Daily goals set by supervisors and feedback were used with three female application processors in a college admissions office. After 39 weeks, comparison with baseline data showed large increases in the amount of work done and decreases in overtime, use of temporaries, and absenteeism. (SK)

Describes Army's Project A attempt to model job performance in entry-level Army jobs. Describes research procedures used to develop basic array of up to 32 criterion scores for each of nine entry-level jobs and explains how this basic set of scores formed the starting point of attempt to model latent structure of performance in this population of…

Suggests that Bretz (in an earlier article) underestimated the usefulness of the college grade point average as a predictor of job success. Reviews recent findings concerning several predictors of job performance related to education. (Author/CH)

Assessed relationship between pay-for-performance perceptions and pay satisfaction among 104 hospital employees. Results indicated positive relationship between pay-for-performance perceptions and pay-raise satisfaction, pay-level satisfaction, and overall pay satisfaction even after effects of salary level, salary increases, performance ratings,…

Explores the issue of acceptable behavior for managers when giving feedback to their subordinates. Notes that feedback can be either truthful or untruthful, and can be communicated either positively or negatively. Describes the advantages and disadvantages for each feedback approach to work performance. (MM)

Steps and strategies to help senior development officers analyze activities, delegate duties, and concentrate on the central concerns of their job are provided. A distinction is made between activity urgency and importance. The techniques of selectively ignoring certain office cues and focusing on differential advantage in selecting activities are…

To help administrators with their classroom observation responsibilities, this article presents teacher performance guidelines. Teachers should actively involve students in a planned lesson, circulate among them, present instruction clearly, provide opportunities to practice new material and oral communication skills, create a positive learning…

Compares three competence assessment strategies that differ in the forms and amounts of evidence required and process of obtaining it: (1) performance samples; (2) workplace observations; and (3) evidence of prior achievements. Concludes that performance evidence may need to be supplemented with prior observations or achievement records and that…

To ensure high performance, administrators should develop an articulated structure and process systems approach that identifies the critical success factors (CSFs) of performance for each position; appropriate indicators and scales; and a personal-improvement plan based on last year's evaluation. Once CSFs are identified and written into the…

A survey was conducted of 38 employers' expectations and evaluation of job performance of workers with mild intellectual disability in Hong Kong. Of 25 work-related attributes, employer ratings showed that employees with intellectual disabilities exceeded expectations in 7 aspects and performed below expectation in 5 aspects. (Author/DB)

Data from the National Employee Survey revealed a complex interplay of job stress, rewards, and job satisfaction influencing employees' problem drinking behavior. Satisfied workers were significantly less likely to abuse alcohol. Support was found for the spillover model indicating that work has important effects on behavior in nonwork settings.…

In a survey, 214 of 232 Mississippi county extension coordinators, staff, and district/state administrators rated coordinators' administrative roles as important but had different expectations and perceptions of behavior for role performance. Inservice training should clarify expectations and emphasize four roles: program administration and…

Examines the theoretical and empirical relationship of training and individualism-collectivism to self-efficacy and performance in studies of managers from Hong Kong, China, and the United States. Uses a laboratory experiment and a six-month field experiment to test hypotheses predicting self-focused training as more effective for individualists…

Discusses the role of knowledge in supporting attainment and assessment of outcomes in light of occupational standards set by the National Council for Vocational Qualifications. Topics addressed include competent performance; tacit knowledge; paradigms for interpreting knowledge bases; static knowledge; metacognition; and the role of knowledge in…

Organizational change should be approached first by identifying organizational goals, what people should produce to meet them, what kind of people are needed, and how performance can be elicited. The role of performance technology is to assist people in accomplishing the tasks necessary to achieve the goals. (SK)