The Effects of Task Clarification and Group Graphic Feedback on Early Punch-In Times

Task clarification in the form of workplace policy guidelines coupled with weekly graphic feedback of group punch-in times on the staff clock were presented to waitstaff, cooks, cash register clerks, dishwashers, buffet attendants, and hourly assistant managers in a restaurant sub-franchise. Clocking in early dropped from 130 min during baseline to 62 min per week during intervention. A 1-week return to baseline resulted in 189 min of clocking in early by restaurant personnel. The use of task clarification and group feedback reduced company expenses without reductions in job satisfaction or increased stress.     

Considerations in Feedback Delivery: The Role of Accuracy and Type of Evaluation

Performance feedback remains a commonly implemented and successful intervention within organizational behavior management, but a comprehensive understanding of the components that influence the effectiveness of feedback tends to be lacking. The present study sought to contribute by analyzing the variables of accuracy (contingent on or independent of performance) and evaluation type (supportive or critical judgments) on performance using a simulated work environment. A total of 75 undergraduate students were randomly assigned to 1 of 4 experimental conditions: (a) contingent and supportive feedback, (b) contingent and critical feedback, (c) independent and supportive feedback, or (d) independent and critical feedback. Outcomes suggested that contingent feedback improved performance relative to independent feedback, however, no differences were found between supportive and critical types of feedback. The need for additional research into the functional and formal elements of effective feedback is also discussed.     

Employee-of-the-Month Programs: Do They Really Work?

This article investigates Employee-of-the-Month as a technique for sustaining improved performance on a data entry task in two experiments. In both experiments, participants competed as members of a fabricated team for a “Check Processor of the Week” incentive. The first experiment assessed the impact of receiving this incentive. In the second experiment, the incentive was enhanced to include a $50 bonus for the winner. Participants always placed between 2nd and 5th place in order to assess the impact of being an unrewarded runner-up. Overall, results suggest that Employee-of-the-Month programs do not sustain improved performance and may even have detrimental effects.     

Reciprocal interactions between group perceptions of leader charisma and group mood through mood contagion

Departing from the static perspective of leader charisma that prevails in the literature, we propose a dynamic perspective of charismatic leadership in which group perceptions of leader charisma influence and are influenced by group mood. Based on a longitudinal experimental study conducted for 3 weeks involving 116 intact, self-managing student groups, we found that T1 group perceptions of leader charisma mediate the effect of leader trait expressivity on T2 positive and negative group moods. T2 positive and negative group moods influence T3 distal charisma perceptions by affecting T2 proximal perceptions of leader effectiveness. The current findings offer critical insights into (a) the reciprocal relationship between group perceptions of leader charisma and group mood, (b) the dynamic and transient nature of group perceptions of leader charisma, (c) the importance of understanding negative mood in charismatic leadership, and (d) the mechanism through which charismatic leadership perceptions can be formed and sustained over time.     

A necessary dialogue: a South African case study exploring the role of national HRD in HIV/AIDS non-government organizations

This article makes the case for a coordinated and multi-faceted national level response to the HIV/AIDS crisis in South Africa from the field of human resource development (HRD), arguing that national policy debate on this issue must include the development of human resources in HIV/AIDS non-governmental organizations (NGOs). An exploration of potential connections between HIV/AIDS and HRD was conducted with a qualitative case study in Port Elizabeth, South Africa. Through this study, four major thematic categories emerged in connection to the work of NGOs involved in the management of HIV/AIDS, government policy, and the emerging theory and practice of national human resource development (NHRD). In addition, findings pointed to the need for HRD research to be conducted in HIV/AIDS related NGOs given their front-line roles in both policy and practice. Initial suggestions for dialogue between NGOs involved with managing HIV/AIDS and the HRD research and practice community are made along with recommendations for stronger linkages between NHRD and HIV/AIDs.     

