By Stephen Mossop

ISBN-10: 1780633904

ISBN-13: 9781780633909

ISBN-10: 1843347245

ISBN-13: 9781843347248

Educational libraries endure episodes of strategic swap. Transformational swap will be visible as essentially diversified from different kinds of switch. part of this procedure is frequently deep point cultural switch. on the person point this can be anxious, yet on the strategic point, such switch can turn out essential.

Achieving Transformational swap in educational Libraries explores the aim and nature of 'Transformational switch' and its exponents, and discusses the advantages and boundaries of its position in an instructional library surroundings. The identify is split into 5 chapters, masking: a definition of transformational swap; drivers of transformational switch and its position in a strategic switch schedule; promoting the imaginative and prescient of cultural swap; human source concerns and cultural swap; and the character of switch as a constant.

  • Provides leading edge interdisciplinary research
  • Offers context-free, useful examples of the function of transformational management in attaining cultural switch and strategic organisational development
  • Explores the occasionally ambiguous dating among transformational and transactional leadership

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Example text

It was asserted by Levinson (1970) that: ‘The greater the emphasis on measurement and quantification, the more likely the subtle, non-measurable elements of the task will be sacrificed. Quality of performance frequently, therefore, loses out to quantification’ (p. 53). Further, emphasis must be placed upon the various criteria for performance measures, and upon their classification. As illustrated by Armstrong (2000: 54–5), the criteria should: ƒ be related to the strategic goals and measures that are organizationally significant and drive business performance; ƒ be relevant to the objectives and accountabilities of the teams and individuals concerned; 35 Achieving Transformational Change in Academic Libraries ƒ focus on measurable outputs, accomplishments and behaviours that can be clearly defined and for which evidence can be made available; ƒ indicate the data or evidence that will be available as the basis for measurement; ƒ be verifiable – provide information that will confirm the extent to which expectations have been met; ƒ be as precise as possible in accordance with the purpose of the measurement and the availability of data; ƒ provide a sound basis for feedback and action; and ƒ be comprehensive, covering all the key aspects of performance, so that a family of measures is available.

The measurement of performance must be carefully designed, however, to achieve, as far as possible, a balance between quality of performance and that which is easily quantifiable. As Amaratunga and Baldry (2002) suggest, ‘Measurement is not an end in itself, but a tool for more effective management. Results of performance measurement indicate what happened, not why it happened’ (p. 218). The temptation, however, as illustrated by Armstrong (2000), is not only to apply too many measures, but to measure ‘… what is easy to measure.

You are now in a position to begin developing the various tools you will need to ensure that you will achieve your vision – the tools that will help you to map out the journey between ‘where we are now’ and ‘where we are going’. These fall into several categories: strategic aims and objectives; critical success factors (CSFs); and key performance indicators (KPIs). Strategic aims are derived from the various elements that make up your vision. If, by way of an example, we work with 26 Organisational resistance to change the three elements described above (the provision of excellent resources, an appropriate environment, and knowledgeable, customer-focused staff), then these three key elements will form the strategic aims.

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