bluuebunny/crossref_metadata_2025 huggingface dataset:
Teaching Diversity: A Study of Organizational Needs and Diversity Curriculum in Higher Education
Authors: Day Nancy E. , Glick Betty J.
Published: March 2007

Little evidence exists regarding how college diversity courses can best support the needs of the business community. To understand whether diversity courses fit business needs, a content analysis of syllabi was compared to a survey of human resources (HR) managers regarding the diversity management skills sought in college graduates. Findings demonstrate that HR managers want more emphasis on communication and listening skills, team building, and international diversity issues, whereas the syllabi place more emphasis on specific demographic groups and how diversity should be managed. There is a need to establish a closer link between course content and organizational demands.
The Car Race Challenge: An Intragroup and Intergroup Exercise
Authors: Benson Joy , Dresdow Sally
Published: March 2007

The Race Challenge exercise helps participants increase their understanding of both intragroup and intergroup dynamics. The challenges posed when group representatives must also participate in cross-functional work teams are integral to the exercise. Important to the exercise is the opportunity to engage in strategies for managing competitive behavior in situations in which collaborative behavior is necessary. The Race Challenge is appropriate for both classroom and corporate training. Comments from undergraduate students and corporate personnel are provided as well as debriefing guidelines. Variations that will increase or decrease the complexity of the exercise are also included.
Animated Films as a Teaching Resource
Authors: Champoux Joseph E.
Published: March 2007

One hundred years of animated cinema offer a rich teaching resource for educators and trainers. This article describes several aspects of animated films and gives a brief history of this film genre. The article argues that animated films are a rich teaching resource for use in organizational behavior and management courses. Included in the article are examples from several animated films, all linked to management and organizational behavior concepts. Interspersing animated film scenes with live-action film scenes can bring variety and vitality to the classroom.
Responding to Public Issues: An Exercise in Managerial Communication
Authors: Muir Clive
Published: March 2007

Communicating about issues or crises has become one of the most important tasks for managers who must address various stakeholders that have become more influential in the decisions, values, policies, and practices of the organization. This article describes an issue communication exercise for upper-level undergraduate and graduate business students. The students learn to examine public issues that companies face and to use traditional communication formats to address internal audiences (via memos, flyers, and reports) and external audiences (via personal letters, public letters, and reports) by using discourse appropriate to the rhetorical contexts of the issues.
Learning Storytelling: Storytelling to Learn Management Skills
Authors: Boje David M.
Published: March 2007

Storytelling is much more than an effective method to teach students to use management concepts to make sense of real life experiences. Practice in storytelling builds students' "performance" and "learning" skills. In addition, story skill training may enhance management performance. The article includes practical advice on teaching storytelling skills, as well as on story writing and story interpretation skills. With practice, students do improve their performance as storytellers and enhance their chances for scripting a healthier, happier, and more terrific story for their work lives.
Taking Advantage of the Unexpected Consequences of Experiential Activities
Authors: Seltzer Joseph
Published: March 2007

This article points out that incidents like those described in the "Killer Group" article, if handled properly, can be used to teach valuable lessons that will be long remembered. The key is being certain that everyone involved is given the opportunity to examine both the consequences of the behavior of each of the parties involved in the classroom incident and the consequences of similar behavior in parallel situations that they will encounter in the workplace environment.
The Group Dynamics Instructor as Boundary Manager
Authors: McCollom Marion
Published: March 2007

The instructor of a group dynamics course (or any management course) is more than an instructor; she or he is also the manager of a complex system. Teaching well requires assuming an active boundary management role. Using a systems perspective (the model that drives much of the group dynamics course), instructors can harness the concept of boundaries (task, structural, psychological, to name several kinds) to make decisions in course planning and implementation.
Using Fiction to Develop Managerial Judgment
Authors: Shaw Gary , Locke Karen
Published: March 2007

This article explores the use of literature, film, and other nontraditional materials in the business curriculum to establish a complementary humanities perspective in management education. Borrowing from the rich tradition of literary criticism, the authors introduce the concept of coduction to provide a different model of the critical thought processes required to develop necessary business judgment—how we apprehend instances of "real" life and manufacture from them the lessons that inform action. The authors demonstrate that fiction—literature and film, in particular—provides the best medium for engaging and examining these thought processes in the classroom.
Distributive Justice and Capitalism: A Rawlsian Exercise
Authors: Collins Denis
Published: March 2007

In this small group exercise, students brainstorm to figure out what the fairest way for a society to distribute gross national product on a weekly basis is. After debating alternative proposals, students examine their own biases regarding the nature of both capitalism and the working poor and explore how capitalist society can be made more fair and just.
Teaching Leadership through Aikido
Authors: Clawson James G. , Doner Jonathan
Published: March 2007

