ClimateQUAL® and Thinklets: Using ClimateQUAL® with Group Support Systems to Facilitate Discussion and Set Priorities for Organizational Change at Criss Library
Bibliographic record
Abstract
Objective – This article discusses a series of actions taken by the Criss Library at the University of Nebraska at Omaha to implement organizational change, using the ClimateQUAL® survey and facilitated discussions with ThinkTank™ group decision software. The library had experienced significant changes over a five-year period, with a renovation of the facility and three reorganizations resulting in a 50% staff turnover. Recognizing the strain that years of construction and personnel changes had placed on the organization, there was a desire to uncover the mood of the employees and reveal the issues behind low morale, uneasiness, and fear.
 
 Methods – In November 2009, the library conducted a ClimateQUAL® survey to develop a baseline to assess the effectiveness of any changes. After the results were distributed to library faculty and staff, a series of two-hour facilitated discussions was held to gather opinions and ideas for solutions using thinkLets, a pattern language for reasoning toward a goal. The group support system ThinkTank™ software was loaded onto computers, and employees were able to add their ideas anonymously during the sessions. Finally, 12 employees (29%) completed a four-question survey on their perceptions of the facilitated discussions.
 
 Results – The facilitated discussions returned 76 sub-themes in 12 categories: staffing and scheduling issues, staff unity/teamwork, communication, goodwill/morale, accountability, decision-making, policy issues, skills and training, leadership, ergonomics/physical work environment, respect, and bullying. An advisory team culled the 76 sub-themes into 40 improvement strategies. Five were implemented immediately, and the remaining 35 were scheduled to be presented to the faculty and staff via an online survey. Participants’ perceptions of the facilitated discussions were mixed. Eighty-three percent of respondents reported that they did not feel safe speaking out about issues, most likely because a supervisor was present.
 
 Conclusion – Improving organizational climate is a continuous and iterative process that leads to a healthy environment.
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How this classification was reachedexpand
Full frame distilled prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. Learned from the 10,348 direct Codex labels and 10,348 direct Gemma labels. Candidate is the union of thresholded teacher heads; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels or direct frontier model labels.
Codex and Gemma teacher scores by category
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.001 | 0.000 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.000 | 0.000 |
| Science and technology studies | 0.001 | 0.000 |
| Scholarly communication | 0.002 | 0.182 |
| Open science | 0.000 | 0.000 |
| Research integrity | 0.000 | 0.000 |
| Insufficient payload (model declined to judge) | 0.000 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; both teacher heads agree on what is shown here.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".