Hi, and welcome to the video review of our course Managing People. In this video, we'll be talking about Unit 8. Our unit structure, we've been talking about eight units and we're on our last unit, which is focused on power politics and change. Our learning objectives for this course are important as all of the test questions that you'll be working through, both in the practice exam and the final exam are tied to these learning objectives. So you just want to read through them and make sure before you take any exam that you're very familiar with all the content and definitely go back and reread content if you don't feel comfortable with it quite yet. So let's read and take a look at these learning objectives together. Describe how power basis such as legitimate power, reward power, expert power, information power, coercive power and referent power work and how they influence people in organizations. Explain common power tactics in organizations and power shifting strategies to effectively manage workplace politics. Evaluate methods to manage organizational politics by using rational processes, strategic leader power, reducing system uncertainty, breaking up political fieldings and reducing competition for scarce resources to ensure appropriate and ethical behavior. Summarize the models of change management in organizations such as Lewin's three-step model, Cotter's eight-step plan, Nadler's system model and action research as well as planned organizational development and crisis management. Analyze how firms use agility and address change in a complex, turbulent and uncertain business environment. And finally, our last learning objective is develop processes to manage change mindsets and instill a collaborative culture to solve business problems. So let's next look at the topics we'll be addressing within this unit. Here's a list of the vocabulary terms that we'll be going over in this unit. Our main topics for unit eight include power in organizations, the ethical uses of power, the management use of power, change management models and how we might apply them as well as leadership mindsets. So let's go ahead and get started in the content. Our first topic is looking at the basis of power and whether you're a leader or a manager or an employee, understanding these bases of power can be really helpful at understanding the best way to navigate a challenging work environment and it can help you choose the best way to wield the power that you might have in your organization in a fair and ethical way too, of course. So some of these bases of power include referent power, which is the type of power where you're a role model as a leader and as a manager, you are sensitive to people's needs and feelings and everyone is treated fairly. This type of power is, we can call it charisma sometimes and can be really important and really valuable in order to get things done within your organization. Our next form of power is expert power and this type of power results from someone being really good at what they do. So for example, if you work in a technology company, a lot of people may listen to a particular person because they're an expert networking systems, for example. So that person is able to use power because they're an expert within that area and they're very knowledgeable, they have a lot of experience. So people look to them in that particular area. Legitimate power is the type of power that is usually given as a result of a title. So someone is a manager, they're a director, they're a chief something, chief executive officer or something along those. So this type of power is given based on title and the structure of the organization. Let's look on our next slide at a couple of the other different bases of power that we might wanna consider. We also have reward power, which is something that managers can use quite often where we have the power to reward someone if they've met a specific goal or a certain criteria. So this is a type of power that managers often use. And then we have a coercerer, which is a little bit more negative type of power where we remind subordinates and our employees of punishments that could occur and we really focus on kind of the negative reinforcement rather than the positive reinforcement. So while this type of power can be useful at times in different situations, it's just important to note that you only wanna use this in certain situations as the other forms of power tend to be a lot more powerful for sure. Some other types of power that you might consider are affiliation power and this type of power occurs through association. So let's suppose that you work for an organization and your best friends with the CEO of the company. Well, because of that, you have affiliation power. People know that you're best friends with her and therefore you may wield some power within your organization simply because of that point of affiliation. The next is group power, which is where if we gather in groups as employees, we can wield a significant amount of power to make change in our organization. So group power is really just focused on there's a lot of weight with a lot of numbers and solidarity among employees to wield this kind of power. And then finally, technology power is the type of power that some people may use because they're able to use technology better than others. Maybe they're really fluent in a particular software, so they're able to use technology power in or or they can control access to technology in order to wield power. Some people take certain actions in order to use their power. Some of these can be positive or negative depending on the particular situation, but use of power, some people may try to control the agenda. So if something never gets talked about, then they always get there away. So that would be an example of controlling the agenda, just making sure that things aren't talked about so that they're able to get ultimately and push for what it is that they want. Sometimes people will use outside experts and say, oh, well, the research says this, so therefore we can't on that particular. Sometimes it's a justified use of power, but sometimes if we try to use outside experts or outside research, even if it's true, it may amiss use of power in some situations and to some extent. So we wanna try that part of it. People sometimes will use bureaucratic gamemanship and this refers specifically to really working the politics of relationship that you have among others in order to gain power over a particular situation. And this type of power is, depending on how you use it definitely can be a negative type of power that we want to avoid. And a more positive type of power is to try to create alliances and coalitions within the people that you work with in order to impact a positive change within the organization. One of the ways that we can look at trying to manage some of the politics and power within organizations is having analytical processes. So this would be a process that's already set and agreed upon to determine answers to