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Brooks, Monica Garcia. "Organizational leadership in academic libraries identifying culture types and leadership roles /." Huntington, WV : [Marshall University Libraries], 2007. http://www.marshall.edu/etd/descript.asp?ref=729.
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Hoffman, Starr. "The Preparation of Academic Library Administrators." Thesis, University of North Texas, 2012. https://digital.library.unt.edu/ark:/67531/metadc177213/.
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The purpose of this quantitative study was to determine the preparation methods experienced by academic library deans and which methods they perceived to be most valuable. Rosser, Johnsrud, and Heck (2000, 2003) defined the theoretical constructs of effective academic leadership upon which this study is based. The instrument—a modified version of Greicar's (2009) Professional Preparation of Academic Deans Questionnaire—was administered online. The population was the chief administrators of academic libraries in the United States; there were 749 usable responses for a 30.4% response rate. Respondents were primarily female (61.7%), White non-Hispanic (90.0%), and born in the United States (95.7%), with a mean age of 56.4 (5.9% < 40, 11.0% > 65). The largest minority group was Black, non-Hispanic (3.9%). Many respondents held multiple advanced degrees; 90.0% held an MLS, 45.8% held a subject master's, and 18.8% held a doctorate. The instrument measured academic library deans' perceived value of various preparatory methods (formal and informal mentoring, on the job training, conferences or seminars, advanced degrees beyond the MLS, and training programs). The methods were tested for perceived effectiveness with Rosser, Johnsrud, and Heck's (2000, 2003) theoretical constructs of academic leadership. Each preparation method was measured using eight item-level variables and summed to create a scale. Parametric analyses were used to examine scale-level variables and nonparametric analyses to evaluate item-level variables. On the job training was both the most commonly-experienced method (86.6%) and the most highly-valued (M = 24.97). Mentoring was a particularly important preparation method for female and minority deans. Female deans perceived informal mentoring to be significantly more valuable than did males, t(447) = -2.12, p < .05. Minorities rated formal and informal mentoring significantly higher than did non-minorities, t(114) = 2.73, p < .05; t(441) = 3.05, p < .05. Practical implications and future research are discussed.
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Venetis, Mary Jo O'Connor Brian C. "Identification of remote leadership patterns in academic and public libraries." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9017.
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Venetis, Mary Jo. "Identification of Remote Leadership Patterns in Academic and Public Libraries." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9017/.
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Seminal works on leadership, including those in librarianship define a traditional model of interaction between leaders and followers without reference to the information technology-driven environment. In addition, remote leadership indicates a different model from the traditional model, one that is focused on the interaction of leaders and their staff through digital technology. Although leaders still use face-to-face interaction, due to varied work schedules or job responsibilities, they also recognize the need to lead employees remotely. Leadership studies in library literature have not addressed how library leaders use information technology to lead employees remotely, nor have these studies addressed remote leadership and remote employees, except for some articles on telecommuting. As a result, this research was conducted to address this gap, providing an exploratory foundation of emergent patterns of remote leadership with its associated leadership dimensions rooted in personality traits, behaviors, and skills. Quantitative and qualitative data were obtained from a small sample size of academic and public-library leaders in the United States who participated in a Web-based survey designed specifically for this study, limiting generalizations. Factor analysis was the principal methodology used to obtain findings. Its composite factor scores were also used in the t-test and chi-square analyses. This study identifies some emergent patterns of remote leadership in the library and information-science field, exploring whether library leaders use information technology to be effective remote leaders in a technology-driven environment, and whether existing leadership attributes could be identified as part of the remote-leadership model. Because this study's findings indicated that library leaders are not quite the traditional leader but are not fully integrated into remote leadership, it becomes apparent that they would function with a blend of both face-to-face and electronic interactions, due to the nature of library work. Additionally, this research revealed underlying issues and challenges faced by library leaders as they transition from a traditional-leadership model to a blended model of face-to-face and remote leadership. Future research could include increasing the sample size and response rate to conduct factor analysis properly, and conducting longitudinal studies.
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Boff, Colleen T. "A Quantitative Study of Academic Library Administrators Using Bolman and Deal's Leadership Orientation Framework." Bowling Green State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1446731663.
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Malenfant, Kara Josephine. "Understanding Faculty Perceptions of the Future: Action Research for Academic Librarians." Antioch University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1317308285.
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Mulhern, Jean K. "An Exploratory Case Study of Organizational Agility in a Consortium of Small Private College Libraries." University of Dayton / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=dayton152571108849726.
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Evener, Julie. "Organizational Learning in Libraries at For-Profit Colleges and Universities." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5327.
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Academic libraries contribute to student engagement, student learning, and retention; therefore, the effects of improved library services for students may be positive and long lasting. However, despite successful application of organizational learning (OL), a strategic process for improvement, to enhance services in academic libraries, little is known about OL in libraries of for-profit colleges and universities (FPCUs). The purpose of this sequential explanatory mixed-methods study was to assess and explore the use of OL in libraries at FPCUs. Argyris and Schön's theory of organizational learning grounded this study. Responses to Chen's Processes and Phases of Organizational Learning Questionnaire, completed online by 38 respondents following a recruitment posting submitted to the electronic mailing list of the Association of College & Research Libraries Librarianship in For-Profit Educational Institutions interest group, reflected medium to high levels of OL in the libraries in the study. Multiple regression analysis indicated that the number of students enrolled was negatively related to OL score. Six survey respondent volunteers were interviewed to better understand how library staff members in FPCUs experienced OL. Common themes included external pressures from the FPCUs that made it more difficult for their libraries to implement OL, as well as the importance of communication among library team members. As a result of these findings, a manual about OL strategies for library employees in FPCUs was created. More knowledge about OL and its implications could lead to positive social change as libraries use it to better contribute to student learning and success.
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Chowdhury, Salma. "The management of academic libraries: a comparative study of the University of the Western Cape Library and Dhaka University Library." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_7559_1182223717.
