Gender differences in conflict resolution styles of managers: At work and at home

Because women and men managers occupy different roles at work and at home, role theory suggests that they would use different conflict resolution behaviors in each role. This study tested this theory empirically using the Thomas-Kilmann Conflict Mode instrument to measure the five conflict resolution styles of 201 managers (99 males and 102 females) in both situational roles. Sex differences were examined along with hierarchical rank. Both genders tended to handle conflict more competitively at work than at home, and used the accommodating style more frequently at home than at work. At home, low-level women managers were more willing to collaborate and less willing to avoid conflict than at work; men managers overall were less likely to compromise at home than at work.     

Using Tom and Huck to develop moral reasoning in adolescents: a strategy for the classroom

The first part of this article examines some theoretical arguments for teaching moral education in the classroom. This discussion is followed by an investigation into how the use of fiction might enhance this process. Finally, a specific strategy using Mark Twain's novel, The Adventures of Huckleberry Finn, is offered as an example of how this might be done.     

Listeners' discrimination of real and human-imitated animal sounds

To determine if listeners can accurately distinguish between real and human-imitated animal sounds, a total of 165 recorded sounds (55 real and 110 human-imitated) of cats, cows, dogs, pigs, and sheep were randomly arranged on a master tape and presented to 30 listeners for discriminative judgments. Results indicate that, in general, listeners can accurately discriminate real from human-imitated animal sounds. Suggestions for future research are discussed.     

Acceptance of Help as a Function of Similarity of the Potential Helper and Opportunity To Repay1

College students were given the task of making an object from balloons while being observed by someone who they were told had highly similar values (similar conditions) or highly dissimilar values (dissimilar conditions). Later they were to observe while the other made an object from wire coat hangers that were already unwound (no opportunity to repay conditions) or were not unwound (opportunity to repay conditions). In preparation for the subject's task, the balloons had to be blown up and the other offered to help. The number of balloons the subject gave the other was the measure of acceptance of help. An interaction between similarity and opportunity to repay was found. As hypothesized, acceptance of help was greater when the potential helper was similar than when he was dissimilar only when the opportunity to repay was anticipated; when no opportunity to repay was expected, the reverse was found.     

Computer interactive heuristics to assess preference indefinition and resolve discrepancies between preference ratings and rankings

Ipsative and absolute assessment of preferences are contrasted, with particular reference to the different quantitative and qualitative information provided by each. Although it may not be possible to mathematically combine the respective qualitative information provided by rankings and ratings, when used in conjunction, they may offer a valuable consistency check of a respondent’s preference assessments. A set of heuristics, interactively implemented via computer, is proposed to (1) identify inconsistencies between preference rankings and ratings of the same set of items, and (2) attempt to resolve those inconsistencies. The number of iterations required to resolve inconsistencies might be used as an index of the respondent’s lack of preference definition.     

Nondiscriminatory career counseling?

Client data from nine church-related career development centers were studied with two questions in mind: (1) How well do the client assessment rating data predict the counselor recommendations given to clients? (2) Are there discriminatory effects due to referral source and/or to gender? Analyses were done separately for Professional Church Workers and Candidates. In addition to a general profile of these two client types, findings show that assessment ratings account for most of the explained variance in recommendations, and that neither client gender nor referral source is a basis for discrimination in recommendations. Counselor gender does make a difference, however, and differences between men and women counselors suggest the useful distinction between gender bias and gender effect.