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.     

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.     

On the Possibility of Feminist Philosophy

This paper was originally presented as part of a panel entitled “Feminist Philosophy After Twenty Years” at the 1993 meeting of the Eastern Division of the American Philosophical Association (APA). It is a discussion of the conditions that needed to be—and were—present in the United States in the 1970s in order for feminist philosophy to take root and flourish.     

DESIGN, VALIDITY, AND USE OF STRATEGICALLY FOCUSED EMPLOYEE ATTITUDE SURVEYS

This paper presents logic, procedures, validity, and use of employee attitude surveys targeted on strategic objectives of the firm. The logic is that employees at the front line are in an optimal position to report on the degree to which strategic initiatives are being carried out. The procedure is to design survey questions that focus on the initiative rather than on employees' personal feelings or satisfaction. To validate employee reports, the relationships between those reports and customer satisfaction over four quarters of the use of the survey are shown. Evidence shows that the logical and empirical keying of employee surveys to strategic initiatives and objectives of the firm provide data of immediate use to management, in the present case to both marketing and human resources management.