problems. So when we do this, it allows us to have a process by which we can go through that wouldn't allow people to circumvent using some of the other more negative sources of power. So analytical processes can be a good way to ensure that power is used reasonably within your organization. We can also have a consensus and cooperation culture and this is focused on the ability to build relationships and connections among members so that politics isn't necessary. And this method helps to build quite a bit of trust within the organization. We can also look at how managers or leaders sometimes lose power within their organizations. And there are many more than just these, but these are the main ones that you read about. And that can include being technically incompetent. So not able to use certain technology or certain tool. A leader that's self-serving or an ethical tends to lose power within their organization. Micromanagement, which really looking after your employees a little bit too much and telling them exactly how to do their job and following up too frequently. This can cause managers to lose power within their organization. Of course, the arrogance can cause loss of power explosive. So a manager or a leader that gets angry and explodes can lose power in the eyes of their subordinates and their employees. And finally, a leader that's inaccessible. So they're not able to meet with and or talk with them. That definitely can cause a power loss as well. We're now moving our conversation here to the idea of change management. And there are several models that can help guide us for change management. So we're going to look at a few of those models now. And this first one is Lewin's model. And it's a fairly simple three step model as you see, which consists of unfreezing movement and refreezing. So there are a lot of strategies that you might want to implement within this process, but the unfreezing phase is really what drives the change. So we can look at unfreezing in terms of driving forces and restraining forces. So those things that are preventing a change and those things that are causing a change. And once the driving forces are stronger than the restraining forces, that's when we're able to make a change within the organization. So then the second phase of this model looks like movement and that involves making plans and making the changes within the actual organization. And refreezing, another way to say that is getting the change to stick. So putting policies, procedures, and other operational consideration in at this point will help get those changes to stick. Let's look at another model of change that's actually based on this model that we've just discussed. Another change management theory that is similar to the one that we just looked at is the Cotter theory. And as you can see, it's similar to Lewin's theory, but it gets into a lot more detail. So the steps for change management with this theory include the first step, creating a sense of urgency for the particular change, build a guiding coalition or a group of people that will help support the change and help move the change forward, building your strategic vision and of course the initiatives around that vision for change enlist a volunteer army. So these would be individuals that ultimately would help you drive the change and make many of the tactical decisions that need to be done in order to make that change happen. Next would be to enable the action by removing barriers. So we wanna make the change as easy as possible for our employees. So we want to eliminate as many barriers as we can to make the change go a lot more smoothly. We also want to look at short-term wins and sustain the acceleration or the movement toward the change and then of course institute the change. So as I said, this model is a little like Lewin's model, but it is a lot more detailed in a lot more detailed steps. Number of system model is our last change model that we'll take a look at, but just be aware that there are a lot of different change models available if your organization is going through a change. But this model is focused on the different elements that you might need to consider before, during and after you've made a change. So the first is the informal organizational elements. So this is the communication patterns, the types of power, the leadership of the organization and so forth. So informal organizational elements. The formal organization elements include things like the organizational structure and the work processes. So you'll want to look at these and consider how these will change given the large change that you wanna make within your organization. Next, we then look at individuals, the employees, the management, what are their abilities? What are their characteristics? How are they going to accept the change? Do we have a gap in skills with this change where we may need to hire people? So we want to look at the individual characteristics. And then finally, we want to look at the individual tasks. What are the tasks that need to occur in order to make the change happen? Who can be responsible for those tasks and how are you going to follow up to make sure that those tasks are successfully accomplished? Our last way of looking at change management is through action research. And action research is essentially a phase that can or a series of steps I should say that can help you determine what type of change and when you may want to make a change. So the first step is diagnosis. So perhaps you diagnose an opportunity or a problem that you want to address with a change in your organization. Then you analyze that particular change, what the problems, what the challenges are and how you may resolve it. And then you get feedback on that. You will want to run it by anyone that's impacted by the change you're going to think about making and gain feedback and hopefully buy in as well. And then you'll take action on that change. So implement the change. And finally, once the change is done you'll want to go back through and evaluate and see how well the change worked and make any small adjustments that you may need to make in order to make that change accepted. Our last section of this unit addresses leadership mindsets. And I think it's important to reflect on this a little bit as you think about finishing this course in terms of how you manage people, how you want to manage people and the kind of leader that you want to be. And when we think about leadership mindsets leaders always self monitor. So they monitor their self talk. And when I say self talk I mean that internal voice that's in our head. And we want to try to have as much positive self talk as possible to gain that leadership mindset. We also want to consistently be examining our assumptions and our beliefs about other people, about our self, about the world around us. This keeps us updated and constantly aware of any changes that we may need to make either within ourselves or within our organizations. Many leaders and managers will only look at what is