This study explored the varying experiences of men and women who received Masters in Business Administration and started their careers in the fifties, sixties, and seventies. The findings were that women rarely held positions in business firms, choosing instead independent work or alternative settings such as universities. (Author/CT)

Discusses a study to determine (1) criteria used in industrial and vocational education programs for evaluating faculty for tenure and promotion, (2) ways those criteria are weighted in the process, and (3) perceptions of department heads regarding the congruence of written policies with actual practices. (JOW)

The authors provide guidelines for the development and implementation of role-play simulations used for employee selection and promotion. Exercises are presented to illustrate the development of practical content-valid procedures. Suggestions on developing relevant ideas, working with role players, facilitating raters, and minimizing candidate…

Argues that faculty evaluation procedures undertaken to improve instruction need to be separate from those used to reward excellence. (SRT)

Describes strategies used over the past decade to address inequities between women and men in the areas of salary, promotions, and participation in faculty affairs and governance at Arizona State University. (GC)

Describes a study of the National Association of School Principals Assessment Centers and their impact on career opportunities for women. The study found that the centers have had a major influence on the women interviewed. (MD)

This article looks at mentoring in nursing through a critical analysis of mentoring literature. Specifically, it examines the concept and theory of mentoring, basic assumptions about mentoring, related research that addresses the phenomenon, and the resulting generalizations and implications being put forth in the literature. (CT)

Reports on the attitudes of teachers, administrators, and others outside the educational system regarding teacher salary structure, autonomy, and responsibility, and criteria for promotion. (Author/IRT)

Noting that the use of multi-rater assessment tools (also called 360-degree feedback) in organizations has increased dramatically in recent years, this booklet provides an introduction to this growing practical literature. In addition to annotations of 56 books and journal articles published between 1990 and 1997, the booklet answers frequently…

Examines the hypothesis that corporate organizations experiencing inside succession in the office of the president exhibit less organizational change than firms undergoing outside succession. The type of succession is related to a combined measure of organizational change based on position shifts and personnel turnover in the executive role…

Although employment opportunities for minorities are very good at entry-level positions in New York City banks, very little opportunity exists for promotion. (BH)

Difference in transfer policy suggests need for careful counseling of students and job applicants so they will know what company attitudes are, prior to making employment plans. (CJ)

Urges the Association of Departments of English (ADE) to issue position statements on promotion and tenure, on teaching composition, and on becoming more active politically. (AEA)

Describes an investigation of sex discrimination at a large American corporation. The investigation found that although fewer women than men were promoted, this was due to greater interest in promotion expressed by men, rather than to discrimination by the company. Argues against criteria applied by federal agencies to prove discrimination. (GC)

Offers several suggestions to help women seeking administrative posts, including to volunteer for committees and after-school jobs, join a few good professional and community organizations, apply for a special job such as director or evaluator, and publish something. (JM)