Theories And Related Literature Education Essay

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Ugah (2008) believe that employee motivation is important in libraries, as in any other organization. Moreover, stamatoplos & Mackoy (1998) believe that satisfaction should be an important part of the evaluation of library services. Thus, Harter (2005) believe that satisfaction concerning the number of copies of recommended course books, photocopying facilities, opening times and the levels of fines. Furthermore, Mahawar, K.L., Verma, Shilpi., & Narayan, Raj. (2009) believe that satisfaction in the services provided by the library. It studies about frequency of library visit, satisfaction with opening hours of the library, library collection, and user satisfaction from library services. For example, Shi, Xi., Holahan, Patricia J., & Jurkat, M. Peter. (2004) believe that satisfaction formation processes in library users library users' needs and expectations are investigated as disconfirmation standards.

Theories and Related Literature

â- Diversity

Wheeler (2005) believe that the support and developing a multicultural gender- specific and socially-aware. Therefore, Stambaugh(2007) believe that people from different cultures and experiences learn together. Moreover, Totten(1999)believe that the libraries are to increase diversity in their professional ranks, must rely on library schools to produce entry-level professionals of quality. In addition, Wells (2008) believe that diversity issues across the entire curriculum, provide community service and outreach to diverse communities locally and nationally, and develop faculty and student research in issues of diversity within library. Thus, Rutgers (2009) believe that goal of the library diversity program is to assure that all library personnel and library users feel welcomed, valued, and respected and to assure that library personnel, services, and collections appropriately reflect the diversity of the Rutgers community and its curriculum and research interests. Furthermore, Kendra Bender (2007) believe that cultural diversity develop multilingual collections, librarians need professional curiosity. However, Yeo and Jacobs (2006) believe that library is a place where conflicting ideas co-exist, where people can discover undiscovered knowledge, and where the powerless can be empowered through access to knowledge. That is, Yang & White (2007) believe that libraries faculty and staff are encouraged to participate during the academic year in at least three diversity-related events which increase their knowledge of, appreciation for, or sensitivity to diversity issues in the workplace by the Libraries' Diversity Program Coordinating Committee or events elsewhere on campus or in the community that have been identified by the committee will qualify. Moreover, Sharma (2004) believe that library have failed to attract more student from minority group to join the University. Hence, Whitmire (2003) believe that the cultural diversity of undergraduates attending today's college campuses is steadily increasing.

2.2 Theories Related to the Independent Variable(s)

â- Diversity

Wheeler (2005) believe that because racial inequity remains in both intellectual and professional pursuits in the field of Library and Information science. Moreover, Stambaugh (2007 ) believe that because understanding and respecting these differences are critical for the University to be a place of open-minded inquiry where, in challenging the boundaries of knowledge. Thus, Totten(1999)believe that because library schools are charged with the responsibility of changing the racial and ethnic composition of their student bodies to be more representative of and responsive to the populations their graduates serve. White enrollment ratios of Texas library schools remain relatively static as the White majority of the Texas population continues to shrink; the gaps will only continue to grow. Hence, GladysAnn Wells (2008) believe that because these titles are provide unique local perspectives on a wide range of issues. This grant funded project will provide indirect access to this rich treasure of information and create a link to the past that will enable citizens to better understand. In addition, Rutgers (2009) believe that because overarching goal that diversity integral part of the organizational culture of the Libraries to accomplish this, the Committee provides advice to the University Librarian on programs or policies affecting staff development, recruitment, retention, public services, and collections. Furthermore, Kendra Bender (2007) believe that because library of cultural diversity ambition to build [a multilingual] collection best suited to the users and knowledge of the language for which one is developing a collection. In summary, Yeo and Jacobs (2006) believe that because stressing the importance of diversity and inclusion, as do most multiculturalists, significantly more emphasis should be placed on the social and political construction of white supremacy and the dispensation of white hegemony. The reality-distortion field known as "whiteness" needs to be identified as a cultural disposition and ideology linked to specific political, social, and historical arrangements. For example, Yang & White (2007) believe that because appreciation for diversity and tolerance of differences do not happen automatically, but require active engagement in thinking and learning. Libraries administration approved a proposal for a Cultural Awareness Program implemented by the Libraries' Personnel Department. Numerous campus student organizations were invited to the Libraries to do cultural presentations on their countries, which included features such as music, education, government. That is, Sharma (2004) believe that because diversity has not been the primary goal of library University. Unfortunately, Whitmire (2003) believe that because the future research is needed to link experiences with the academic achievement and retention of undergraduates from culturally diverse groups. Academic library use measures were: using indexes to journal articles, developing a bibliography, using the catalog ,asking a librarian for help, reading in the reserve or reference section, checking out books, checking citations in things read, reading basic references or documents, finding material while browsing the stacks, and using the library as a place to read or study.

