Toward Training for Competence in Multicultural Counselor Education

This article reviews the literature on multicultural counselor education. Counselor training models from social-organizational and counseling psychology are reviewed in terms of their focus on sensitizing counselors to cultural difference. It is recommended that counselor training programs place more emphasis on assessment of counselors' cultural values and attitudes, the therapeutic relationship between counselors, and clients' and counselors' application of cultural knowledge in counseling sessions. Este artículo revisa la literatura sobre la educación de consejeros multi-culturales. Se revisan los modelos de entrenamiento de consejeros sacados de la psicología social/organizational y consejerial en términos de su enfoque en la sensibilización de consejeros a las diferencias culturales. Se recomienda que los programas de entrenamiento de consejeros pongan más énfasis en la estimación de los valores y actitudes culturales de los consejeros, la relacion terapéutica entre consejeros y clientes, y la aplicación del conocimiento cultural por el consejero en las sesiones de consejería.     

Outcomes of Systemic/Strategic Team Consultation:

This is the third in a series of reports on a small-sample study of systemic/strategic team consultations. It sheds new light on aspects of the therapeutic alliance in Milan-informed therapy. Ratings of the end-of-session interventions and ratings of the therapist's relationship skills (warmth, active structuring) significantly predicted client improvement at 1-month and 3-year followups. These results dispute the Milan team's idea that an intervention's effects are unpredictable. Also, our findings challenge the way some teams have adopted an impersonal, emotionally unresponsive style under the guise of "neutrality." In view of this and other recent studies, we conclude that systemic/strategic therapists should devote more attention to collaborative and affective qualities of the therapeutic alliance.     

Consultation: A New Strategy For CETA

Program changes inherent in the CETA concept have markedly decreased the effectiveness of previous program management and liaison strategies. Some reasons for this decrease and a new set of skills for working at the interface between prime sponsors and subcontractors and/or the regional offices are presented. These skills, formulated within a consultation model and based on solid behavioral strategies, are one way to increase CETA program effectiveness.     

WHY DO ASSESSMENT CENTERS WORK? THE PUZZLE OF ASSESSMENT CENTER VALIDITY

The finding that assessment centers are successful in making valid predictions of managerial success is well established in the literature. Unfortunately, it is not clearly understood why assessment centers work. For example, construct validity of assessment center dimensions is rarely obtained. In this paper we affirm the evidence for predictive validity of assessment centers and conclude that assessment centers can work for a variety of purposes and in numerous contexts. But we also assert that we do not know why they work. The bulk of the paper goes on to raise possible explanations for the predictive validity observed in assessment centers and raises implications for practice and guidance of future research.     

Job Satisfaction Among Married Working Women

Data from a recent national opinion survey were used to evaluate an array of work and nonwork variables in terms of their relationships to reported job satisfaction of married working women. Women's job satisfaction was found to be related to such variables as life satisfaction, age, and importance of job income but unrelated to such indices as race, educational level, occupational prestige, income level, and attitude toward women working.     

THE COMPARATIVE VALIDITY OF SELECTED LEADERSHIP SCALES RELATIVE TO SUCCESS IN PRODUCTION MANAGEMENT

For 113 managerial personnel, a new supervisory judgment test, the Leadership Evaluation and Development Scale (LEADS) was found to be the best (r = .36) of four predictors of salary corrected for age and length of service. Other predictors were a verbal comprehension measure and the two Leadership Opinion Questionnaire scores. The R involving all four predictors was .39. LEADS was also found to be the best predictor of personnel department ratings on performance in the employee relations area. None of the predictors was significantly related to supervisors' ratings. Meaningful dimensions of supervisory performance not indicated by the other predictors appear to be measured by LEADS.     

NONE OF YOUR BUSINESS: PARAMETERS OF BIODATA INVASIVENESS

In this research, biodata items were evaluated for their perceived invasiveness by over 200 professionals (psychologists and social scientists), as well as three samples of nonprofessionals. In addition to item subject matter, perceived invasiveness of items was related to various biodata attributes, in that items that were more verifiable, more transparent in purpose, and more impersonal were seen as less invasive. Subjects with more positive attitudes toward biodata and organizational selection measures viewed fewer items as invasive, as did those with more education. Dispositional variables and gender were related to invasiveness perceptions in some samples. Four general motives or topics were determined to generate the greatest concern: fear of stigmatization, concern about having applicants recall traumatic events, intimacy, and religion. The results may help develop consensus about defining "invasive" and contribute to ways of reducing perceptions of invasiveness.     

Using the Spiritual Perspective in Counseling Persons with HIV/AIDS: An Integrative Approach

The authors explore counseling persons infected with HIV and AIDS, within the specific themes of rejection, powerlessness, and death. These themes have been chosen because they are common concerns of people with HIV and AIDS. Selected quotations from 14 interviews with persons diagnosed with HIV/AIDS are used to clarify these concerns. Specific counseling recommendations are provided to make counseling an effective, compassionate endeavor with this population. Counselors are encouraged to struggle with these themes to enhance the counseling they provide to people with HIV and AIDS.