going wrong. And when we look at a leadership mindset we want to also look at what's going right and figure out how do we make that thing that's going right? How do we make that go right in other areas of our business? So you can think about that in terms of thinking positively and learning from the things that do go positive. Instead of looking at conflict as a negative we always want to look at conflict as an opportunity as a leader. Of course we want to build trust with our subordinates, our employees and our colleagues. And being humble and not letting that ego get in the way is an important aspect to have that leadership mindset. Let's talk about what you've learned in terms of our learning objectives. You learned about power bases such as legitimate power and reward power. You also learned about common power tactics in organizations and how strategies can be used to shift power and manage workplace politics. We also talked about evaluating methods to manage organizational politics using a variety of processes. We talked about the models of change management including Carter's eight step plan as well as Lewin's three step model. We also talked about how firms use agility to address change in complex environments. And finally we talked about how to develop processes in order to effectively manage change in our organization. I'd like to congratulate you on being done with all of the videos for our course managing people. In order to prepare you for the practice exam definitely re-review the study guide and the course materials and I wish you the best of luck on the practice exam.


There we go. Yeah. All right. I think I guess we can We can start now, right? That sounds good. Okay. All right. Good morning everyone. Good afternoon to the CMU Africa campus colleagues Welcome to today's our CMU library Spokeshops If about the are you interested in learning about the impact of your research? So my name is how you land and I'm the engineer librarian at the Carnegie Mellon University libraries And today also along with me are my colleagues Mandemar Steller, but also the science and engineering liaison library and also rooting Huang who are the Postdoctoral fellow at the CMU libraries. So next slide, please So today's objectives of this workshop is the first one is to get you familiar with the common research metrics such as the H index the journal impact factors that are very important to measure your research the researchers scholarly output performance and then the second objective is to make you aware of some major research metrics tools that are could help you to To exactly measure your research performance and the third goal is to understand the variety of the other identifiers available and how to make them work for you and we will also give you some examples of this research metric tools and the Demo of the other identifiers platform next slide, please so What are some the common research metrics today? So first one the most popular one is probably the H index. So it is an other level metric and The next one is the impact factor. So that is Falling under the journal level. So it is a journal level metric that it can measure the performance of the journal and then we also have some Very emerging metrics. So they are all called the alternative metrics that we will also talk about and give you some example about it Next slide, please So, yeah, so the first one is the H index. So that as I just talked in the previous slide So that's Others level metrics. So what is the H index? So the H index captures the research output based on the total number of the publications and the total number of citations to the To those scholarly works and they also provide the others a focused snapshot of their research performance So some of the databases that could produce and help you find the H index are the scopus the web of science and the Google scholars and Usually the higher H index values would mean that more scholarly output for the others and to manually calculate the H index You can see this below example. The first thing is to organize the articles in descending orders based on the number of times They have been cited So as you can see the below the example in that in that graph This is an example of the others are scholarly output and their articles Based on the citations in the in the descending orders. So you can see the number one that the others has 33 citation numbers in total for the first article and the second article the other has 30 total numbers of citations. So you can see they all fall under the Descending orders. So you can see the other has eight papers has published eight papers total that have been cited 33 30 20 15 7 6 5 and 4 times so you can see Under the 6th article and the citation numbers of that is also 6. So that's the How we calculate the H index is when the actually the citation numbers is at least at the number of the The order of the articles. So you can see this tells us that the others age index is 6 So any questions about how to calculate age index? So if there are no any questions yet next slide, please. Oh We do have some either has raised a hand. Oh, okay. Yeah. All right.  So what is the right way to actually calculate this? Oh Yeah, the self citations Yes, so I think different databases might have different values of age index for the same other and that is because that they They're back and their data is actually different. So they're Some of the databases data sources are coming from different publishers. So they capture different like So for example in the Google scholar, they might fetch the probably the more articles than other Like database tools. So I think that's the reason why the age index by different sometimes for different others because Because the database tools Fetched to different they have different database At the back end. Does that make sense? Edith? Yes, thank you very much. Okay. Thank you All right next night, please So the next we are going to talk about the journal level metrics, which is the journal impact factor So to calculate the journal impact factor Use a two-year period to divide the number of the times that the articles in that journal Were cited by the number of the articles That were published So the common database to calculate the journal impact factor is the journal citation reports So usually a journal with a high impact factor has the articles that are cited more often So higher means probably the better the better performance for the journal and For example to calculate the 2022 impact factor of the journal. So let's say that The number of the times is 300 that articles published in 2020 and the 2021 were cited by the index journals during 2022 and The 50 is the total number of the sightable articles published between 2020 and 2021 So then we just took 300s divided by 50 and then we come to six Which is the 2022 impact factor of the journal so yeah, so basically to calculate journal impact factor, we just took the the year before and also the Year before that. So it's basically like with them