Fifth Week @ UEL (June 30 to July 4, 2014)

Fifth Week @ UEL (June 30 to July 4, 2014)

In fifth week program we have got presentations on Research Data Support Services”, Staffing Structures, Building highly Productive Teams etc and a workshop on Influencing & Persuasion.

June 30, 2014

In the morning session I have worked on preparing organization structure (present and proposed) for the Library. In the second half we had a very interactive session on “Research Data Support Services” by Stephen Grace (Research Services Librarian) and David McElroy (Research Data Management Officer). Basically a research data service is a developing of information infrastructure for preserving research data for the benefit of future researchers.

Stephen n David 30.6.14Mr. Stephen has has started with the overview of research support services @ UEL. He made us to understand the need of developing research support services and structure.  He briefed us about how this project has started, what is the response from the users etc. The important concern he raised was research data protection. In July 2013 TraD, UEL had a workshop on RDM (Research Data Management) in collaboration with ADMIRe (University of Nottingham), RoaDMaP (University of Leeds) and Digital Curation Centre. More details may be obtained here Mr. David explained us about DMP (Data Management Plan). Very useful resources created by Trad project are available at The resources created in six modules are appears to be very useful in order to develop similar kind of services in our libraries.

At the end we had a discussion on ROAR and clarified doubts related the development of Institutional Repository using EPrints. Thanks to Mr. Stephen and David for their time and knowledge sharing.

July 1, 2014

 On the first of we had a self learning of ECDL fifth module “Using databases 5.5” and in the second half I took two mock texts and at the end of the day I have cleared the final test with 80%. I felt very happy and relaxed as I have successfully completed all the modules of ECDL. Waiting for the certificate from the British Computer Society (BCS).

July 2, 2014

To be successful in any organization one should be proactive, should take self initiatives, and has to do experimentation. This session was the continuation of June 13th session on “University /LIS staffing structures” by Gurdish. Based on the organogram which we have prepared and submitted for our respective libraries, Gurdish started discussion. Mr. Raphael has explained the structure of Gulu University Library. Mean while, Madam did discussion on the past and present roles of subject librarians in the western countries. While discussing about the organogram of IIT Ropar, madam given certain suggestions to be included which are: creating research support services, user focused services, digital literacy programs, customer focus skills etc. Later she had a discussion on the library staff structures of BIMTECH and SICA from where other two colleagues came from for the fellowship. Another very interesting thing we understood was “Marketing team for Libraries” which was created by some of the western libraries. This team was created in consultation with faculty and research group of universities and team will work inline with the strategic vision and goals of the University/Institution. Gurdish has made us to understand how experimentation on existing staff help us to create better service infrastructure. After the session we thought that we can prepare improved, realistic and sustainable organogram for our respective libraries by studying the remaining libraries which we are going to visit.  Thanks to Gurdish for inputs and sharing ideas.

July 3, 2014

First half of the day I had gone through the Help and Support section of the Library web page and Skill Zone section. The materials on Harvard referencing and PLATO plagiarism are quite useful. Another beauty of this university is the “Skillzone” section page, which gives insights to the support offering by university such as “writing, study skills, ICTMaths support and most importantly Ask a skill Zone Adviser.

Pic with Bill

Dr. Bill, Gurdish and other participants of the Workshop

In the afternoon as per the schedule we had a vibrant workshop session on “Influencing and Persuading” by Dr. Bill Moir, Psychologist. Oh, he is a great trainer and he tried to influence us as soon as we entered the room. With in the five minutes he could familiarize himself about all the 15 participants profiles. Totally he had given us 3 tasks to perform in a group.

First one is group of four people has to assess our styles. This activity is to measure what our personality is. There were six heading containing 5 questions each and one has to score points from 5 to 1. The headings are Decisions, Convictions, Conflict, Emotions, Humour, Effort. The results of the task shows our personality. The measured personality attributes are (i) Passive Avoiding; (ii) Aggressive Competing; (iii) Passive Accommodating; (iv) Passive Compromising and (v) Assertive, Collaborating and Co-operating.

The second task is on influencing strategies to be done as a whole group. He had given the topic to speak about and from our conversation he tried to identify our influencing strategies. The identified influencing strategies and their possible effects are (i) Push: It means people in a group are trying to influence/pressuring/forcing them to change; (ii) Pull: Here people are involving in pulling the person for the similar kind of project/work; (iii) Persuade: Here people are being convinced/persuading to join hands with the project; (iv) Preventative: In a group some people are trying to prevent or delay the action; and (v) Preparatory: Here people are trying to create atmosphere or climate for actions to be implemented in the project or a work.

The third task we performed in a group of 3 was to find out Assertiveness, Influencing & Communication and Effective Interpersonal Communication. The body language, tone of voice and words of speak are the main components of effective interpersonal communication. As per the study, body language takes major stake of 55%, tone of voice is 38% and words will be 7%. In between Bill tried to compare the interpersonal skills of African, Indian and western people who have participated in the workshop and he identified certain differences among them.

Overall the workshop was fruitful and we need to practice to influence and persuade people in the society and organization. Thanks Dr. Bill.

July 4, 2014

In the first half of the day i have started looking at the some more web contents of ROAR (research open access repository) on which I was focussing on IR policies. The ROAR is an institutional repository of open access publications at the UEL. It is basically research archive and it is preserving and disseminating scholarly work, created by the researchers of UEL. This repository is powered by EPrints. The information about ROAR put up on the web page are very useful for the institutions who are developing their repositories. The ROAR policies are categorised under: metadata policy; data & content policies; submission & reservation policies. After looking at these policies, I have cleared some of my doubts on the development of IR.

Our most awaited session on “Building Highly Productive Teams” by Gurdish was scheduled at Canary Wharf, London’s leading business district. We all the four fellows along with the Gurdish have reached Canary Wharf around 12:30 PM and after short walk on the sides of beautiful dock, we have arrived at the UEL business centre at Canada Square. After having lunch, session has began.

The first session was focused on how to make dead wood team in to highly productive team. Gurdish explained us that how she has achieved the success in the University of Salford. When she joined the University, Library had many problems such as multiple classification systems, non-shelving of books, staff family issues etc. The main reason for this problem was the wrong roles were given to Library staff over there. After thorough study of the rotten system, business case has been put forward to get/recruit IT people and at the same time suggestions were asked from the staff, faculty and suggestions were recorded. Later new job roles have been assigned to the staff based on their willingness and confidence. In addition to this other initiatives such as creative bonding/ownership have been started. Also socialising programs such as celebrating festivals, team games were initiated. These initiatives have created relaxation among the staff, sickness rated got reduced and staff started loving and enjoying their works. In about six months classification works of about 2.5 million books were completed. The award was given to the Library and the staff for the successful completion of the project.

After the tea break, madam has started the discussion about how she has build the effective library team at University of Derby. Later madam had a detailed discussion on the growth story of UEL Library. In July 2007 the new planning has started, secured funding for the development of IR and LMS. At the same time Library has started exploiting unknown systems. One of the best service initiated was auto renewals, this service made a big change. Experimentation is the key for further development of the UEL Library and another key factor is the diverse team with interdependency.

After the session, we had a discussions on how to adapt best recruitment procedures, unbiased interview system, development of expertise among staff, deputing staff for conferences/workshops, nomenclature for libraries. We also got to know many clues about how to up-to-date knowledge and what are the resources/mailing list to consult/subscribe etc. Another important thing to do in the ever changing scenario is to keep eye on what best others are doing in the field. 

Overall I am very much influenced by the session on “Building Highly Productive Teams”. With the help of experiences shared and ideas given by Gurdish we can build productive teams.              


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