Aikido is presented as a Japanese martial art that has many direct parallels to principles of modern leadership. The authors outline how they use aikido to present physical metaphors of powerful leadership principles in a 2-hour experiential session. Both MBA students and executive program participants respond very favorably. This exercise provides a useful complement to more Western and traditional methods of teaching leadership. Concepts conveyed include focusing and goal setting (centering), attitudinal impacts on behavior, viewing a larger context, succeeding without being "hard," leader/follower trust and communications, rechanneling energy, and finding win/win solutions.
Training in the Land of Doone: An Exercise in Understanding Cultural Differences
Authors: Hames David S.
Published: March 2007

The ability to manage workforce diversity effectively has achieved strategic significance for organizations. This article describes an exercise that helps students understand cultural differences and their organizational implications.
Teaching Creativity:An“EEE” Experiential Exercise
Authors: Armstrong Ann
Published: March 2007

As the recognition of the importance of creativity as a managerial skill and as an organizational capability increases, it is important to become more aware of the power and usefulness of becoming creative. In this exercise, participants are asked to generate as many product or service ideas as possible for a particular raw material and then select one for which they design a name, a slogan, and a video advertisement.
The Endowment Decision: An Exercise in Negotiation and Conflict Management
Authors: Mallinger Mark
Published: March 2007

Organizations as learning institutions are dependent on the degree to which they are able to encourage collective thinking. Although collaboration, for the most part, is seen as the vehicle to accomplish this goal, roadblocks can hinder the process. This exercise places students in both competitive and collaborative situations, creates constraints to collective thinking, and asks them to develop negotiation and conflict handling strategies to overcome these hurdles.
Using Electronic Student Portfolios in Management Education: A Stakeholder Perspective
Authors: Chappell David S. , Schermerhorn John R.
Published: March 2007

The importance of enhancing management education with technology use can be addressed in part by incorporating electronic student portfolios into courses and academic programs. By extending the notion of the student portfolio into a Web-based electronic form, opportunities exist to improve technological literacy at the same time that significant contributions are made to stakeholder interests. This article describes our experience with such portfolios, beginning with experimentation in the introductory management course and then extending into a program available to all 1,600 undergraduate students in our college, beginning with their first-year experience. We have found that the portfolios are a practical way to incorporate technology into instruction and advance a variety of additional purposes, including student evaluation, curriculum development, career development, college outcome assessment, and job placement.
The Lure of Technology: Panacea or Pariah?
Authors: Cohen Debra J. , Lippert Susan K.
Published: March 2007

Is the lure of technology in training and development a panacea or a pariah? Is the increasing use of technology the best strategy for training and development, and should we encourage and facilitate this trend? It seems almost impossible to think about doing our job without the use of some technology; however, aword of caution is in order. It may not be wise to avoid technology all together, but it may similarly be foolish to run toward it without proper circumspection, investigation, and application. This article brings to light some of the pitfalls, difficulties, and losses associated with relying on technology for management education.
The Impact of HIV-Positive Diagnosis on the Individual, Part 1
Authors: Laryea Maureen , Gien Lan
Published: March 2007

The growing incidence of HIV infection and AIDS has generated panic, fear, anxiety, and negative attitudes among the general public. As an illness, HIV infection and AIDS have become the new sources of stigma. This article explores the stigma, rejection, and loneliness of 25 individuals with known HIV-infection/AIDS, who were interviewed using a set of open-ended questions. The results indicated that the HIV-positive diagnosis had a profound impact on the individual's psychosocial aspects of life, particularly interactions with others. Most of those infected by the virus were lonely, had to cope with stigmatization, and suffered disruption of family and peer relationships. They were confronted with prolonged uncertainty about their lives and experienced intense, constant fear of disclosure of their illness and of being rejected by society, yet they were not always able to discuss these fears and anxieties openly with friends or family.
Self-Esteem, Problem Solving, and Sexual Risk Behavior among Women with and without Chlamydia
Authors: Abel Elizabeth , Adams Ellen , Stevenson Reid
Published: March 2007

