the implication of developmental opportunities and diversity on social perception at cput: a case...
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LIASA conference 2010
The implication of developmental opportunities and diversity on social perception at CPUT: a case study
Petro Coreejes-Brink
Debbie Becker
29/9/2010
LIASA conference 2010
ContentsBackgroundDiversity variablesResearch findingsOur resultsConclusionWay forward
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BackgroundMerger Cape Technikon + Peninsula Technikon
(2005)9 campuses; 95 staffLibrary staff satisfaction survey done to determine
effect of merger and staff adjustmentBased on the survey done by Elizabeth Jordan at
the University of Queensland, Australia
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SurveyImportant considerations:
Responses would be anonymousAnswers would be confidentialStaff have the option of adding their name if they so
wishedAll questions must be answeredStaff have the option of completing the questionnaire
over a period of time
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BackgroundTotal of 97 questions divided into 19 areasQuestion 1 – Work area (BV, CT, Other, Tech/IT/Fin)Question 2 – Staff level (grouped into 2 – professional
and non-professional)Covers 19 areas of work experience (e.g. teamwork,
communication, etc.)
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BackgroundStaff rated each question on a 5-point scale for both
importance and performanceEach option on the scale was allocated a value (5 for
high and 1 for low)The mean for performance was subtracted from that
of importance to create a “gap”A gap of 1.34 or more is significantAreas with a high importance and a large gap
require attention
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← Importance →
↑
Important issues that need attention Less important issues that need attention
Gap
↓
Important issues the library is doing wellLess important issues the library is doing
well.
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4.6 4.5 4.4 4.3 4.2 4.1 4 3.9 3.8 3.7 3.6 3.5
1.7
1.6
1.5
1.4
1.3 71
1.2 72, 79
1.1
1 3 63 75 3173, 77 8786,83
0.9 14, 35, 36, 65
84, 70, 81, 68 40 82,28 60 67
0.8 1112, 27, 394,7,16,17,22,74
18,19, 91, 66 9
89,34,41,76 32, 33, 8 85
0.7 23,2420,21,26,94, 15 5,38, 42 37,13,64 88 62 53 59
0.6 10,44 90,80 69 78 61,29
0.5 25 4745,46, 58 50,48,92 30
0.4 93 6 49 52
0.3
0.2 51
Scatter graph indicating areas of excellence (all staff)
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Areas of concern (all staff)Pink area Yellow
areaI understand what is required of me in my job 3 Library staff are motivated 72
Good customer service is acknowledge and recognized 63
If things go wrong my colleagues focus on the problem (and not the person) 73
The library is a safe and healthy place to work 75 Library security is visible and effective 79
Library staff have a positive attitude 71
The library has the necessary resources with regard to space and facilities 77
The library’s hiring/promotion policies offer equal opportunities to all staff 86
The library provides opportunities for advancement 87
I am able to effectively contribute to the library’s planning processes 83
Staff are kept adequately and promptly informed on issues that impact on them
in any way 31
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I receive recognition from senior staff when performing at a superior level
I receive recognition from colleagues when performing at a superior level
I receive recognition for suggesting improvements or innovative ideas
Good customer service is acknowledge and recognized
I am encouraged to share my ideas
0.0
0.5
1.0
1.5
2.0
Recognition
BVCTOther Tech/Fin/IT Prof BVProf CTProf Other Prof Tech/Fin/IT
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VariablesWork area
Staff level (Professional vs non-professional)
Age
Experience
Mobility (Developmental opportunities)
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Age study“ least satisfied group … under 25 years” –
Lynch
Experience“more years of experience report higher job
satisfaction”
MobilityStaff “ working in the same library five years …
more satisfied than persons with other plans”
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Effect of change on branch staff versus other staff
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Staff age and experience at CPUT
Prof (All except branch staff)
Prof (Branch staff)
Non-Prof (All except branch staff)
Non-Prof (Branch staff)
44
49
42
41
12
10
9
8
Average age and years of experience
Ave years of service Ave Age
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Mobility
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ConclusionsBreaking down of work relations and trustNot utilizing existing expertise (lateral moves)Change in procedures Many vacant positionsLibrary strategic direction unclear (3 directors in 3
years)
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Way forwardSurvey in 2012Policies and procedures in placeStable top management with clear vision and
strategic objectivesCulture of interactive professional staff involvementImprove communication
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ReferencesBecker, D. 2009. Staff satisfaction survey 2009: Feedback.
Presentation to library staff
Jordan, E. 2008. Keeping a finger on the organisational pulse: surveying staff satisfaction in times of change. Library Assessment Conference Seattle Washington August 4-6 2008
Lynch, B.P. and Verdin, J.A. 1983. Job satisfaction in libraries: relationships of the work itself, age, sex, occupational group, tenure, supervisory level, career commitment, and library department. Library Quarterly (Oct 1983), pp. 434-447
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Questions?
Thank you
Petro Coreejes-Brink
Debbie Becker
29/9/2010