June 14, 2015
June 14, 2015
June 17, 2015
Women in Engineering
26.976.1 - 26.976.17
Institutional Transformation Guided by a Multi-Frame Organizational Analysis ApproachThe goal of an ongoing institutional transformation project (NSF ADVANCE #xxxxxxx) at alarge private university is to increase the representation and advancement of women STEMfaculty, widely represented across ethnic, social, and cultural backgrounds, by removing barriersto resources that support career success and by creating new interventions and resources. Anadditional emphasis adapts interventions to address the needs of key sub-populations includingwomen of color and deaf and hard-of-hearing women faculty. The project: 1) refines andstrengthens targeted institutional structures; 2) improves the quality of women faculty’s worklife; 3) aligns institutional, administrative, and informal systems of power and resources tosupport and sustain progress towards the project goal; 4) enhances the working environment andsupport career advancement for women faculty; and 5) establishes a sustainable, inclusive,accessible network that supports career goals for all of university faculty.In preparation for creating an appropriate transformational strategy, researchers conducted amulti-year self-study (NSF ADVANCE #xxxxxxx) to identify career advancement barriers forcurrent women faculty at the university in order to establish how well the university addressesissues that have been found to be important in their recruitment, retention, and advancement. Thestudy addressed several questions regarding the representation, career advancement, and resourceallocation for faculty. Results of a faculty climate survey conducted in conjunction withobjective data review and benchmarking, led to the identification of barriers in the areas of careernavigation, climate, and flexibility in work/life management balance which have been previouslyreported [1-4]. In addition an assessment was conducted as to the success of existing universitystructures at addressing these barriers. This assessment led to the creation of a detailedinstitutional transformation strategy which adopted a multi-frame organizational analysisapproach from Bolman and Deal to improve understanding of organizational issues within theuniversity . This approach integrates several aspects of organizational theory, includingstructural, human resources, political, and symbolic perspectives, and suggests the use of each asa “frame” or “lens” for viewing the organization and the strategic approaches created to changethe organization . Use of the approach improves understanding of the organization; ensuresinterventions positively impact the university at the structural, human resource, political, andsymbolic levels; and supports sustainability of key grant activities beyond the length of the grant.The organizational analysis approach also aids in project administration and evaluation. Thispaper presents the transformational strategy underway and the organizational framework adoptedand refined to aid in the project’s execution and evaluation.1 “RIT_EFFORT_Career_Life_Survey.pdf” NSF ADVANCE RIT (2009, October). Accessed Oct. 18, 2014 from http://nsfadvance.rit.edu/effort/.2 Bailey, M., Baum, S., Mason, S., Mozrall, J. Valentine, M., DeBartolo, E., LaLonde, S., Marchetti, C., & Williams, G. (2011, August). Establishing the Foundation for Future Organizational Reform and Transformation: Status of Women Faculty at RIT Regarding Recruitment, Representation, and Advancement (Final Project Report for NSF # 0811076, ADVANCE Institutional Transformation – CATALYST). Accessed Oct. 18, 2014 from http://nsfadvance.rit.edu/effort/.3 Bailey, M., Marchetti, C., DeBartolo, E., Mason, S., Baum, S., Mozrall, J., & Williams, G. (2011). Establishing the Foundation for Future Organizational Reform and Transformation at a Large Private University to Expand the Representation of Women Faculty, Proc. 2011 American Society for Engineering Education Annual Conference & Exposition, Vancouver, BC, June.4 Marchetti, C., M. Bailey, S. Mason, S. Baum, and M. Valentine.  Perceived levels of faculty value, influence, and satisfaction by gender, rank, ethnicity, college, and department at a large private university. 2012 ASEE Annual Conference and Exposition, San Antonio, TX. 10-13 June 2012. n.p. Web.5 Bolman, L. & Deal, T. (1991). Reframing organizations: Artistry, choice, and leadership. San Francisco, CA: Jossey-Bass.6 Austin, A., Laursen, S., Hunter, A., & Soto, M. (2011, April). Organizational Change Strategies to Support the Success of Women Scholars in Science, Technology, Engineering, and Mathematics (STEM) Fields: Categories, Variations, and Issues. Proc. Annual Conference of the American Educational Research Association, New Orleans, LA.
Bailey, M. B., & Marchetti, C., & Mason, S. P., & Valentine, M. S., & Dell, E. (2015, June), Institutional Transformation Guided by a Multi-frame Organizational Analysis Approach Paper presented at 2015 ASEE Annual Conference & Exposition, Seattle, Washington. 10.18260/p.24313
ASEE holds the copyright on this document. It may be read by the public free of charge. Authors may archive their work on personal websites or in institutional repositories with the following citation: © 2015 American Society for Engineering Education. Other scholars may excerpt or quote from these materials with the same citation. When excerpting or quoting from Conference Proceedings, authors should, in addition to noting the ASEE copyright, list all the original authors and their institutions and name the host city of the conference. - Last updated April 1, 2015