The Possibilities of Horizontal Career Development and the Changing Roles of Librarians 10th European Conference of  Medic...
Introduction <ul><li>Roles of librarians are changing </li></ul><ul><li>Whole concept of librarianship is changing </li></...
Key concepts   <ul><li>Horizontal career development </li></ul><ul><ul><li>Career develops horizontally instead of vertica...
Key concepts   <ul><li>Task rotation and job exchange </li></ul><ul><ul><li>Extending expertise into something else or som...
Values <ul><li>Value: Customer orientation </li></ul><ul><ul><li>The needs of our customers are the basis of our activitie...
Values <ul><li>Value: Excellence </li></ul><ul><ul><li>Excellence means that we successfully combine the demands of the cu...
Values <ul><li>Freedom of information </li></ul><ul><ul><li>Kuopio University Library is open to all and a part the Finnis...
Values <ul><li>Communality </li></ul><ul><ul><li>In order to develop the library the staff members work together, co-opera...
Challenges <ul><li>Attitudes of staff members, supervisors, and the library management </li></ul><ul><li>Common resistance...
 
 
 
 
Library administrators and department heads <ul><li>Personally interested in exchange </li></ul><ul><li>Positive attitude ...
Changing organizational culture <ul><li>People make up organizations  </li></ul><ul><li>All change needs leadership, manag...
 
Benefits <ul><li>Diversification of professional skills  </li></ul><ul><li>Organizational flexibility </li></ul><ul><li>Sp...
 
 
Conclusions <ul><li>Task rotation, job exchange, and international mobility are  compatible with  the values and in accord...
Conclusions <ul><li>Important to develop professional skills in every way and at full stretch </li></ul><ul><li>Task rotat...
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The Possibilities of Horizontal Career Development and the Changing Roles of Librarians

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Roles of librarians are changing. Whole concept of librarianship is changing. Are we – the libraries and librarians – in control of these changes? Could horizontal career development keep us in control? Could task rotation and job exchange be of use? What is their role in continuing professional development?

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  • .
  • To find out more about the attitudes of the supervisors I interviewed the library administrators and department heads. All of them were personally interested in exchange, mostly to another university in Finland or abroad. They all have a positive attitude to the rotation of the staff, though one of the supervisors was doubtful about the chances of the practical implementations of the mobility idea. Here I would like to share Gail V. Oltmanns[i] opinion of libraries too often focusing on getting the work done rather than on the needs of the customers, the development of the staff, and the anticipation of future needs. I also find it important that especially those staff members who have little or no working experience in other libraries, could be activated even into short periods of change. According to Finnish law, it is permitted to move a civil servant into another position or into another civil service department, or even to work for another employer than the state. In addition, and according to the official reports and committee deliberations, rotation and exchange as a means of staff development, emphasize know-how and performance. It is also consistent with the new salary system of Finnish universities which is believed and hyped to motivate, emphasize performance, based on demands and competence better than the current system. As the new system is not yet enforced there is no experience of how well these two would cohere in practice.
  • The Possibilities of Horizontal Career Development and the Changing Roles of Librarians

