Transcript ClimateQUAL™: Organizational Climate and Diversity

ClimateQUAL™:
Organizational Climate and
Diversity Assessment
Presented by
Martha Kyrillidou, Charles Lowry, and Paul Hanges
March 14, 2009
ACRL 14th National Conference
Seattle, WA
ARL Tools for Library Assessment
As a result of the work of the New Measures and
Assessment Initiative (1999)…
ARL Statistics™
LibQUAL+®
Since 1907-08
Since 2000
MINES for
Libraries™
Since 2003
http://www.climatequal.org
DigiQUAL®
ClimateQUAL™
Since 2003
Since 2007
ARL Tools for Library Assessment
As we look to the future…
Users
Common
Database
StatsQUAL®
 Common User Interface
 Unified Data Structure
 Enhanced Data
Mining/Warehousing Opportunities
New
Tool
 Faster Development Cycle for New
Tools
Common Workflow
http://www.climatequal.org
New
Tool
New
Tool
Goals & Research Question
for Project
 Develop a tool that assesses the “health” of your
library.
 Whether the policies, procedures and practices of your library are
supporting your mission and facilitating meeting current and
future customer needs.
 Develop large database of norms to help libraries
interpret their results.
 Develop an active community of libraries that share
experiences and interventions to improve the
effectiveness of libraries participating in community
 Track changes in libraries over time to permit
objective feedback regarding effectiveness of
attempted practices/interventions.
 Empirical validation of the healthy organization
theory.
http://www.climatequal.org
Organizational Climate
 Employees’ shared perceptions of the
themes, goals, or imperatives that describe
their workplace
 Reichers & Schneider (1990)
 Shared perceptions of important
organizational imperatives clarifies everyone’s
understandings of what behavior is:
 expected,
 rewarded,
 supported at work
http://www.climatequal.org
Organizational Climate
 Early literature on climate measured
employees’ global perception of the
organization
 Not useful
 New work focuses on specific organizational
imperatives
 Climate for safety
 Climate for productivity
 Climate for Customer Service
 Climate for Diversity
http://www.climatequal.org
Core Concepts
 Climate for Diversity
 Climate for Fairness
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Distributive Justice
Procedural Justice
Informational Justice
Interpersonal Justice
Climate for Innovation
Climate for Continual Learning
Climate for Teamwork
Climate for Psychological Safety
Climate for Customer Service
Immediate Supervisor Scales
 Authentic Leadership; Leader-Member Relationship Quality
 Work Group Conflict
 Worker Attitudes
http://www.climatequal.org
Survey Methodology
 On-line Administration
 Data is collected off site
 Analyzed by non-library personnel
 Quantitative reports do not provide individual
level information
 Employees do have option to provide written
comments. They are notified that all written
comments are reported to the library so they
are told not to provide information that might
identify themselves.
http://www.climatequal.org
Survey Methodology
• Confidentiality is key
• The confidentiality and anonymity of the
survey responses HAS to be maintained
to produce useful and helpful information.
• Unlike other ARL instruments,
ClimateQUAL quantitative data CANNOT
be sent to libraries.
http://www.climatequal.org
Test of Healthy
Organization Theory
 LibQUAL®
 Faculty, Undergraduates, Graduate Students
 Information Control
 Extent to which users can find information in the
library in the format of their own choosing.
 Affect of Service
 User interactions with, and the general helpfulness
and competence of, library staff
 Library as Place
 Physical environment of library as a place for
individual study, group work, and inspiration.
http://www.climatequal.org
Test of Healthy
Organization Theory
Affect
Informational Library as
ControlPlace
Library
Overall
Valuing Diversity
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Ns
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Distributive Justice
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Procedural Justice
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Interpersonal Justice
Informational Justice
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Ns
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Benefits of Teams
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Structural
Facilitation of Teams
Ns
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http://www.climatequal.org
2000 U. Maryland Survey
Results
 Issues identified:
 Managerial training
 Mentoring
 Standardization of
procedures
 Decision-making
practices, etc.
 Recruitment/selection of
ethnic minorities
 Performance review
 Rewards and recognition
Transformative
Changes
 Holding All-Staff
Meetings
 Emphasis on learning
 Creating training for
supervisors
 Created new position Coordinator of
Personnel Programs
 Focus on team building
http://www.climatequal.org
2004 U. Maryland Survey
Results
 Support of diversity and
communication practices
 Employees feel they are
treated fairly
 Teamwork is valued
 Increase in
Organizational
Withdrawal from 2000 to
2004
 Indication of consistent
ethnic and divisional
differences
Transformative
Changes
 Conducted focus groups
within two divisions
 Groups and teams
identifying strategies
 Developing supervisor
core competencies
 Incorporating
Organizational
Citizenship Expectations
into work plans
 Beginning workforce
planning
http://www.climatequal.org
U. Maryland Survey Concepts
and Interventions Map
http://www.climatequal.org
Community Building
 No one-size-fits-all method of interpreting
results or implementing changes
 Creation of intimate community of
participants
 In-person events, an online shared
workspace, and conversations
 Allows for shared experiences concerning
improvement strategies
http://www.climatequal.org
Contact email
[email protected]
http://www.climatequal.org