The Counselor's Role in the Development of Staff Competence

This article describes competence assessment as a method by which counselors can relate staff development directly to success on the job.     

THE INFLUENCE OF TELECONFERENCING MEDIUM AND STATUS ON PARTICIPANTS' PERCEPTION OF THE AESTHETICISM,EVALUATION, PRIVACY,POTENCY, AND ACTIVITY OF THE MEDIUM1

This study investigated the influence of teleconferencing medium and status on users' reaction to the medium. Subjects received either high or medium status inductions, and subgroups solved a problem in two node audio, video, and face-to-face conferencing configurations. These subgroups proceeded through the three media treatment conditions in counterbalanced order, and responded to scales measuring the aestheticism, evaluation, privacy, potency, and activity of the medium. Analysis indicated both face-to-face and video conferencing elicited more positive aestheticism and evaluation reactions than the audio conferencing medium. Face-to-face and audio conferencing media were perceived as being more private than the video teleconferencing medium while both video and audio media were perceived as being more potent than face-to-face conferencing. The analysis revealed neither an activity of the medium nor status main effect. The results were discussed in light of information theory.     

RELATIONS BETWEEN WORK GROUP CHARACTERISTICS AND EFFECTIVENESS: IMPLICATIONS FOR DESIGNING EFFECTIVE WORK GROUPS

Five common themes were derived from the literature on effective work groups, and then characteristics representing the themes were related to effectivness criteria. Themes included job design, interdependence, composition, context, and process. They contained 19 group characteristics which were assessed by employees and managers. Effectiveness criteria included productivity, employee satisfaction, and manager judgments. Data were collected from 391 employees, 70 managers, and archival records for 80 work groups in a financial organization. Results showed that all three effectiveness criteria were predicted by the characteristics, and nearly all characteristics predicted some of the effectiveness criteria. The job design and process themes were slightly more predictive than the interdependence, composition, and context themes. Implications for designing effective work groups were discussed, and a 54-item measure of the 19 characteristics was presented for future research.     

Social identity and intergroup evaluative bias: Realistic categories and domain specific self-esteem in a conflict setting

Social identity theory predicts a link between self-esteem and intergroup discrimination. Previous research has failed to find consistent support for this prediction. Much of this research has, however, been beset by a number of methodological shortcomings. These shortcomings may have hindered attempts to discern a consistent relationship between self-esteem and intergroup discrimination. The current investigation sought to overcome these difficulties by utilizing, realistic groups, multidimensional measures of self-esteem and testing self-esteem before and after the manifestation of intergroup evaluative bias. The results demonstrate that when the members of realistic groups engage in evaluative intergroup bias, the esteem in which they hold specific self-images is enhanced. Of the 13 facets of self-esteem delineated by the instrument used in the present study significant increases were found in six particular domains: honesty, academic ability, verbal ability, physical appearance, religion and parental relations. Global self-esteem was unaffected by the display of bias. These findings emphasize the importance of using realistic groups and domain specific self-esteem when attempting to assess the role of self-esteem in intergroup discrimination.     

RESPONSE‐DEPENDENCE ABOUT AESTHETIC VALUE

The dominant view about the nature of aesthetic value holds it to be response‐dependent. We believe that the dominance of this view owes largely to some combination of the following prevalent beliefs:

• 1 The belief that challenges brought against response‐dependent accounts in other areas of philosophy are less challenging when applied to response‐dependent accounts of aesthetic value.
• 2 The belief that aesthetic value is instrumental and that response‐dependence about aesthetic value alone accommodates this purported fact.
• 3 The belief that response‐dependence about aesthetic value alone accommodates the widely acknowledged anthropocentricity of aesthetic value.
• 4 The belief that response‐dependence about aesthetic value alone accommodates aesthetic normativity.

We argue that each of these beliefs is false, and that the dominance of response‐dependent accounts of aesthetic value is therefore largely without foundation.     

DOING COMPETENCIES WELL: BEST PRACTICES IN COMPETENCY MODELING

The purpose of this article is to present a set of best practices for competency modeling based on the experiences and lessons learned from the major perspectives on this topic (including applied, academic, and professional). Competency models are defined, and their key advantages are explained. Then, the many uses of competency models are described. The bulk of the article is a set of 20 best practices divided into 3 areas: analyzing competency information, organizing and presenting competency information, and using competency information. The best practices are described and explained, practice advice is provided, and then the best practices are illustrated with numerous practical examples. Finally, how competency modeling differs from and complements job analysis is explained throughout.