    1. 1. The Possibilities of Horizontal Career Development and the Changing Roles of Librarians 10th European Conference of Medical and Health Libraries Cluj-Napoca, Romania, 11th-16th of September 2006 Tuulevi Ovaska Kuopio University Library & Kuopio University Hospital Medical Library Kuopio, Finland
    2. 2. Introduction <ul><li>Roles of librarians are changing </li></ul><ul><li>Whole concept of librarianship is changing </li></ul><ul><li>Are we – the libraries and librarians – in control of these changes? </li></ul><ul><li>Could horizontal career development keep us in control? </li></ul><ul><li>Could task rotation and job exchange be of use? </li></ul><ul><li>What is their role in continuing professional development? </li></ul>
    3. 3. Key concepts <ul><li>Horizontal career development </li></ul><ul><ul><li>Career develops horizontally instead of vertically </li></ul></ul><ul><ul><li>Learning new tasks </li></ul></ul><ul><ul><li>Developing skills and know-how </li></ul></ul><ul><ul><li>Useful in our field where </li></ul></ul><ul><ul><ul><li>Chances to move on upwards are limited </li></ul></ul></ul><ul><ul><ul><li>Chances of moving on and ahead horizontally offer a wide variety </li></ul></ul></ul>
    4. 4. Key concepts <ul><li>Task rotation and job exchange </li></ul><ul><ul><li>Extending expertise into something else or something more </li></ul></ul><ul><ul><li>Rotating and changing some, or all, of your tasks for a certain period of time, or for the present </li></ul></ul><ul><ul><li>In the same library, or with another library, even abroad </li></ul></ul>
    5. 5. Values <ul><li>Value: Customer orientation </li></ul><ul><ul><li>The needs of our customers are the basis of our activities. Customer services are flexible, communicative, impartial, reliable and easily attainable. </li></ul></ul><ul><li>Requires </li></ul><ul><ul><li>Continuous learning and staying up-to-date </li></ul></ul><ul><ul><li>Understanding of the totality of the services </li></ul></ul><ul><ul><li>Highly motivated and skilful staff  good quality customer services </li></ul></ul>
    6. 6. Values <ul><li>Value: Excellence </li></ul><ul><ul><li>Excellence means that we successfully combine the demands of the customers and expertise of the service providers. In the service process the expert can even top the customer’s hopes. Development is creative which means that new things are eagerly acknowledged and everyone is interested in developing their own actions and the actions of the work community. </li></ul></ul><ul><li>Includes expertise </li></ul><ul><li>Requires creativity and interest </li></ul>
    7. 7. Values <ul><li>Freedom of information </li></ul><ul><ul><li>Kuopio University Library is open to all and a part the Finnish and the international library network. The collections and services are available to all those in need of information. </li></ul></ul><ul><li>Requires </li></ul><ul><ul><li>Knowing and understanding library network and its different actors </li></ul></ul>
    8. 8. Values <ul><li>Communality </li></ul><ul><ul><li>In order to develop the library the staff members work together, co-operate, appreciate and respect each other, communicate openly, and are committed to their work. Interaction at work is active and sincere. Internal and external communication is active and well planned, and belongs to all staff members. Commitment to work is manifested as willingness to develop one’s expertise and aspiration to act as a community. </li></ul></ul><ul><li>Requires </li></ul><ul><ul><li>Willingness to develop expertise </li></ul></ul><ul><ul><li>Knowing and appreciating colleagues’ work </li></ul></ul>
    9. 9. Challenges <ul><li>Attitudes of staff members, supervisors, and the library management </li></ul><ul><li>Common resistance to change </li></ul><ul><li>Practical arrangement s </li></ul><ul><li>Payment </li></ul><ul><li> a survey to find out the attitudes of the staff members and the management of Kuopio University Library (N=28, 80 % of 35) </li></ul>
    10. 14. Library administrators and department heads <ul><li>Personally interested in exchange </li></ul><ul><li>Positive attitude to the rotation of the staff </li></ul><ul><li>Doubtful about the chances of the practical implementations </li></ul>
    11. 15. Changing organizational culture <ul><li>People make up organizations </li></ul><ul><li>All change needs leadership, management and support </li></ul><ul><li>Organizational culture cannot be changed easily </li></ul><ul><li>Supervisors must have talent and skills to identify needs for staffing and to assess staff skills, abilities, and potential </li></ul>
    12. 17. Benefits <ul><li>Diversification of professional skills </li></ul><ul><li>Organizational flexibility </li></ul><ul><li>Spiritual and professional growth </li></ul><ul><li>Job enrichment </li></ul><ul><li>Working capacity </li></ul><ul><li>Contentment in work </li></ul><ul><li>Understanding and cooperation </li></ul><ul><li>Respect for each other’s work </li></ul><ul><li>New perspectives </li></ul>
    13. 20. Conclusions <ul><li>Task rotation, job exchange, and international mobility are compatible with the values and in accordance with the strategy of Kuopio University Library </li></ul><ul><li>There is potential for: </li></ul><ul><ul><ul><li>internal task rotation in the library from three to six months at a time </li></ul></ul></ul><ul><ul><ul><li>international exchange for short periods, less than three months </li></ul></ul></ul>
    14. 21. Conclusions <ul><li>Important to develop professional skills in every way and at full stretch </li></ul><ul><li>Task rotation or job exchange one method, not the only way </li></ul><ul><li>A part of continuing professional development to supplement continuing education courses and other schooling </li></ul><ul><li>Libraries and their management must stay in charge of the changes in our profession </li></ul><ul><ul><li>Motivated, skilled and enthusiastic library staff </li></ul></ul><ul><ul><li>Diversifying tasks and duties </li></ul></ul><ul><ul><li>Encouraging career mobility between health libraries </li></ul></ul>
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