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<p>This research project is a comparative study of management of two university libraries (University of the Western Cape and Dhaka University) from two different countries (South Africa and Bangladesh). This research was to identify and document how the functions of management are applied in both libraries.</p>
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A sample of the two university libraries&rsquo<br>users, librarians, and library staff were taken. The questionnaire, interview, observation and documentary sources of information were major methods of data collection. In order to provide a brief presentation on how the management functions were applied at other university libraries, a description of how some university libraries in the U.K, U.S.A, Eastern countries and Africa are given. The findings of the study revealed that the problem of inadequate financial support is true for both University libraries, and is the major cause amongst other weaknesses. Both libraries still use a large percentage of non-professional staff and the library service is in desperate need of personnel. However, the observed difference between DUL and UWCL in this comparative study was significant. Services offered in both libraries differ in some cases such as: Consortia, Inter library loans, OPAC, CD-search, e-journals and multimedia. These areas still need to be developed at DUL. UWC have the most of these facilities. Although it needs to improve on aspects such as e-journals, access to data-bases and open access on the Internet.</p>
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Kreitz, Patricia A. "Redefining the Twenty-First Century College Library| Change Leadership in Academic Libraries." Thesis, Simmons College, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3715613.
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<p> Academic libraries and their parent institutions are experiencing increasing social, technological, economic, and political pressure in the twenty-first century. While the academic library literature contains numerous discussions and case studies illuminating how larger academic libraries are engaging in organizational change and experimentation to respond to those pressures, libraries in smaller academic institutions are underrepresented in those professional discussions.</p><p> This study examines liberal arts college libraries engaged in transformational change. It explores ways academic libraries are aligning their purpose and services with the missions, strategic priorities, and challenges of their parent institutions. Through four case studies, it examines how library directors create change visions, enroll staff and stakeholders in those visions, and the skills, tools, and strategies they use to lead and manage organizational change.</p><p> Data were collected using narrative inquiry, a qualitative methodology. Participants included library directors, provosts, and senior management team members. After analyzing the data, two organizational change theories were applied. The first theory focuses on what was changed—the antecedents and consequences. The second organizational change theory focuses on how the change was done—strategies, tools, and actions.</p><p> Data analysis reveals several findings. Directors who employed the greatest range of political intelligence, emotional intelligence, and transformational leadership skills were the most successful in creating lasting, radical organizational change. They were also most likely to align that change with the mission and needs of the colleges they served. Directors who used frame bending rather than frame breaking approaches to envisioning and communicating change were more successful in enrolling both library staff and academic stakeholders in their change strategies and change goals.</p><p> The results of this study contribute to an understanding of how smaller college libraries are leading and managing change. The findings identify potential obstacles to successful change and provide examples of strategies used by other change leaders to mitigate or surmount those obstacles. Those findings may be of value to other academic library change leaders. Finally, this study also identifies change leadership skills and strategies that were effective within the unique environment of academic institutions which have a decentralized environment, distributed power and authority, and a shared allegiance to the organization's history and culture.</p>
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Drake, Betty S. (Betty Sue). "Relationships of Selected Factors to Library Use and Attitudes Among Students in a College of Business Administration." Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc279177/.
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This study was an inquiry into the use of the library and attitudes toward librarians and libraries by 484 academic business majors. Data was collected by means of a questionnaire administered to a sample of all business majors at one university. Demographic and social status data, based on Hollingshead's categories, and responses to statements concerning library use, librarians, and libraries were analyzed by means of the Kolmorogov-Smirnov Test, the Median Test and Spearman correlation coefficients.
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Pupelienė, Janina. "Strategic directions for the development of academic libraries in the knowledge society." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2007. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20071228_121731-20301.
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Because knowledge and information are becoming the vital resources, appropriate organization and management of them is considered to be the guaranty of the welfare of every state, organization and individual. There could be recognized the stronger attention to institutions that are traditionally related to knowledge and information. Because of the growing strategic importance of information and communication technologies in modern organisations, academic libraries remain a significant unit in the institutions of higher education. The theoretical outline of the importance of academic library strategy in the knowledge society in this dissertation is disclosed by exposing the concept of these libraries as organisations, introducing the concept of the evolution of strategy of these libraries, and evaluating changes taking place in the world’s academic libraries. The dissertation introduces a theoretical model of the strategic directions of the academic library developed in the dissertation. This model is proposed by the author of the dissertation as a possible one for the development of academic libraries in Lithuania. The analysis of the possibilities of implementing the designed model in Lithuanian academic library performance accomplished in the dissertation highlights possible obstacles to the modernization of these libraries and the most important and influential circumstances for implementing the model in Lithuanian academic libraries. Analysis of scientific literature, the... [to full text]<br>Tinkamas žinių ir informacijos organizavimas bei valdymas šiandieninėje žinių ekonomikos visuomenėje pripažįstama kaip pagrindinis valstybės, organizacijos ir kiekvieno individo klestėjimo bei gerovės garantas. Aukštojo mokslo institucijos biblioteka (disertacijoje – akademinė biblioteka) žinių ekonomikos visuomenėje išlieka viena iš svarbiausių grandžių informacinio aprūpinimo infrastruktūroje. Pažymėtinas išskirtinis akademinės bibliotekos vaidmuo universitetinių žinių kūrimo ir ypač sklaidos procesuose. Visa tai skatina suformuluoti akademinių bibliotekų vystymosi kryptis įvertinant šias bibliotekas vadybiniu požiūriu. Ginamoje disertacijoje ištirtas akademinių bibliotekų vaidmuo žinių visuomenėje, šių bibliotekų kaip organizacijų samprata bei ypatybės, analizuojama šių bibliotekų strateginio valdymo patirtis. Pažangiausių pasaulio akademinių bibliotekų vystymosi tendencijų kontekste suformuluotos pagrindinės šių bibliotekų vystymosi strateginės kryptys, sukurtas akademinės bibliotekos vystymosi strateginių krypčių žinių visuomenėje teorinis modelis ir ištirtos šio modelio įgyvendinimo Lietuvos akademinėse bibliotekose galimybės. Modelio įgyvendinimo Lietuvos akademinėse bibliotekose galimybių tyrimas išryškino potencialias kliūtis, modernizuojant šias bibliotekas, ir svarbiausias aplinkybes, galinčias turėti įtakos tokio modelio įgyvendinimui. Apibendrinus teorinę ir empirinio tyrimo medžiagą suformuluotos išvados ir rekomendacijos. Teorinė akademinių bibliotekų... [toliau žr. visą tekstą]
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Van, der Walt Wynand Dawid. "Leading for innovation : an assessment of employee perceptions about leadership behaviours among senior and middle management staff at Rhodes University Library." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/59361.