all in here to calculate to 2022 we just took the Number of times of the articles published in the previous two years prior to the 2022. Yeah So, yeah, so that's how you can calculate the journal impact factor Are there any questions about how to calculate this factor? Right. So if there are no any questions, we can just move on to the next slide, please So, yeah, and also there are also other common important metrics tools here that are probably more Intuitive and doesn't require lots of calculations. For example, the number of publications for the Authors and also the total number of the citations for the author And we also have the citations per paper and also the number of the views and the downloads for the paper So I think that's more straightforward and then and that that's a very straight number that you can usually see that in various database metrics platforms So, yes, I think that's my part and in the next slides Luling will introduce some alternative metrics and also give some examples about it Yeah, yes, it's your yeah Okay, I thought I thought Matt Matt is managed with this Okay Yeah, I'll do this Okay, so the next So we have when we talk about some traditional metrics like citations citation based metrics and then but if we think about some other kinds of impacts that that a research output can have then so for example a research output can be picked up by by blocks by social media by other kind of mass media or in policy Documents so how do we capture those kind of scholarly impact? So This is related to the alternative metrics. There are two main popular metrics here first one is automatic And this is the tool that we we have we at CMU we have the Or metric explorer where it is based on the elements Publication list which means that the data database behind all metrics are provided at CMU has been the back end of that data has been verified by by by individual researchers and then from another Provider is the Plum max metrics This metrics also shows up in some of the databases at CMU Next slide please Here is just a quick example of the how to use on metric to show some early impacts This is an article published very recently and it totally makes sense that It has zero citation so far because it's a very new article But as you can see the all metric score here is 60 which means that it has been picked up by other Other sources like news outlets blogs and social media So if you want to showcase some of your recently published article All metric is definitely a great tool to to to measure your early impact, right? So I think next would be Matt Okay, thanks Luling and how young I Guess one of the things that I would point out is that these alternative metrics measure the attention that your research is receiving Before any citations perhaps even up here So that's a that's kind of an interesting way to measure things and you have the alt metric Donut there with the 60 in the middle the color scheme indicates, you know, there's there's there's the How much it's getting tweeted or whether or not it's in in news outlets or in the yellow It's a you know, there's a blogger that has picked up on it. So It historically we've had an awful lot of tools spring into being But but in the early days, we only had one called the web of science Back then it was the science citation index and then it had a humanities citation index and a social sciences citation index They're all wrapped into one now now kind of a misnomer, but called the web of science and it just basically tracks a core set of journals that Are cited by other journals and it's been a rather restrictive set of data now, in other words, it's not Any by any means a long and thorough list of journals It's just what that particular publisher clarivate has deemed to be the top-notch journals So whether or not we agree with that that's that's the measure that we have. That's why their h-index can Sometimes be a little smaller We use another tool called elements that we capture all of these different Measures in and you'll always notice that that by comparison the web of science H-index is much smaller. The the other thing that comes into play is a researcher has to actually maintain the researcher ID within web of science for it to show up in in our Elements tool, which is our like a research information manager that I guess Edith I noticed that you seem to be working with it quite a bit already, which is a great sign Scopus came on the scene. Oh Maybe about 40 years after no web of science came into being And it's quite the rival. It's a little more inclusive than web of science. So the h-index often shows up as higher It's still not comprehensive or journal book or conference literature. It's it's Markedly better for conference literature. I'll give it that much Book literature. I think both web of science and scopus are struggling with Yet a third tool came on the scene about Eight to ten years ago called dimensions It's larger than either web of science or scopus Again, just a rival product. It's still not comprehensive But it does pretty darn well with journal literature. I'll give it that much It it doesn't seem to touch book or conference literature at all at this point Which is a big drawback for it that they need to to try to repair if they can In contrast, we have Google scholar. It's it's probably the most comprehensive Especially according to a recent study it covers the global South literature a little better Quite a bit better actually, but it doesn't play well with others. So its utility is limited Dimensions scopus and web of science often work with other analytical tools that we also have at Carnegie Mellon that I'll introduce and That makes them a little more useful If you're in a field like librarians or computer science Computer engineering Google scholars probably our best database. So what do we do? Well, we can at least get measures for ourselves In in like little add-on tools that use the Google scholar data There's one called publish or perish that you can get some pretty interesting research metrics out of it It's freely available you can download it so I thought that I would Pick on our poor University president Farnam johanian To go through these author identifiers that exist. And so in this case I'm going through each of these databases and hopefully I'll tie it all together rather nicely for you So in this case, you'll note That this is an algorithmically generated author record So Farnam has not really claimed this record. He isn't Maintaining it in any way So it has a researcher ID that we could actually use in our In our research information management tool that I'll introduce here in a little bit But since it's not curated We can see that it has just 56 total documents there So that can be a source of a problem or for Farnam's H-index in the web of science is probably somewhat lower Okay If you were to claim it and then make sure it was more complete, you probably get a higher number Here he is showing up in the scopus database. This is also Algorithmically generated but usually