The topic for the day was Ethical Organization; Presenters were Prof. Deon Rossouw and Ms. Mbali Cele.
Prof. Deon Rossouw talked about Business ethics, which he defines as ethical values that determine the interaction between a company and its stakeholders.
He also talked about how you manage ethical organizations and implementing ethical standards.
The Presentation by Ms. Mbali Cele from Freedom of Expression Institute was an eye opener for most of the participants.
She talked about Freedom of Expression. She emphasized that the South African Constitution states that every person have the right to freedom of expression which includes freedom of the press and media, freedom to receive and impart information or ideas, freedom of artistic creativity and academic freedom and freedom of scientific research.
The session was a very interesting session; the participants felt that more time was needed to discus since most of them have more questions than answers.
What I have learned from the session is that we as Librarians must not deprive our users information, for example during collection development we must try to purchase Library materials for everyone, we must not be biased, not let our political affiliation, religious affiliation, cultural beliefs and race influence us.
We visited the University of Pretoria after Ms. Cele presentation. The visit to University of Pretoria was so exciting, the Director of Library Services Mr. Robert Moropa, talked to us about their strategic plan and the services they provide.
We were taken on a Library tour, University of Pretoria Library is one of the most highly technological advanced. It is one of the Institution were some of us dream of working at.
Prof. Theo Bothma, head of Department of Library and Information Science at the University of Pretoria, took us to the department and we were so impressed by the technological advanced Lecture hall they got.
He talked about the Degrees they offer and their department, and indicated that most students are no longer registering for Library Science and Information Retrieval, which include cataloging and classification have been phased out because most student don’t want to study it.
As a Librarian of the 21st Century, I can say there is no need for Cataloguing and Classification nowadays, when we purchased books the books are already classified and the old system of cataloging is no longer relevant nowadays.
The Cataloguing Librarians also download the records form OCLC and make some few amendments really there is no need for it.
Wednesday, April 7, 2010
17 MARCH 2010
The presenter was Mr. John Moalusi. He discussed the importance of Performance Management in the workplace; unfortunately Performance Management is not practiced at other institutions.
He emphasized that Conflict Management is important in the workplace, he asked us to mention the sources of conflict in the workplace. It was agreed during the discussions that the main causes of conflict in the workplace is Lack of Leadership, Lack of Resources and Multiculturalism.
He emphasized that Conflict Management is important in the workplace, he asked us to mention the sources of conflict in the workplace. It was agreed during the discussions that the main causes of conflict in the workplace is Lack of Leadership, Lack of Resources and Multiculturalism.
16 MARC H 2010
On this day, the main theme for the day was Organizational Leadership. This session emphasized the reason for us for attending the Academy.
The Presenter was Mr. John Moalusi, a very active, educated, knowledgeable person. It was a very interactive session, all the participants participated actively. This presentation made us look back to where we come from, the presentation made us to make self introspection, to check if we are leaders or managers, to check if we are good or bad leaders.
The theories of Leadership were discussed in detail, namely
1.“Great Man” Theories: Great Man theories assume that the capacity for leadership is inherent – that great leaders are born not made.
psychology.about.com/od/leadership/p/leadtheories.htm
2. Trait Theories assumes that people inherit certain qualities and traits that make them better suited to leadership.
3. Contingency Theories: focus on particular variables related to the environment that might determine which particular style of leadership is best suited for the situation. According to this theory, no leadership style is best in all situations. Success depends upon a number of variables, including the leadership style, qualities of the followers, and aspects of the situation.
4. Situational Theories Situational theories propose that leaders choose the best course of action based upon situational variable. Different styles of leadership may be more appropriate for certain types of decision-making.
5. Behavioral Theories Behavioral theories of leadership are based upon the belief that great leaders are made, not born. Rooted in behaviorism, this leadership theory focuses on the actions of leaders, not on mental qualities or internal states.