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Organisations require a leadership cohort that can drive transformation from within, if they wish to adapt innovatively towards ensuring sustainable relevance in a volatile and highly competitive global market. The same applies to academic library services that serve the needs of their respective institutions. Yet, as indicated by various studies, little attention is paid to the nature of leadership required to take academic libraries forward in an age where, especially in the South African academic environment, the maxim of “business unusual” holds true.
Transformational leadership is described as visionary and adaptive leadership aimed at increasing morale and motivation of staff, with an emphasis on follower development and empowerment towards self-leadership, driving entrepreneurial activities (Goethals, Soreson and Burns 2004b: 1558). The study explores aspects of the nature of transformational leadership, as well as the extent to which transformational leadership behaviours and attributes are perceived as being evident among the middle and senior library staff members at the Rhodes University Library.
The Full Range Leadership Model (FRLM) provided the framework for this study, and the Team Multifactor Leadership Questionnaire (TMLQ) was adapted and administered (via the Mind Garden Transform Hosting Solution) to all 42 staff members of the Rhodes Library. The data analysis was done based on the collated on the Mind Garden Transform Hosting Solution.
Based on the analysis of the data, it was concluded that the RUL leadership team is perceived as being predominantly transformational in nature, but with evidence to suggest that transactional and non-leadership behaviours occur more frequently than are conducive towards innovation. This conclusion is supported by the assessment of the perceptions of leadership outcomes that indicate perceived levels of some ineffectiveness, some dissatisfaction and insufficient extra effort on the side of the leadership team.<br>Mini Dissertation (MIT)--University of Pretoria, 2017.<br>Information Science<br>MIT<br>Unrestricted
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Tolley, Rebecca. "Review of Women in Academic Leadership: Personal Strategies, Personal Choices, ed. by Dean, Diane R., Bracken, Susan J. and Allen, Jeanie K. Women in Libraries." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/5731.
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Martin, Michael Jason. "In the process of becoming the organizational culture of the Metropolitan Academic Library." Doctoral diss., University of Central Florida, 2011. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4977.
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Organizational culture may be defined as the shared norms, values, and beliefs of an organization. The culture expresses itself through symbols and sagas. Organizational culture shapes the behavior of those within the organization and provides a lens through which its members can interpret reality. This study sought to define the organizational culture of the Metropolitan Academic Library. The study was guided by Schein's five levels of cultural assumptions: assumptions about external adaptation issues; assumptions about internal integration; assumptions about the nature of truth and reality; assumptions about the nature of time and space; and assumptions about human nature, activity, and relationships. In order to triangulate data, I gave the librarians and library technical assistants of the Metropolitan Academic Library the Martin Culture Survey. I then conducted a multi-day, on-site visit, where I interviewed members of the Metropolitan Academic Library, made observations about the library, and performed document analysis. I found the culture of the Metropolitan Academic Library to be "in the process of becoming." The culture present in the library was not deep or rich; however, I did find some shared values, symbols, and sagas. With a recent turnover in administration, change was a dominant story of the Metropolitan Academic Library. The librarians and library technical assistants valued campus engagement, the people within the library, and service to the library patrons. These values find symbolic recognition in the coffee shop located in the library, the Christmas party, and the reference desk. Popular sagas of the Metropolitan Academic Library include the story of its humble origins and the building renovation.<br>ID: 029809497; System requirements: World Wide Web browser and PDF reader.; Mode of access: World Wide Web.; Thesis (Ed.D.)--University of Central Florida, 2011.; Includes bibliographical references (p. 208-219).<br>Ed.D.<br>Doctorate<br>Educational and Human Sciences<br>Education
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Koelker, Karen June. "The Information Environment of Academic Library Directors: Use of Information Resources and Communication Technologies." Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3086/.
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This study focuses on the use of information resources and communication technologies, both traditional and electronic, by academic library directors. The purpose is to improve understanding of managerial behavior when using information resources and communication technologies within a shared information environment. Taylor's concept of an information use environment is used to capture the elements associated with information use and communication within the context of decision-making styles, managerial roles, organizational environments, and professional communities. This qualitative study uses interviews, observations, questionnaires, and documents. Library directors participating in the study are from doctoral-degree granting universities in the southwestern United States. Data collection involved on-site observations with a PDA (personal digital assistant), structured interviews with library directors and their administrative assistants, the Decision Style Inventory, and a questionnaire based on Mintzberg's managerial roles. Findings show the existence of a continuum in managerial activities between an Administrator and an Administrator/Academic as critical to understanding information use and communication patterns among library directors. There is a gap between self-perception of managerial activities and actual performance, a finding that would not have surfaced without the use of multiple methods. Other findings include the need for a technical ombudsman, a managerial-level position reporting to the library director; the importance of information management as an administrative responsibility; the importance of trust when evaluating information; and the importance of integrating information and communication across formats, time, and managerial activities.
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Dos, Santos Desiree. "Managing conflict in the library information services of selected universities." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1020307.
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Academic libraries are not immune to conflict; various important external and internal factors underlie conflict. Change, both external and internal, leads to interpersonal conflict amongst librarians which is caused by differing goals, policies, rules and decisions. Technology has been the major change in the digital era and academic libraries embarking on meeting the needs of the users have to manage change. It is important to understand how change evolves in order to manage it and the faster the change, the more conflict can be expected. The main purpose of this study is to investigate change and conflict in library and information services. The study collected data from two selected academic libraries - Fort Hare and Walter Sisulu. The reason for this choice is that the two libraries are from the Eastern Border region and strategically located to serve the deep rural and poverty-stricken communities. Both libraries are from merged institutions, under-developed and faced with change and conflict. Data was gathered by means of a literature study and face-to-face, semi-structured interviews with six participants in each library: two librarians in senior, two middle management and two librarians occupying lower level positions. Purposive sampling was used to select participants who fit the criteria and who could contribute to the study. The findings reveal that library staff experience stress and conflict because of external and internal factors of change impacting the academic environment. The study generated important findings which are capable of guiding academic library management on how to manage change effectively in the „new‟ electronic environment. The findings show that understanding conflict also equips management with strategies and techniques to manage conflict effectively. This study offers valuable insights into the lived conflict experiences and perceptions of librarians and sheds much light on the role of conflict management in these environments. This study will contribute to the management of conflict in information services in university libraries and will be an innovative application of conflict theory to the library discipline.