Self-esteem and problem-solving appraisal were evaluated as an explanation of sexual risk behavior for the sexually transmitted disease (SM), chlamydia. Chlamydia, the most prevalent bacterial S77) in the United States, is linked to a variety of problems which affect women, their offspring, and their sex partners. Data were collected by two nurse practitioners during scheduled gynecology visits for 105 military women. There was a statistical association among women with chlamydia 2 = 3.623, df = 1, p = .057) and trichomonas 2 = 12.83, df= 1, p = < .001) and a friable cervix With a 1096 prevalence of chlamydia, accurate diagnosis and treatment are imperative. No differences between the prevalence of chlamydia and self-esteem and problem-solving appraisal were noted. These findings support the strategies for diagnoses, treatment, and prevention of chlamydia recommended by the Centers for Disease Control.
After Hospitalization
Authors: Dansky Kathryn H. , Dellasega Cheryl , Shellenbarger Teresa , Russo Patricia Clark
Published: March 2007

The immediate post-hospitalization outcomes for elderly individuals who received home health services after discharge were compared with those who did not receive home health services. The needs of individuals with cognitive impairment and the "old-old" were major foci of interest. Assessment instruments included the Mini-Mental State Exam, the Delirium Symptom interview, and the Everyday Problem Solving Test. Data on the use of health services after hospital discharge were collected. Results showed that patients age 80 and older, who received skilled nursing services, were less likely to report health problems or complications than those who had not received skilled nursing services. Because the old-old elderly are more likely to have problems during the immediate posthospitalization period, this group of patients should be targeted for needs assessment and discharge planning.
Predicting Patients' Deterioration and Recovery
Authors: Grossman Sheila C. , Wheeler Kathleen
Published: March 2007

The purpose of this study was to identify patient cues that expert nurses identify as a patient moves to/from deterioration and/or recovery. The sample of 33 nurses was drawn firm a medical intensive care unit (MICU). Data were collected through interviews regarding nurses' knowledge about caring for patients with acute gastrointestinal bleeding, heart failure/post-myocardial infarction, and pulmonary edema. Using the constant comparative technique, cues were identified and grouped into early, imminent and late patterns for deterioration and into categories of early, midway, and complete for recovery. Rationales for the nurses' decisions included memories of patients with similar cues, using multiple not single cues, and clustering both physiological and psychological cues together. This study is a beginning effort toward validating nurses' intuitiveness and provides knowledge about expert practice that can be taught to novice practitioners and incorporated into protocols for care.
Cardiac Spoues' Help-Seeking Experiences
Authors: Dickerson Suzanne Steffan
Published: March 2007

The purpose of this study was to investigate the phenomenon of help seeking by spouses of cardiac rehabilitation patients by eliciting their verbal description of the experience. A phenomenological approach was used to collect data that consisted of individual interviews and focus group interviews. The exhaustive description of the phenomenon of help seeking described how the spouses' views of the illness affected initiation of help seeking. Spouses' stories revealed three time periods when spouses needed help: diagnosis, a time of uncertainty and loss of control, hospitalization, a time of information seeking and vigilance; and homecoming, a time of active help seeking because control is regained. To manage the uncertainty, spouses sought meaningful information to contend with difficulties. Spouses told of the individuals who assisted most, of barriers to seeking help, and availability of resources for support. This study increases health care providers' understanding of spouses' experiences, which may facilitate design of interventions that maximize supports for spouses. Assisting spouses will subsequently improve patients' recovery and facilitate lifestyle changes.
Managing in Transition
Authors: De Holan Pablo Martin , Phillips Nelson
Published: March 2007

MagoTaplan is a medium-sized, Cuban manufacturing firm located about 30 kilometers from Havana. Despite the catastrophic state of the Cuban economy, MagoTaplan continues to manufacture quality goods and is steadily increasing quality, product diversity, and production volume. But what management practices allowed this firm to succeed while others fail in an economy that has experienced a 50% drop in industrial output over the past 5 years? A large part of the answer lies in the careful and effective management of the complex institutional context faced by MagoTaplan combined with rapid innovation at an organizational level. In this article, the authors explore how managers at MagoTaplan implemented fundamental organizational change while managing complex institutional linkages and stringent ideological demands in a rapidly changing and uncertain institutional context. The results provide a basis for a discussion of institutional entrepreneurship and isomorphism in reaction to radical change in the institutional context.
Developing Leadership in Organizations
Authors: Kur Ed
Published: March 2007

Leadership at all levels of organizations forms a continuum with Micro Leadership on one one end, Team Leadership in the middle, and Macro Leadership at the opposite end. Micro Leadership focuses on specific tasks and individual followers, Team Leadership involves work with groups, and Macro Leadership deals with vision and strategy for an entire organization. Leaders at all levels operate across the entire continuum. For example, top executives often provide direction and support to individuals, and first-line supervisors must operate strategically to obtain the resources and make the long-term improvements needed in their part of the business. Yet most leadership development programs and processes concentrate on only a limited portion of the continuum or on a different portion of the continuum for leaders at various levels. This article argues for a more broad-based approach to leadership development and suggests guidelines for designing more appropriate leadership development processes.
Weighing Failure Tensor Polynomial Criteria for Composites
Authors: Theocaris Pericles S.
Published: March 2007