According to this theory, people can learn to become leaders through teaching and observation.
psychology.about.com/od/leadership/p/leadtheories.htm
6. Participative Theories suggest that the ideal leadership style is one that takes the input of others into account. These leaders encourage participation and contributions from group members and help group members feel more relevant and committed to the decision-making process. In participative theories, however, the leader retains the right to allow the input of others.
7. Management Theories focus on the role of supervision, organization, and group performance. These theories base leadership on a system of reward and punishment. Managerial theories are often used in business; when employees are successful, they are rewarded; when they fail, they are reprimanded. psychology.about.com/od/leadership/p/leadtheories.htm
8. Relationship theories (also known as “Transformational theories”) focus upon the connections formed between leaders and followers. These leaders motivate and inspire people by helping group members see the importance and higher good of the task. psychology.about.com/od/leadership/p/leadtheories.htm
I discovered during the presentation that I use more of Participative style of Leadership, because if I have to implement some changes in the day to day running of the Library I always consult with my subordinates and management to find out if what I have to introduce will benefit the Library or people will accept and not resist change.
Useful website: psychology.about.com/od/leadership/p/leadtheories.htm
www.leadership-studies.com/documents/mgmt_standards.pdf
The Presenter was Mr. John Moalusi, a very active, educated, knowledgeable person. It was a very interactive session, all the participants participated actively. This presentation made us look back to where we come from, the presentation made us to make self introspection, to check if we are leaders or managers, to check if we are good or bad leaders.
The theories of Leadership were discussed in detail, namely
1.“Great Man” Theories: Great Man theories assume that the capacity for leadership is inherent – that great leaders are born not made.
psychology.about.com/od/leadership/p/leadtheories.htm
2. Trait Theories assumes that people inherit certain qualities and traits that make them better suited to leadership.
3. Contingency Theories: focus on particular variables related to the environment that might determine which particular style of leadership is best suited for the situation. According to this theory, no leadership style is best in all situations. Success depends upon a number of variables, including the leadership style, qualities of the followers, and aspects of the situation.
4. Situational Theories Situational theories propose that leaders choose the best course of action based upon situational variable. Different styles of leadership may be more appropriate for certain types of decision-making.
5. Behavioral Theories Behavioral theories of leadership are based upon the belief that great leaders are made, not born. Rooted in behaviorism, this leadership theory focuses on the actions of leaders, not on mental qualities or internal states.
According to this theory, people can learn to become leaders through teaching and observation.
psychology.about.com/od/leadership/p/leadtheories.htm
6. Participative Theories suggest that the ideal leadership style is one that takes the input of others into account. These leaders encourage participation and contributions from group members and help group members feel more relevant and committed to the decision-making process. In participative theories, however, the leader retains the right to allow the input of others.
7. Management Theories focus on the role of supervision, organization, and group performance. These theories base leadership on a system of reward and punishment. Managerial theories are often used in business; when employees are successful, they are rewarded; when they fail, they are reprimanded. psychology.about.com/od/leadership/p/leadtheories.htm
8. Relationship theories (also known as “Transformational theories”) focus upon the connections formed between leaders and followers. These leaders motivate and inspire people by helping group members see the importance and higher good of the task. psychology.about.com/od/leadership/p/leadtheories.htm
I discovered during the presentation that I use more of Participative style of Leadership, because if I have to implement some changes in the day to day running of the Library I always consult with my subordinates and management to find out if what I have to introduce will benefit the Library or people will accept and not resist change.
Useful website: psychology.about.com/od/leadership/p/leadtheories.htm
www.leadership-studies.com/documents/mgmt_standards.pdf
15 MARCH 2010
The presenters for the day were Mr. John Tsebe, he talked about Locating Libraries on the national agenda.
Mrs. Rachel More, the president of LIASA talked about Leading Liasa and Liasa leading the Profession.
What interested me was when she talked about Professional Librarians not wanting to join Liasa because they claim that the association is not doing anything for them.
This is really happening at most institutions, the Professional Librarians have lost interest in Liasa, especially in KZN, because most of the short courses which can empower and develop them are offered in Gauteng, Librarians from other Provinces are left in the dark.
