The work preferences of four adults with severe handicaps were assessed, and three choice-related situations were presented. The study found that clients attended to work tasks almost twice as much when they chose their tasks and when assigned to work on preferred tasks, versus when assigned to work on nonpreferred tasks. (Author/JDD)

In a study of performance appraisal, extension agents (n=588) perceived the process to have several limitations or deficiencies. They suggested the following: supervisors conducting evaluations should be trained and retrained; agents should be evaluated on the range of duties they perform; and the process should promote personal and professional…

Compares the National Council for Vocational Qualifications model for assessing skilled performance with traditional British approaches. Concludes that the model is rigid and inflexible and can lead to deskilling. (SK)

Explores training transfer issues through the following questions: Why should transfer be measured? When? Who should measure it? How? and Which instructional and performance technology techniques can enhance transfer? (SK)

A manufacturing company's employees were given basic-skills classes. Company records and Tests of Adult Basic Education results before and after instruction demonstrated that the classes increased productivity and improved job performance of participants compared to a control group. (SK)

Performance data on 223 customer-service and sales representatives showed that participation in self-managed teams correlated with significant improvement in service quality and 9.3% sales increase. New technology helped teams increase sales 17.4%. Total-quality management did not affect performance. Results show that group collaboration fosters…

A model based on Bandura's Social Learning Theory proposes the following personality traits as determinants of career success: locus of control, self-monitoring, self-esteem, and optimism, along with job performance and person-to-environment fit. (SK)

Surveyed 108 Georgia elementary and secondary principals concerning their acquisition of small-group process skills. Respondents indicated they valued group process skills and used them for team, trust, and consensus building; agenda setting; improving school climate; and conducting meetings. The majority (66%) learned these skills through…

In an interview, Daniel Goleman, author of "Working with Emotional Intelligence," explains how emotional intelligence outweighs cognitive ability and technical skills as a contributor to success in the workplace. (Author/JOW)

A study of 109 hospital employees found that those commitment to the organization and their careers had the most positive work attitudes and least intention to quit, although they also were most likely to engage in job search activities. No correlation was found between either type of commitment and job performance. (SK)

A study of the effect of organizational politics on 303 Israeli public employees found that public sector workers are more likely to react to organizational politics with negligent behavior than quitting. Women, highly educated employees, and those with higher incomes showed fewer intentions of neglect. (Contains 66 references.) (SK)

A leadership development program for managers used appreciative learning, based upon appreciative inquiry, an organizational development method focused on what organizations do well. Participants identified prior successful learning experiences for use in future work performance, creating a multiplier effect of positive experiences. (SK)

Discusses personal mastery for organizational change based on experiences used by Learning as Leadership at Fairchild Semiconductor. Topics include individual change leading to more accountability in workplace performance improvement; examining the past to uncover behavioral and communication patterns; creating goals for the future; and taking…

A literature review identified differing learning needs of new and more experienced workers. Novices need to learn over extended time periods with deliberate practice and feedback. Experienced workers need to develop existing knowledge and skills. Different approaches to training and supervision are needed. (SK)

An informant functional assessment was used to evaluate closing-task completion by servers and dishwashers at a restaurant. Based on the functional assessment results, an intervention consisting of task clarification, posted graphic feedback, and verbal feedback was implemented and evaluated with a multiple baseline design across two groups of…