Several interesting versions of the tensor polynomial failure criterion for composites were compared with the family of the elliptic paraboloid failure criteria (EPFS), with symmetry axes parallel to the hydrostatic axis. A critical appraisal of the most important theories was presented and a comparison was made with existing experi mental data in triaxial stress states. The superiority of the EPFS over any other criterion was established. Furthermore, the more flexible ellipsoid failure surface criterion, an ex tension of EPFS, may be used for special types of material such as foams, porous material and other materials that fail under internal buckling in general compression.
A Finite Element Algorithm for Microvoid Nucleation, Growth and Coalescence
Authors: Bennani B. , Picart P. , Oudin J.
Published: March 2007

A radial return algorithm is developed for large strain elasto-plastic struc tures in order to easily compute microvoid volume fraction rates. The basic feature subroutines are described in detail and forwards four typical problems are analysed: Q4 element tensile test, Q4 element compression test, notched cylinder tensile test and pipe bulging. The influence of microvoids volume fraction is clearly enhanced, mainly in regard to hydrostatic stress.
A Combined Kinematic-Isotropic Hardening Theory for Porous Inelasticity of Ductile Metals
Authors: McDowell D.L. , Marin E. , Bertoncelli C.
Published: March 2007

A general treatment of multiaxial inelastic deformation for arbitrarily large strain necessitates consideration of effects of material porosity and its evolution, combined kinematic-isotropic hardening, dislocation substructure stress-state effects and textural anisotropy, rate- and temperature-dependence, void anisotropy, and failure criteria, among other things. The full set of three invariants of the stress (overstress) tensor is essential for a satisfactory first-order description of these effects. A framework is set forth in this article that is sufficiently general to include arbitrary void growth laws and various state variable inelasticity theories. The framework is applied, within the context of rate-independent plasticity, to predict evolution of void growth during tensile loading of pressurized, cir cumferentially notched specimens using two different void growth models.
Void Nucleation and Growth during Plane Strain Extrusion
Authors: Chandra Abhijit , Tvergaard Viggo
Published: March 2007

A unit cell approach is pursued to investigate the effects of defects such as voids or rigid particles leading to voids on deformation and stress histories during plane strain extrusion processes. Particular attention is paid to the phenomenon of void nuclea tion from a rigid particle and the subsequent evolution of the void during an extrusion pro cess. Contact between the void surface and its nucleating particle is taken into account and is found to be important for such forming processes. It is observed that the aspect ratio of the void can change drastically. The stress and strain fields in the vicinity of such defects are significantly influenced by these distortions. Accordingly, the distortions play impor tant roles in determining the development of stress and strain fields and the possibility for coalescence of microvoids. In plane strain extrusions with voids present from the begin ning, concentrations of stress and strain fields due to distortions of void are observed to develop strongly while the void volume fraction decreases under the highly compressive loading.
International Policing in Nineteenth-Century Europe: the Police Union of German States, 1851-1866
Authors: Deflem Mathieu
Published: March 2007

This paper analyzes issues of cross-border policing involved with the Police Union of German States. Between 1851 and 1866, this international police network exchanged information and confiscated materials to suppress political opposition and activities of the press. The Police Union's organizational structures and surveillance activities are reviewed in the context of Europe's political history and the transformation of the police function. The evidence presented demonstrates the value of a perspective of international policing as a political technology; this perspective can elucidate the relative autonomy of police operations vis-a-vis the political context and their functionally driven expansion beyond nation-state borders. This suggests a crucial duality of policing, indicating the complementarity of-instead of the presumed contradiction between-police as a functional power technology and as a state-sanctioned institution of legality.
Juvenile Justice Legislation in Canada and Taiwan
Authors: Liu Shu-ling , Menzies Ken , Hinch Ronald
Published: March 2007

Canada's changes in juvenile justice legislation have been extensively analyzed in relation to the urbanization, industrialization, and growth in education of the last century. During the last half century, Taiwan has experienced these same structural transformations. Using three models of juvenile justice, this article examines the usefulness of the analysis usually given the Canadian case for understanding changes in Taiwanese juvenile justice legislation. It is concluded that the Canadian analysis is partially, but not fully, adequate for the Taiwanese case. The differences allow further reflection on the experiences of both countries.
Communication, Involvement, and Perceived Innovativeness
Authors: Johnson J. David , Donohue William A. , Atkin Charles K. , Johnson Sally
Published: March 2007

