All city employees of Palm Desert, California, were assigned either to experimental or control groups. Pre- and posttests measured attitude before and after the experimental group received training. Job behavior change was measured six months later. T-tests indicated no statistically significant attitudinal or behavioral changes, perhaps because…

Six-month case studies of five physicians who attended an arrhythmia conference found that changes in their job performance were (1) incremental (70 percent), which usually required learning; (2) structural (17 percent), requiring redirections of life or practice; and (3) accommodational (13 percent), resulting from regulations. (SK)

A problem-centered approach to training can be effective if (1) the goal is to bring about individual and organizational change; (2) the training is an integral part of company strategy; and (3) the problem is relevant to participants, current and pressing, and has corporate commitment to implementation of the solution. (SK)

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…