Competency-driven benefits realization model for minimization of post-contract transaction costs in design-build (d&b) delivery systems

The construction industry has been struggling with the issue of inconsistent performance with respect to cost of projects, completion time and the delivery of a quality product. In an attempt to address this issue the Design-Build (D&B) project delivery system was initiated primarily to overcome the shortcomings of the traditional procurement strategies. Although, traditionally D&B delivery system was aimed to greatly enhance client‘s benefits, this has not significantly been achieved. It lacks clear benefits realization management process to deliver the planned client‘s benefits. In particular, the Transaction Costs (TCs) incurred at the post-contract phase (PTCs) through D&B system has been the subject of criticism, wherein it has been unable to achieve the expected resounding success of a total shift away from the issues attributed to the traditional systems. This research aims to establish the importance of leveraging on D&B project team-competency and commitment structured within a strategic Benefits Realization Management framework to optimize client‘s benefits in terms of minimizing PTCs. The focus is on the aspect of competencies of key project participants and their project team commitment with respect to minimizing TCs that is structured within a Benefits Realization Management (BRM) practice. Questionnaire survey data was obtained from 231 respondents out of 357 administered questionnaires to G7 contractors registered under CIDB Malaysia that was based on a systematic sampling of the existing CIDB contractor database. The partial least squares structural equation modeling (PLS-SEM) technique was used to test the relationships being hypothesized and to validate and confirm the developed Competency Driven Benefits Realization Model (CD-BREM). Exploratory preliminary research findings reveal that post-contract TCs for D&B projects range from 3.5% to 13.5% of the project value. The primary research findings reveal that D&B team commitment has partial mediating effect between team competency and post-contract TCs. Whilst, BRM was found to have a partial mediating effect between team competency and post-contract TCs and no moderating effect as initially hypothesized. In general the research findings indicate that team competency, commitment and BRM have significant positive influences on post-contract TCs. This research provides a multi-dimensional perspective of the D&B project benefits realization concept and has the potential to address the issue of minimizing PTCs, which is seen as a social waste of wealth. Using CD-BREM it is possible to identify key human factors that can contribute to high project performance that also serves as an enabling mechanism for realizing the full potential of the D&B method for delivering successful projects. This research is timely to help reverse the trend of poor performance within the construction industry as a whole. Further work on the implementation of this CD-BREM model on construction projects and the consideration of including additional independent variables in the research theoretical framework can be explored to strengthen the credibility of the outcome of this research which is aimed at minimizing PTCs

Learning in a Flash

Text is no longer the primary means of learning transfer. Character-based simulation, in which animated characters provide a social context that motivates learners, can improve cognition and recall and bodes well for high-impact e-learning

SPEC Kit 356 Diversity and Inclusion

Today, diversity is defined beyond racial and ethnic groups and includes gender, sexual orientation, ability, language, religious belief, national origin, age, and ideas. The increase of published literature about cultural competencies, microaggressions, and assessment of diversity issues, as well as the inclusion of social justice movements in libraries, suggests diversity-related activities have increased and evolved over the last seven years. Over this time span, several libraries have obtained funding to support strategies to increase the number of minority librarians on their staff and support their advancement within the organization. There also appears to be an increase in the number of diversity or multicultural groups at the local, state, and national levels. However, these changes have not been consistently documented. Therefore, it is important to re-examine this topic to evaluate the impact of evolving endeavors, to see if more ARL libraries are involved, to see how diversity plans have changed over the years, and to document the current practices of research libraries. The main purpose of this survey was to identify diversity trends and changes in managing diversity issues in ARL libraries through exploring the components of diversity plans and initiatives since 2010, acknowledge library efforts since the 1990s, provide evidence of best practices and future trends, and identify current strategies that increase the number of minority librarians in research libraries and the types of programs that foster a diverse workplace and climate. The survey was conducted between May 1 and June 5, 2017. Sixty-eight of the 124 ARL member institutions responded to the survey for a 55% response rate. Interestingly, only 22 of the respondents to the 2010 SPEC survey participated in this survey, but this provides an opportunity to explore the diversity and inclusion efforts of a new set of institutions in addition to seeing what changes those 22 institutions have made since 2010. The SPEC Survey on Diversity and Inclusion was designed by Toni Anaya, Instruction Coordinator, and Charlene Maxey-Harris, Research and Instructional Services Chair, at the University of Nebraska-Lincoln. These results are based on responses from 68 of the 124 ARL member libraries (55%) by the deadline of June 12, 2017. The survey’s introductory text and questions are reproduced below, followed by the response data and selected comments from the respondents. The purpose of this survey is to explore the components of diversity plans created since 2010, identify current recruitment and retention strategies that aim to increase the number of minority librarians in research libraries, identify staff development programs that foster an inclusive workplace and climate, identify how diversity programs have changed, and gather information on how libraries assess these efforts

