Barbara Fister

shared by Deb Robertson on 27 Jan 12 - Cached
  • Deb Robertson on 27 Jan 12
     
    Survey results shared from interviews with chief academic officers and an online survey taken by over 130 leaders in academic affairs yield surprising results. Perhaps the final lesson we can take from hearing from administrators is that they look to us not just to make the case for libraries but to ride the wave of change. We must ensure that libraries and librarians step into new roles and take up different challenges, reimagining the ways we and our libraries can be essential consultants in all the ways that students and faculty learn, discover, and share their work.
fleschnerj

Information Professions 2050 - 0 views

vimeo.com/49317328

information Professions

shared by fleschnerj on 12 Oct 12 - No Cached
  • fleschnerj on 12 Oct 12
     
    The University of North Carolina at Chapel Hill's School of Information and Library Science celebrated the ending of its 80th anniversary year by taking a forward look at the future of our field and its graduates. The Information Professionals 2050 (IP 2050) Conference brought in information and library science leaders who discussed key issues related to future visions, skills and values. Themes of the day included the areas of the 1) Information Industry, 2) Libraries and Archives, 3) Education and 4) Information Trends. The contributors are thought leaders of our profession and included: * Marshall Breeding, director for Innovative Technologies and Research, Vanderbilt University Libraries * Anne Caputo, executive director, Dow Jones' Learning and Information Professional Programs * Bonnie Carroll, president, International Information Associates * Mary Chute, deputy director for Libraries, Institute for Museum and Library Services * Lorcan Dempsey, vice president and chief strategist, OCLC * Michael Eisenberg, professor and dean emeritus, University of Washington School of Information * Buck Goldstein, University entrepreneur in residence and professor of practice, Department of Economics University of North Carolina at Chapel Hill * William Graves, senior vice president, Academic Strategy at Ellucian * Elizabeth Liddy, dean and trustee professor, Syracuse University School of Information Studies * Charles Lowry, executive director, Association for Research Libraries * Joanne Marshall, alumni distinguished professor, University of North Carolina at Chapel Hill * Nancy Roderer, director, Johns Hopkins University Welch Medical Library * Roger Schonfeld, director of research, Ithaka * David Silver, associate professor, University of San Francisco * Duncan Smith, co-founder, Novelist (EBSCO Publishing) Moderators included, * Susan Nutter, vice provost and director of Libraries, North Carolina State University * Sarah Michalak, university librarian and associate prov
Sara Thompson

Information Literacy: A Neglected Core Competency (EDUCAUSE Quarterly) | EDUCAUSE - 0 views

www.educause.edu/...199382

info-literacy instruction libraries education transliteracy

shared by Sara Thompson on 12 Mar 12 - Cached
  • The findings are troubling. College students think of information seeking as a rote process and tend to use the same small set of information resources no matter what question they have: The primary sources they use for course work are course readings and Google. They rely on professors to be "research coaches" for identifying additional sources. They use Google and Wikipedia for research about everyday life topics. They tend not to use library services that require interacting with librarians.
  • The Association of American Colleges and Universities identified information literacy as one of the essential learning outcomes that prepare students for 21st century challenges.2 The"2010 Horizon Report," a collaboration between the EDUCAUSE Learning Initiative and the New Media Consortium, indicated that the need for training in the related digital media literacy is a critical challenge in education for the next five years. The Council for Independent Colleges offers annual workshops for chief academic officers, librarians, and faculty on integrating information literacy at their campuses.3
  • Sara Thompson on 12 Mar 12
     
    Researchers at the Information School at the University of Washington released an important and thought-provoking report in late 2009: "Lessons Learned: How College Students Seek Information in the Digital Age."1 The study confirms and expands on the results of other reports. Its particular value is the size of the population studied, the diversity of institutions represented, and the use of both a survey and follow-up interviews for data collection.
Sara Thompson

Reality-based Librarianship for Passionate Librarians at Attempting Elegance - 0 views

www.attemptingelegance.com/?p=1412

management prof-dev presentations advice libraries

shared by Sara Thompson on 09 Dec 11 - No Cached
  • Figure that out. If you can figure that out, you’re advocating for an idea, a goal, and a belief. A passion. If you can’t figure that out, you’re advocating for an outreach technique, a piece of software, this thing, that thing, or the other.
  • professional development is all about challenging legacy processes.
  • Put yourself in the right place at the right time, because you intended to be there, you worked hard to get there, and you made a plan to ensure you stayed there. You can’t just show up in your manager’s office door and say “we should have ebooks” and expect it to happen. You must have a plan. (I would, on behalf of all managers everywhere suggest that if you are the sort of person who shows up and says “we need ebooks” you might consider how that sounds to your audience, and consider how well it’s working for you.) A plan is key. Because I believe that, I’m going to assert that any goal can be project-managed, and I’ll also assert that any goal should be project-managed. Must be.  I’ll say it again: Change doesn’t just happen. Change happens because someone worked hard to put themselves in the right place, at the right time. Work to put yourself in that place, just at that time. Plan for brilliance, agitate for success.
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  • You want to reach the stars.  But you look around, and you know you can get to the moon; that’s a reasonable goal, and you can see the route to get there. And so you plan for it.  But in your planning process, you realize you can’t just get to the moon; to get there with the resources you have available to you, you have to build with a really ugly rocket. And you hate that rocket. But you need that rocket. It’s what will get you to the moon.So love your rocket. Give it a cool name. Ignore how ugly it is. Always remember that it’s what will get you to the moon, and that getting to the moon is important.
  • There’s great strength in seeing a barrier for what it is, knowing when to stop hitting it, knowing when to ask for help, and knowing when to turn left and go around. Fear of failure, and our tolerance for it, are powerful motivators. If someone is strongly rooted in theirs, you may not be strong enough to move them aside. But you can always move yourself. And one way to start is to ask why someone is blocking you. Ask yourself what you can do about it, aif it’s worth doing, and if you can do it.
  • I hope everyone will consider what you’re giving up if you can’t embody your passion. You’re making a choice, and a sacrifice, if you don’t have room to act on your goals and dreams. You are the only one who can know if that’s the right decision for you, but make the decision consciously.
fleschnerj

ACRLog » Stop Making Sense (Scholarly Publishing Edition) - 0 views

acrlog.org/...e-scholarly-publishing-edition

Copyright Association of American Publishers

shared by fleschnerj on 06 Jan 12 - No Cached
  • fleschnerj on 06 Jan 12
     
    The Research Works Act will prohibit federal agencies from unauthorized free public dissemination of journal articles that report on research which, to some degree, has been federally-funded but is produced and published by private sector publishers receiving no such funding. It would also prevent non-government authors from being required to agree to such free distribution of these works. Additionally, it would preempt federal agencies' planned funding, development and back-office administration of their own electronic repositories for such works, which would duplicate existing copyright-protected systems and unfairly compete with established university, society and commercial publishers.
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