Forty Years of Using Labels to Communicate About Nontraditional Students: Does It Help or Hurt?

This article deals with two topics: how the education literature describes minority students and how to communicate with minority students effectively. An analysis of articles in the Education Index since 1950 showed that, despite increased concern for minorities in the literature, the labels used to describe them may have done much to exacerbate problems. When talking to minority students, the writers recommend using Bowen's differentiation concept to discuss racism and negotiating systems. Recognizing and responding sensitively to interethnic differences can improve the quality of communications. Este manuscrito trata dos temas: Como la literatura educativa describe a los estudiantes de minorías étnicas, y cómo comunicarse efectivamente con ellos. Un análisis de articulos en el Education Index desde 1.950 muestra que a pesar de un aumento de preocupación en la literatura por los grupos de minorías étnicas, es posible que los motes dirigidos a “cultura” han hecho mucho para exacerbar problemas sociales y educativos. También al hablar con estudiantes pertenecientes a minorías étnicas, la falta de émfasis en la historia de sus culturas podría causar problemas al intentar construir una relación. Se recomendó el uso de motes menos reactivos para cuando se habla de ellos y una fórmula para conjeturar sobre sus historias cuando se habla con ellos.     

Confidentiality in Nondyadic Counseling Situations

Professional ethical codes and writings addressing confidentiality issues tend to assume a dyadic counselor-client situation. In practice, however, much of the counselor's work is in nondyadic situations. This article explores the dimensions of confidentiality in five such situations. Guidelines are offered for practicing counselors regarding (1) counseling done as part of a multidisciplinary team; (2) coordination of services, referral, and placement; (3) mandated services; (4) supervision; and (5) client advocacy. Three common themes—inadequacy of conceptualizing counseling as a dyadic situation, sharing information on a need-to-know basis, and clearly informing clients about the limits of confidentiality—emerge in reference to these disparate situations.     

Factors Affecting Employer Preference for Female Managerial Applicants

This study examines aspects of job interview behavior that influence employer preference for a female applicant for a managerial position in the human service field. The authors used an analogue methodology simulating videotaped job interview vignettes to present a female applicant exhibiting varying leadership and personality styles, ranging from a “warm” cooperative style to a “cold” task-oriented style. Employers in the human services field rated their preference for the simulated applicants. There were significant differences in preference for the various types of applicants; the most preferred were those who combined warmth with goal-oriented leadership skills.     

EFFECTS OF RATER TRAINING AND PARTICIPATION ON COGNITIVE COMPLEXITY: AN EXPLORATION OF SCHNEIER'S COGNITIVE REINTERPRETATION

Schneier (1977) proposed that rater cognitive complexity interacts with format to affect the psychometric soundness of ratings. He also speculated that cognitive complexity may be enhanced by having raters participate in training and/or scale construction programs. This study was designed to test these latter hypotheses, while also providing a partial replication of Schneier's original research. Ninety-six undergraduate students were assigned to four groups. One participated in the construction of a set of BARS and was trained in their use, a second participated in BARS construction only, a third received training only, and the fourth served as a control group. All subjects were administered a measure of cognitive complexity before and after the experimental treatments. Also, all subjects evaluated five simulated ratees using the BARS. A training × participation (2 × 2) ANOCOV indicated no change in cognitive complexity scores as a result of the experimental treatments. A training × participation × (nominalized) cognitive complexity (2 × 2 × 2) MANOVA on mean ratings for the five stimuli found no effects on leniency error. A similar MANOVA on variances of ratings provided little evidence for effects on halo error. These results, taken in conjunction with those of other investigators who have failed to replicate Schneier's findings, suggest that the cognitive reinterpretation should be accepted with caution at best.     

A Needs Assessment in Employee Services — Industrial Recreation

Industrial recreation is a rapidly growing field in employee services. In fact, membership in the National Industrial Recreation Association (NIRA) has more than doubled in the last three years. American industry seems more willing to incorporate recreation expenditures in their operating budgets, realizing that higher productivity is directly related to the positive influence that recreation has in satisfying some of the psychological, physical, and social needs of employees. Harry Gray, president and chairman of United Technologies Corporation, has expressed these feelings (Recreation Management, 1978) as follows:     

Accountability: A Total Commitment

The counseling profession has the knowledge and methodology to provide accountability in delivering its services. What remains is for leaders to use these resources and to develop more effective services. This article describes the program concepts and procedures implemented in one state employment service agency to establish an accountable counseling program. These procedures include the development of a compentency-based training and supervision system. The competency model is described and its goals are specified. Accountability at all levels of the system is defined, including the responsibility of management to guarantee the public quality counseling services.