In an era of decreasing funding of the human services sector, it is imperative that the service sector be more effective and efficient. This study examined the outcomes of a management development intervention. Subjects (N=187) were middle managers in the helping professions. The experimental group was composed of 100 managers who voluntarily…

The commitment of administrators to the work role, the institution, and the career was studied using data from a survey and interviews of mid-level administrators at a large research university. A total of 256 administrators responded to the survey, and 6 participated in followup interviews. Approximately 80 percent of the respondents were found…

Discusses the importance of the social style of administrators in their interactions within the organization, with emphasis on efforts by subordinate administrators to influence their superiors, i.e., managing up. Four social styles are defined--amiable, analytical, driver, and expressive--and strategies for productive interactions between styles…

In 1979, the University of California began using the assessment center method as a development program for staff employees. Expected outcomes of the program were improved job performance by participants and improved success in competing for management positions. The design and administration of the program are described. (MLW)

Investigates the persuasive communication of male and female middle managers, focusing on the mediating influence of a manager's power on his or her selection of anticipated compliance-gaining message strategies. Finds no marked differences between the genders in the types of strategies and tactics used to influence subordinates. (KEH)

Examines communication decision-making in organizations by looking at the extent to which public relations executives have control over channel selection for the media mix in an overall public relations program. Shows a variety of structures and procedures for channel selection decisions in United States organizations. (SR)

Comparison of 683 managers selected for promotion and 683 still in middle management found that those with more education and longer tenure were more likely to be promoted. The longer it took to reach middle management, the lower the chances of advancement. Gender and race moderated the effects of organizational experience. (SK)

Interviews with 30 women middle managers in Fortune 500 companies suggest that women have the education and work experience needed for top positions; they have self-confidence, motivation, high aspirations, and career commitment. Still, barriers and bias in organizational culture and work environment remain. (SK)

Purpose: The aim of this paper is to conduct an exploratory empirical examination to determine if factors (e.g. demographic, human capital, motivational, and organizational) associated with career success in Western countries are also related to the career outcomes of Chinese managers. Design/methodology/approach: Survey data were obtained from…

This study explored the experience of collegiate mid-level managers in the higher education organization through an examination of the construction of roles and the congruity of the constructed role to the environment. Using a qualitative, case study method and symbolic interactionism for a theoretical framework, the study examined the…

To analyze listening in relationship to other communication modes and to investigate the relative utility of four models for communication theory building research (national, psychological, organizational culture, and situational), a study examined the attitudes of middle level managers of six corporations regarding communication competencies…

Programs for developing the managerial capacities of department heads in secondary schools tend to be of two types. One type concentrates on the dynamics of interactions between participants during the program. In this type of program, consultants either call for active involvement of the participants in the analysis of their interactions, or…

An institute on the utilization of personnel in libraries was conducted by the Florida State University School of Library Science in October, 1969. Papers presented are grouped into the following three broad categories: (1) changing attitudes toward personnel administration, (2) procedures for selecting middle management and (3) ways and means of…

Case studies show the capacity of chairpersons to make distinct improvement in their departmental management. This would occur more often if there were systematic attention to the evaluation of institutions, departments, and chairpersons so that the objectives for decision making in departments are clarified. A chairperson evaluation form is…

The author states that the challenge for training and development is to help retrain managers for turbulent times. The objective is to change managers' mentality. The author makes recommendations concerning adapting to conditions, managing change and innovation, and establishing direction. (CT)