The purpose of this study is to explore the strongest areas of all prime theories of job satisfaction and motivation to create a new multidimensional model. This model relies on all explored areas from the logical comparison of content and process theories to understand the phenomenon of job satisfaction and motivation of employees. The model…

Several teacher models exist for using high-stakes testing outcomes to make continuous employment decisions for principals. These models are reviewed, and specific flaws are noted if these models are retrofitted for principals. To address these flaws, a different methodology is proposed on the basis of actual field data. Specially addressed are…

In today's changed environment where the economy and industry are driven by customers, business is open to worldwide competition. Manufacturing firms have looked at employee performance improvement as a means to succeed. These findings advocate setting up priorities for employee performance improvement. This requires a continuous improvement…

Three leading corporations, the Ritz-Carlton, Accenture, and Healthcare Corporation of America, were examined to see how they handled problems that also were faced by school districts. Their strategies for recruiting and retaining employees, measuring performance, and providing professional development differed significantly from those of most…

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)

Discussion of effective performance supervision emphasizes measurability, communication, follow through, and revision, and provides a generic model applicable to a variety of supervisory settings. Highlights include observation and documentation of actual performance; communicating variance between performance standards and actual performance;…

Focuses on the role of communication competencies in superiors' overall judgments about the performance of subordinates. Finds that superiors' perceptions of subordinates' specific communication competencies are related to the superiors' overall perceptions of subordinate performance. (MS)

Multirater feedback, often called 360-degree feedback, is a popular development and assessment tool, especially for organizational leaders. Raters from different organizational levels, including subordinates, boss, peers, and self, rate the leader's performance. However, there seldom is strong agreement across rater groups. This study used the…

Although previous research on perception of work environment has focused on the underlying structure of the environment, perception of a specific event can indicate whether a three-dimensional model (prediction, understanding, and control) or a two-dimensional model (information and control) accounts for the individual's perception in terms of…

Addresses a variety of plans on how to formulate and conduct program evaluation. Describes the Stufflebeam et al. generalized evaluation design, the Howard and Lee five-step evaluation model, and a step-by-step procedures model. Also identifies 10 principles for evaluating performance appraisal systems. (CT)

The advances of contemporary rhetorical theory can be drawn upon to resolve the competing values of the two constituencies that have a stake in performance appraisals: the manager and the employee. One reason for problems in the existing model of performance appraisals is that the two sides perceive themselves to be in opposition, and that very…

This article identifies problems with current practice in evaluating employee performance and presents currently accepted performance appraisal methods (behaviorally anchored rating scales, management by objectives). A research project designed to improve appraisals for school media specialists which was field-tested in four Florida school…

The recognition that knowledge, competence, and contribution are stages on a continuum has major implications for assessment methods. Written examinations are thought convenient and cost effective, but if students are to be evaluated as future employees, assignments and examinations should have professional relevance. Students can be best…

Describes the current state of Japanese human resource development, influenced by lifetime employment and seniority practices, and the emerging system, shifting to long-term and performance-based practices. Addresses critical issues: linkages with business strategies, changes in organizational structure, and new evaluation practices. (SK)

Among the principal's most powerful tools for school improvement and effectiveness are program and personnel evaluation. Professional specialists, however, are especially difficult to evaluate. This document presents the Professional Support Personnel (PSP) Evaluation Model for evaluating nonteaching, nonadministrative professionals. These…