with a bigger database a little more thorough. We see 99 documents in here and We see a little more interplay with the data and some visualizations that might be helpful. So This is a good example of What you can do, you know, there there's a like a beta there for awarded grants it tracks patents conference literature journal literature very important for computer engineer like Farnam And you can see as a university president as his administrative duties increased his Publications have dropped off a bit. I think we'll we'll give him a break. He's got a lot to do, right? He also shows up in dimensions, which is kind of the the new kid on the block Now dimensions prepare prepares a an author profile for profile for all of us and So we here see here. He's been tracked with 94 publications. We this display is a little more Informative we can see the number of grants the dollar amount now how accurate that is We're still kind of out to lunch on we were hoping it's fairly accurate But we also have sparks data, you know our own internal Grant data tracker that that we can use to measure the same thing with grants Patents is yet another thing that that is tracked But it'll also track clinical trials if you happen to be in the medical research area But we can see that we now we're up to three different profiles that possibly could be out there all of them having Identifiers associated with them author identifiers. Okay Matter of fact if I were to go back Here is the author identifier in scopus that's a scopus author ID number Web of science has Their researcher ID Okay, dimensions also has a dimensions ID number. I don't have it on the screen here Usually it's the number at the top of the you are, you know at the very end of the URL And it's tracked very readily in in elements which is produced by the same umbrella of companies So your dimensions ID number is yet another way that you could be identified Okay, so when I went into Google scholar the the thing that we need to realize there is when you have a profile in Google scholars because you made it And so Farnham never got around to producing a Google scholar profile We're in sometimes a busy guy like him somebody will go in and create it for him and then let him adopt it But that just simply hasn't been done He does have literature in there. So, you know, it's just something that that he could undertake, of course And here see it has a supposedly found 214 results We can only hope that that's a true accurate number Google scholar tends to index an awful lot of things that I think none of us would consider a scholarly article So that's why their data can be somewhat larger as far as number of publications are concerned and Arguably Some folks feel that some of their citations are not what they would consider. Oh legitimate, okay, so The other thing is we've got this wonderful reporting tool that works with one of our sources of information The scopus data can be pulled in to a tool called CIVAL And one of the things I wanted to point out a few slides ago. Let me back up a second You'll see here in the scopus author profile for Farnham that we could take this and export it to CIVAL So this data can be visualized in a very cool analytical tool called CIVAL So that's what that export function does and that's how these two interplay CIVAL is something that we can use to analyze literature at many levels. It could be the individual researcher A research unit that they want to compose, you know, maybe it's a research area in a department It could be the whole department the college It could be a university and you could have multiple researchers or units or departments that you want to compare So it's a very very interesting tool now here is CIVAL just one of the Modules that are available. This is just simply the overview looking at Carnegie Mellon as a university in its entirety and All the measures that are here are What they we consider Fairly influential metrics there. They're often part of what's called the snowball metrics In other words, they've been vetted by a group of experts and indicated that yeah These are a good way to measure things So one thing is that there is this measurement called the field weighted citation in impact and this impact measurement is good When you want to compare apples to apples, so people Or usually Entities at a very granular level It's very good to measure like how a university might compare to another university in a particular subdiscipline like astrophysics or a Certain aspect of computer science or computer engineering okay, and So in the overview you can just look at one item at a time You can see it has a benchmarking module that you can use to benchmark Multiple entities all at the same time So if you were wanting to compare yourself to other researchers that you've tracked There this is an example that I set up for Ben Hunt For him to compare himself to other researchers that are similar to him and Where does he fit and you see that I arranged this report in Sci-Val for To track the citation count overall citations per publication the H index We could have added the field weighted citation index. It's it's got the scholarly output So we can see that that can be a fairly Interesting little benchmarking tool And one of the things that you can do with Sci-Val is use that to tell your story better Maybe you need to do to apply for a grant and you want to indicate what your most impactful research has been and You probably have a good idea why it's been so impactful Some of these tools are great at bubbling out the things that have been cited the most or By comparison have really helped your measures against your colleagues Yet another thing is the the Orchid ID is another identifier that can be used and people look to it as something that we that kind of sows everything together and Let's see. I think we're we're down to to Edith in our audience and so Edith you're you're You're actually a shining example of somebody that has come to the university and a lot of your stuff is is set up already and Including your Orchid ID and you've also you've obviously connected it to Carnegie Mellon And you've gone into your elements profile and you set up your Orchid ID, which is all great to see We're trying to encourage other people to do the same Okay Now I mentioned elements Elements is what's called a research information management tool that each of us can use to manage our Publications and other things we've got going on things like grants data Activities that we've undertaken what we've taught and So it's a very interesting tool and you can see that it drags in data from scopus dimensions web of science and This is a perfect example of a computer engineer or computer scientist You can see they've got a fairly high number in scopus Dimensions is not so high because remember it tends to ignore that conference literature Which is really important for a computer engineer or computer scientist and it looks like they may not be maintaining their web of science Researcher ID Okay, by comparison