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Conclusion This paper focused on leader initiative and looked at the relationship of leader initiative to unit performance. In this context, both doctrinal and field views of initiative were presented. Initiative, in the sense of doing one’s job without being told and/or being supervised, is seen as very important by soldiers and leaders. It was shown that leader initiative is significantly correlated with unit performance, and yet is clearly distinguishable from motivation. The fact that field views of the inhibitors of initiative are broader than those presented in doctrinal sources suggests that the information gained in this research might be of benefit to doctrinal proponents as well as those developing leader training courses or conducting field training. References Borman, W. C., Motowidlo, S. J., Rose, S. R., Hanser, L. M. (1987). Development of a model of soldier gffectiveness, (AR1 Technical Report 741). Alexandria, VA: U.S. Army Research. Institute. DePuy, W. E. (1984). Letter, General W. E. DePuy to General Fred C. Weyand, Chief of Staff, Army, 18 February 1976. In John L. Romjue, From active defense to airland battle: The develoDment gf Armv Doctrine 1973-1982. Fort Monroe, VA: U.S. Army Training and Doctrine Command. Headquarters Department of the Army, (1982). Ooerations, (Field Manual 100-5). Washington, DC: Department of the Army. Headquarters Department of the Army, (1983). Militarv Leadership, (Field Manual 22-100). Rogers, R. W., Lllley, L. W., Wellins, R. S., Fischl, M. A., & Burke, W. P. (1982). Development of the P), (AR1 Technical Report 560). dexandria, VA: U.S. Army Research Institute. Starry, D. A. (1984). Commanders Notes No 3, Operational concepts and doctrine, 20 February 1979. In John L. Romjue, From active defense to airland battle: The develoDment of Army Doctrine 1973-1982. Fort Monroe, VA: U.S. Army Training and Doctrine Command. 459 . .
STARTING A TQM PROGRAM IN AN R&D ORGANIZATION Herbert J. Clark Brooks Air Force Base, Texas This paper reports the results of implementing a Total Quality Management (TQM1 Program in an Air Force research and development laboratory. It outlines how the Methodology for Generating Efficiency and Effectiveness Measures (MGEEM) was used to implement TQM, and describes the lessons learned in the process. The paper also gives guidelines for starting a TQM program and recommends using Organizational Development (OD) intervention techniques to gain acceptance of the program. Lessons learned stress the importance of choosing a skilled TQM facilitator, adequately training process action teams, and fostering open communications and teamwork to reduce resistance to change. GETTING STARTED People report they read the popular literature or hear a TQM briefing and come away with a general understanding of TQM philosophy, but no specific directions on how to get started. This condition is so common that, according to Kanji (19901, it even has a name: ‘Total Quality Paralysis!' Kanji's solution for overcoming this problem is to follow a fourstage TQM implementation procedure. It consists of collecting organizational information, getting top management support for TQM, developing an improvement plan, and starting new initiatives. Following these four steps, leads to commitment from the top, a united and coordinated middle management, and the data to make informed decisions -- essential conditions for TQM success. Behavioral scientists writing in the OD 1 i terature recommend similar procedures and have developed ------------ intervention ------ techniques for gaining management support for new initiatives. They consist of educational activities, questionnaires, team building exercises. and prescriptions of 'things to do' and 'things not to do.' French and Bell (19841 describe five types of interventions which range from working with whole organizations to working with teams and individuals. These interventions can be used in TQM programs to -increase participative management and intergroup cooperation. Coupled with TQM tools such as statistical process control, they can lead to increased productivity, better product quality, and enhanced customer satisfaction. Trying to introduce TQM without considering the behavioral dynamics of the organization Significantly reduces the chances for success, as illustrated below. 460
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32nd ANNUAL CONFERENCE OF THE MILIT
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32nd Annual Conferenae of the Milit
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Registration (Continued) RMC M, McK
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TABLE OF CONTENTS 1990 CONFERENCE C
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305. 306. 307. 308. 309 * 310. 311.