Increasingly, how well organizations innovate is becoming the single most important issue in determining their ultimate success. Two separate samples focusing on different innovations, one community based ( n = 80) and the other technical ( n = 116), were drawn from the same organization to test a model of the effects of communication and involvement on perceived innovativeness. In general, the revised model, which was developed in the technical innovation test and confirmed in the community-based innovation test, provided an excellent fit to the data. The results clearly indicated that communication variables have both direct and indirect effects on perceived innovativeness, although the pattern of individual paths appears to be contingent on the type of innovation. The results suggested that contrary to recent trends in the literature, mediated channels can play a critical role in implementing management-initiated innovations.
Friends and Strategic Agents
Authors: Olk Paul , Elvira Marta
Published: March 2007

Case study and anecdotal evidence suggest that strategic alliances often develop from interpersonal relationships between their founders. Research has generally ignored how these relationships shape individual and organizational outcomes. The authors draw from social network and organizational control research using an experimental design that isolates how the alliance negotiators’ friendship level and job discretion affect the alliance structure and scope and the interpersonal outcomes of trust, satisfaction, and conflict. Results indicate that friendship affects individual-but not alliance-level outcomes. Discretion is associated with more ambitious scope in the alliance agreement. The authors discuss these findings’ relevance for effective alliance management.
Top Management Team Characteristics and Strategic Changes in International Diversification
Authors: Wally Stefan , Becerra Manuel
Published: March 2007

This study examined the relationship of top management team (TMT) composition to strategic changes in international diversification of a sample of U. S. multinationals in Europe during the 1980s. The findings indicate that international diversification of U. S. multinationals in Europe increased and that certain TMT demographics were significantly associated with such change. Specifically, the results indicate that greater TMT organizational tenure was positively associated and TMT core functional specialization negatively associated with increases in international diversification. A top management team’s cognitive perspectives as reflected in team demographic characteristics influence the degree of change in international diversification of the multinationals in the sample.
Managing Participation in Organizational Decisions
Authors: Owens Robert G. , Lewis Edward
Published: March 2007

Involving subordinates in the process of making organizational decisions is widely thought to be helpful in improving the quality of decisions and also increasing the "ownership" of those decisions. However, participation also can have dysfunctional or even counterproductive effects. In a school system, the school principal or superintendent who is interested in utilizing participative decision making must have an accurate perception of when the staff should or should not be involved. To facilitate this, the authors suggest a three-part schema for classifying problems as viewed by subordinates: the Zone of Indif ference, Zone of Ambivalence, and Zone of Sensitivity. Based upon these con cepts, the authors developed and tested a technique for assessing the views of school faculty members as a source of data to guide principals and superin tendents in deciding whom to involve in dealing with what problems. The tech nique is broadly applicable to other types of organizations as well.
The Application of Gestalt Principles in Classroom Teaching
Authors: Phillips Mark
Published: March 2007

Principles and techniques derived from Gestalt therapy are being applied in a variety of educational settings internationally. These pioneering efforts in applying Gestalt to education have been taking place through the Confluent Education Program at the University of California, Santa Barbara, and have focused on a number of broad objectives with respect to teacher personality, teacher skills, and written curriculum. Initial investigations of the results of these applications have noted significant increases in teachers' self-knowledge, sense of personal control, flexibility, and attention to the "here and now." Addi tionally, students in confluent classrooms have shown significant increases in a number of areas, including self-esteem and self-awareness.
Organizational Diagnosis: Six Places To Look for Trouble with or Without a Theory
Authors: Weisbord Marvin R.
Published: March 2007

This article presents a practice theory for diagnosing organizations -that is, a combination of many ideas in a relatively simple framework that can be applied in various settings. It brings together organization/environ ment, sociotechnical, and formal/informal systems concepts, and pro poses six broad categories for looking at an organization: purposes; struc ture ; relationships; rewards; leadership; and helpful mechanisms. The author illustrates how these six factors influence each other and provides clues about what to diagnose in each category, considering the infinite number of possibilities. He also suggests that what are called "process" issues show up as blocked work that can be freed by understanding and intervening in one or more of the six boxes.
Organizational Improvement: A Review of Models and an Attempted Synthesis
Authors: Kaufman Roger
Published: March 2007

Organization development and improvement models, like the people they intend to help, come in a bewildering array of sizes, shapes, types, and intentions. Many have been developed, but few seem to do the job for which they were intended. This paper and the conceptual model it offers help to identify the major varieties of models and methods and analyze the characteristics of some of the best understood and recognized among them. The author proposes that most models are only descriptive and fail to offer predictive and control aspects that are considered to be central to success. A predictive "synthesis" termed "Transactional Life-Cycle Theory" is offered: a combination of existing models, including selected aspects of Hersey and Blanchard's Life-Cycle Theory, some role behavior aspects of Transactional Analysis (but not the whole therapy model) and aspects of Greenwald's Direct Decision Therapy. Some additional consid erations of this model are presented, including one relating to sexism and sex-role stereotyping.
Perspectives
Authors: pfeiffer j. william
Published: March 2007