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Dworaczyk, William J. "Use of Stufflebeam's CIPP Model to Assess a Change Effort in a Division of a University Library." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc277820/.
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Reorganization efforts within colleges and universities are increasingly considered as institutions look for ways to streamline operations for financial cost savings or competitive advantage. The purpose of this study was to assess a particular change effort in a university library which took place between August, 1996 and July, 1997. A team was formed to manage the change effort, and an outside consultant was hired to facilitate the process and guide the team. Stufflebeam's evaluation model was used as a conceptual framework to evaluate the entire process which included a particular change management model brought in by the consultant. The entire change effort was described by the author as a participating member of the team and assessed by gathering feedback from team members, library staff members affected by the effort, and members of the library administration.
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Hoag, Beth A. Hoag. "Opposites or Perfect Partners: Student Affairs and Libraries in Collaboration to Advance Student Learning." Bowling Green State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1463069534.
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Clarke, Tobin De Leon. "A study of output measures for evaluating the performance of California community college learning resources programs." Scholarly Commons, 1991. https://scholarlycommons.pacific.edu/uop_etds/2934.
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Problem. Traditional measures for library and learning resources programs based on standards which identify input alone are no longer considered effective for evaluating a program or justifying its needs. No output measures for comprehensive learning resources programs in California existed.
Purpose. The purpose was to develop output measures for comprehensive learning resources programs. Additionally, learning resources and library administrators were surveyed regarding the following: whether they would use the output measures, how they would use them, and whether there was a need for the adoption of statewide standards.
Procedures. Thirteen output measures previously identified and pilot tested by library and learning resources program administrators were revised into 12 output measures based on the results of the pilot test. Two groups of 24 colleges each were randomly selected to participate in the survey. The revised output measures and survey were sent to the two groups for response. Thirty-nine college administrators returned the survey. The data were tabulated and analyzed electronically using descriptive and inferential statistics.
Findings. The usefulness and clarity of the output measures manual were validated by this study. The data indicate that 78% of community college learning resources program administrators will use all or some of the output measures to evaluate their programs. The data indicate that in-house or within institution use of data is more valuable than for comparing across libraries. Program administrators agree strongly that the State needs to adopt minimum standards for learning resources programs.
Recommendations. (1) The output measures manual for California Community College Library and Learning Resources Programs be adopted by the California Community College Chancellor's office for the voluntary evaluation of learning resources programs in California. (2) That as program based funding is fully implemented in California Community Colleges, research should be conducted, using the output measures, to determine if improved funding of learning resources programs at the state level leads to more effective services at the local level. (3) That the Board of Governors of the California Community Colleges adopt the ALA (1990) standards for learning resources programs.
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Pupelienė, Janina. "Akademinių bibliotekų vystymosi strateginės kryptys žinių visuomenėje." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20080221_123856-39543.
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Tinkamas žinių ir informacijos organizavimas bei valdymas šiandieninėje žinių ekonomikos visuomenėje pripažįstama kaip pagrindinis valstybės, organizacijos ir kiekvieno individo klestėjimo bei gerovės garantas. Aukštojo mokslo institucijos biblioteka (disertacijoje – akademinė biblioteka) žinių ekonomikos visuomenėje išlieka viena iš svarbiausių grandžių informacinio aprūpinimo infrastruktūroje. Pažymėtinas išskirtinis akademinės bibliotekos vaidmuo universitetinių žinių kūrimo ir ypač sklaidos procesuose. Visa tai skatina suformuluoti akademinių bibliotekų vystymosi kryptis įvertinant šias bibliotekas vadybiniu požiūriu. Ginamoje disertacijoje ištirtas akademinių bibliotekų vaidmuo žinių visuomenėje, šių bibliotekų kaip organizacijų samprata bei ypatybės, analizuojama šių bibliotekų strateginio valdymo patirtis. Pažangiausių pasaulio akademinių bibliotekų vystymosi tendencijų kontekste suformuluotos pagrindinės šių bibliotekų vystymosi strateginės kryptys, sukurtas akademinės bibliotekos vystymosi strateginių krypčių žinių visuomenėje teorinis modelis ir ištirtos šio modelio įgyvendinimo Lietuvos akademinėse bibliotekose galimybės. Modelio įgyvendinimo Lietuvos akademinėse bibliotekose galimybių tyrimas išryškino potencialias kliūtis, modernizuojant šias bibliotekas, ir svarbiausias aplinkybes, galinčias turėti įtakos tokio modelio įgyvendinimui. Apibendrinus teorinę ir empirinio tyrimo medžiagą suformuluotos išvados ir rekomendacijos. Teorinė akademinių bibliotekų... [toliau žr. visą tekstą]<br>Because knowledge and information are becoming the vital resources, appropriate organization and management of them is considered to be the guaranty of the welfare of every state, organization and individual. There could be recognized the stronger attention to institutions that are traditionally related to knowledge and information. Because of the growing strategic importance of information and communication technologies in modern organisations, academic libraries remain a significant unit in the institutions of higher education. The theoretical outline of the importance of academic library strategy in the knowledge society in this dissertation is disclosed by exposing the concept of these libraries as organisations, introducing the concept of the evolution of strategy of these libraries, and evaluating changes taking place in the world’s academic libraries. The dissertation introduces a theoretical model of the strategic directions of the academic library developed in the dissertation. This model is proposed by the author of the dissertation as a possible one for the development of academic libraries in Lithuania. The analysis of the possibilities of implementing the designed model in Lithuanian academic library performance accomplished in the dissertation highlights possible obstacles to the modernization of these libraries and the most important and influential circumstances for implementing the model in Lithuanian academic libraries. Analysis of scientific literature, the... [to full text]
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Stapleton, R. Michael. "Positive Workplace Dynamics: A Qualitative Exploration of Exceptional Performance in Community College Units." UKnowledge, 2013. http://uknowledge.uky.edu/epe_etds/10.