This is the data that I pulled from Google Scholar and we can see that the h-index is higher The overall number of publications is higher Yeah, so it's The h-index is dependent on the data being used. That's the big the big lesson to learn there now scholars is a tool that takes our our information out of elements and presents it to the public and We love to see the faculty adopting this so again. Thank you, Edith and eventually What will go on you can see that it's slowly growing across the campus and we're trying to encourage the faculty from around the campus or from around the university to go ahead and and Make their profile public The example here now we're back in elements But you'll notice that we can look at his Curtis Myers public profile now We always tend to showcase Curtis because he's used it so extensively Well in this case we've been very careful with this publications list that's sometimes Researcher will get into trouble because they get confused with another researcher in this case. I actually had to go back and repair Hurtuses Publications list because they kept confusing him with another high-energy physics researcher at the large Hadron collider whose initials were CA Meyer You know, so sometimes you can get confused and in this case The scopus database had the two of them confused so I had to go in and and separate the two authors basically by hand The special request of the folks at scopus yeah The grants data is pulled in automatically from our sparks database So if you go for research funding, it will be tracked there Teaching activities come from s3 So that's gonna be a little bit out of date because they have to wait for the semester to end basically before they add the teaching activities Okay And then professional activities is the sum one thing that we have to add in by hand But you can see Curtis actually did this all by himself as Part of our service to the university though. We do have some people we've hired some students that will do this They'll take your CV You can hand off your current CV and the students will just enter the data for you It's it's rather tedious. I know I put in nearly a hundred professional activities because I'm kind of old so it was a lot to add and It's very tedious to do on your own, but if you want to you can certainly do so so if we were to look at Curtis's profile and also from what we can see here Curtis is also linked up his orchid ID and He can edit his profile rather readily and so we can view his public profile. You'll notice right now I'm actually doing a function called impersonating Curtis if you ever need help from a librarian we can go into elements and Take a look at the problem by impersonating you and then and we can either change the data for you Or do what we can on our end to help you out if you're if something ever goes wrong Okay, I'll keep that in mind And so from his public profile you we can see that Curtis has built out quite a Public profile including you can add media So this is important if you want to start attracting graduate students. You might have some Maybe even professionally done Video where you're talking about your research and it might be a great way to introduce yourself to perspective graduate students That you might work with or collaborators and that way they get a view of you and you know, what it is that you do So you can easily import Media there Yes, either Yeah, so you actually raise a point that I've been wondering about the scholars website So who is the intended audience for this and are you anticipating that? CMU researchers should use this profile as their main One like instead of an orchid ID on their CV for example What we hope to see it become and we've got nearly 500 faculty members on it So I guess we're closing on an in on the 50% mark is we would like to see Journalists Funders ourselves This is a public facing interesting look at the research at Carnegie Mellon, so It doesn't really replace anything but oftentimes like the biographical sketch that you stick in there Is something that you can cut and paste from another page like Curtis has this professional homepage linked He's got his Google Scholar page linked. There's a department website for him. That's there as well all tied together for people And they're also as you As your time at Carnegie Mellon Lengthens and maybe you start working with other faculty on campus your collaboration network would build. That's an internal collaboration network of Who is this faculty member been working at working with at Carnegie Mellon? wherever it may be and That's just a very interesting look at how the outside world can view us, but we can also use it as well so we do things like the Sustainable development goals are tagged to our records as well it's just an interesting way to explore us and if we were to take a look at All of these things other than your professional activities. These are automatically generated So it's not something that you really need to pay super-duper close attention to you get a pretty good result Just from setting it up initially and letting it run It's probably going to be your your freshest Public presence we hope So we're doing this is just a way to help you out. Thank you that clarifies it. Sure Here's an example of that collaboration network So here we have This is his extended network. So what that means is we saw Curtis and Reinhard Schumacher and John Allison The number of publications associated with them while working at Carnegie Mellon and or while working period and we can see Curtis is the the more established researcher Reinhard's been a while around for a while John is in high-energy physics research. So he publishes like a couple articles a week. It seems like But he's one of five thousand people but only a couple, you know, only only Curtis here at the at the University level he has other other Collaborators at Carnegie Mellon, but if we were to click on his little circle there, we would see that Okay, but John also works with one of our computer scientists So we can see that Curtis's extended network concludes that So as people take a look at each other's networks, they might see oh Why are they working together and they can explore that and maybe I should work with that person too And I have something my work might delve into their research area Well, that's kind of the things that we're hoping to do make connections around campus and to let the public do the same thing so that's all that we wanted to make sure that we covered and If we wanted we could always You see here me Escape we can always go into some of the tools and explore a little bit. We're at 941 You know, we got about 10 minutes if you've got something that we should explore Let's see here I guess Edith I think one of the things that I noticed for you is that you might want to Take a look at the Algorithmically generated Researcher ID and claim it And make it as complete as possible You're gonna find that that smaller web of science database might not pick up all your research but as you work