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Organizational Climate & Diversity Assessment OCDA - National Project. Association of Research Libraries Membership Meeting, October 11, 2007 Charles B. Lowry, PhD Dean of Libraries M. Sue Baughman Assistant Dean for Organizational Development. Outline. Phase I Project Background

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Organizational Climate & Diversity AssessmentOCDA - National Project

Association of Research Libraries

Membership Meeting, October 11, 2007

Charles B. Lowry, PhD

Dean of Libraries

M. Sue Baughman

Assistant Dean for Organizational Development


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Outline

  • Phase I Project Background

  • Key Concepts in OCDA

  • Project History and Timeline

  • Next Steps - Phase I


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Phase I Project Background

  • Project Managers

    • UM Libraries

    • UM Industrial/Organizational Psychology

    • ARL

  • Partner Sites

    • Texas A&M University

    • University of Arizona

    • University of Connecticut

    • University of Iowa

    • University of Kansas


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Phase I Project Background

  • OCDA—What is it?

    • A data gathering tool to assess whether the policies, procedures and practices of your library are effectively supporting your mission.

    • Examines aspects of the library’s climate, e.g., fairness, diversity and teamwork as they relate to customer service.

    • Designed to examine employees’ perceptions of what behaviors are rewarded, supported and expected in your library.


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Key Concepts in the OCDA

Organizational Climate Elements

  • Climate for Organizational Justice

  • Climate for Leadership

  • Climate for Interpersonal Treatment

  • Climate for Deep Diversity

  • Climate for Demographic Diversity

  • Climate for innovation

  • Climate for Continuous Learning

  • Climate for Teamwork

  • Climate for Customer Service


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Key Concepts in the OCDA

Organizational Attitudes

  • Job Satisfaction

  • Organizational Commitment

  • Organizational Citizenship Expectations

  • Organizational Withdrawal

  • Task Engagement

  • Psychological Empowerment in the Workplace

  • Work Unit Conflict


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UM Library OCDA History

OCDA Timeline:

  • 1999 Need Identified

    o Training on diversity issues - Diversity Committee

    oPartnership with UMD Industrial/Organizational Psychology

  • 2000 – Survey Administered

    oGoals: examine current management practices and gather baseline data

  • 2004 – Survey Repeated

    oExpand goals: address team development and climate issues


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New Concepts in the OCDA

Phase I OCDA Partners

  • The Climate for LGBT issues

  • The Climate for Service

  • The “Healthy Organization” - - a concept evolving from the Schneider model


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Stages of the Project

  • OCDA 2007 - Forward

    Phase I was basically completed with the partners with a meeting on Tuesday October 9

    o Five institutions testing survey in Web form

    o Developing procedural documentation

    o Evaluating process

    o Developing automated institutional reports

    o Testing the Schneider Model


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Stages of the Project

  • Phase II

    oExpanding number of test sites (UM Libraries will again administer the survey to our own staff)

    oTesting reporting mechanisms

    oTesting methods for intervening to improve where weaknesses are surfaced


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Stages of the Project

  • Phase III

    oARL begins administering survey as part of the Statistics & Measures Program (second half 2008- )


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Phase I Research Findings

  • Elements of Climate

  • “Healthy Organization” - impact of service

  • Climate for Diversity

  • Surprises

    • Teamwork and communication

    • Library as place


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Phase I Process

  • Activities to Support the Project

    • Web site and FAQ’s

    • Site visits

    • Local communication to staff

    • Meet at ALA meetings


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Next Steps - Phase I

  • Identify strategies and activities to support survey issues

  • Collective sharing of ideas

  • Ongoing communication to support sites


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Organizational Climate & Diversity AssessmentOCDA - National Project

Association of Research Libraries

Membership Meeting, October 11, 2007

Charles B. Lowry, PhD

Dean of Libraries

M. Sue Baughman

Assistant Dean for Organizational Development


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