http://www.walkingpaper.org/457 A library weblog by Aaron Schmidt Mon, 15 Mar 2010 16:47:52 -0500 http://wordpress.org/?v=2.8.6 hourly 1 http://www.walkingpaper.org/457/comment-page-1#comment-23713 The OPLIN 4cast » Blog Archive » 4cast #76: Digitization, Experimentation, Comcast, Fines Thu, 07 Aug 2008 18:38:02 +0000 http://www.walkingpaper.org/457#comment-23713 [...] creating a flat library and the culture of maybe (walking paper) [...] [...] creating a flat library and the culture of maybe (walking paper) [...]

]]> http://www.walkingpaper.org/457/comment-page-1#comment-22611 Uncontrolled Vocabulary #15 - Your tax dollars at work | Uncontrolled Vocabulary Sun, 02 Mar 2008 04:40:49 +0000 http://www.walkingpaper.org/457#comment-22611 [...] creating a flat library and the culture of maybe (walking [...] [...] creating a flat library and the culture of maybe (walking [...]

]]> http://www.walkingpaper.org/457/comment-page-1#comment-20801 kelakG » creating a flat library and the culture of maybe Sun, 25 Nov 2007 01:40:13 +0000 http://www.walkingpaper.org/457#comment-20801 [...] Check it out! While looking through the blogosphere we stumbled on an interesting post today.Here’s a quick excerptIt is probably a “chicken or egg” question but either way, a library can’t have a free flowing exchange of ideas in a collaborative environment if the Culture of No dominates. Instead of a Culture of No, I’m aiming to create a Culture … [...] [...] Check it out! While looking through the blogosphere we stumbled on an interesting post today.Here’s a quick excerptIt is probably a “chicken or egg” question but either way, a library can’t have a free flowing exchange of ideas in a collaborative environment if the Culture of No dominates. Instead of a Culture of No, I’m aiming to create a Culture … [...]

]]> http://www.walkingpaper.org/457/comment-page-1#comment-20071 Mary Carmen Fri, 05 Oct 2007 11:10:39 +0000 http://www.walkingpaper.org/457#comment-20071 I think this is a great idea in theory and a good way to approach the job description writing process, as well as helping staff carve out their roles within the organization. My only wrinkle, and this is based solely on personal management experience, is that this would probably work tremendously well with hardworking, responsible, and eager staff who really love their jobs and want to succeed. I can't see this being easy for a manager if they are experiencing a personnel problem. As much as I don't like the hierarchical organizational structure of my library and department, I appreciate that it is there and that job descriptions are written in a way that makes it easy to determine accountability and responsibility. Unfortunately, I have dealt with a good share of personnel issues and have been able to effectively deal with them because we don't have a flat structure and we have clearly defined job duties and expectations. It is far from ideal, but it does serve a purpose. I try to enable the spirit of yes and of a fluid org chart and roles in different ways. One of the easiest ones is to encourage staff to get involved in other areas of interest. This seems to go a long way with making staff feel like they are not in one distinct box and lets them interact with other areas of the organization. I think this is a great idea in theory and a good way to approach the job description writing process, as well as helping staff carve out their roles within the organization. My only wrinkle, and this is based solely on personal management experience, is that this would probably work tremendously well with hardworking, responsible, and eager staff who really love their jobs and want to succeed. I can’t see this being easy for a manager if they are experiencing a personnel problem. As much as I don’t like the hierarchical organizational structure of my library and department, I appreciate that it is there and that job descriptions are written in a way that makes it easy to determine accountability and responsibility. Unfortunately, I have dealt with a good share of personnel issues and have been able to effectively deal with them because we don’t have a flat structure and we have clearly defined job duties and expectations. It is far from ideal, but it does serve a purpose. I try to enable the spirit of yes and of a fluid org chart and roles in different ways. One of the easiest ones is to encourage staff to get involved in other areas of interest. This seems to go a long way with making staff feel like they are not in one distinct box and lets them interact with other areas of the organization.

]]> http://www.walkingpaper.org/457/comment-page-1#comment-20023 jeff Tue, 02 Oct 2007 18:06:13 +0000 http://www.walkingpaper.org/457#comment-20023 Yes we should get away from job descriptions and get to job duties. Then include what they would actually want to do. Collaboration on library services should go beyond someone's position. Decision-making should also be pushed down. Great stuff! Yes we should get away from job descriptions and get to job duties. Then include what they would actually want to do. Collaboration on library services should go beyond someone’s position. Decision-making should also be pushed down. Great stuff!

]]> http://www.walkingpaper.org/457/comment-page-1#comment-20015 Kris Tue, 02 Oct 2007 01:09:03 +0000 http://www.walkingpaper.org/457#comment-20015 Wow, Aaron, It all sounds so egalitarian! Keep us posted. Wow, Aaron,
It all sounds so egalitarian! Keep us posted.

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