Evaluations from 77 personnel administrators were used to determine the effect of costume on interviewers' perceptions of personal characteristics for women applying for management-level positions. It was concluded that a female applicant's clothing does provide an avenue for conveying personal characteristics necessary for management. (CT)

A cognitive study examined expertise in managerial problem solving. Research questions asked what types of managerial knowledge do experts and novices use in representing and solving problems, and how do knowledge types develop over time? The 115 participants were divided into 9 levels of expertise: first through fourth year students in the…

The Commissioner of Education authorized the specialist in charge of commercial education of the Bureau of Education to confer with a small group of administrative professors in engineering and commerce for the purpose of discussing ways and means whereby a larger number of students in engineering and commerce might be prepared better for…

A Chemical and Engineering News survey shows that among chief executives in 20 U.S. chemical firms, 73 percent have some technical training; 53 percent of these have bachelors in chemistry or chemical engineering, substantially increased from a decade ago. Comments on the trend toward more technically trained management are provided. (Author/JN)

Examined the effects of candidate characteristics on simulated management promotion decisions. Managers (N=72) participated as decision makers in a half-day exercise. Four candidate characteristics were manipulated. The results showed that potential, assessment center information, and position in the organization were important in selecting…

Problems in the community health middle management role are explored. Sources of role ambiguity (bureaucratic role discrepancy, professional role discrepancy, performance role discrepancy) are examined. The advantages of the creation of a holistic-oriented environment also are discussed. (CT)

Problems in the Supreme Court's approach to NLRB vs. Yeshiva University are analyzed and an analysis mode is suggested that permits realistic assessment of whether a particular university faculty should be considered management or supervisory employees exempt from the Act. (MLW)

Results indicate that the downward trend in motivation to manage scores appears to be reversing; business students at the private university scored higher on motivation to manage than those at the public university, and males scored higher than females. (Author)

Reports on a study of business administration graduates from Arizona State University between 1973-77. Deals with the amount of work-time spent on various communication activities (speaking, listening, writing, and reading) and the relationship of job category to the time spent in each activity. Implications for curriculum changes are drawn. (JMF)

Ninety-four college males completed a management trainees' selection test that had been developed by criterion-keying. They were instructed once to answer honestly, and once to answer as a highly motivated job applicant would. "Faking" instructions resulted in significantly higher scores. (Author/GDC)

The Supreme Court's decision in National Labor Relations Board v Yeshiva University, it is suggested, will result in a decrease in faculty organizing efforts at private colleges but does not signal the end of such drives. The background of the case and a legal analysis of the decision are discussed. (MLW)

Discusses several alternatives to traditional classroom modes of conducting business administration education at the college level, concentrating on a program which exposes students to real world business conditions. (LRA)

In 1976, the Shasta County Schools management staff devised a system to identify the factors of responsibility in management positions and to assign position titles and salaries on this basis. Factors were identified in the areas of program management, budget, and personnel supervision and weighted to rank staff positions. (SJL)

Job applicants (n=114) for a nonmanagerial position were administered the California Personality Inventory (CPI) before hiring. Two-year postemployment ratings of employee characteristics were used as criteria to validate the Work Orientation and Managerial Potential CPI scales. Scales were correlated to the ratings, but not to employment status.…