2.3 Critical Analysis/Discussion of the Theories Related to

â- Diversity

Wheeler (2005) believe that support and developing a multicultural gender- specific and socially-aware. Because racial inequity remains in both intellectual and professional pursuits in the field of Library and Information science. Moreover, Stambaugh (2007 ) believe that people from different cultures and experiences learn together. Because understanding and respecting these differences are critical for the University to be a place of open-minded inquiry where, in challenging the boundaries of knowledge. Thus, Totten (1999) believe that libraries are to increase diversity in their professional ranks, must rely on library schools to produce entry-level professionals of quality. Because library schools are charged with the responsibility of changing the racial and ethnic composition of their student bodies to be more representative of and responsive to the populations their graduates serve. White enrollment ratios of Texas library schools remain relatively static as the White majority of the Texas population continues to shrink; the gaps will only continue to grow. For example, Wells (2008) believe that diversity issues across the entire curriculum, provide community service and outreach to diverse communities locally and nationally, and develop faculty and student research in issues of diversity within library. Because these titles are provide unique local perspectives on a wide range of issues. This grant funded project will provide indirect access to this rich treasure of information and create a link to the past that will enable citizens to better understand. In addition, Rutgers (2009) believe that goal of the library diversity program is to assure that all library personnel and library users feel welcomed, valued, and respected and to assure that library personnel, services, and collections appropriately reflect the diversity of the Rutgers community and its curriculum and research interests. Because overarching goal that diversity integral part of the organizational culture of the Libraries to accomplish this, the Committee provides advice to the University Librarian on programs or policies affecting staff development, recruitment, retention, public services, and collections. That is, Kendra Bender (2007) believe that cultural diversity develop multilingual collections, librarians need professional curiosity. Because library of cultural diversity ambition to build [a multilingual] collection best suited to the users and knowledge of the language for which one is developing a collection. Therefore, Yeo and Jcobs (2006) believe that library is a place where conflicting ideas co-exist, where people can discover undiscovered knowledge, and where the powerless can be empowered through access to knowledge. Because stressing the importance of diversity and inclusion, as do most multiculturalists, significantly more emphasis should be placed on the social and political construction of white supremacy and the dispensation of white hegemony. The reality-distortion field known as "whiteness" needs to be identified as a cultural disposition and ideology linked to specific political, social, and historical arrangements. Thus, Yang & White (2007) believe that libraries faculty and staff are encouraged to participate during the academic year in at least three diversity-related events which increase their knowledge of, appreciation for, or sensitivity to diversity issues in the workplace by the Libraries' Diversity Program Coordinating Committee or events elsewhere on campus or in the community that have been identified by the committee will qualify. Because appreciation for diversity and tolerance of differences do not happen automatically, but require active engagement in thinking and learning. Libraries administration approved a proposal for a Cultural Awareness Program implemented by the Libraries' Personnel Department. Numerous campus student organizations were invited to the Libraries to do cultural presentations on their countries, which included features such as music, education, government, and clothing. Hence, Sharma (2004) believe that library have failed to attract more student from minority group to join the University. Because diversity has not been the primary goal of library University. In summary, Whitmire (2003) believe that the cultural diversity of undergraduates attending today's college campuses is steadily increasing. Because future the research is needed to link experiences with the academic achievement and retention of undergraduates from culturally diverse groups. Academic library use measures were: using indexes to journal articles, developing a bibliography, using the catalog ,asking a librarian for help, reading in the reserve or reference section, checking out books, checking citations in things read, reading basic references or documents, finding material while browsing the stacks, and using the library as a place to read or study.

2.4 Discussion of the Dependent Variables

â- Diversity of books

Yeo and Jacobs (2006) believe that the library is a place where conflicting ideas co-exist, where people can discover undiscovered knowledge, and where the powerless can be empowered through access to knowledge. Furthermore, Wells (2008) believe that diversity issues across the entire curriculum, provide community service and outreach to diverse communities locally and nationally, and develop faculty and student research in issues of diversity within library. Moreover, Stambaugh (2007) believe that the University is a place where people from different cultures and experiences learn together; understanding and respecting these differences are critical for the University to be a place of open-minded inquiry where, in challenging the boundaries of knowledge, we include and value all members of our community. Thus, Rutgers (2009) believe that the overall goal of the library diversity program is to assure that all library personnel and library users feel welcomed, valued, and respected and to assure that library personnel, services, and collections appropriately reflect the diversity of the Rutgers community and its curriculum and research interests. Therefore, Sharma (2004) believe that library have failed to attract more student from minority group to join the University because diversity has not been the primary goal of library University. In addition, Yang & White (2007) believe that our ultimate goal through providing various programs is to help the Libraries faculty and staff develop interest or appreciation, expand our base of knowledge and experience, and suspend judgment. Thus, Gosart (2007) believe that diversity is highlighted in recommendations insurance of information literacy to all, equal services to all, physical access to all, diversity and advocacy for library staff and meeting unique needs of diverse communities. Hence, Bender (2007) believe that develop multilingual collections, librarians need professional curiosity, an ambition to build [a multilingual] collection best suited to the users and knowledge of the language for which one is developing a collection. However, Whitmire (2003) believe that empirical research to support the creation of academic library services for culturally diverse groups. An interesting finding was that all of the measures of college activities were related to the academic library. Future research is needed to link experiences with the academic achievement and retention of undergraduates from culturally diverse groups. Moreover, Totten (1999) believes that if libraries are to increase diversity in their professional ranks, they must rely on library schools to produce entry-level professionals of quality.

