Examines possible reasons for declining employee motivation: greater instability and diversity of values; more guaranteed rewards; inability of rewards to satisfy emerging needs; disappearing work ethic; reduced costs of failure; rising income and progressive taxation; more group production and problem solving; decreased employee loyalty; less…

A supervisory model identifying profile, action, response, and analysis as sequential steps is outlined. Principal and teacher develop a profile of skills the teacher wants to improve and an action plan for realizing the profile. Students and principal provide feedback, and teacher and principal evaluate growth. (MJL)

Using nursing preceptorship programs as an example, the author illustrates how nursing administrators can develop and implement specific reward mechanisms that increase role satisfaction for preceptors and benefit both the service and the institution. (Author/SK)

Analyzed responses of male and female managers indicating that direct contact with women supervisors may dispel traditional female role stereotypes and beliefs about women not being career-oriented. Generalizability of findings is limited to fields with a large number of female administrators. Research in other fields is suggested. (JAC)

This study revealed that supervisors' actual duties are not those described in the literature. In fact, supervisors maintain day-to-day operation of the school system, serve as a center of communication (mostly direct verbal contact), and participate in other highly fragmented activities. (Author/JM)

An existential model, which views the teacher supervisor interaction as an end in itself, is described. Supervision using this model will be much more meaningful to the teacher. (CJ)

Subjects were assigned as counselors for counseling interviews. Counselor effectiveness and facilitative responding were subjected to analyses of variance. The study indicated that inexperienced counseling students can be taught specific basic counseling skills in a brief supervisory encounter of a didactic or combined didactic-experiential nature…

Lists characteristics of effective performance appraisal interviews noting typical limitations, such as time, to effective training. Offers three suggestions for increasing performance appraisal effectiveness: (1) relate daily performance management to performance appraisal interview, (2) involve subordinates in training for interviews, and (3)…

Compares the bases of power of principals with those of supervisors in other organizational settings. For the most part, the bases are the same. Teachers prefer principals to exert legitimate and expert power. (IRT)

Volunteers have needs, abilities, and desires of their own. The skilled and caring extension agent will use management and supervision principles to fully use all of those needs and abilities. (LRA)

Describes a model that can be used as a roadmap to provide supervision to counselors in a manner that facilitates professional growth and development rather than evaluation. Doctoral students like the model because it provides a guideline for developing their own styles of supervision. (Author/BEF)

Studies of the relationship between women workers' attitudes and withdrawal from work identify two major attitudinal factors, role conflict and job dissonance. Good personnel practices, especially in the areas of orientation, training, supervision, and scheduling flexibility, do influence the development of favorable job attitudes. (SK)

In clinical supervision, the teacher is helped to identify and concentrate on a limited number of specific skills, the supervisor focuses on a manageable task for data collection, and together they evaluate results. (Author)