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Tutor profile: Martin H.

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Martin H.
Assistant Director for Libraries
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Questions

Subject: Public Administration

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Question:

How do leaders manage organizational change?

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Martin H.
Answer:

Organizational change is not easy and also somewhat of a misnomer. Organizations evolve, often due to outside pressure. Educational institutions evolve based on student needs, which are measured by enrollment, retention, and graduation rates. In order to successfully implement organizational change, the leadership must create a strong vision, set the tone, and implement transparent communication relating to the change they want to achieve. Employees should be allowed input without repercussions. The leadership should understand that not all feedback will be positive, but that employees must be part of the dialogue. For the change or evolution of the organization to be positive, employees must be given time to understand the need for the changes and work with their managers to discuss their concerns. Concerns should be addressed in a genuine manner, and with the goal of helping the employee understand. Not all employees will ever be agreeable to organizational changes, but organic change, which slowly evolves over time, is easier for employees to digest.

Subject: Library and Information Science

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Question:

How do librarians select materials?

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Martin H.
Answer:

Librarians rely on a variety of third-party resources to select books, DVDs, and e-resources for their collections. Specific publications or websites include ALA Booklist, Kirkus Reviews, Choice Reviews, among others. When selecting an item, the librarian must be cognizant of the audience for which they are selecting. Over time, librarians must track usage, check for holes in the collection (collection assessment) and ensure that adequate resources are available for all relevant subject areas.

Subject: Management

TutorMe
Question:

What were the drawbacks to Taylorism

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Martin H.
Answer:

Taylorism or Scientific Management was concerned with time and motion studies, and productivity. The person performing the work was not considered a variable. This way of thinking is still embedded in various industries and will lead to disengagement and burnout. Modern alternatives to Taylorism are those that focus on the employee's wellbeing and promote job crafting, resource building, and professional development.

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