Examined effects of personality and performance on reward allocation. Subjects were 89 Hong Kong senior high school students. Results showed that the subjects took into consideration the recipient's personality when they allocated reward to a relatively low performer. Personality was not a factor in allocation of reward to a high performer. (GG)

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…

A study identified performance differences between expert and novice technicians who troubleshoot faulty technical equipment and recommended improvements in the instruction of troubleshooting techniques. Results indicate that the primary differences between experts and novices were quality of information acquired and quality of hypotheses…

Investigates the relationship between communicator competence and employee productivity with new technology. Finds that employee communicator competence significantly affects employee performance with new technology; that employees receiving communicator competence training perform at significantly higher levels; and that past productivity also…

Identifies common assumptions and fallacies that greatly increase superintendents' risk of job failure. Knowing how to enlist others to assist with a career crisis and designing a "golden parachute" retirement plan can make all the difference to a superintendent planning a career move. (MLH)

Investigates subordinates' communication styles and superiors' satisfaction with subordinates from the perspective of the superior. Finds that when superiors were very satisfied with subordinates they perceived them as (1) friendly, relaxed, and attentive communicators; (2) lacking in verbal aggressiveness; and (3) high in argumentativeness. (MS)

Advice for alumni program directors to increase productivity and counter negative images includes developing a long-range plan for budget-building, being flexible enough to seize opportunities, building a base of support within the institution, cultivating support among senior administrators, building on successes and expecting excellence, and…

A model of ongoing consultation was effectively implemented in a community group home for eight adults with severe and profound mental retardation. Two consultants taught staff members to use a token reinforcement system, engage clients in a variety of activities, and improve staff interactions with clients. (Author/DB)

Mastering the new professional standards for superintendents is important, but courageous risk-taking, timing, and judgment are the "heart-and-soul" factors of leadership. The usual board/superintendent relationship is inconsistent with site-based management and building autonomy. Perhaps boards should develop a clearly defined set of performance…

Although there is no established or accepted definition of enterprise, enterprise competencies have broader applications than entrepreneurship. Assessment methods for identifying competencies include critical incidents technique, job function analysis, behaviorally anchored rating scales, and Morgan's action research approach. (SK)

Occupational reading competencies that should be taught in workplace literacy programs include technical vocabulary, finding and using information, following directions, and self-regulation of reading processes. Simulations of work tasks help learners understand the importance of reading in work settings. (SK)

Studies behaviors that characterize effective curriculum consultants. Focuses on strategies reported by six experienced and six inexperienced consultants. Data organized into consultation model: initiation, planning, delivery, followup. Overt strategies, not the crude quantitative data (such as time spent), make significant differences. Work…

Discusses issues of validity and fairness in the use of intelligence tests for job selection. Expands set of constructs used to predict job performance and sets of performance criteria used to quantify job performance. Presents an agenda for research and practice in job selection and training for the future. (MMU)

Gives detailed information on five types of job performance aids, three types of instruction sheets, and two types of modules. Presents a quality-control procedure for assessing the effectiveness and value of these instructional materials for training. (SK)

Interviews with 60 British teleworkers showed that working at home did not change their employee identity; time management skills were crucial; reduction of distractions was a prime benefit; and the home environment provided better relationships and support. Telecommuting resulted in changed attitudes, satisfaction, less stress, and better…