Toward a Systemic Explanation of Valuing

The complexity of valuing is examined by assessing the process of valuing, beginning with a basic method: rank ordering. To understand this process, 64 participants were asked to record their comments as they took the Rokeach Value Survey (RVS). Examination of these comments reveals that many agendas seem to be operating, making valuing far more complex than the linear model of rank ordering values permits. Those who reflect on this task seem to find themselves engaged in something more complex. The participants' comments reveal systemic rather than only linear tensions among values.     

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.     

A Study of Prejudice Toward University Student-Athletes

The attitudes of 293 first-time entering students at a large, public eastern university were measured using the revised Situational Attitude Scale (SAS) Student-Athlete. The findings suggested that freshman students perceived student-athletes negatively in situations dealing with academic competence. The contention was made to include the student-athlete culture as one susceptible to prejudice and discrimination. Student-athletes should be educated to the “isms” they may be facing from their peers in the classroom and on the campus. These results also indicated the need to include the student-athlete culture when engaging in “ism” reduction efforts with members of the campus community. Se midieron las actitudes de 293 estudiantes del primer año en una universidad pública grande en el este, usando el Revised Situational Attitude Scale (SAS) Student-Athlete. Los resultados sugieren que los estudiantes del primer año perciben a los estudiantes-atletas de una manera negativa en situaciones que tienen que ver con la competencia académica. Se discutió la visión de la cultura estudiante-atleta como susceptible de prejuicio y discriminación. Se debe educar a los estudiantes-atletas sobre los “-ismos” que ellos podrán encontrar en el aula y en el campus. Estos resultados también indican la necesidad de incluir la cultura estudiante-atleta cuando los miembros de una comunidad universitaria intentan reducir los “-ismos.”     

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:     

DO BLACK AND WHITE SUPERVISORY PROBLEM SOLVING STYLES DIFFER?*

Do black supervisors manage differently than white supervisors? Do black supervisors solve problems in the same way as white supervisors? To investigate these issues a group of 21 blacks and 56 whites in a supervisory training program conducted by the College of Business, University of Georgia, were studied using a take-home paper and pencil exercise. Certain independent variables were first identified which included biographical data, employment experience and personality factors. The exercises attempted to measure the way they resolved role conflict situations and handled disciplinary problems–two important duties of supervisors. The most outstanding finding from the study was the paucity of differences in all measures except in attitudes toward received discipline. Blacks were less willing to accept harsh punishment for violation of organizational rules than whites, especially where there was a history of high performance. We conclude, however, that organizational acculturation may substantially offset any minority subcultural influences in organizational situations.     

JOB ATTRIBUTE PREFERENCES AND WORK COMMITMENT OF MEN AND WOMEN IN THE UNITED STATES

The extent of assumed sex differences in preferences for work attributes is explored utilizing data from five representative national samples. The results indicated only minimal differences in preferred job attributes between males and females. Both sexes identified meaningfulness of the work as the most important job attribute, and rank ordered the other four attributes studied in the following sequence: promotion, income, security, and hours. Factors such as education, occupational prestige, age and one's commitment to continue working were more important than sex of the respondent as predictors of job attribute preferences. However, these status variables did not affect the relationship of sex and job attribute preferences. Furthermore, these factors had approximately the same relative predictive value for both males and females. Nevertheless, these statistically significant predictors explained a small proportion of the variance in job attribute preferences. Implications for research and practice are discussed.