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What are the characteristics and conditions that lead to successful educational partnerships?What can we learn from partnerships that fail, cannot be sustained over time, or cease to benefit their partners?This book serves as a guide to the successful implementation of partnerships. It provides the context and tools for readers who are responding to the increasing demands of policy makers, funders and institutional leaders to use partnerships to address local, state and federal issues, achieve external mandates, meet public or internal agendas, or pursue international collaborations. This guide provides an evidence-based framework for institutional and organizational leaders to develop the vision, shared values and norms to achieve the \"partnership capital\" that will sustain an enduring relationship. It offers a three-phase model of the development process of collaboration, together with a tool box for those charged with partnering and leading organizational change, and includes a template for both creating new partnerships and sustaining existing ones. The authors start by differentiating between \"traditional,\" often ad-hoc, partnerships and \"strategic partnerships\" that align organizational strategy with partnership actions; and by identifying the importance of moving beyond incremental or surface \"first order\" change to develop deep \"second order change\" through which underlying structures and operations are questioned and new processes emerge due to the partnership. They offer analyses and understandings of seven key components for success: exploring motivations; developing partner relationships; communicating and framing purpose; creating collaborative structures and resources; leading various partnership stages; generating partnership capital; and implementing strategies for sustaining partnerships. Each chapter concludes with a case study to provide more understanding of the ideas presented, and for use in training or classes. This guide is addressed to pol

\"This Book Will Be on the Test helps students make the most of their college investment by solving their academic, motivational, and career concerns with study skills, teaches students how to earn better grades in less time and shows parents what they can expect from their kids' college experiences\"-- Provided by publisher.

Are you among the 22 million students now enrolled in college? Or a high school student thinking of joining them shortly? Or perhaps a parent of a college-bound junior or senior? Then this book is just for you. Written by college professors and successfully used by tens of thousands of students, The Secrets of College Success combines easy-to-use tips, techniques, and strategies with insider information that few professors are willing to reveal. The over 800 tips in this book will show you how to: pick courses and choose a major manage your time and develop college-level study skills get good grades and manage the core requirements get motivated and avoid stress interact effectively with the professor or TA prepare for a productive and lucrative career New to this third edition are high-value tips about: undergraduate and collaborative research summer internships staying safer on campus diversity and inclusion disabilities and accommodations with special tips for international students at US colleges. Winner of the 2010 USA Book News Award for best book in the college category, The Secrets of College Success makes a wonderful back-to-college or high-school-graduation gift or a smart investment in your own college success.

Faculty members who care about the institutions of higher education where they work are often at odds with university management. In his forceful book,Under New Management, Randy Martin takes a novel, evenhanded approach to this gulf between professors, who feel a loss of autonomy, and administrators. Martin imagines a political future for academic labor based on a critical understanding of the administrative work that faculty already undertake. He considers the differences between self-rule and specialized expertise and provides a case study of a New York City public school to show how kids and families respond to the demands of managerial productivity that is part of preparing students for college.Under New Managementalso considers changes faced by students, faculty, and administrators in light of this reworked social compact of professionals.

\"If there is one sector of society that should be cultivating deep thought in itself and others, it is academia. Yet the corporatisation of the contemporary university has sped up the clock, demanding increased speed and efficiency from faculty regardless of the consequences for education and scholarship. In The Slow Professor, Maggie Berg and Barbara K. Seeber discuss how adopting the principles of the Slow movement in academic life can counter this erosion of humanistic education. Focusing on the individual faculty member and his or her own professional practice, Berg and Seeber present both an analysis of the culture of speed in the academy and ways of alleviating stress while improving teaching, research, and collegiality. The Slow Professor will be a must-read for anyone in academia concerned about the frantic pace of contemporary university life.\"-- Provided by publisher.

As the debate regarding the increasing use of adjunct faculty in higher education continues to swirl, the voices of adjunct faculty themselves are rarely heard. Stories abound regarding the poor working conditions in which most adjunct faculty labor, yet many of those that employ adjunct faculty are unaware of how the conditions impact an adjunct's ability to teach effectively. Adjunct Faculty Voices gives a voice to this growing population. It shares the experiences and clear benefits adjuncts gain from having access to professional development opportunities. In spite of a shortage of resources, there are institutions offering development programs that target the pressing needs of this population.The first part of the book features the voices of adjunct faculty who tell their stories of finding professional development and creating or connecting with communities of colleagues for mutual support. These adjunct voices represent a range of disciplinary perspectives, career stages, and institutional types. In the second section, the authors draw upon a benchmarking study of adjunct faculty developing programs, examine specific challenges and highlight successful practices. Institutions can support adjunct faculty through teaching academies and faculty learning communities; mentor programs; conference support; and adjunct faculty liaison positions.Topics discussed include: Best professional development practices that support and benefit adjunct faculty Faculty social isolation and community-building opportunities An overview of changes affecting the academic workforce An outline of issues and working conditions Current demographics and types of adjunct faculty Survey results from adjunct faculty developers Adjunct faculty narratives featuring their professional development and community experiencesTeaching and Learning centers across the country are responding to the growing adjunct cohort in innovative and efficient ways. Administrators, deans, department cha

Awarded a Silver Medal in the category Human Resources and Employee Training from the 2014 Axiom Business Book Awards Create the inclusive, high performance workforce needed to succeed in an increasing multicultural society and global marketplace Learn how global organizations and leading professional associations develop integrated HR/diversity talent strategies, and the specific challenges they face Get practical tools to assess integrated HR/diversity strategic planning, and see why organizations are not making more diversity progress Develop specific performance indicators to track your progress in implementing synergistic HR/diversity approaches Case studies of SHRM, federal and state government, global corporations, and higher education illustrate systematic, integrated HR/diversity effortsFor HR professionals and leaders, chief diversity officers, line managers, and executives in the private and public sectors and higher education, this book presents a systematic approach to integrating HR practices and strategic diversity initiatives to create the inclusive, high performance workforce that every enterprise and institution needs to succeed in an increasingly multicultural society and global marketplace.The authors' point of departure is that talent is the primary strategic asset necessary for organizational survival and success in a demographically diversifying and globally interconnected world. Organizations seeking to attain their full potential in this new talent frontier must optimize their human capital resources by the deliberate development of synergy between human resource (HR) and diversity programs. Failure to integrate and coordinate these two functions will erode organizational competitiveness, whether it is in developing new markets, products, programs, or services.As the first book to provide a concrete roadmap to integrated HR and diversity strategy, the authors identify two critical practices: talent management through the orchestration of HR and diversity programs to enhance organizational capability by unleashing, mobilizing, nurturing, and sustaining the contributions of a diverse and talented workforce; and talent sustainability through the close integration of HR and diversity to continuously develop systems, structures, processes, and a culture that heighten employee commitment, engagement, and inclusion. They further believe that there should be a commonality of practice across all types of organizations, and that each sector can learn from the others to accelerate its adaptation to today's rapidly shifting national and global realities.Based on the most current research and on interviews with HR and diversity leaders in major organizations, this book provides the reader with concrete strategies and practical tools for implementing a successful and sustainable talent management program. It also addresses common barriers to the development of synergistic HR and diversity strategy, and how to overcome them.Given the evolutionary nature of the integration of HR and diversity, the authors present nine extensive case studies from all organizational sectors, as well as from the two leading Human Resource professional associations - the Society for Human Resource Management (SHRM) and the College and University Professional Association for Human Resources (CUPA-HR) - to illustrate the dynamic intersection between HR and diversity practices.