In previous issues of G&OS, we have focused our attention on "Human Relations Training in Israel" (Vol. 1, No. 1) and "Human- Resource Development in Australia" (Vol. 1, No. 3). While these arti cles were primarily intended to be informational, they were, by design, somewhat provocative. From the written reactions that we have re ceived, we have selected an additional perspective on each country.
Current and Future Trends for Change Agentry
Authors: Tichy Noel M.
Published: March 2007

A questionnaire/interview was used as a follow-up study of forty-five change agents who were originally studied five years earlier. The results show that change agents, who make a living helping others deal with change, are having to cope with major shifts and changes in their own profession. Various changes in their methods are described, along with their own appraisals of the results of these changes.
An Evaluation of Organizational Effectiveness: An Appraisal of How Army Internal Consultants Use Survey Feedback in a Military Setting
Authors: Adams Jerome , Sherwood John J.
Published: March 2007

The authors report problems they experienced during a rigorous evalua tion of an organization development intervention in a military setting. Army internal consultants introduced survey feedback as an intervention to improve work efficiency, general and specific job satisfaction, and working relationships in engineering companies of the U.S. Army. The authors evaluated the success of the consultants' interventions against the goals they set out to achieve. Four recommendations are made to enhance positive outcomes: (1) units should be insulated from externally imposed requirements that tend to disrupt the ongoing process of the survey-feedback program; (2) a standardized instrument needs to be developed to diagnose problems within units accurately; (3) interven tions should be conducted with a team concept in which one person serves as internal consultant to the client system, while a second serves both as an evaluator of the effectiveness of the intervention and as a shadow consultant; and (4) methods need to be developed to ensure the vital commitment of first-line supervisors to the intervention program and to reduce the threat they experience in participatory modes with subordinates.
Job Tactics of Women in Banking
Authors: Larwood Laurie , Kaplan Mindy
Published: March 2007

This study investigated the tactics used by eighty women branch bank officers for succeeding in management. The officers evaluated the impor tance of fifty-one attributes or tactics. Results showed a high degree of agreement about the importance of a number of items, including the ability to make decisions and the demonstration of competence. Masculin ity was rejected as a tactic (that is, it was not checked as an important item) by all respondents. A split-half correlation analysis indicated that certain items were reliably related to both salary and subjective career success. The reliable predictors included some items that were not gener ally accepted by the group as a whole, and the predictors depended in part on the measure of success used. The results suggested a model of career development.
Collaborative Intervention and Participation in Organizational Change
Authors: Swierczek Fredric William
Published: March 2007

Collaborative intervention by providing a mechanism for participation of organizational members in designed changes has been considered extremely important for successful change, but little empirical evidence has supported this generalization. A survey of sixty-seven cases of organizational change provides new evidence concerning collaborative intervention. Collaboration is clearly present in the phases of problem determination, goal setting, and solution in the intervention, but its character changes. In problem deter mination, negotiation is the most important factor; mutuality is most important in goal setting; and consensus is most important in the solution phase. There is a strong interrelationship between each phase of the process of change. However, little relationship is found between collaboration during each phase and the perceived effectiveness of the change or the adoption of the change.
Where, Then, Shall I Dump My Garbage?: A Case Study of Trainer Development
Authors: Obert Steven L.
Published: March 2007

Although the ethical necessity for potential psychotherapists to undergo personal psychotherapy before they can be regarded as competent is clear, the question has been less focused for T-group facilitators. This article presents a case study that haghlights the importance of trainer introspection and self- insight. It deals with the identification, management, and resolution of a trainer's deep-seated emotional responses to particular group participants. A careful account of the dangers involved in insufficient personal insight may be useful to nascent T-group facilitators. The article presents a four-stage model of trainer development that should help the young trainer identify, deal with, and work through his or her reactions to participants.
The Impact of Decision Rules on the Distribution of Power in Problem-Solving Teams with Unequal Power
Authors: Falk Gideon , Falk Shoshana
Published: March 2007

In organizational decision making, the dominance by a power figure in a group discussion is frequently an inhibiting force that hinders a group from effective performance and from reaching effective decisions. This problem provides an impetus for searching for methods to mitigate the disruptive effects of power inequalities. This study proposes a new method: assignment of a majority rule. Specifically, this study suggests that assignment of a majority rule in some unequal-power groups has a greater potential for reducing power inequalities than a unanimity rule or no assigned decision rule.
Determining and Diagnosing Organizational Needs
Authors: Kaufman Roger
Published: March 2007

