Sample of quotes
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Sample of
Sub-theme
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Theme
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Overarching theme
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-"I think it's a good idea to take seriously the performance evaluation mechanism for department chairs. It should be considered that the department chair achieved the goals after the program completed. Functional indicators should also be designed in a principled manner. Do not try to evaluate certainty and formalism and really make a serious assessment"
-"Audit of educational departments is also important. The success of an educational audit process depends on how much its results are used to develop the departments and empower faculty members and first we must recognize performance indicators for our academic departments"
"I feel that active learning happens through performance evaluation and audit. Because department chair thinks about identifying key challenges in the college. as a result, the educational environment will go towards collaborative and collegial management" |
· Definition of performance indicators
· Audit of academic departments
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Performance evaluation |
Factors related to human resource management |
“In my opinion, in most cases their responsibility does not match their authority over such matters. In other hand responsibility is important, which is the department chair that we give him authority then he is responsible for everything?
“We sometimes conclude that if we do not have a competent department chair, we do not have any more. We first need to identify young people and train them; we must invest those who have the talents of leaders and administrative work”
“At our university, managerial work should be separated from the executive one. That is, if we expect scientific leadership from department chairs, they should not be involved in breaking the door lock and the color of the wall. Of course, Physical space is very important, but is it really the task of the department chair to do administrative work? It’s the difference between the two”
“We identified the duties and responsibilities of department chairs and deans. But we did not clarify our expectations of the faculty members. It seems that the clarity of their duties and our expectations is very helpful to the department chair and finally for faculty. We are an emotional community. It's definitely there are a situations that we stand on ceremony, especially in small groups. And in fact, if the managers want to be transformative and forward-looking, they must have specific job description of his members and ask them”
'We have to plan a staff training programs at the university. It is great, if we correct the selection process, but how long this process can go on from top to bottom. We must teach some people, this training programs should be carried out at the university level"
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· Balance between responsibility and authority
· Formulation of academic department chair task and responsibility
· Clarity of the roles and working procedures
· Succession planning
· Effective selection of academic department chairs
· Analyzing organization structure based on needs and requirement
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Job and work design
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"I think it's important that the faculty is not with the department chair of the two sides. The faculty with the department chair seems are members of one team. It think that the university has the same deal with the faculty, it means the university's deputy is grateful for the support of the faculty and college supports the department chairs"
"If there is a system that identifies these educational, research and scientific resources for colleges and design appropriate framework for educational justice, it helps to strengthen the morale culture in the department in order to better fulfill their role"
"Creating accountability culture is very important, that means department chairs are committed to the group and the college and they consider the income of the organization to be its own income”
"One of the ways to cope with these challenges is to have critique and trust culture both at the lower and upper levels of the university"
"If the faculty members allocate all their time and energy in the university, the department problems will be solved. Overseas universities use full-time, part-time and so on. There are many different faculty members deployment in other university but this is not the case here"
“The win-win debate is when we consider benefits to both sides. You create the resources and two years later, in the both the college evaluation and the evaluation of department chairs evaluate do they supply the resources you want. Now what did department chair do in two years?”
"That is, any ability is a market, we are discuss about the market, but we are not in the business. It is great, if we make a showcase of educational product in the department and believe to academic marketing. We must improve consumer oriented culture in departments"
"It's very important for us to design a four-year faculty program, ethics charter and moral codes for the university. I had many challenges, but nobody praised us. The creating moral culture is very important"
"I thinks the culture of teamwork in departments is very weak. We need to strengthen teamwork culture in departments"
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Demonstrating organizational culture and values characterized by:
· Accountability
· Responsibility
· Support and empathy
· Organizational trust
· Teamwork
· Participation
· Organizational commitment
· Justice
· Meritocracy
· Critique and trust
· Gratitude
· Customer oriented
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Organizational culture
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Factors related to organizational behavior management
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"When we say that the department is a small college, that is, the department chair must meet with the financial officer, he must have meeting with the educational and internationalization deputy, as well as sit and get up with the student and cultural deputy"
"Reporting is very important. We held the first meeting with the department chairs to report on their performance"
"The department chair does not have a clear relationship with the educational deputy of the faculty and the university, That is, they have an internal harmony for the traditional setting. They think the responsibility of transformation change is only by the university. So they believe that strange and big work process, should done by the university and the deputy of education center. I had such an impression so, this is not only my opinion, I think top manager don’t communicate with department chairs"
"If department chairs are directly linked to the dean, for example they held common meetings, they forms the councils, and they establish communication system, so, these factors helps to department chairs make their roles more seriously and then act effectively" |
· Networking to stakeholders
· Organizational reporting
· Communication with top executives
· Communication with outside of the department
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Organizational Communication
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“The problem is that department chairs do not know themselves as part of the group. Department chairs should consider themselves part of a large college campus after that we will see that performance of them will improve. They should not think that they are isolated in departments"
"We must create empathy atmosphere in departments. So, professionalism, friendliness ,consumer empathy, security, fairness, efficiency will be very essential for survive of departments"
"Allocations of resources and providing funding for each clinical department or division based on the number of staff employed is important. We must learn about grant opportunities, how grant funds are awarded, and the latest grant policies"
“A serious challenge is that there is no alignment between the interests and policy of the dean and department chair. They does not enter into this discussion, we have to create this communication system. This should be done in all areas of education and research, they must support from top managers. It is not enough, in my point of view he must feel that they support from great leader"
“I would like to have central elements in university strategic thinking as the participation of department chairs and faculty members in university macro decision making, which is a challenge that should be addressed”
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· Perception of leadership support
· Empathy atmosphere (caring, helpful…)
· Providing funding to departments
· Participation in decision making
· Providing grant for departments
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Motivational efforts
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"It was interesting to note, that in the leadership workshop many of department chair who had experience in management were even more interest to this kind of workshop and they said If they understand the scientific concepts of these workshop beforehand they better able to solve many of the challenges that have already been encountered"
"Holding orientation programs for department chair is a necessity and people should be empowered from the beginning"
"I think the other discussion is the need to share experiences. It helps us so much. So we have effective experience and performance in the different educational areas where we can actually transfer them to others. We can demonstrate this sharing experiences in a journal, calendar and website that can be done by Educational Development Center"
"Mentoring should be taken seriously in educational department now, either formally or informally"
"As a department manager, we are still involving the problems of physical space and other things. These issue must be solved by an executive director, not the department chairs"
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· Empowering in management and leadership
· Holding orientation program
· Implementing mentoring programs
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Educational and non-educational Support
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Factors related to performance support system
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