Discusses the difficulties in telling a student editor that the work being done is not satisfactory and in relieving the student of the job. Suggests some kinds of early preventative action an adviser can take to keep that step from being necessary. (TJ)

Through the identification and development of interpersonal, nontechnical skills, the author has mapped techniques implicit for success within corporations, professions, government agencies, and colleges. These skills are called Critical Career Competences, and have been identified from research about successful career moves. (Author/KC)

Job change services can be valuable resources for college graduates over the age of 40 who desire to change employment. Several factors that cause job change are dissatisfaction with present job, forced retirement, and job performance ability. Steps in a job change include the environment, a precipitator, exploration, decision, preparation, and…

Supervisor behaviors influence effort expenditure, the perception of organizational contingencies, and most facets of job satisfaction. Supervisor behaviors are also related to job performance. (Author)

Developmental assessment centers focus on helping existing staff improve job performance. These centers are most effective when they combine clear, precise feedback with pragmatic, on-the-job follow-up, although they do cost more to operate. (SK)

Review of business management literature from the United States, United Kingdom, and Canada identified the following: the images of high flyer, fast track, and high achiever; the meaning of success; emphasis on performance; corporate rites of passage; and opportunities for women to be high flyers. (SK)

Describes the development of a staff evaluation method for a West African diesel power plant extension, focusing on project constraints, individual job performance, maintenance staff group performance, unscheduled emergency exercises, unplanned shutdowns and other critical incidents, and observation of staff behavior during shifts. Outlines staff…

Nine defining attributes of skill and skilled performance are as follows: skill is learned; content and contextual knowledge is important; skilled performance is goal directed and requires motivation; schemata are prerequisites; relevant problem solving is involved; skill involves relative judgments with individual performance differences;…

Examines the measurement system established at Mississauga Transit as an example of an organization that has utilized measurement information for performance improvement purposes by establishing formalized feedback mechanisms aligned with divisional strategic goals. Describes a framework that facilitated the interpretation and use of data by…

Among 40 camp directors surveyed, the majority believed that campers get enough sleep, but that staff members and directors do not get enough sleep. Addresses how sleep deprivation can affect job performance and offers strategies for helping staff understand the importance of sleep to keep them alert and functioning in their job. Includes…

Survey responses from 46 of 57 emergency medical technicians were used to classify 21 of them with high organization-based self-esteem (OBSE)--employees' assessment of self-worth in the organizational setting. Those with high OBSE had stronger career commitment and less intention to quit. No significant differences in career satisfaction and…

Describes job performance counseling as a major part of a manager's job. Examines three types: disciplinary counseling, grievance counseling, and performance appraisal. (SK)

States that providing negative feedback to subordinates is one of the most difficult and stressful interactions in the workplace and may prompt hostility and retaliation. Examines managers' concerns and experiences with this process. Finds that most employee aggression following feedback is verbal, passive, and/or indirect in nature. Suggests…

The purpose of human resource development (HRD) should be to improve individual performance so that it contributes directly to organizational performance goals. Performance-focused HRD has no room for blind application of interventions or poorly conceived programs. (SK)

A study compared the effects of choice and assignment of preferred/nonpreferred tasks to three students (ages 11-13) with moderate intellectual impairments and challenging behavior in a classroom setting. Results indicate individual participant data were idiosyncratic and choice making failed to produce superior effects for any of the…