A SURVEY OF MANAGEMENT TRAINING AND EDUCATION PRACTICES IN U.S. COMPANIES

A survey was systematically developed to assess issues related to management training and education, and it was sent to 1,000 randomly selected U.S. companies with at least 1,000 employees. Based on a 61% response rate, findings were obtained regarding issues such as needs assessment, management training and development approaches, reasons for selecting particular programs, characteristics of participants, how decisions are made regarding who will participate, preparation and follow-up of participants, evaluation of management training programs, future management training trends, and needed training content. Significant findings by company size and industry type also are reported.     

First-Order and Second-Order Change in Rational-Emotive Therapy: A Reply to Lyddon

Lyddon (1990) claimed that rational-emotive therapy (RET) and other kinds of cognitive-behavior therapy (CBT) are in “the rationalist camp,” are realistic rather than constructivist, and focus on the elimination of emotional responses to irrational cognitions. His allegations about CBT practices are questionable, and he ignores the fact that RET is not merely realistic and empirical in disputing clients' irrational beliefs but is in several respects one of the most constructivist of the psychotherapies.     

INFLUENCE OF ASSESSMENT CENTER METHODS ON ASSESSORS'RATINGS

Recently a number of authors have argued persuasively that performance ratings are influenced to a large extent by the way the rater selects, organizes, stores, and recalls information. Although the influence of the rater's cognitive processes on the obtained ratings has been considered in the job-performance evaluation literature, this issue has not been considered in the assessment center literature. The purpose of the present study was to examine how assessment center methods affect the way assessors organize and process assessment center information and affect the ratings they make. Independent groups of assessors underwent one of two methods for evaluating candidates in an assessment center. Data indicated differences in the convergent and discriminant validities and differences in the factor structures of the ratings for the two methods. The pattern of results suggested that the two methods for evaluating assessment center candidates affected the way the assessors organized the assessment center information and affected the obtained ratings. Future research should consider assessment center methods and assessors as sources of variation in assessment center ratings.     

A University-Sponsored Career Development Center for Nonstudents

As colleges and universities grow increasingly more responsive to the communities in which they reside, programs are required that address the needs of the nonstudent. Georgia State University's program for nonstudents is reviewed after 5 years of operation, and recommendations are made for adapting it to other settings.     

Limiting confidential information in counseling

Historically, confidentiality has been viewed on all educational levels as implicit both in counseling relationships and in the maintenance and use of student records; yet recently, a decision of a Superior Court judge in the state of Maine (the Bates College case) made it obvious that at least college admissions records which show school counselor recommendations are not necessarily legally confidential. With expressed needs for privileged communication in education continuing to manifest themselves through the consideration and passage of legislation, this article reconsiders prevailing legal and ethical limits to confidentiality, with particular reference to the APGA Ethical Standards of 1961.     

New Careers Model Revisited: The Importance of Mentoring

The authors report a study that suggests the career paths of workers on short-term federal projects may be enhanced as a result of developing a relationship with a mentor through such projects.     

Divergent Thinking As a Function of Time and Prompting to “Be Creative” in Undergraduates

This study examined divergent thinking in undergraduates as a function of gender, time, and test instruction conditions. Differences were examined in male and female undergraduates when tested on a divergent thinking test with or without prompting to “be creative” and with or without time limitations imposed. Subject groups were assigned to one of the following four conditions: standard instructions/four minute time limit; standard instructions/no time limit; creative instructions/four minute time limit; and creative instructions/no time limit. The no time limit condition resulted in significantly higher mean traditional fluency and flexibility divergent production scores. Males were found to have significantly higher mean divergent production scores on fluency. This study supported previous research findings regarding the lack of enhanced traditional divergent production scores for females resulting from creative instructions.