Talent Management in Higher Education: Developing Emerging Leaders Within the Administration at Private Colleges and Universities

This research focused on identifying a series of successful practices relating to administrative talent management within the higher education setting. The field study included a thorough examination of seven small to mid-size private colleges and universities that have incorporated employee development strategies. These strategies were aimed at growing future leaders from within the organization in order to achieve continuity and support institutional priorities. Specifically, several focus areas were investigated including presidential vision, leadership commitment, talent management’s place among institutional priorities, program characteristics, and program evaluation. Among the commonalities that were gathered included support at the senior officer level who serve as advocates, mentors, and program facilitators, a strong connection between talent management and the institutions’ strategic plans, and a holistic approach to developing talent at all levels of the organizations. In addition, both coaching and opportunities for growth in the work environment were evident within several of the institutions. Also, academic leadership development was considered to be a part of the talent management strategy within three of the colleges and universities. The key differentiators included the incorporation of organizational and leadership competencies to provide focus toward the performance development process at two institutions, the implementation of a succession planning model at another institution, and the location of human resource generalists in departments across two of the institutions to identify learning opportunities for both individuals and work teams. Based on both the findings from the field study and the literature review, a comprehensive procedural model is introduced that serves to support human resource departments and higher education professionals, in general, who are looking to either begin or broaden their own talent management approach. However, despite the progress that has been made across several institutions noted throughout the research study, much more must be learned in terms of how the time and resources invested in talent management translates to institutional success. Advisor: James O‘Hanlon

“Species Pollution” in Florida: A Cross-Section of Invasive Vertebrate Issues and Management Responses

The state of Florida as among the two worst invasive species problems in the USA. Besides the sheer numbers of established exotic species in Florida, many present novel difficulties for management, or have other characteristics making effective management extremely challenging. Moreover, initiation of management action requires more than recognition by experts that a potentially harmful species has become established. It also requires the political will along with concomitant resources and appropriate personnel to develop effective methods and apply them. We illustrate various aspects of the situation in Florida with examples of invasive vertebrates, the problems they pose(d), and management approaches to the problems.

Situational and Driver Characteristics Associated With Deervehicle Collisions in Southeastern Michigan

Deer-vehicle collisions (DVCs) create societal impacts throughout the range of white-tailed deer (Odocoileus virginanus). In Michigan reported DVCs increased by nearly 60% between 1992-2003, with current estimates at more than 65,000 DVCs per year and a mean of $2,300 vehicle damage. To better understand where to direct education and information programs, we used Office of Highway Safety Planning (OHSP) data, 2001-2003, to profile driver characteristics and accident situations of DVCs in Washtenaw, Oakland, and Monroe Counties in Michigan. Each county varies in intensity of land use, human and deer densities, and available deer habitat. Deer density in Washtenaw, Oakland, and Monroe Counties was 49.5, 21.9 and 8.9 per mi2, respectively, and the annual rate of DVCs in these counties was 5.3, 2.6 and 1.8 per 1,000 licensed drivers. Drivers are at particular risk of being involved in DVCs between 6pm- 6am, which includes dawn and dusk commuting hours, and night. Single lane roads and roads with higher posted speed limits provided greater risk to drivers of involvement in a DVC. Middle-aged drivers, particularly males, were at increased risk deer-related collisions. Results from this study will be combined with survey research to determine how best to educate drivers about risk factors that make occurrence of a DVC more likely.

G93-1167 Spider Mite Management in Corn and Soybeans

This NebGuide describes the two common spider mites found in Nebraska corn and soybeans, their natural enemies and management. Two species of spider mites, the Banks grass mite and twospotted spider mite, commonly feed on Nebraska corn. Banks grass mites (BGM) feed almost exclusively on grasses, including corn and sorghum. Twospotted spider mites (TSM) not only feed on many species of grasses, but also on soybeans, fruit trees and a variety of vegetables and ornamental plants. Although these two species are somewhat similar in appearance, they differ in several biological characteristics and in their susceptibility to pesticides. Banks grass mites usually appear earlier in the season, feed mostly on the lower leaves of the corn plant, and in Nebraska are moderately susceptible to many of the commonly used miticides. On the other hand, TSM tend to appear in mid to late season, increase rapidly, feed over the entire plant, and often are not consistently controlled by available pesticides.