Pornographic eroticism and sexual grotesquerie in representations of African American sportswomen

Sport is used as a lens through which ‘white’ people are encouraged to analyse how they construct and view ‘black’ people. Sport is linked to an analysis of the ways that sections of the media have framed tennis champions Serena and Venus Williams as threats. This article examines how key media spokespeople use disparaging racist and sexist stereotypes that no longer focus on female passivity and weakness to denigrate their physical power and mental strength. It argues for a new critical race consciousness that can inform sporting commentary and media narratives to enable African American women and men to envision and achieve equality within a broader framework of social justice.     

“May the Force be with Katie”

Responding to the 2010 media discourse around Katie Goldman—a ten-year-old Star Wars fan bullied for her interest in something perceived to be “for boys”—this essay investigates the relationship between industrial logics of media franchising, postfeminist culture, and the vernacular participation of social media users in regulatory ideologies of gender and sexuality. Reading mediated public performances of support for Katie against the hyper-feminized, industrially-produced “princess” media culture she seemingly rejected, as well as the sci-fi fashion shop HerUniverse that opened up a feminized space of fan subjectivity in the marketing of the Star Wars Star Wars (1977). Film. George Lucas (dir.), Twentieth Century Fox, US. [Google Scholar] franchise, we can see how the transgression of normative consumer ideals by girls became re-inscribed within postfeminist and heteronormative gender roles. While celebrating unruly girl science fiction consumers as “different,” both industry and vernacular media cultures repositioned these figures in relation to beauty, princesses, heteronormative romance, and other postfeminist (but traditionally feminine) ideological frames.     

Preposterous Histories

This article explores maternal desire, loss, and control by reading Carolee Schneemann's performance Interior Scroll (1975) through Tracey Emin's photographic print I've Got It All (2000). More specifically, I consider Schneemann's work on the energy of female sexuality and maternal desire through Emin's recurrent visualizations of sexuality and maternal loss. The artists' refusal to disengage with the commodified (dis)pleasures of femininity leads me to consider the differently contextualized handling of these issues in each artwork. I explore the mediation of the body of each artist by positioning Emin's work as a “source” for my reading of Schneemann's performance. Invoking the notion of “preposterous history” (Bal 1999), I argue that the concepts of the “live” and the “mediated” are differently intensified by operating outside of the constraints of chronology. Hence the inter-generational dialogue between these particular female artists, whose work has been produced at different historical moments, is itself generative of thoughts and ideas that are irreducible to the individual works.     

Baccalaureate Social Work Education Consortia: Problems and Possibilities

Abstract

In just one decade, the number of consortia and schools in collaborative programs has declined. Moreover, several consortia, including those with as many as five schools 10 years ago, no longer exist, and some of these schools have ceased offering accredited social work programs. However, some new consortia are emerging. To determine the significance of these trends, the investigator interviewed by telephone social work administrators and faculty of the 21 colleges and universities currently involved in the nine undergraduate consortia. In addition, the investigator reviewed institutional catalogs and compiled information about the origin and development of the collaborative programs, their structure and nature, and their advantages and disadvantages as perceived by the respondents. Benefits of collaborative programs are that they enrich programs and provide density. Although cooperative arrangements present problems, the problems can be overcome if the institutions involved communicate successfully and cooperate. Study findings revealed that consortia that use, rather than rival, the experiences of other schools will tend to be more successful.     

Evaluating Training to Promote Critical Thinking Skills for Determining Children’s Safety

This study examined changes in training participants’ satisfaction with the instruction, knowledge gain, transfer of new skills, and beliefs about family involvement and engagement in working with families to help ensure children have safety. One hundred and forty-five practitioners participated in the training. Findings revealed shifts in knowledge and use of certain kinds of safety and risk assessment. Qualitative training feedback revealed that caseworkers and supervisors are now talking more about their practice and how they are trying new strategies to help children and families rather than how they complete a list of procedural tasks. The combination of workshop-based training followed by agency-based coaching appears to be a promising approach to professional learning in this practice area of child welfare.