A CPI comparison of engineers and managers

Seventy-one male employees of three high-technology content product industries in northern Utah were divided into three contrast groups: engineers, engineering-trained managers, and non-engineering-trained managers. The California Psychological Inventory was administered and multivariate analysis of variance performed on seven preselected CPI scales. Results revealed that nonengineering managers scored significantly higher than engineers on scales Dominance, Capacity for Status, Social Presence, and approached significance on Sociability. Engineering-managers also scored significantly higher than engineers on Dominance, and significantly higher than other managers on Psychological Mindedness. A multivariate main-effect significant p < .001 to predict group membership was found. Engineering-managers share with other managers a confident, persuasive, and aggressive self-presentation combined with a preference for leadership roles. Their elevation on Psychological Mindedness, however, suggests a more pragmatic analytical and less intuitive approach to management situations.     

A management skills audit for future managers

This paper reports on the development of an Inventory of Managing Skills designed to provide working MBA students with a current assessment of their managing skills. A canonical correlation matrix reporting interrelationships between the 20 scale dimensions in a pilot sample of 378 respondents is reported. The Inventory can be used for self-assessment by students and for other-assessment by the student’s superiors and peers. Portions of this paper were presented at the annual conference of the Midwest Academy of Management, Cincinnati, on April 12, 1991.     

A Profile of Chinese Family Therapists

It is helpful for professional organizations, policy makers and regulators, third-party payers, and clients to have access to empirical data about family therapists and the practice of family therapy. Nevertheless, there is no such data available in China. This study attempts to fill this gap by profiling Chinese family therapists. A questionnaire was designed and delivered to family therapists and trainees. A total of 117 questionnaires were collected and analyzed. The findings show that the majority of Chinese family therapists are female, in the age range of 31–40 years, hold master’s degrees, and attend continuous training programs that last 20–40 days over 2–3 years and short-term workshops for family therapy training. They are mainly motivated by the need for personal growth in their career choice. Most of them work in the institutional setting. They have worked in the counseling field for 6.6 years on average, and they have practiced family therapy for an average of 3.4 years. They perform counseling for 9.2 h per week, and 4 h involve working with families. They received an average of 30.6 h of family therapy supervision in the past year. They mainly see individuals and families with adolescents, and their approach is eclectic. This paper compares the findings in China with findings from North America, discusses possible reasons for differences in the findings, and provides suggestions for future development and studies of family therapy in China.     

Teenage Fathers: A Profile

In this century both the literature and social programs devoted to adolescent pregnancy have focused almost exclusively on the female. This article presents a profile of teenage fathers by reviewing the scant literature that is available. The authors make specific recommendations for counselors on the basis of this review.     

Women managers and fear of success: A study in the field

Reported here is the first stage of a study designed to test Matina Horner's fear of success (FOS) hypothesis in the field of management. A matched sample of 18 male and 18 female executives wrote stories for TAT-type verbal cues concerned with a successful management career. No significant differences were indicated between sexes in negative imagery, though both expressed anxiety toward success. Implications for Horner's hypothesis are discussed with respect to changing attitudes and expectations of men and women for each other and their relationships in business. The report concludes that understanding of FOS requires research on a broader representation of men and women actually involved in the pursuit of careers via ongoing studies in touch with rapidly changing times.This paper was presented, in part, at the Academy of Management Annual Meeting in Kansas City, Missouri, August 12, 1976.Special acknowledgment is made to Estelle D. Klinger, Jean M. Moore, Nancy L. Spear, Susan Vandenburg, and Rene Jackson-White for the ideas, time, and assistance they contributed to the research reported here.     

A cognitive learning perspective on women becoming expert managers

Despite recent gains, women still face the glass ceiling—an invisible barrier that blocks their entry into top executive positions. Explanations for women's lack of success range from blaming men for discrimination to blaming women themselves. Rather than blaming the people in organizations, it is useful to analyze the task facing women managers. I argue that understanding the inherent difficulties in women's work can provide a new perspective on why women have difficulty in achieving top positions. Recent work in cognitive psychology is helping us learn more about the processes involved in reaching high levels of performance. Using these theories and concepts to analyze the task facing women managers, we can begin to develop new ways to help women develop higher levels of managerial skill.     

A Virtue Politics for Liberal Democracy

The Journal of Value Inquiry -     

Subjective career success: A study of managers and support personnel

Despite popular belief that managers are successful by virtue of their positions, few studies have examined the position-success relationship. In this research, it was predicted that subjective career success is a multi-dimensional construct whose facets can be measured by several factors. Moreover, the phenomenon of career success was tested to see if it would relate to an employee's perception of occupational self-concept and job features. The notion that these dimensions would predict some aspects of career success more accurately for either managers or support personnel was also investigated. The confirming results obtained in this study and their implications for future research as well as practitioners are discussed.An earlier version of this article was presented at the 93rd Annual Convention of the American Psychological Association, Los Angeles, California, 1985.     

Negative Politics of the Good: A Critique of the Politics of Rights and of Recognition

Journal of Indian Council of Philosophical Research - Contemporary democratic political culture prioritizes the right over the good. The right is imagined as a non-controversial, universally...