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In this companion dissertation findings are reported of applied case study research on four community college organizational units that consistently meet or exceed standard performance measures. Ample prior evidence confirmed that performance extended significantly beyond what might be explained by available tangible resources alone. The case study contexts are common in higher education in general: a) an external partnership, (b) an ad hoc team, (c) a traditional, cross-divisional service unit, and (d) a grant-funded student service unit.
Emerging positive organizational theory and research shows promise for revealing performance-influencing phenomena and behaviors that are not adequately represented in standard measures. Therefore, this collaborative case study research was designed to explore positive influences on the success of the four community college units.
The companion dissertation consists of three manuscripts. Chapter 2, a technical report, is a collaboratively-written synthesis of findings from the four individual case studies. Key findings across the units suggest the influence on performance of: (a) a people-first culture, (b) authentic, trusting, inclusive leadership, and (c) resource richness beyond constrained tangible resources.
In Chapter 3, the author presents in journal article format one of the case studies that contributed to the findings reported in Chapter 2. The academic library chosen for this research serves an urban community college campus near the geographic center of its city. The research asks how the library consistently performs well despite severe budget and staffing constraints and a series of disruptive events.
Key findings in Chapter 3 include the following influences on performance: (a) valuing people and building relationships; (b) a culture of service that shares duties, resources, and expertise; and (c) leadership that effectively translates formal goals into an enabling matrix of behaviors and phenomena.
In Chapter 4, a scholarly narrative, the author reflects on transformative aspects of the doctoral experience on learning and life.
Practical recommendations are offered. Additional research is needed to explore causal relationships, how to influence greater resource amplification, and how to increase awareness of positive organizational dynamics.
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Cimbolaitienė, Egidija. "Elektroninių paslaugų plėtra akademinių bibliotekų tinkle." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2006. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2005~D_20060317_142918-19294.
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Offering of electronic public services has become one of the principal parts of strategy of many governments all over the world. One of the 20 public services envisaged in program documents of the European Union is a service designated for citizens “Public libraries (availability of catalogues, search tools)”, that has to ensure open access to regional and global information resources. However taking into account the tasks that emerge when academic libraries start to create knowledge society it is very important to evaluate the spectrum of electronic public services provided exactly by academic libraries, possibilities of their quality and effectiveness improvement, and perspectives of their development.
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Faury, Simone Dib. "Administração discursiva nas bibliotecas universitárias brasileiras." Universidade Federal do Rio de Janeiro / Instituto Brasileiro de Informação em Ciência e Tecnologia, 2013. http://ridi.ibict.br/handle/123456789/703.
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Previous issue date: 2013-03-13<br>It proposes discursive administration in brazilian academic libraries which is considered a current forms of administration alternative. It discusses the main features of the information society and the technological developments and the impacts on education, especially in universities, to contextualize the changes in academic libraries. It presents main aspects of theories of Communicative Action and Discourse of Jürgen Habermas and the basic assumptions of discourse administration, from these theories. It addresses the management of academic libraries, based on the literature, aiming to show brief history on the subject. It presents the results of empirical research shown in the oral communications of the National Seminar of University Libraries in the years of 2004, 2008 and 2012 that report forms of administration used in these libraries. The results reveal that most forms of administration in that period is related to contemporary approaches in the area of administration, indicating linkage between this area and Librarianship; 36% of the universe analyzed come under some aspect, the focus on technology and 23% in the communicative approach; the administration discursive assumptions not identified the universe analyzed, and finally it suggests the predominance of instrumental rationality in these organizations. It presents general guidelines for discourse administration in brazilian university libraries in order to offer help to the managers of these libraries and to encourage reflection and debate on the administration of libraries in contemporary society<br>Propõe administração discursiva nas bibliotecas universitárias brasileiras, como alternativa às formas de administração vigentes. Discorre sobre as principais características da sociedade da informação, sobre a evolução tecnológica e os impactos na educação, especialmente nas universidades, para contextualizar as mudanças nas bibliotecas universitárias. Apresenta os aspectos principais das teorias do Agir Comunicativo e do Discurso de Jürgen Habermas bem como os pressupostos básicos da administração discursiva, a partir das teorias habermasianas. Aborda a administração das bibliotecas universitárias com base na literatura, visando a mostrar breve histórico sobre o tema. Expõe os resultados da pesquisa empírica realizada nas comunicações orais do Seminário Nacional de Bibliotecas Universitárias, nos anos de 2004, 2008 e 2012, que mostram as formas de administração utilizadas nessas bibliotecas. Os resultados revelam que a maioria das formas de administração contempladas na amostra tem relação com as abordagens contemporâneas da área de Administração, indicando vínculo entre essa área e a Biblioteconomia; que 36% do universo analisado contemplam, sob algum aspecto, o enfoque tecnológico, e 23%, o enfoque comunicacional; que os pressupostos da administração discursiva não são identificados no universo analisado; por fim, sugere predominância da racionalidade instrumental nessas organizações. Apresenta as diretrizes gerais para administração discursiva nas bibliotecas universitárias brasileiras, procurando auxiliar os gestores dessas bibliotecas e incentivar a reflexão e o debate sobre a administração das bibliotecas na sociedade contemporânea
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Albritton, Rosie L. "Transformational vs. transactional leadership in university libraries a test of the model and its relationship to perceived library organizational effectiveness /." 1993. http://books.google.com/books?id=Q6_gAAAAMAAJ.
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Reed, Donna L. (Donna Louise). "Leading the comprehensive community college library : defining, aligning, and supporting innovation and change." Thesis, 2011. http://hdl.handle.net/1957/25990.
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The purpose of this multi-case study was to describe how library deans and directors at large comprehensive community colleges strategically advocate for and support instructional and technological innovation despite the reality of limited resources and the stress caused by recurring funding crises in higher education. It further sought to examine how directors articulate the role of the library at the institution, prioritize support for new initiatives, and provide meaningful professional development opportunities for librarians and library staff members involved in the development of new innovative instructional and technological initiatives. The following foundational questions guided the research: (a) How do library directors strategically prioritize support for new library initiatives involving instructional and technological innovation despite funding instability, limited resources, and increased demand for library services? (b) How do library directors provide meaningful learning opportunities for librarians and library staff members who are involved in creating innovative services or programs?
