Examined the role of subordinate age in performance evaluations. Results found that supervisors rated older subordinates lower than younger subordinates doing the same job; differences between self-ratings of performance and supervisory ratings seemed to be a function of the subordinate's age; and a significant age by performance interaction was…

The authors demonstrate the comprehensiveness of a performance management system and why it isn't just performance appraisal anymore. They discuss choosing performance appraisal measures and standards, communicating performance expectations, planning for performance, monitoring and controlling performance, appraising performance, providing…

This study tests a standard model of the production process and an augmented model that incorporates a linkage from worker attitudes to total factor productivity and the total unit cost of production. The authors estimate these models with data on the U.S. automobile industry for the years 1959-76. (Author/CT)

Principal performance can improve if daily 15-second visits to every classroom are made a high priority. Tips include determining teacher attitudes and kinds of teacher-student interactions, looking at the classroom environment, and listening to between-classes student conversations. (KS)

Compared self-appraisals with instructions referencing supervisory feedback with conventional self-appraisals with personnel from a large institution (N=401) and two samples of military personnel (N=117). Results showed that Feedback Based Self Appraisals exhibited more agreement with superior ratings, and degree of feedback available moderated…

Compared the psychometric properties of subordinate ratings of managerial performance (N=365) to those of supervisor (N=80) and self ratings (N=80). Results indicated that subordinate ratings are more similar to supervisor ratings than to self ratings in terms of convergent validity and leniency effect. (LLL)

Presents four steps to follow in the process of evaluating incompetent teachers that will induce them to resign. (MD)

Compared the assumptions of 100 male and female employees about colleagues' views of their performance on a joint task. Results indicated women anticipated more blame for a joint failure, less credit for a joint success, and a work image of lesser effectiveness, regardless of the co-worker's sex. (JAC)

Demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides. Found that 78 of 83 items were significantly job-relevant using the computation procedures of both Lawshe and Aiken. (JAC)

At the heart of every good school is a good principal who provides the necessary leadership to create an effective learning environment. Measuring the condition of high school leadership is an important part of the agenda of the National Association of Secondary School Principals (NASSP). This survey is designed to add to a knowledge base about…

Noting recent efforts to introduce public relations courses into the MBA curriculum, this public relations counsel gives his perspective on the real-world demands of the job. Available from City News Publishing Co., Box 606, Southold, NY 11971; sc $1.25. (PD)

Children were asked to choose either a male or female doll in response to a question as to which would be better at an occupation. Results showed that children of all ages have clear sex-typed expectations concerning occupational competence, but that with increasing age there is an increasing adherence to these stereotypes. (AOS)

Motivation theories can be generalized to a common principle of human behavior: people do what they are reinforced or rewarded for doing. The most successful motivational recognition programs share five key elements: a recognition symbol, an attractive means of display, a meaningful presentation, effective promotion, and periodic evaluation. (MLF)

Defines literacy as an equilibrium between the achievement of the person and the demands of the context in which the person is situated. Suggests that understanding this equilibrium is the first step in developing realistic educational programs. (AEA)

Reviews the decline in productivity and motivation, theories of work motivation, and changes in the work ethic and work attitudes. Recommends the revitalization of five essentials of sound management: recruitment and selection, training and development, performance appraisal, supervision, and compensation. (SK)