When human resource development fails, it is frequently for causes that could have been prevented. The author discusses the implications of using quick-fix interventions without first formally linking them to organizational objectives and societal impact, presents a holistic frame of reference for determining and diagnosing organizational needs and smaller, derivative perspectives, and suggests differing roles and responsibilities for different organizational levels. Organizational efforts, organizational results, and societal impacts are linked by the "Organizational Elements Model" and two dimensions in an organi- zational analysis, "what is" and "what should be," are identified. Finally, steps for determining and diagnosing organizational needs are presented.
Survey Feedback: The Perspectives of Science and Practice
Authors: Gavin James F.
Published: March 2007

Critical events during an intensive survey feedback program in an underground mining company created widely varying perceptions of success among organization members. Case analysis centered around (1) themes of power, trust and the dynamics of their interaction, (2) appropriateness of traditional OD interventions for seemingly healthy systems, (3) a reexamination of the level or depth of survey feedback efforts, and (4) assessments of success from the vantage points of different organization members and consultants. Research data collected for an investigation of the feedback process allowed yet another perspective of this intervention and contributed to our understanding of such core survey feedback concerns as the relation of survey data to feedback processes, favorability of meeting processes as judged by participants and facilitators, and problem- solving involvements in initial and follow-up feedback sessions.
Supervisory Training and Employee Turnover
Authors: Ferris Gerald R. , Urban Thomas F.
Published: March 2007

Different perspectives exist in the relationship between employee ability and the turnover process. One suggests a positive relationship in that high ability employees tend to leave. An alternate perspective posits an inverse relationship in that high ability employees tend to remain in the organization. The present study tests these competing perspectives by examining the relationship between the effects of supervisory training (ability enhancement) and subsequent turnover. The results tend to support the contention that ability enhancement contributes to lower turnover for five of the six occupational categories examined. The results are discussed relative to future research needs in the area of training and turnover.
Current Conflict Management Training: An Examination of Practices in Ten Large American Organizations
Authors: Shockley-Zalabak Pamela S.
Published: March 2007

The purpose of this research was to describe current conflict manage ment training practices in 10 large American organizations. Rep resenting both the private and public sectors, selected organizations were chosen because of their state commitment to training and de velopment, varying sizes of employee populations, and diversity of organizational activities. Specifically, conflict management training practices are described for these organizations in the categories of annual number of program participants, position levels of par ticipants, cost per participant, participant selection criteria, length of program, status of course offering, curriculum generation and delivery, and number of years for program existence. Additionally, content categories were developed from a review of conflict and organizational conflict literature. The 10 training programs are described by subject areas grouped into content categories of (1) concepts and causes of conflict, (2) analytical processes for understanding conflict, and (3) conflict management strategies and tactics. Results and implications for further research are discussed.
Effects of Leader Persistence and Environmental Complexity on Leadership Perceptions
Authors: Graves Laura M.
Published: March 2007

The effects of managerial persistence with one course of action and environmental complexity on leadership perceptions were explored. Persistent leaders were evaluated more highly and attributed more leadership and responsibility than nonpersistent leaders, regardless of the level of environmental complexity. The results suggest that implicit beliefs about effective leader behavior may not vary across situations, thereby discouraging variety in leader behavior critical for performance in complex environments.
Explicit Norm Structuring Process: A Strategy for Increasing Task-Group Effectiveness
Authors: Spich Robert S. , Keleman Kenneth
Published: March 2007

Recent data and experience have shown apparent increased individ ual frustration with involvement in group work in a learning set ting. A major source of frustration was found in apparent ineffec tiveness of work groups to secure individual member compliance and control for deviant behavior. This research defines, develops, and demonstrates application of an explicit norm structuring proce dure designed to increase group influence over individual member and reduce frustration with group work.
Individualism-Collectivism: Concept and Measure
Authors: Wagner John A , Moch Michael K.
Published: March 2007

This article draws attention to the distinction between individual ism and collectivism, indicates its importance for organizational scientists, and develops a questionnaire measure of individualism- collectivism. This measure allows the empirical assessment of an important implicit dimension in many contemporary organiza tional models, and can be of use in directing the development of theories and practices relevant to both collectivists and individualists.
Burnout in Police Work
Authors: Burke Ronald J.
Published: March 2007