Prof Archie Dick talked about Social responsibility of Libraries and Librarians, his presentation was well structured, and he did a lot of research. He was able to give evidence that the burning of the Libraries is not a new thing but is the thing of the past.
During the talk I learnt that we as Librarians have a vital role to play in our communities, we must not stand back, we must involve the community in everything we do, let them be part of the decision makers in the matters of the Library, by so doing they will feel important and they won’t regard the Libraries as something which belongs to the government or municipality.
Prof Theo Bothma gave us class work to discuss in groups the next generations Librarians… how will we look now and where do we want to be?
This was an informative, educative and interactive session, all the groups came up with good ideas but the most important one was that all the groups emphasized that Technological changes is affecting all the Libraries, Public and Academic.
Libraries today are moving in the direction of hi-tech technology and Library users are more advanced than us. There are factors which affect us Librarians, for example Lack of financial support to acquire the latest technological equipment, access to social networking technological tools barred and problems with connectivity, offline or no electricity.
Pamoja, was a very interesting game to play, what we learnt from the game is that in the workplace Leaders must have good communication skills, negotiation skills, listening skills and tem work plays a vital role in the working environment.
Usefulwebsite ; http://www.nlsa.org.za
Mrs. Rachel More, the president of LIASA talked about Leading Liasa and Liasa leading the Profession.
What interested me was when she talked about Professional Librarians not wanting to join Liasa because they claim that the association is not doing anything for them.
This is really happening at most institutions, the Professional Librarians have lost interest in Liasa, especially in KZN, because most of the short courses which can empower and develop them are offered in Gauteng, Librarians from other Provinces are left in the dark.
Prof Archie Dick talked about Social responsibility of Libraries and Librarians, his presentation was well structured, and he did a lot of research. He was able to give evidence that the burning of the Libraries is not a new thing but is the thing of the past.
During the talk I learnt that we as Librarians have a vital role to play in our communities, we must not stand back, we must involve the community in everything we do, let them be part of the decision makers in the matters of the Library, by so doing they will feel important and they won’t regard the Libraries as something which belongs to the government or municipality.
Prof Theo Bothma gave us class work to discuss in groups the next generations Librarians… how will we look now and where do we want to be?
This was an informative, educative and interactive session, all the groups came up with good ideas but the most important one was that all the groups emphasized that Technological changes is affecting all the Libraries, Public and Academic.
Libraries today are moving in the direction of hi-tech technology and Library users are more advanced than us. There are factors which affect us Librarians, for example Lack of financial support to acquire the latest technological equipment, access to social networking technological tools barred and problems with connectivity, offline or no electricity.
Pamoja, was a very interesting game to play, what we learnt from the game is that in the workplace Leaders must have good communication skills, negotiation skills, listening skills and tem work plays a vital role in the working environment.
Usefulwebsite ; http://www.nlsa.org.za
14 MARCH 2010
This was a very interesting day; we had a very interactive session with a very energetic Ann De Boer .She presented to us the Hermann Brain Dominance Instrument.
The Herrmann Brain Dominance Instrument (HBDI) is the world’s leading thinking styles assessment tool, developed by the originators of Whole Brain Technology and Whole Brain Thinking.
It identifies your preferred approach to emotional, analytical, structural and strategic thinking. It also provides individuals with a significantly increased level of personal understanding it identifies and measures the strength of preference for each of the four distinct thinking style of thinking.
The Herrmann Brain Dominance Instrument (HBDI) helped me to identify and understand my thinking style and gave me a new perspective of myself and the people I deal with on a daily basis.
The highlight of the day was the Graduation ceremony of the 2009 Academy Participants. The Graduates gave us word of encouragement.
Useful Website :http://www.herrmann.com.au/hbdi-profile.html
The Herrmann Brain Dominance Instrument (HBDI) is the world’s leading thinking styles assessment tool, developed by the originators of Whole Brain Technology and Whole Brain Thinking.
It identifies your preferred approach to emotional, analytical, structural and strategic thinking. It also provides individuals with a significantly increased level of personal understanding it identifies and measures the strength of preference for each of the four distinct thinking style of thinking.
