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Avolio, Bruce J. | 1 |
Barge, J. Kevin | 1 |
Bloom, Arvid J. | 1 |
Goodman, Paul | 1 |
Hirokawa, Randy Y. | 1 |
Hogan, Joyce | 1 |
MacLean, Joanne C. | 1 |
Maher, Ellen L. | 1 |
Manzi, Peter A. | 1 |
Marshall, Judi | 1 |
Mitchell, Terence R. | 1 |
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MacLean, Joanne C. – Clearing House, 1994
Describes a seven-step model which illustrates a procedure for developing performance criteria that are specific to individual jobs. Discusses how it can be applied to the performance of teachers and other school personnel. (SR)
Descriptors: Elementary Secondary Education, Job Analysis, Job Performance, Models
Shore, Lynn McFarlane; Bloom, Arvid J. – Personnel, 1986
The authors describe a model for integrating coaching and career management. Included is a discussion of managers' three roles in employee development--coaches, sponsors, and mentors. (CH)
Descriptors: Administrators, Adult Education, Career Development, Employment Potential

Mitchell, Terence R. – Journal of Management, 1982
Shows that attributions about the causes of another person's behavior are only moderately good predictors of behavior. Reviews a particular area, showing the effects of a leader's attributions about a subordinate's behavior on the leader's actions towards that subordinate. Other factors are as important in predicting behavior as attributions.…
Descriptors: Attribution Theory, Behavior Patterns, Cognitive Processes, Employer Attitudes

Maher, Ellen L. – Personnel and Guidance Journal, 1983
Reviews literature about symptoms and causes of burnout. Most offer little theoretical foundation but assume an energy scarcity model. Offers an alternative model based on the assumption that energy is highly expendable. Marks (1977) argues that the critical variable is commitment, enhanced by loyalty, enjoyment and rewards. (Author/JAC)
Descriptors: Burnout, Energy, Etiology, Human Services

Marshall, Judi – Group and Organization Studies, 1982
Charts significant elements of organizational culture centering on four "dimensions of difference": a company's stock of managers, the conceptual job model managers used, significant influences on job performance, and managers' perceptions of freedom. Portrays two organizations in these terms, exploring factors that appear to have influenced their…
Descriptors: Administrator Attitudes, Comparative Analysis, Decision Making, Job Performance

Barge, J. Kevin; Hirokawa, Randy Y. – Small Group Behavior, 1989
Argues that current models of group leadership fail to illuminate the relationship between leadership and group performance. Presents an alternative model of leadership based on communication competencies, which are influenced by task complexity, group climate, and role relationships. A series of heuristic propositions are offered linking…
Descriptors: Communication Skills, Competence, Group Behavior, Job Performance
Hogan, Joyce – 1984
This report acknowledges the problems faced by industrial/organizational psychologists who must make personnel decisions involving physically demanding jobs. The scarcity of criterion-related validation studies and the difficulty of generalizing validity are considered, and a model of physical performance that builds on Fleishman's (1984)…
Descriptors: Cardiovascular System, Classification, Employment Qualifications, Job Performance

Rosove, Bruce – Journal of Employment Counseling, 1982
Describes a new programmed learning package, PLACE: Guided Steps to Employment Readiness. The package provides a measurable definition of employability and helps clients measure their own employability and prepare themselves for work. (Author)
Descriptors: Employment Potential, Employment Qualifications, Individual Needs, Job Performance
Goodman, Paul; And Others – 1982
The purpose of this paper is to identify some critical dimensions in specifying a model of group performance. In the first section, the boundaries of the paper, e.g., work groups that produce some identifiable good or service, are discussed. In the second section some models of group performance are explored in order to illustrate theories of…
Descriptors: Coal, Employers, Group Dynamics, Groups
Munson, Harold L.; Manzi, Peter A. – Vocational Guidance Quarterly, 1982
Using a four-level sequential model of work task mastery, proposes a process task approach to task learning involving watching and listening, assisting, participating, and performing. Identifies the social, cognitive, and self-concept components contributing to the development of traits, attitudes, and values that undergird work behavior. (RC)
Descriptors: Child Development, Child Responsibility, Family Environment, Job Performance
Avolio, Bruce J.; Panek, Paul E. – 1981
This document addresses the problems facing researchers who are involved in evaluating worker potential across the life-span, including that most evidence focusing on differential job ability levels within age classifications has come from empirical investigations concerning functional age. A critique of the functional age approach is presented…
Descriptors: Age Differences, Age Groups, Aging (Individuals), Employment Qualifications

Muchinsky, Paul M.; Monahan, Carlyn J. – Journal of Vocational Behavior, 1987
Proposes that there are two types of person-environment congruence: supplementary, the match between an individual and a group of people who comprise an environment, such as a fraternal organization (the rationale behind vocational counseling decisions); and complementary, the match between an individual's talents and the corresponding needs of…
Descriptors: Adjustment (to Environment), Career Counseling, Congruence (Psychology), Decision Making
Walz, Garry R., Ed. – 1982
This monograph is designed to enrich the database for persons seeking to learn more about viable approaches for facilitating career development in organizations. Suggestions are given for assisting individuals to chart their careers in the company and helping organizations to develop and utilize human resources more effectively. Several topics are…
Descriptors: Administrator Evaluation, Business, Career Change, Career Counseling