The focus of the study was comprehensive community colleges in the very large 2-year (VL2) size and setting category of the Carnegie Classifications. It included a preliminary survey to verify the importance of issues, recruit participants, and conduct interviews with six library directors. Although participant directors worked at large community colleges, there were structural organizational differences between institutions. Organizational structures were (a) multi-campus district/multiple libraries/one director; (b) multi-campus district/multiple libraries/one director per library; and (c) one campus/one library/one director. Four of the participants had the title dean, and two were classified as directors. The majority of the librarians at the colleges had some form of faculty status, and four of the six colleges were unionized. In all cases, regardless of organizational status, the reference librarians had instructional duties.
The study indicated that the library directors were involved in various types of strategic planning including library-related, campus-specific, institutional, consortial, and state-level efforts. Directors, librarians, and staff members used a number of methods to share information with and get input from institutional partners. The directors reported that they also spent time responding to and participating in change due to State-mandates.
The findings indicated that the directors were focused on providing support for initiatives involving instructional and technological innovation. Librarians at all colleges in the study were heavily involved in instruction. The directors spoke of the need to provide learning opportunities for librarians and staff members in order to keep up with the fast pace of change in librarianship and the educational arena. Funding was by far the most significant challenge, but all libraries in the study made training a priority. The results of this research provided insight about high-impact practices in library-related strategic planning and organizational learning and identified areas in need of additional research.<br>Graduation date: 2012
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Downing, Karen, and Alexandra Rivera. "Library Leadership 2.0." 2012. http://hdl.handle.net/10150/222193.
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Poster presentation from the Living the Future 8 Conference, April 23-24, 2012, University of Arizona Libraries, Tucson, AZ.<br>Librarianship, like no other profession, has undergone great changes over the last several decades, including demographic shifts in our internal and external communities, sweeping technological changes, and other factors that impact how we conduct our work. The profession has accordingly organized to meet these changes. This poster is a preview of a forthcoming publication exploring Library Leadership in these new environs. Specifically the poster will present the evaluation of leadership thought, leadership needs in various contexts, current leadership development initiatives, and the application of recent leadership research to frame a new model of library leadership: Library Leadership 2.0.
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Suwannarat, Patha. "Library leadership in research university libraries." 1994. http://catalog.hathitrust.org/api/volumes/oclc/32021606.html.
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Olive, John Fred. "Leadership styles of selected academic library department heads as perceived by self and subordinates." 1991. http://catalog.hathitrust.org/api/volumes/oclc/25735007.html.
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McKinzie, Steve. "The Library as an Academic Department / The Dickinson College Model: How Revolving Leadership, Collegial Management, and Holistic Librarianship Can Revitalize Your Library." 1998. http://hdl.handle.net/10150/615192.
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Conference proceedings from the Living the Future Conference, April 21-24, 1998, University of Arizona Libraries, Tucson, AZ.<br>Taking the structure of a regular academic department as a model for library collegial management has enabled College, a liberal arts college, to revitalize its library professionals and to mentor quality leaders. A panel will discuss history of rotating leadership, consensus management and holistic librarianship.
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Spencer, Gene. "We Value Leadership Throughout Our Organization." 2006. http://hdl.handle.net/10150/222314.
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Conference proceeding from the Living the Future 6 Conference, April 5-8, 2006, University of Arizona Libraries, Tucson, AZ.<br>Over the past several years, Bucknell University has been deeply engaged in creating a combined Library/IT organization. Because of the complex work of merging two related but very different organizations (with vastly different organizational cultures), we have had to be purposeful and thoughtful about developing a new culture that brings the best of our traditional organizations forward. Early in the process, we developed a set of "values" which includes "We Value Leadership Throughout the Organization." Success depends on all members of the organization providing appropriate leadership in their work. Our leadership value has an impact on our professional development, communication and collaboration activities. This presentation describes how we are putting significance to this value and what it means for our entire staff, as well as people in "leadership positions."
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Phipps, Shelley, and Pat Promis. "Leadership Team Restructuring for "Where Next": The Changing Role of the UA Library Cabinet." 2006. http://hdl.handle.net/10150/222317.
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Poster presentation from the Living the Future 6 Conference, April 5-8, 2006, University of Arizona Libraries, Tucson, AZ.<br>The Library Cabinet has taken on new responsibilities for operationalizing the Strategic Plan in our streamlined structure. They have also changed the way they conduct business to make decisions more transparent, to include stakeholders in their deliberations, and to improve communication with the larger library staff.
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Roseberry, Ann Chamberlain. "Career helping relationships for women in academic library administration mentors and networks /." 1991. http://books.google.com/books?id=zKrgAAAAMAAJ.
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Alqarni, Abdulrahman Bertot John Carlo. "The managerial decision styles of Florida's State University libraries' managers." 2003. http://etd.lib.fsu.edu/theses/available/etd-11242003-215328.
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Thesis (Ph. D.)--Florida State University, 2003.<br>Advisor: Dr. John Bertot, Florida State University, School of Information Studies. Title and description from dissertation home page (viewed Mar. 3, 2004). Includes bibliographical references.
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Raubenheimer, Janette. "Leadership roles in academic information service enterprises: the attitudes of library staff towards a re-engineered leadership driven enterprise." Diss., 2004. http://hdl.handle.net/10500/1154.
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The academic information service enterprise should continuously react to the rapidly changing environment in which it functions.
The theoretical research pertaining to the study has shown that such enterprises which embark on re-engineering because radical change is required, should be knowledgeable in terms of what the change entails, why it is important to change and how the change takes place through re-engineering, organisational design and an innovative leadership framework. In order to ensure efficiency within its operations while focusing on its own sustainability, the enterprise should establish leadership roles which involve all staff in leadership on a daily basis.
The empirical research focused on the attitudes of staff towards such a leadership driven enterprise. Results revealed that factors such as whether staff participated in re-engineering, their engagement with re-engineering proposals, their work experience and their language have a significant impact on the attitudes of staff towards an innovative leadership framework.<br>Information Science<br>M. A. (Information Science)
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Pretorius, Hendrina Francina. "Developing a service quality model for an academic library : a case study of the North-West University - Vaal Triangle Campus Library." Diss., 2011. http://hdl.handle.net/10500/20099.
