Teacher evaluation has emerged as a major focus for reform at the highest levels of education policymaking, and for good reason. Most evaluations are based on scant evidence of actual effectiveness, produce inflated ratings, and provide teachers with little useful feedback. This paper offers policymakers and practitioners important "lessons…

The authors considered work habits within an integrated framework of motivated behavior. A distinction made between automatic and controlled action led to 2 measures of work habits: a habit strength measure reflecting the 4 characteristics of automaticity and a measure of work routines under conscious control. Workers at a turkey processing plant…

The purpose of this study was to empirically examine college graduate, faculty, and human resource manager descriptions of needed, received, and further training in eight employability dimensions of literacy and numeracy, critical thinking, management, leadership, interpersonal, information technology, systems thinking skills, and work ethic…

The purpose of this study was to examine the existence and implications of relational aggression toward female educational administrators. This qualitative study examined the impacts of relational aggression toward ten female superintendents, their observations of relational aggression in the workplace, strategies to overcome relational…

Examined organization tenure as a moderator of the job satisfaction-job performance relationship with technical employees (N=116) in a medium-sized industrial firm. Results provided support for a moderating influence of organization tenure on the relationship between job performance and overall satisfaction, satisfaction with work, and…

Conceptualizes dynamic criteria as changes in group average performance over time, changes in validity over time, and changes in rank-ordering of scores on the criterion over time. Analyzes and submits to tests each concept of dynamic criteria. Concludes that dynamic criteria have been overemphasized and are rare phenomena. (BH)

Examines the job performance and job literacy strategies of nurses. Differences were found among nurses in training, experienced nurses, and supervisors. Differences were also found in job literacy strategies employed by superior as compared to adequately performing nurses. Differences tended to be in higher-level critical applications of…

Presents guidelines for employee assessment sessions. Offers recommendations for future investigations of evaluation discussions and a bibliography. (PD)

Describes the Honeywell productivity plan. Elements of this plan which are discussed include program management, the role of novelty, newsletters, incentives and recognition, ground rules, and feedback. (CT)

An approach to task analysis is described and illustrated that emphasizes organizational function, job and task accomplishments, a model of job function, performer prerequisites, and multiple purpose job analysis. (JEG)

Argues that attracting nontraditional leaders to school administration requires the adoption of results-based practices tying compensation to performance. Includes profiles of two nontraditional leaders: Jennifer Henry, executive director of the Academy for Urban School Leadership in Chicago and Paula Dawning, superintendent of the Benton Harbor…

Discusses the various approaches to creativity taken by various corporations and whether there is a difference between creativity and problem solving. Distinguishes between adaptive creativity--whereby employees find better ways to do their work--and innovative creativity--the ability to produce really big or strange ideas. (JOW)

Some workers may consistently try to avoid failure, responsibility, and negative feedback. Trainers can help by assessing organizational circumstances; assist avoiders in developing knowledge, skills, and positive attitudes; and locate employee assistance programs or counseling if needed. (JOW)

Examines "g supposition"--that general cognitive ability (g) is sufficient as descriptor of work-relevant abilities. Reviews 34 studies and reports new research on relevance of 14 cognitive and noncognitive abilities to 6 job clusters. Studies cited and reported indicated that "g" is insufficient as descriptor of work-relevant abilities.…

Presents 10 rules for effectively using graphs as performance improvement tools. Pie charts, bar graphs, cumulative graphs, and scatter diagrams are discussed, and a case study illustrates how setting goals and using graphs for feedback on performance can be effective. (LRW)