Conceptualizing Emergent States: A Strategy to Advance the Study of Group Dynamics

In this review, we aim to advance work on group and team dynamics by examining how important elements of dynamism are embedded in the current literature on emergent states in groups. We use the concept of emergence as an organizing frame, building block, and critical lens, first summarizing key aspects of the extant literature on emergence, and then drawing four core characteristics of emergent phenomena from this literature. We use these characteristics to organize our review and examine how emergent states are portrayed in the past decade of groups literature. We end by exploring challenges to the development of a more dynamic perspective and by offering specific suggestions to guide and advance future work on groups and teams.     

The Cataloging of E-Book Readers: A Service Model-Oriented Approach

Abstract

The popularity of e-book readers has exploded over the past several years, and many libraries have begun purchasing and providing access to these devices for their patrons. A large body of academic literature addresses the popularity of e-book readers and the issues involved with purchasing them and licensing material for them, but there is a relatively slim body of literature regarding the cataloging of e-book readers. At present, there is no uniform approach to cataloging e-book readers and libraries are currently employing a number of different methods. This article will describe the approach to cataloging e-book readers adopted at the Z. Smith Reynolds Library of Wake Forest University, which is based on the local service model for e-readers that takes into account how patrons are expected to use the devices as well as licensing concerns about the use of titles on e-readers. In order to make the devices discoverable for patrons with a minimum of confusion, certain unusual cataloging practices are employed (such as coding e-readers as “realia” but giving them a general material designation (GMD) of “electronic resource”). This article argues that the RDA code should accommodate e-book readers by creating carrier types that accurately describe these devices in a way that patrons can understand.     

Disasters and dilemmas: aid agency recruitment and HRD in post-tsunami Sri Lanka 1

Abstract

This article examines the ethical dimensions and implications of recruitment and human resource development that face both local and international aid agencies operating in the context of an emergency response. Focusing on post-tsunami Sri Lanka it contends that, although the rapid proliferation of humanitarian organizations responding to the disaster created a boom in employment opportunities with international agencies, it also resulted in a human resource crisis for local ones and consequently the erosion of national emergency response capacities. It argues that the current recruitment and HRD practices of humanitarian organizations are insensitive to the disaster response needs of local agencies. It concludes with a call for international aid agencies to be more aware of the implications of their recruitment and HRD strategies in disaster-affected countries and recommends a number of ways in which practices could be improved to support, rather than diminish, local capacities.     

Further Evaluation of the Accuracy of Managerial Prediction of Employee Preference

Previous research (i.e., Wilder, Rost, &; McMahon, 2007 Wilder, D. A., Rost, K. and McMahon, M. 2007. The accuracy of managerial prediction of employee preference: A brief report. Journal of Organizational Behavior Management, 27(2): 1–14. [Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]) has suggested that managers perform poorly when predicting items and activities which their employees state that they might like to earn as part of performance improvement programs. The purpose of the current study was to replicate the earlier study conducted by Wilder et al. (2007 Wilder, D. A., Rost, K. and McMahon, M. 2007. The accuracy of managerial prediction of employee preference: A brief report. Journal of Organizational Behavior Management, 27(2): 1–14. [Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]) with a larger and more diverse sample of managers and employees. One hundred employees and 15 managers were asked to rank order a list of items/activities they thought their employees would most prefer to be incorporated into a performance improvement plan. Next, employee preference for these same items was directly assessed using an employee reinforcer survey. Kendall rank-order correlation coefficients were used to compare the results of the managerial rank with the employee reinforcer survey. Correlations ranged from ?.6 to 1, with a mean of .25.