The Herrmann Brain Dominance Instrument (HBDI) helped me to identify and understand my thinking style and gave me a new perspective of myself and the people I deal with on a daily basis.
The highlight of the day was the Graduation ceremony of the 2009 Academy Participants. The Graduates gave us word of encouragement.
Useful Website :http://www.herrmann.com.au/hbdi-profile.html
13 MARCH 2010
On this day, we were taught Web 2.0. Technologies in the workplace. Introduction to Web 2.0. Technology was well presented by Johann Van Wyk He talked to us about a brief history of Web 2.0 Technologies and the importance of using it in the Library.
The Practical sessions on Web. 2.0. Technologies were conducted by Antoinette Lourens. She taught us how to create wikis and blogs. The presenter was so impatient and she was teaching us as if she is training a group of advanced students, I did not grasp a thing from her lessons until one of our colleagues come to my aid.
I have learnt that we can use wikis and blogs as Librarians in order to communicate with Library users and to market Library services, to promoting our Library online, developing communication channels with our users and improving internal communications.
Useful websites: http://www.blogs .com and http://www.wikispaces.com
Professor Theo Bothma from University of Pretoria gave a brief presentation about assignments and project for the academy, the presentation was well done.
The last session of the day was conducted by Ujala Satgoor and Hilda Kriel. Their presentation was based on Campbell Leadership Descriptor.
The Campbell Leadership Descriptor tool, emphasize that in order for people to develop their leadership skills and abilities, they must first be able to recognize their strengths and identify areas in which they need to improve.
The Campbell Leadership Descriptor was developed to achieve that purpose. The Descriptor is specifically designed for use in those situations in which a “self” versus “others” analysis of leadership characteristics would be useful. The Descriptor is a self-scoring questionnaire containing forty adjectives, each focused on a specific leadership characteristic, and grouped in nine major components
In order to evaluate “self” versus “others” analysis of leadership characteristics, the person must evaluate himself or herself based on the nine major components of Leadership , namely Vision, management, Empowerment, Diplomacy, Feedback, Entrepreneurialism, Personal Style and Personal energy .
We learned how to evaluate and assess a good leader and bad leader, what we have learned is that a good leader can have bad qualities and a bad leader can have good qualities.
The Practical sessions on Web. 2.0. Technologies were conducted by Antoinette Lourens. She taught us how to create wikis and blogs. The presenter was so impatient and she was teaching us as if she is training a group of advanced students, I did not grasp a thing from her lessons until one of our colleagues come to my aid.
I have learnt that we can use wikis and blogs as Librarians in order to communicate with Library users and to market Library services, to promoting our Library online, developing communication channels with our users and improving internal communications.
Useful websites: http://www.blogs .com and http://www.wikispaces.com
Professor Theo Bothma from University of Pretoria gave a brief presentation about assignments and project for the academy, the presentation was well done.
The last session of the day was conducted by Ujala Satgoor and Hilda Kriel. Their presentation was based on Campbell Leadership Descriptor.
The Campbell Leadership Descriptor tool, emphasize that in order for people to develop their leadership skills and abilities, they must first be able to recognize their strengths and identify areas in which they need to improve.
The Campbell Leadership Descriptor was developed to achieve that purpose. The Descriptor is specifically designed for use in those situations in which a “self” versus “others” analysis of leadership characteristics would be useful. The Descriptor is a self-scoring questionnaire containing forty adjectives, each focused on a specific leadership characteristic, and grouped in nine major components
In order to evaluate “self” versus “others” analysis of leadership characteristics, the person must evaluate himself or herself based on the nine major components of Leadership , namely Vision, management, Empowerment, Diplomacy, Feedback, Entrepreneurialism, Personal Style and Personal energy .
We learned how to evaluate and assess a good leader and bad leader, what we have learned is that a good leader can have bad qualities and a bad leader can have good qualities.
12 march 2010
BLOG ASSIGNMENT: MOITHEKI PATIENCE NTULI
CARNEGIE LEADERSHIP ACADEMY
DATE: 12-26 MARCH 201O.
