Playing God: Inquiry into a Slogan

Roll 64. Flo & Don Guese Wedding (Castiglione). Image 10 of 39. (18 July, 1953) [PHO 1.64.16

Tri-Institutional Library Support: A Lesson in Forced Collaboration

This paper discusses the trials and tribulations of three separate institutional libraries supporting one new graduate-level academic program. In January 2002, a new distance graduate program in Applied Psychology began with technical, administrative, and academic support provided by three separate institutions. While one institution was initially charged with providing the bulk of library services, in reality, libraries at all three have contributed one service or another. The lead library provides remote database access and document delivery, and initially provided electronic reserves. After the first semester and several glitches, electronic reserves were moved to institutional library #2, which was also hosting the course management system. In the fall of 2002, institutional library #3 began to contribute with an information literacy module that has been incorporated into the orientation for all new students

Finding the fit: job Crafting as a Leadership Tool

Too many people go their entire lives in jobs that aren\u27t quite the right fit. In fact, currently 70% of the American workforce is disengaged, a symptom of people feeling like the position or career they are in is not right for them. Some people end up switching jobs or careers multiple times throughout their life, while others may remain in a job they dislike. The focus of my research was to look at a third possible solution for unhappy workers: job crafting. By giving workers the freedom to add new tasks or alter existing ones, expand or contract their social networks, or reframe the purpose and meaning of their work, they can gain a fresh perspective on the work they do and align their strengths and interests with the objectives of their job. I explored this idea by doing a quantitative and qualitative study on the intersection of perceived level of job crafting and self-reported job satisfaction. The results showed that there was a significant positive correlation between the two variables. Qualitative analysis revealed that many participants were already engaging in job crafting behaviors and agreed that being able to job craft would increase their engagement at work. Ultimately, this study was conducted to provide guidance and recommendations to leaders and management in business. Job crafting appears to be a viable solution for retaining talent and reengaging the workforce