Binge

Binge is a multi-media installation consisting of dangling IV bags looming over a large table of food. Monitors on the table show live online chats about thinness, depression and eating disorders. On the rear wall, interview footage describing the gruesome experiences of the eating disorder sufferer intercut with the newest development of the disease, the online presence. The installation confronts the viewer with the horrible dualities of the disease: discipline and madness, reason and passion, and suffering and indulgence. The work references the philosophic mind/body struggle as well as the grim reality of these afflicted young women

Congratulations! You\u27ve Landed an Interview: What Do Hiring Committees Really Want?

Purpose – Although the job market remains extremely competitive for entry-level librarian positions, only individual, anecdotal stories of what hiring committees are looking for in the candidates they invite to interview currently exist; no formal studies have been conducted since the recession began in early 2008. This survey was created with the aim of allowing those with recent experience on hiring committees to provide advice to those on the market for entry-level public and academic librarian positions and to answer what are, for many job-seekers, burning questions. Design/methodology/approach – This is an exploratory study designed to give librarians with hiring committee experience an opportunity to speak honestly about their preferences, explain how the interview process works at their institutions, and provide advice to job-seekers. Findings – The results of this survey provide guidance on what candidates can do to make the most of their abilities, knowledge and skills during the interview process. Originality/value – Can a new library school graduate compete with those who have so much more experience? What traits are hiring committees looking for in an entry-level librarian? While the literature does give some indication of best practices for hiring committees in libraries, the researchers of this study wanted to delve into what hiring committees really seek in entry-level librarians now that the competition is more intense

Congratulations! You\u27ve Landed an Interview: What Do Hiring Committees Really Want?

Findings of a research study conducted on the interviewing practices of hiring committees for entry-level public and academic librarian positions. The full results of our research can be read here

Like a Boss: Moving from the Front Lines into Middle Management

Can an academic librarian who has only worked on the front lines compete with those who have supervisory experience for middle management positions? What traits are hiring committees looking for in middle managers for public services, especially in applicants with no prior supervisory experience? While the literature does provide tips and advice for new managers, as yet there are no studies examining what hiring committees look for in middle management applicants. This study has taken a three-pronged approach to data collection: a qualitative study consisting of interviews with academic librarians who have served on hiring committees for middle-management positions, and with public services librarians who have recently made the transition from the front lines to their first supervisory position; and an analysis of the preferred and required qualifications in job ads for middle-management public services positions in academic libraries from the last five years. The results provide guidance on the steps frontline academic librarians can take in order to successfully translate their abilities, knowledge, and skills into their first supervisory position. There is currently no other study in the literature that examines the traits and attitudes that hiring committees are looking for in middle managers, or one that compares and contrasts those factors with the qualifications listed in job ads for similar positions

Qualities of Academic Librarians Who Advance into Middle Management: An Exploratory Factor Analysis

The path to management is difficult for academic librarians without formal supervisory experience, especially in public services. However, little research on how frontline librarians without supervisory experience advance into middle management has been conducted. To determine the extent to which a relationship between certain personal characteristics and librarians’ likelihood to advance exists, a survey was administered to public services librarians who had been promoted into middle management within the previous 5 years. Exploratory factor analysis revealed that charismatic presence, long-term thinking, instruction experience, customer service orientation, interpersonal skills, and ability to achieve tenure/promotion in rank contributed to librarians’ successful advancement

Solving the Problem of Organ Donation Shortage

Organ donation, a medically perfected procedure, affords a second chance at life for many people. Unfortunately, organ transplantation demonstrates the stark reality of supply and demand. Thousands of individuals are added to the transplant list each day, but many more die during the same time frame waiting for new organs. The solution to this dilemma seems simple: increase the supply. This article will discuss several ways to achieve this goal. First, through the HIV Organ Policy Equity Act, which allows for HIV-positive-to-HIV-positive transplants, more transplantable organs will hopefully be available in the future. Second, the supply of organs may increase by changing the standards of organ donation from irreversible loss of brain function to irreversible loss of cardiac function. Third, educating individuals, especially minorities, about donation and the regionally based system for transplants may result in a larger number of matching donors and a greater number of potential recipients on multiple transplant lists. Finally, efforts such as payments and advertising for organs, giving priority transplants to registered donors, and even confronting the disparate number of elderly donors whose organs are never transplanted, may result in an increase in the organ supply

Solving the Problem of Organ Donation Shortage

Organ donation, a medically perfected procedure, affords a second chance at life for many people. Unfortunately, organ transplantation demonstrates the stark reality of supply and demand. Thousands of individuals are added to the transplant list each day, but many more die during the same time frame waiting for new organs. The solution to this dilemma seems simple: increase the supply. This article will discuss several ways to achieve this goal. First, through the HIV Organ Policy Equity Act, which allows for HIV-positive-to-HIV-positive transplants, more transplantable organs will hopefully be available in the future. Second, the supply of organs may increase by changing the standards of organ donation from irreversible loss of brain function to irreversible loss of cardiac function. Third, educating individuals, especially minorities, about donation and the regionally based system for transplants may result in a larger number of matching donors and a greater number of potential recipients on multiple transplant lists. Finally, efforts such as payments and advertising for organs, giving priority transplants to registered donors, and even confronting the disparate number of elderly donors whose organs are never transplanted, may result in an increase in the organ supply

Prospectus, October 8, 1997

https://spark.parkland.edu/prospectus_1997/1024/thumbnail.jp