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…

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)

Presents a model to aid in effective presentations by counselors, teachers, supervisors and seminar leaders. The three stages of the model involve presenting, personalizing, and enabling participant interaction with the material. (Author/JAC)

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)

Suggests that work groups of helping professionals may identify with, rather than empathize with, their clients, and then replicate these parallel difficulties at the systems level. Presents a model for administrators to use in understanding sources of organizational stalemate and planning appropriate interventions, illustrated by a case study.…

Provides a model for incorporating counseling evaluation concerns such as data on the counselor's instructional behaviors, client adherence to the counseling intervention and client change. Points out that much of the research on counselor effectiveness focuses on counselor characteristics rather than building the case that counseling services are…

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.…

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)

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…

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…

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)…

Presents a macro, integrative theory of leadership. Emphasizes the role of the leader in assessing the deficiencies in the follower's abilities, motivation, role perception or environmental conditions and in taking action to alleviate deficiencies. Determinants of leader behavior and environmental influence are also central to the theory. (Author)

Looks at outcome research from a practitioner's point of view and warns that a serious problem may be caused by research that assumes the technique being studied is experienced by the clients. Suggests a research model that emphasizes the client's experience of the effect of the technique. (Author/JAC)

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)

Describes the theory of logical consequences and its use as an alternative to punishment. Presents concrete examples of logical consequences and illustrates its use in three case studies. Discusses implications for parents and counselors. (RC)