Library schools, then, are charged with the responsibility of changing the racial and ethnic composition of their student bodies to be more representative of and responsive to the populations their graduates serve. If the predominantly White enrollment ratios of Texas library schools remain relatively static as the White majority of the Texas population continues to shrink, the gaps will only continue to grow.

2.5 Relationship of the Independent Variable(s) to the Dependent Variable

â- Diversity

Ugah (2008) believe that employee motivation is important in libraries, as in any other organization.Because article attempts to identify the place of motivation in developing human resources in the library. This attempt begins with the need to define human resources, human resources development, and motivation, and to discuss theories of motivation and the literature of motivation as they pertain to libraries. In addition, Wheeler (2005) believe that support and developing a multicultural gender- specific and socially-aware. Because racial inequity remains in both intellectual and professional pursuits in the field of Library and Information science. Moreover, Stambaugh (2007 ) believe that people from different cultures and experiences learn together. Because understanding and respecting these differences are critical for the University to be a place of open-minded inquiry where, in challenging the boundaries of knowledge. Thus, Totten (1999) believe that libraries are to increase diversity in their professional ranks, must rely on library schools to produce entry-level professionals of quality. Because library schools are charged with the responsibility of changing the racial and ethnic composition of their student bodies to be more representative of and responsive to the populations their graduates serve. White enrollment ratios of Texas library schools remain relatively static as the White majority of the Texas population continues to shrink; the gaps will only continue to grow. For example, Wells (2008) believe that diversity issues across the entire curriculum, provide community service and outreach to diverse communities locally and nationally, and develop faculty and student research in issues of diversity within library. Because these titles are provide unique local perspectives on a wide range of issues. This grant funded project will provide indirect access to this rich treasure of information and create a link to the past that will enable citizens to better understand. In addition, Rutgers (2009) believe that goal of the library diversity program is to assure that all library personnel and library users feel welcomed, valued, and respected and to assure that library personnel, services, and collections appropriately reflect the diversity of the Rutgers community and its curriculum and research interests. Because overarching goal that diversity integral part of the organizational culture of the Libraries to accomplish this, the Committee provides advice to the University Librarian on programs or policies affecting staff development, recruitment, retention, public services, and collections. That is, Kendra Bender (2007) believe that cultural diversity develop multilingual collections, librarians need professional curiosity. Because library of cultural diversity ambition to build [a multilingual] collection best suited to the users and knowledge of the language for which one is developing a collection. Therefore, Yeo and Jcobs (2006) believe that library is a place where conflicting ideas co-exist, where people can discover undiscovered knowledge, and where the powerless can be empowered through access to knowledge. Because stressing the importance of diversity and inclusion, as do most multiculturalists, significantly more emphasis should be placed on the social and political construction of white supremacy and the dispensation of white hegemony. The reality-distortion field known as "whiteness" needs to be identified as a cultural disposition and ideology linked to specific political, social, and historical arrangements. Thus, Yang & White (2007) believe that libraries faculty and staff are encouraged to participate during the academic year in at least three diversity-related events which increase their knowledge of, appreciation for, or sensitivity to diversity issues in the workplace by the Libraries' Diversity Program Coordinating Committee or events elsewhere on campus or in the community that have been identified by the committee will qualify. Because appreciation for diversity and tolerance of differences do not happen automatically, but require active engagement in thinking and learning. Libraries administration approved a proposal for a Cultural Awareness Program implemented by the Libraries' Personnel Department. Numerous campus student organizations were invited to the Libraries to do cultural presentations on their countries, which included features such as music, education, government, and clothing. Hence, Sharma (2004) believe that library have failed to attract more student from minority group to join the University. Because diversity has not been the primary goal of library University. In summary, Whitmire (2003) believe that the cultural diversity of undergraduates attending today's college campuses is steadily increasing. Because future the research is needed to link experiences with the academic achievement and retention of undergraduates from culturally diverse groups. Academic library use measures were: using indexes to journal articles, developing a bibliography, using the catalog ,asking a librarian for help, reading in the reserve or reference section, checking out books, checking citations in things read, reading basic references or documents, finding material while browsing the stacks, and using the library as a place to read or study.

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