VENUE: LERIBA LODGE, CENTURION SOUTH AFRICA
BACKGROUND
In 2008 the University of Pretoria Library Services was awarded a $1m grant by the Carnegie Corporation of New York (CCNY) to establish the Centre for African Library Leadership (CALL), within the Merensky Library, in Pretoria South Africa. http://www.ais.up.ac.za/aboutus/academy.htm
The CALL addresses the library leadership development needs within the South African LIS context by facilitating appropriate library leadership training and development programmes.
The Academy is designed to build leadership expertise in the academic, public/community and national libraries sectors. The programme focus is on best practices in library management, personal leadership & styles, advocacy and communication skills, organisational development, the multicultural workplace, introduction to Web 2.0 technologies, knowledge management, marketing and branding, etc. http://www.ais.up.ac.za/aboutus/academy.htm
Audience
The Academy will target senior and middle managers in academic, public/community and national libraries in South Africa. http://www.ais.up.ac.za/aboutus/academy.htm
Expectations
I attend the course because I wanted to know more about Leadership, wanted to know the differences between Leadership and Management.
I wanted to develop and empower myself as a Leader and to indentify the qualities that enhance me as a Leader.
I will make sure that I network, share and exchange ideas with other Librarians from different backgrounds, Provinces and institutions.
What I intend doing with my knowledge
I intend imparting the knowledge I have gained from attending the academy at my workplace, by organizing workshops and training sessions whereby I will train my colleagues on how to create wikis and blogs.
I will also encourage our Professional staff at our Institution to apply for the grant in order to get the opportunity to attend the academy to empower and develop them.
I will make sure that I implement some changes at our Library and make use of the new ideas I have gained from other Librarians from different institutions.
12 MARCH 2010
On the first day of the Academy we were asked to make presentation, making use of Power Point. The purpose of the presentation was to give a brief description of ourselves as individuals, talk about our Professional capacity within our institution and to indicate why we consider ourselves as Leaders.
CARNEGIE LEADERSHIP ACADEMY
DATE: 12-26 MARCH 201O.
VENUE: LERIBA LODGE, CENTURION SOUTH AFRICA
BACKGROUND
In 2008 the University of Pretoria Library Services was awarded a $1m grant by the Carnegie Corporation of New York (CCNY) to establish the Centre for African Library Leadership (CALL), within the Merensky Library, in Pretoria South Africa. http://www.ais.up.ac.za/aboutus/academy.htm
The CALL addresses the library leadership development needs within the South African LIS context by facilitating appropriate library leadership training and development programmes.
The Academy is designed to build leadership expertise in the academic, public/community and national libraries sectors. The programme focus is on best practices in library management, personal leadership & styles, advocacy and communication skills, organisational development, the multicultural workplace, introduction to Web 2.0 technologies, knowledge management, marketing and branding, etc. http://www.ais.up.ac.za/aboutus/academy.htm
Audience
The Academy will target senior and middle managers in academic, public/community and national libraries in South Africa. http://www.ais.up.ac.za/aboutus/academy.htm
Expectations
I attend the course because I wanted to know more about Leadership, wanted to know the differences between Leadership and Management.
I wanted to develop and empower myself as a Leader and to indentify the qualities that enhance me as a Leader.
I will make sure that I network, share and exchange ideas with other Librarians from different backgrounds, Provinces and institutions.
What I intend doing with my knowledge
I intend imparting the knowledge I have gained from attending the academy at my workplace, by organizing workshops and training sessions whereby I will train my colleagues on how to create wikis and blogs.
I will also encourage our Professional staff at our Institution to apply for the grant in order to get the opportunity to attend the academy to empower and develop them.
I will make sure that I implement some changes at our Library and make use of the new ideas I have gained from other Librarians from different institutions.
12 MARCH 2010
On the first day of the Academy we were asked to make presentation, making use of Power Point. The purpose of the presentation was to give a brief description of ourselves as individuals, talk about our Professional capacity within our institution and to indicate why we consider ourselves as Leaders.
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