REACTION OF EMPLOYEES TO PERFORMANCE APPRAISAL INTERVIEWS AS A FUNCTION OF THEIR PARTICIPATION IN RATING SCALE DEVELOPMENT

A substantial amount of research has been conducted on the performance appraisal feedback interview. The purpose of the present field study was to see whether employee involvement in the development of rating scales used in the feedback interview affected ratees' perceptions of the interview. Behaviorally anchored rating scales (BARS) were developed for five job families in a midwestem hospital. A participation group consisted of employees from each of the job families who were involved in all phases of BARS construction. A nonparticipation group involved an equal number of employees from each of the job families who were not involved in the BARS development. The results showed that participation in BARS construction led to favorable perceptions regarding the performance appraisal interview process as well as positive outcomes.     

Varieties of Intellectual Talent1

Precocity, prodigiousness, brightness, intelligence, talent, creativity, eminence, renown, greatness, and genius may be aspects or consequences of characteristics often lumped together under the multi-dimensional term “giftedness.” Certain of these concepts can be traced from Galton through Spearman, Binet, and Terman to outstanding recent contributors. We consider identification of intellectually talented youth and, to some extent, their educational facilitation. Although the “abilities” view of talent is emphasized, more qualitative approaches such as those of Bloom, Ericsson, Gardner, Simonton, and Sternberg receive attention. Life outcomes of mathematically and/or verbally precocious youth identified across the nation by talent searches emanating since 1971 from Johns Hopkins University and elsewhere may help clarify relationships between intellectual precocity, creativity, and achievement.     

The Gap Between Research and Practice on the Question of Counseling Effectiveness

This article looks at outcome research from a practitioner's point of view and suggests that a serious problem may be caused by research that assumes the technique being studied is experienced by the clients. An argument is made for a research model that emphasizes the client's experience of the effect of the technique.     

Counseling Chinese-Americans

The Chinese-American student's cultural background plays an important part in his expression of personality traits and the manifestation of his problems. This article presents an analysis of Chinese values and suggests that the counseling situation may arouse intense conflicts for many Chinese-American students. It also suggests a modified counseling approach that can be used in working with these students.     

A Health Careers Program to Improve Employability of Low-Achieving Youth

Applicants to a high school health career orientation program were followed for three years after graduation. There were 235 participants and 271 in the control group. Groups were fairly matched in age, grade level, prior exposure to health work, and interest in health occupations. Controls were above-average academically. Participants served in a 6-week summer program, worked under close supervision in 35 health career areas in hospitals and health-related agencies, took field trips, and received supplementary guidance. Participants showed low drop-out rates and high levels of expressed satisfaction; were likelier to engage in extracurricular health-related activities; studied and trained more; explored more before making an employment choice; showed higher levels of job satisfaction, higher earnings, and less turnover.     

ORGANIZATIONAL IMPLICATIONS FOR PRACTICING OD IN THE ARMY1

During the past five years, organizational development has actively entered the military arena. This type of organization has certain characteristics which have strong implications for the practice and impact of OD interventions. Drawing specifically upon Army organizations, six of these characteristics are discussed including structure, total immersion environment, personnel rotation, personnel reductions, military-civilian dichotomy, and organizational objectives.