with it and then make sure that it's being tracked by Elements you might see that the the somewhat lower Elements h-index might grow a little bit So sometimes it's just good to keep track of that researcher ID. You can sync it up with your Orchid ID and and hopefully these things continually feed one another Let's see I didn't notice whether or not your I think your your orchid is Connected to your to your elements profile now, right? I think you've done that Yes, I set it up, but I think I still needed to import a couple of things. So I only did some I haven't finished Sinking up everything else. Okay, and the thing you can either have elements feed orchid or the other direction But not both and So it all depends on I I've been letting elements feed orchid because there are certain things like a maybe I go to a conference and present a poster or do it just a Presentation and I when I'm back from the conference, I'll put that into kilt hub And then it gets tracked automatically in elements in which then automatically feeds it to orchid so just Could you actually if you have Time could you run through how you set it up that way? I feel like it might be easier sure So let me go into I'll go into elements Okay, so here is my home page and so you can ignore all these actions that I need to do But let's see here. I have my orchid settings and So I am I can change this here if I wanted to and then at the bottom I could Run the sink or save my changes and then run the sink or so What I I've set it up to do is read from and write publication data from elements to my orchid account that's all and So one of the things that one of the sources of information for elements is called kill tub Which is I don't know.  No, I'm just hearing about it right now. Okay If I were to look in our services under K And I hope it's there. Yeah, there it is We provide this as a way to store Pretty much anything and if you have a Written an article and it's in a subscription only journal, but they do allow you to post an open-access version of it like the The Approved draft that that they're going to work from and and then they're gonna put it in their own formatting You can actually post it into kill tub provided. That's okay with the publisher and and Other things that if you have data sets if you have research data sets and you don't have anywhere else to store them and they're of You know a fairly reasonable size you can store them in kill tub and share them with the world if you wish It'll give them a DOI which is often something that is very important to people and so just as an example I could spell my own name, which I couldn't okay Okay, so you see I've got 20 different things there from posters to a presentation slides to I Don't have a data set to show you but some things are the full-blown paper so It's a lot of things that you can stick in there But this actually serves as one of the data feeds for your publications in elements So if I were to look at my publications and you can see the different types. So there's a presentation It's the most recent thing I had there a presentation at the AS double e-conference American society for engineering education. So that's just one thing that actually shows up now in my orchid profile as well So that's how that's dealt dealt with so again, that was just the the menu Your orchid settings and then you choose what you want to do and you can change it Okay. Yeah, thank you All right, let's see Other things I could How you would appear in both Scopus and Sci-Val so let me go to the Scopus database and I can search by author Yeah, and yeah, so I was curious who the attendees would be So I've looked for you recently We see one author result there. So here's one where that your Recent affiliation I was a little confused by the Nelson Mandela African institution of science technology But I should probably ask about this. So I I think So that was my previous institution and one of the challenges I faced with both orchid ID and all these profiles is how to switch Affiliation, I think Google scholars the only one that just allows you to verify with your email. Yeah Yeah, that's a challenge and so you At this point you can edit your profile. This is where I said, oh, this is this is this is our Edith. Yeah this is the right person and So if you want you can edit your profile and you might be able I think to change your current affiliation I See but it has to be each individual profile even though they're linked together. It doesn't Just blanket change everything Yes, if you try to edit that and it doesn't work the way that you quite want Just let me know and we'll get in contact with the folks at Scopus and get that working What will happen is as you publish again with Carnegie Mellon You will show up as a Carnegie Mellon. They'll probably switch that automatically, but it'll take a little time. I See, okay, I think this one was switched automatically. I never did anything. Yeah, that's very likely and So know that you can actually edit your profile if you want okay We can also export you into SyVal Which is kind of cool So here's your overview in SyVal. You'll notice this number is a little bit different It's because we're restricted in in in what years are there so you I think you have some earlier literature that's not there and So it's only looking at the last Whatever that is five years, okay it's all subject to areas and So you're able to see at a glance You know what subject areas you're working in so this is a good thing for somebody like How young who's your liaison librarian you can quickly see oh what areas does she work in? It's pretty pretty useful You know there maybe there are People that you might want to benchmark against like maybe that Tim Brown guy, right? Although that might not be a fair comparison because he's a bit of an unfair comparison, but yeah He's a little longer in the tooth, right? Not a fair comparison, but maybe somebody that works in the same Research area as you might make an interesting group to benchmark with So here you can see here that This was the Ben Hunt Exercise that I had going and we're looking at things like scholarly output for a publication year You can change the y-axis to maybe some kind of a citation measure Let's look at field-weighted citation impact that what that do it does is Takes a look at How well your individual articles are doing And maybe just look at the last five years there Let's switch that to 2017 Here little fewer data points And so we see Ben is is doing pretty well When you're dealing with individuals like that I picked a bad measurement the field-weighted citation impact can Flop around quite a bit you can have a one-hit wonder that that really skews your data and give you a really high field-weighted citation index It's typically only used when you want to compare Entities or measure an entity that has at least 50 documents in the set of data that you're you're analyzing Otherwise one well-sighted paper would make your your field-weighted citation index Impact soar on you. So that's