Knowledge Collaboration: Working with Data and Web Specialists

When resources are finite, people strive to manage resources jointly (if they do not rudely take possession of them). Organizing helps achieve—and even amplify—common purpose but often succumbs in time to organizational silos, teaming for the sake of teaming, and the obstacle course of organizational learning. The result is that organizations, be they in the form of hierarchies, markets, or networks (or, gradually more, hybrids of these), fail to create the right value for the right people at the right time. In the 21st century, most organizations are in any event lopsided and should be redesigned to serve a harmonious mix of economic, human, and social functions. In libraries as elsewhere, the three Ss of Strategy—Structure—Systems must give way to the three Ps of Purpose—Processes—People. Thence, with entrepreneurship and knowledge behaviors, data and web specialists can synergize in mutually supportive relationships of shared destiny

Toward a Library Renaissance

For centuries, librarians have tried to safeguard information, sometimes in the face of destruction. Think of the great Library of Alexandria, the burning of which symbolizes the irretrievable loss of knowledge. Think also of Umberto Eco\u27s novel, The Name of the Rose, and the (fictitious) 14th-century story about the search for a lost volume of Aristotle that no one is allowed to read—but yet must be preserved—because it might reveal that Jesus could and did laugh, contrary to the death-obsessed zeitgeist of the time. Fast-forward to the age of the internet, when some fear libraries are again being destroyed and many ask: Who wants libraries when you have Google? This is not an easy question to address but one need not yield to pessimism. This paper argues that identifiable trends direct to a promising future: in light of these, one should be able to circumscribe plausible scenarios. Approaches to strategic planning that count on ownership should make a big difference and point to desirable skills for librarians. If they also invest in resilience and give unequivocal attention to branding, libraries can enjoy a renaissance

GLADNET: Promise and Legacy

[Excerpt] The Global Applied Disability Research and Information Network on Employment and Training (GLADNET) was launched by the International Labour Organization (ILO) in 1995, in cooperation with over 50 social policy research centres, governmental and non- governmental organizations involved in disability-related employment programmes from over thirty countries around the world. Major organizations of persons with disabilities were also represented – the World Blind Union, the World Federation of the Deaf, Inclusion International (formerly the International League of Societies for Persons with Mental Handicap (ILSMH)) and Disabled Peoples International (DPI). GLADNET’s lifespan was little more than a generation (1995 – 2018). What’s of interest is that it survived beyond its first few years of existence. It could easily have died early on, given a significant change in nature of support from its initiating body. That it didn’t speaks to the aspirational nature and relevance of the vision prompting its formation. It’s in pursuit of that vision where GLADNET left its mark. This document focuses on its legacy, beginning with a brief review of context within which it was initiated

Countering Social Engineering through Social Media: An Enterprise Security Perspective

The increasing threat of social engineers targeting social media channels to advance their attack effectiveness on company data has seen many organizations introducing initiatives to better understand these vulnerabilities. This paper examines concerns of social engineering through social media within the enterprise and explores countermeasures undertaken to stem ensuing risk. Also included is an analysis of existing social media security policies and guidelines within the public and private sectors.Comment: Proceedings of The 7th International Conference on Computational Collective Intelligence Technologies and Applications (ICCCI 2015), LNAI, Springer, Vol. 9330, pp. 54-6

PDAS as workplace tools for science teachers

This paper reports on work in progress on a project investigating the use of personal digital assistants (PDAs) to help students make use of knowledge gained during the study of a Masters course in science education in their professional practice. We report on a review of the literature on mobile technologies as learning tools in workplace settings. We analyse this literature to suggest possible hypotheses for our study. We also describe the selection and design of activities for use on the PDAs, the evaluation strategy based on an activity theory augmented approach for the project and the issues arising during the project

Global Employer Forum 2017: FutureWorks - Connecting Leaders & Fresh Thinking

We recently held our FutureWorks Global Employer Forum in London to discuss the megatrends that will impact global businesses and the future of work. Together with HR and employment leaders from some of the most innovative companies in the world, as well as leading academics and thinkers, we looked at how global employers can embrace the opportunities and manage the coming shocks. Here we share highlights from our two days together

Health and safety in the United Kingdom higher education libraries: a review of the literature

The focus of this article is to review the literature relating to health and safety in UK Higher Education libraries. This will include an overview of the literature on accident theories and also the human element. Various key findings emerge from this analysis. Personal safety is achieved through self-responsibility, following guidelines and having a working knowledge of reporting procedures. A safety culture in the work environment is developed through a proactive approach on the part of management, the provision of information, training, and carrying out safety inspections. These inspections are aimed at preventing the environment from creating a situation where an accident could occur. There can never be a work environment in which no accidents will occur and best practice can only minimize the risk of accidents