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The shifting focus in the role of academic libraries entail a better understanding,
awareness and responsiveness to the needs of the library users. In an
environment of change and an age of accountability academic libraries have to
determine and demonstrate the impact their resources and services are having on
their institutional mission. Service quality is not based exclusively on the
perception of the librarians, but also dependent on the perception of users. Only
customers judge quality; all other judgments are essentially irrelevant" (Zeithaml,
Parasuraman, Berry 1999).
The reason of this study was to assess quality in the library and to determine the
perceptions of the Vaal Triangle Campus Library users as they relate to quality
service and to develop a model to improve service quality. The aim was to
determine library users' minimum expectations for services, their desired level of
service and then to identify the extent of service they currently perceive on three
dimensions of service quality: affect of service, library as place and access to
information.
A triangulation, mixed method research methodology was employed in this study.
Data was collected using focus group as well as individual interviews and the
LibQUAL questionnaire. Purposive sampling was used to determine participants
for the interviews while a total market survey was employed for the questionnaire
respondents.
Findings indicate that there is a gap between the users' expectations and
perception of service quality. The results indicate that there are variations within
the different user groups regarding the expectations and perceptions of service
quality at the Vaal Triangle Campus library. In view of the findings, the study
concluded by developing a service quality model based on Deming's PDCA cycle,
the ISO model and the Hoshin Kanri process<br>Information Science<br>M. Inf.
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Sukram, Praversh Jeebodh. "Managerial competencies required by library managers to effectively manage change in South African university libraries." Thesis, 2009. http://hdl.handle.net/10413/340.
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This study has been undertaken to determine and examine the managerial competencies required by library managers at different managerial levels in effectively managing change in university libraries in South Africa. South African universities have experienced a large number of changes since 1994 which have inevitably affected the libraries of these universities. Library managers have been faced with a number of challenges. The study includes a literature review which highlights the findings that library managers in university libraries in South Africa, are not prepared to manage change. The literature review also identifies the competencies that are required to manage change. These are: • Communication • Planning and administration • Teamwork • Strategic action • Global awareness • Self-management. The following management functions are also highlighted in the literature review: • Job descriptions • Job/person specifications • Human resource planning • Recruitment and selection of staff • Staff appraisal • Staff training and development. Questionnaires were used to gather data from the population of the study. The data was analysed using Statistical Package for Social Scientists (SPSS) Version 15. The main findings of the study are: • Library managers in the university libraries are not equipped to manage change • First line managers do not require any of the competencies to manage change. • Middle managers require communication competencies and teamwork competencies. • Communication competencies, planning and administration competencies, teamwork competencies and strategic action competencies are required by senior managers to manage change. Based on the descriptive statistics and the hypotheses tested, this study provides a basis for a model that identifies the competencies and managerial functions that are required by the different managerial levels to manage change in university libraries in South Africa. Recommendations include that: • Library schools introduce a module on change management • Competencies to be work shopped to all levels of library managers • Structured training needs to be undertaken that cover all managerial functions • A management qualification must become a minimum requirement for all managerial jobs in university libraries • All senior managers should at least have a management major in their first degree or a Master of Business Administration (MBA).<br>Thesis (Ph.D.)-University of KwaZulu-Natal, Pietermaritzburg, 2009.
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Kanguru, Anne Gathoni. "Application of total quality management (TQM) in evaluating the quality of library services at the Aga Khan University Library." Diss., 2014. http://hdl.handle.net/10500/18217.
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The study investigated the service quality of the Aga Khan University (AKU) library as
an example of an academic library in Kenya using SERVQUAL, a user based assessment
tool. Total Quality Management (TQM) philosophy formed the basis of the study; a
philosophy that is customer oriented and lays great emphasis on enhancing customer
satisfaction.
The study adopted a survey design and data was collected using a structured selfadministered
questionnaire by the name of SERVQUAL. The study sample consisted of
nursing and medical faculty; nursing and medical students. A total of 78 (63%)
respondents responded to the questionnaire. The data was analysed using Statistical
Package for Social Science (SPSS) version 17.0. Descriptive statistics was provided and
univariate analysis was applied to examine the characteristics of the 2 main variables;
perceptions and expectations.
The findings of the study established that the expectations of AKU library users are
higher than their perceptions. It is also evident from the findings that there are service
quality gaps in a number of library services offered by AKU library. This is demonstrated
through the gap analysis between the AKU library users‟ perceptions and the users‟
expectations of AKU library.
The study recommends that AKU library as well as other academic libraries in Kenya
adopt user based assessment tools such as SERVQUAL in the evaluation of library
service quality. The study further recommends that AKU library needs to address gaps
between the library users‟ perception and the users‟ expectation in order to enhance
customer satisfaction through the provision of quality services. The study also
recommends that AKU library needs to address the gaps in service attributes such as
those relating to AKU library staff, reliability and efficiency of AKU library service
delivery. In line with the findings the study further recommends more training for AKU
library staff in areas such as customer service skills as well as the need for AKU library
to invest more in its physical facility and equipment.<br>Information Science<br>M.A. (Information Science)
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Odera-Kwach, Beatrice Achieng. "The impact of external quality assurance on University libraries in Kenya." Thesis, 2011. http://hdl.handle.net/10500/5025.
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The study investigated the impact of accreditation, a process of external quality
assurance (EQA) on university libraries in Kenya. The study demonstrated that
globalization and commercialization had affected higher education systems. An
increasing emphasis was towards outcomes of higher education and evaluators were
looking for new data and indicators that demonstrate that students have mastered
specific objectives because of their education.
The philosophy of pragmatism formed the basis of this study and the mixed research
method was used for data collection. This study adopted a sequential mixed model
design and data was collected in two phases. Questionnaires and interview survey
methods were used to collect both quantitative and qualitative data for this study. A total
of 27 (87%) of the 31 respondents from private and public universities completed and
returned the questionnaires. Based on the findings from the questionnaire survey five
heads of university libraries were interviewed.
