The scope of organizational demography is expanded to include two populations, the population of workers and the population of jobs. White's (1970) vacancy chain model is extended, including development of chain reactions of vacancies by person moves (promotions, hires). Multiple grade ratios indicate relative career chances over the…

Although academics do not tend to see their careers as moving through a sequence of identified positions of increasing responsibility and prestige, as in industry, academe increasingly reflects the corporate approach. Faculty careers may have to be redefined to ensure survival of the ideal of academic autonomy and personal control. (MSE)

A task analysis approach to curriculum development provides a set of guidelines or educational requirements for recreation professionals based on student needs and specific work settings. A list of specific tasks that recreation personnel should be able to perform at six distinct educational levels is offered. (DF)

Discusses three task analysis techniques utilized at the Palo Verde Nuclear Generating Station to review training programs: analysis of (1) job positions, (2) procedures, and (3) instructional presentations. All of these include task breakdown, relationship determination, and task restructuring. (MBR)

The critical incident technique was used in this case study to analyze the interpersonal skills of post office supervisors. Six job factors were identified by the authors using this approach. The factors provided information to facilitate other components of the instructional design process. (CT)

Based on organizational theory, personal experience, and system experience, suggests how new administrators in schools or the private sector can make an important first impression. Explains and justifies a theory and plan of entry that includes key interviews and an action plan based on interview data. Explains entry plan impact. (SB)

This article addresses perceptual aspects of occupational prestige evaluations. The data presented are based on the evaluation of a set of occupational categories on six dimensions: power and influence, value to society, standard of living, initiative and autonomy, skills and knowledge, and social standing. (Author/CT)

The author presents the range of duties expected of deputy headteachers by analyzing the job descriptions for 30 positions advertised in 1982. (MD)

Deficiencies in job performance are not always due to a lack of knowledge, but frequently are the result of not knowing proper procedures and methods to get the job done. Recognizing the difference between deficiency in knowledge and deficiency in skills is the key to improving performance without training. (Editor)

A part of the process of managerial problem-solving is search. A number of subjective job characteristics were examined to determine whether they are able to discriminate between managers who engage in a high level of search activity and managers who engage in a low level of search activity. (Author/MLF)

A checklist of tasks for financial aids administrators and college presidents. Major areas for administrators include application processing and award determination, counseling, public relations, transfer programs, management, Business Office cooperation, and professional development. Suggestions for presidents essentially call for executive…

The essays in this book present personal narratives about individual counselors' life experiences that have helped shaped their professional development. The sections are organized around broad themes. Part 1, "Feeling Lost", looks at ways that counselors cope with feeling disoriented, confused, and filled with doubt. Parts 2-4, "Facing Pain and…

To prepare job instructions, these steps are helpful: (1) make a job analysis worksheet, (2) list procedures in steps, (3) list tools, equipment, and materials needed, determine needs for (4) scientific information (5) mathematics knowledge, (6) drawing knowledge, (7) trade terms knowledge, (8) materials knowledge, and (9) safety precaution…

An example of how one clinical nurse specialist functions in her primary role of practitioner and how, despite the role's mobility and lack of structure, she has cultivated the traits and skills needed to be a designer as well as an implementer of care working in a colleague relationship with physicians. (AJ)

Guidelines for establishment of a course or series of meetings to help future college professors understand the responsibilities of the professional in six interrelated areas. (RL)