Help Wanted and Help Received by Israeli Divorced Custodial Fathers

Comparing the help wanted and sought and the help received by 42 divorced custodial fathers with that wanted and sought and received by a matched group of 32 divorced custodial mothers, this paper investigates whether men who have assumed the traditionally female gender task of child care continue to adhere to the traditional male help-seeking and help-receiving patterns. Findings show that they do. Single custodial fathers both want and receive less help from own kin, friends, and ex-spouse's kin than do single custodial mothers, and are less prone to seek professional help. On the other hand, both groups seek and receive the most help from a new partner, followed by own kin, friends, and ex-spouse's kin.     

Important First-line Sales Management Qualifications: What Sales Executives Think

Abstract

What personal characteristics and performance dimensions are important in determining who is promoted to first-line sales management positions? This question concerns those who aspire to sales management positions, as well as managers who are involved in the first-line sales management process. Despite the significance of the topic, virtually no published research has examined this issue. This paper reports the results of a nationwide survey of senior-level sales executives that focused on criteria that are important in the selection of first-line managers.     

Help Wanted: People With Disabilities and Recruitment Advertising

People with disabilities rely heavily on specialist agencies to find suitable employment. This research examines how agency consultants use recruitment ads in their work with clients. The authors analyzed the ads collected by consultants and learned that the ads were dominated by organization and job attributes. The ads contained less information about preferred applicant characteristics and selection procedures. Consultants used the ads to facilitate immediate matches between clients and employers, but they also used the ads to nudge clients in new career directions. The results reflect challenges consultants experience in balancing the long‐term needs of clients against the short‐term demands of employers.     

Selling and Sales Management in Action: Attitudes and Applications of Quotas by Sales Executives and Sales Managers

A survey of 186 sales managers and executives revealed that in setting sales quotas, factors such as the sales territory and the support provided by the manager were considered more important than the past performance of the sales representative. As would be expected, in an inspection of general opinions about sales quotas, the managers demonstrated a preference for linking the sales quota to the compensation of the salesperson.     

Help Me Help You: Suggested Guidelines for Case Presentation

In this article, the author advocates for an open and specific dialogue between MFT trainees and supervisors regarding expectations for how case material is to be discussed in supervision. Guidelines for case presentation that can enhance the quality of conversations between MFT supervisors and trainees are offered. Six content areas are explored, providing a framework for discussing cases in a way that maximizes the time trainees and supervisors spend engaged in clinical conversations.     

Because She Wanted To

Carl Ginet has advanced an account of action explanation on which actions can be entirely uncaused and action explanations need not cite causal factors. Several objections have been raised against this view, and Ginet has recently defended the account. Here it is argued that Ginet’s defense fails to come to grips with the chief problems faced by his view.     

Bridging the Distance Between Us: How Initial Responses to Sales Team Conflict Help Shape Core Selling Team Outcomes

Intra-team conflict within core selling teams can shape team outcomes. Using congruency theory, we propose how conflict responses impact the relational distance between individuals in a core selling team, creating positive/negative team outcomes. Our framework suggests managers may improve team outcomes by monitoring sales team members' responses to conflict, encouraging internal cognitive voice behaviors, and intervening in teams not using internal cognitive voice behaviors when relational or process conflict exists. Our model helps explain the paradox in which an individual who is part of a “winning” team (one achieving its team goals) may still choose to exit the team.     

企业经营者心理素质评价系统的研究

本文主要介绍基于对国内 41家企业、1 467位主管级经理人员的心理素质测评研究 ,以探求企业经营者的个性特点 ,旨在建构一套适合企业管理活动背景的企业经营者心理素质评量工具。为达研究目的 ,收集参考了国内外现有的个性量表 ,结合对企业经营者活动特点的分析 ,编制测试工具 ,并对其信度和效度进行了严格规范的检验 ,制定出企业经营者心理素质问卷调查男性常模 ,为企业经营者心理素质和相关能力的评量提供了重要的辅助工具。     

Help for the Alienated Parent

Parental alienation cases present significant challenges for the family courts and clinicians alike. At times, traditional counseling fails, judicial intervention may not be feasible, and a parent is alienated from a child or children with little to no ongoing contact for the foreseeable future. This article is organized as a guide for the clinician in offering some strategies for the alienated parent. These are organized under five headings: (1) erode the negative image by providing incongruent information; (2) refrain from actions that put the child in the middle of the conflict, (3) consider ways to mollify the hurt and anguish of the alienating parent, (4) look for ways to dismantle the coalition and convert enemies to allies, (5) never give up contact but “stand in the door and hold a cookie.”     

Prioritizing Sales Force Decision Areas for Productivity Improvements using a Core Sales Response Function

The time and budgets that managers can devote to enhancing sales force productivity are limited, so sales managers must decide where it is worthwhile to invest in productivity improvements—to improve salespeople’s current effort allocation, realign territories, enhance sales force sizing, or provide more training. To prioritize these alternatives, management must assess the outcomes of investments on the basis of a common metric—profit. This paper proposes to estimate a core sales response function that allows for quantifying the profits derived from each possible action and demonstrates the benefits of this approach through an actual case study.     

The Costs of Asking for Help

Research reveals that aggressive primes activate hostile information in memory. However, it is unclear whether this is true of all people or whether the activation of hostile information differs by trait aggression. In 3 studies, we investigate the organization of aggression-related knowledge. In Study 1, ratings of one's hostile emotions speeded subsequent ratings of hostile emotions, but particularly among individuals low in trait aggression. In Study 2, categorizations of blame-related words speeded categorizations of anger-related words, but particularly among individuals low in trait aggression. In Study 3, categorizations of actions as mean facilitated similar categorizations, but particularly among individuals low in trait aggression. These results suggest that aggressive primes activate hostile information in memory particularly for individuals low (rather than high) in trait aggression. The discussion of the results attempts to reconcile spreading activation processes with judgment and behavior in the particular context of trait aggression and priming effects.