This investigation examined psychological burnout among 828 men and women in police work using a framework developed by Cherniss (1980). Work-setting characteristics in concert with person variables (individual differences and extrawork factors) were hypothesized to result in experienced stress. Some individuals cope with these sources of stress by developing the negative attitude change termed burnout. Respondents provided data by completing questionnaires anonymously. The data provided strong preliminary support for the Cherniss model and produced findings consistent with previous research. Suggestions for organizational inter vention are offered.
Some Perspectives on Team Building
Authors: Dyer William G.
Published: March 2007

Team building as an intervention is a much more comprehensive action than presented in this article. It involves a range of diagnostic activities before the process begins.
Assumed Similarity in Communication Styles
Authors: Mathison David L.
Published: March 2007

Assumed similarity is a distortion of perceptions that may occur during assessment interviews. This happens when the assessor, attracted to the candidate, assumes incorrectly that the candidate shares characteristics similar to him- or herself. The present study examines assumed similarity in relation to the assessment process. Canonical correlation found a significant relationship between attraction and assumptions of similarity. Managers consistently perceived the speaker as having communication styles and social skills similar to themselves. This included both positive and negative characteristics. Implications of these findings are discussed in relation to the actual assessment process and in teaching assessment skills that control the distortion of assumed similarity.
Using Imagery to Facilitate Organizational Development and Change
Authors: Howe Maurice A.
Published: March 2007

Mental imagery, known to be a powerful aid to personal change, is finding greater application in organizational settings. This article reports a research study in which the use of imagery in organization consulting was examined using a sample of 24 external and 12 internal consultants from 16 states. Suggestions for appropriate imagery work in four organizational situations were analyzed, together with details of most and least successful uses of imagery. It was concluded that a model based on Ainsworth-Land's (1982) conceptual schema could be a useful guide to imagery practice in organization consulting. The results of the study were positive and justify additional research effort directed at a further teasing out of relationships between the key variables of imagery type and organizational development level as indicated by the kinds of problems faced at particular times.
Normative Beliefs in Fund-Raising Organizations
Authors: Rousseau Denise M.
Published: March 2007

Normative beliefs are investigated in 32 units of a nationwide voluntary service organization. Staff members (n = 263) completed the Organizational Culture Inventory (Cooke & Lafferty, 1989). Performance data on community fund-raising success were obtained archivally. Security-oriented normative beliefs are negatively related to both fund-raising success and to staff job attitudes. Team-work-oriented norms are positively related to staff attitudes.
A Multifaceted Approach to Expatriate Retention in International Assignments
Authors: Gregersen Hal B. , Black J. Stewart
Published: March 2007

Building on the commitment and adjustment literature, this article examines the degree to which dual organizational commitments and multiple facets of cross-cultural adjustment relate to expatriate retention in international assignments. In this study of 321 American expatriates assigned to four countries in the Pacific Rim and four countries in Western Europe, multiple regression analysis found that commitment to the parent company was a positive correlate of intent to stay the full duration of international assignments, whereas commitment to the local company was not related to intent to stay. Additionally, cross-cultural adjustment to interaction with host-country nationals and adjustment to the general culture were both positive correlates of intent to stay; however, adjustment to work was not associated with intent to stay. Implications of these findings for management researchers and practitioners are discussed.
A Reconsideration of Self- and Organization-Referent Attitudes as "Causes" of the Glass Ceiling Effect
Authors: Snyder Robert A. , Verderber Kathleen S. , Langmeyer Lynn , Myers Margaret
Published: March 2007

This article examines potential sex differences in self- and organization-referent attitudes and compares sex versus occupancy of a supervisory position and position in the organizational hierarchy as predictors of self- and organization-referent attitudes for 683 employees of a social service agency. In contrast to beliefs often expressed in the popular media, the results confirm the researchers' expectation that women's self- and organization-referent attitudes will not necessarily be lower than men's in conditions where accurate and realistic feedback about performance is available. Furthermore, the results suggest that position characteristics may help explain potential differences in self- and organization-referent attitudes that have frequently been attributed to sex or gender by previous theorists. Implications for changing the sex segregation patterns of organizations are discussed.
Antecedents and Consequences of Satisfaction and Commitment among Expatriate Managers
Authors: Naumann Earl
Published: March 2007

Concepts drawn from models of the employee turnover process have been neglected as explanatory variables in the study of expatriate turnover. The study presented here attempted to provide a partial validation of turnover models in the international environment. The results indicated that several categories of predictor variables hypothesized as important in domestic situations are also strongly related to expatriate job satisfaction and organizational commitment. Additionally, a variety of unique international variables are also related to the expatriate's attitudes. Both job satisfaction and organizational commitment were also strongly related to the expatriate's intention to quit.