The findings of the study established that accreditation had made significant impacts on
university libraries in Kenya. It was evident that the university librarians did not
undertake self-assessment as a step prior to the accreditation visit. The standards used
for evaluation of university libraries only covered inputs. The types of measures
collected were only descriptive inputs of the libraries. From the findings, it was evident
that there was no collection of statistics nationally. It was also evident from the findings
that there were no specific performance indicators to facilitate self-assessment and
benchmarking between university libraries.The study recommended that CHE should also advocate the use of self-evaluation in
university libraries and evaluate university libraries based on evidence of normative
practice, hence the need for revision of the standards. The standards should focus on
outputs and outcomes of the library programs as primary indicators of quality. The study
further recommended that university libraries in Kenya adopt the use of standardized
instruments for data collection such as LibQual. In order to develop a culture of
assessment in university libraries in Kenya the study recommended a performance
evaluation model with a set of nine criteria including 26 indicators.<br>Information Science<br>D. Litt. (Information Science)
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Raju, Rajandren. "Unionising library and information staff in the tertiary sector : a feasibility study." Thesis, 2005. http://hdl.handle.net/10413/4711.
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The purpose of this study was to examine the feasibility of unionising the employees of the LIS sector in South Africa in the context of the new South African labour dispensation. The study examined the factors that have been identified as having an influence on the growth of trade
unionism. The review of the literature revealed that the factors that have influenced unionism were, inter alia, collective bargaining, legislation and employee concentration. The unionism versus professionalism debate also influenced the growth of trade unionism. The factors that were identified as influencing the growth of white collar unionism, at the national and international level, were applied to LIS sector employees to determine their influence on the growth of unionism in this sector. The findings from the survey of employees confirm the findings in the literature with regard to the factors that have influenced trade unionism. While trade unionism has continued to grow and fulfils the industrial needs of the LIS employees
in South Africa, professional associations here fulfilled the professional needs of those employed in the LIS tertiary education sector. This study also examined the roles and characteristics of professional library associations in the international arena with particular reference to two African countries. The factors that have influenced the continuance of professional associations amidst pressure from trade unions for the same membership, were also investigated. Self-administered questionnaires were used to survey the views of LIS employees regarding factors that have influenced their affiliation to the different employee representative bodies. Selfadministered questionnaires were also used to survey trade union officials of the three national unions that service the tertiary sector in South Africa, regarding their views on the infra-structural capacity of unions to incorporate a sector specific union. Percentages and frequency distributions as well as content analysis were used to analyse the data collected. The findings from the survey of the LIS employees reveal that the factors that have influenced the growth of trade unionism at the national and international levels are evident in the LIS sector in South Africa. The findings also reveal that factors that have negated the growth of trade unionism in this sector. Further, the employee population expressed preference for a single representative body to represent the industrial and professional interests of the LIS sector. The findings from the survey of the LIS employees revealed a need which could not be accommodated by the current trade union structures. In suggesting a way forward, the researcher
proposes a model. The aim of the model is to stimulate discussion about how change can be achieved. The researcher draws conclusions based on the analysis of data and in the context of related literature and proposes a way forward for the tertiary LIS sector in South Africa.<br>Thesis (Ph.D.)-University of KwaZulu-Natal, Pietermaritzburg, 2005.
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Ramalibana, Kataila M. "An investigation into the effectiveness of the staff development policies and programmes of the Unisa library." Diss., 2005. http://hdl.handle.net/10500/2355.
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This study investigated the effectiveness of staff training and development programmes and policies at the Unisa Library. The aim of the study was to establish how staff training and development needs were met and also how staff felt about the centralisation of the Human Resources Department. Self-administered questionnaires were distributed among the Unisa Library staff including the Unisa Branch Libraries. Interviews with four divisional managers were also conducted.
Staff development is an ongoing process that, by means of a systematic approach, serves to orient, train, and develop each member of the library staff to work together and to serve their customers with the skills necessary to deliver a quality service. As a result, training can be viewed as an essential vehicle to efficient and effective performance by staff and also as a process that develops the skills, awareness or expertise of staff. This is important for both professional and non-professional employees.
Chapter one of this dissertation provided the orientation of this study. Chapter two looked at how the study was conducted, including the research design and methods. Chapter three provided information on the legal aspects of training and development in the workplace and what employees need to be aware of and to know. Chapter four dealt with staff training and development and a literature survey. Chapter five gave an analysis and interpretation of the research findings. Chapter six described the situation at Unisa with respect to staff training and development, while in chapter seven recommendations were made based on the findings of this study.
It was found that the personal development of staff was hindered as only job - related training is supported by the Library's STD workgroup. It is recommended that a training needs analysis be compiled in the Library based on the individual staff training requirements expressed during annual performance appraisals.
Fifty percent of the staff who were surveyed thought it was good to centralise the Human Resources Department.<br>Information Science<br>M. A. (Information Science)
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Raubenheimer, Janette. "Developing library middle management in the context of an Open Distance Learning (ODL) environment in South Africa." Thesis, 2016. http://hdl.handle.net/10500/22043.
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Managing on the middle level of the academic environment has become an essential managerial competency, particularly in a large library of an Open Distance Learning (ODL) institution which serves 400,000 students with a diverse student profile. The research focus of this study in the ODL environment is thus on management and organisational theories that indicate what it takes to be a good manager.
This is a positivist case study which triangulates data collection methods. Quantitative data and qualitative data were collected. The findings indicate a 94,7% response rate to the survey questionnaire and 100% participation of the invited ODL middle managers in interviews. Interviews were conducted with ODL Library middle managers who operate on the level of supervisor, manager, deputy director and director. Findings revealed ODL Library middle managers‟ perception of success and that they worked and planned for career progression that was facilitated by relevant qualifications and experience, that the external support received from their families and the use of develop ment strategies and various approaches, such as personal career planning; performing secondary management roles in the ODL Library; attendance at management short courses, all influenced their successful appointment as middle managers.
It further indicates that an optimum career path is influenced by factors such as ability, communication, hard work and determination. Development strategies pertain to management and leadership development which enable ODL Library middle managers to perform the role of manager in both a Library and Information Science environment, ODL environment and management environment which foster an understanding of their role in strategic planning. The most important competencies to be acquired are planning and administration, emotional intelligence and self-management, communication and teamwork. The study reveals that a high premium was placed on the importance of the selected success definitions, strategies and competencies, but that own success measured against these was lower. The subsequent recommendation is to develop ODL Library middle managers in terms of factors and strategies that lead to career success and to ensure the use thereof.<br>Information Science<br>D. Litt. et Phil. (Information Science)