one thing to consider. So I chose a bad measure So is there a way to see what I guess your peer group where your peer group is publishing? You showed me the visualization of what subject areas and publishing in is there a way to see How you compare to people based on that for example? Yes, and I think that's one of the most powerful things that you can do is if so we're we're taking a look at Who has published what and and how much so maybe Ben Looking into it to somebody like a can find Machu. I think is more of a comparator that he is He's trying to reach he realizes. He's not there yet. He's maybe I think this fellow is more experienced He can take a quick look and say all right Where is this guy publishing? Okay, what research thrusts is he working in are they different than mine? Does that explain maybe some of his research is in areas that are more prominent than my own That happens a lot We're to analyze them in more detail we can see where he has published I'm trying to find that Yeah, here we are so yes You can take a look by scope of source and these are the journal titles where that person is publishing so if you wanted to compare yourself with somebody and you're inside Val and you you Look them up. You can easily see this is simply the overview and Published by scope of source and you can see what sources they're tracking for that person and see where they're publishing and maybe it's a little different than yours and Maybe they're publishing in a journal that you hadn't thought about publishing in so it can be very very powerful So it's kind of a fun thing to do and because the one of the benefits for your work is that you have Okay, and so Eric has joined us. Thank you Eric is One of the things that you can do is Work very hard on your elements profile like you have done Edith and that way your alt metrics or your attention that your publications are getting are Showing up almost immediately sometimes within weeks of publication and so that can help you tell an interesting story about your work You know, maybe I can envision maybe some of your work actually might be cited by a policy document And that might be something down the road that you want to Discuss in a grant application something like that Saying it's my work has drawn the attention of policymakers out there And here's why and these tools help you to discover that so that's something that you might discover in Alt metric Explorer When you look at yourself there other things are you know, this would help you easily to To figure out if we were to Back to overview and we can probably find you now All right, you could quickly Yeah, there maybe you want to see what are the most cited articles that you've got and You see and this probably isn't the best tool for that So many different resources here we could in scopus you can Quickly see what what are the most cited papers that you've got and that can help you to tell your story a little bit better well, it all depends on what tool you're in and And trying to figure out what could help you tell a better story about your research So keep that in mind as you're you're trying to put together your like a re-appointment or promotion case in the future and To know that you can reach out to your liaison librarian or to our research metrics team Which Lou Ling and how young myself and Jimmy McKee run and know that we're here for you to if you Want to tell a particular story about your research impact? And you want to use things like altmetric or scopus or scy-val or dimensions We can certainly since we use them a little more frequently who can help you to sift through the data to find it You know find the best data to support what it is that you want to say So and you might find that you love these tools like I Think in your background you do an awful lot of mashing of data So you might love these things and you're being them a lot So might wind up being better than we are right You would think but yeah, that's quite a quite a lot of tools and this has been informative So I've used a couple. I've learned a lot about the features in some of them I usually just go for the first page and I don't dig deeper. So this has been very helpful. Thank you very much Oh sure. And if you ever have any questions about them Please let us know I think we hit most of the ones that especially the ones that we pay a lot of money for so I Tell people, you know, please use them as much as you want Try to wear out the electrons But there's certainly tools for you if you find them particularly helpful You tell some of your colleagues about them if they have questions they can talk to us if you ever have any trouble using things like Elements or kill tub or or dealing with your author identifiers. Just let us know and we'll try to help you out Thank you. I appreciate it. Thank you all sure And Let's see Eric. Did you happen to have any questions at all? I'm not sure when that you got into the into the presentation Well, sorry, I don't know it's like 10 minutes ago So no no questions. I think maybe the only question I can ask is I have prepared some slides so but maybe you can share them and I'll go through them and if I have questions I can Communicate back via email. Oh sure. And I think we can do you one better since so we've got this being recorded. Oh Right, so you can go back and watch the recording and if you have any questions feel free to reach out to us Great. Thank you And I was I was so thrilled that you were able to join us today You know Sarah young and how young had encouraged us. Let's do this at 9 a.m. So that people from from seem you Africa could join us So we're so so pleased that you're here Mm-hmm, and I'm so that I'm so and then I just let so I had a meeting with my students and Modern plans. Oh, yes. Yes, we understand meetings with students come first. Yeah So again Feel free to reach out to us. I know especially how young would be really thrilled and Sarah and and So would know that we're here for you and we're only a connection away. So Lots of things that the libraries can be providing and one of the things I think that we tried here was our services page And so know that if you want to explore what services we've got we've got a services directory Because that might be of interest to you. Okay, I'm sure Any other questions No, I'm good. Thank you Wonderful. Well, if you're ever in Pittsburgh, please stop in say hello and I Know that Sarah has visited The CMU Africa campus once but she couldn't get in But we have to plan ahead if we ever visit so that we could get in to see you So everybody take care and I'll go ahead and stop sharing and I guess when I end this the recording will be set and I'll make sure that that I think is does that Automatically go out to people then or do I have to send it? Yeah, probably need you need to like, um, yeah send it. Yes, it doesn't have it automatically. Yeah, okay. I can do that. No problem. Yeah All right, well, thanks again everybody everybody take care. Yeah, all right. Thank you. Good day. Bye. Bye. Bye. Bye. Bye