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418. Not Presented. 419. HANSON, Ma
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502. Not Presented. 503. COLLINS, D
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804A. 804B. ao4c. 804D. 805. DOYLE,
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'I'li~; CANADIAN RESERVES: CURRENT
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of ‘;llC 1; e f-;
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easons, followed by social reasons
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Training to support these programs
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USAREC commanders in the field take
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lost; but asking for more quality,
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Background ETHNIC PARTKCIPATION IN
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Tahte 1 The Ten Largest Ethnic Grou
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or 25.6% of foreign horns, :Jero ac
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1990 ARMY CAREER SATISFACTION SURVE
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clashes, etc.). It may be that the
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espondents were so concerned about
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The Use of Artificial Neural Networ
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where: A = (A,, . . . . A,) , B = (
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In attempting to relate ASP score t
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Hispanics in Navy’s Blue-Collar C
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34.81 33.60 34.00 12.60 12.54 12.28
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Work-g;rouD comoosition. The averag
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1 . INTRODKTICi? DESCRIPTORS OF JOB
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c:- TORc OF JOB SPEr:aON RAm ON JOS
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2.1.5.4. Pcrcelitage of Persons Rxe
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----- DESCRIPTORS OF JOE SPECIALIZA
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coum? I 1.1 TIME SPECIALI7,TION, CO
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DESCRIPTORS OF JOR SPECIEJ,IZATIaN
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I ? 3 4 5 n 96 96 96 96 67 49 19 II
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ADDRESSING THE ISSUES OF “QUANTIT
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abilities for test development (Stu
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atings for the incumbents given in
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Psycholoqical Bulletin, 70(61, 534-
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quantitative comparison of the sort
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administrative occupations. The lea
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SUMMARY This exploratory study was
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--- These job descriptions were pri
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Table 2 below illustrates the degre
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However, the degree of agreement ob
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Tosunmmrize, informationgeneratedfr
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Change IIf If 1: 1; 0 tl t2 t3 t4 t
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Recammenaations Werecxararrendthat~
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The ORDB was designed and continues
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qualified resources to support cont
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acquisition. ASD/ALH made extensive
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A Suite of Advanced Interpretive As
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CORCAS - The CORCAS report characte
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Discussion The advanced analysis as
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From a technical point of view, the
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y attending schools, to meet the re
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Literature ------. .-- -.~---.. --
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organizational distribution of the
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in training cost savings, a reduced
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APPLICATION OF THE JOB ABILITY ASSE
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As already shown, rater reliability
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0 a 103 -t \~~.1~--l---1.1-~L-I I
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Table 1 Military Assignments in the
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Preference scores overall sample (N
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Region School’)North Center South
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Aptitude-Oriented Manpower Replacem
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The Psychologist’s Method of Prop
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Table 5: Study on Job Characteristi
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equired for an occupation (Ruck, 19
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For the weapon system design TDS ap
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knowledge-based model (equation 3)
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EVALUATION MODEL The evaluation sys
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and various other sources, we becam
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.--_-.-- .---- ----- -...- -._--_.-
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tally significant. Hotelling's T2 w
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able ancillary information which co
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and a contractor (Westinghouse) was
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‘A’ and what knowledge a typica
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Develop job oriented electricity th
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year career. Instead, CODAP provide
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2E 24 20 I@ 12 8 4 Figure 4 Mean Li
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using event history analysis, which
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increased student-instructor intera
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Exercise Performance Group II (inst
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etween CBT and research on teaching
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in baseline classes and 39 platoons
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--. ..____ s platoons. Team Chiefs,
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._ 50 - BASELINE TRAINING z . WEEK
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The scenario must be short, concise
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I PEACiTIME TAIKI I ,......_.,,....
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have involved complicated procedure
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I'd like to start with an brief ove
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~-~___-. -- ---- Brooks et al (1987
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BATTLE-TASIUBATTLEBOARD TRAINING AP
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4. Situational Awareness and the Mi
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examples then chaining the stages s
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I L THE PERSONNEL APPLIED RESEARCH
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Typically a commander's awareness o
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Table 1 Situational Awareness Items
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answers that precisely indicated th
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2. Identifying The Problem 2.1. Scr
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3.1.2. Problem Area: Handling Compl
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Analyzing User Interactions With In
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lesson templates. Intelligent lesso
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iteration of the evaluation study.
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MILITARY TWTING ASSOCIATION iYH) An
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DATA INPUT Two methods are provided
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10 WE 1ASI YlslRUc70n IS PROMPlED 1
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The linear model indicates that the
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Cost-Effectiveness of Home Study us
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- ---.. Eouinment, Procedure and Da
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Figure 1 shows the total course con
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(1) Determine criticality of the ob
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(4) Length of the material tested.
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(e) Average the total responses and
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-- ---. ----- --- --.._ _ .I-. I he
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On the POMS, two-way ANOVAs for rep
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Journal of Clinical Pharmacology, 2
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. Stressors An anal.ysis was made o
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. The Test After a short demonstrat
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then by the principle of transitivi
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the order they were obtained. FoLLo
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a regression equation can be create
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--__-. -. _ the Army’s near-term
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however, would be to determine whet
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Development of a New Language Aptit
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e preferable to group languages int
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Implementation of Content Validity
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Air Force enlisted specialties. The
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clear reference support and accepta
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Barbara Jezior U.S. Army Natick Res
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Figure 2’s scatterplot shows the
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---.---- ---._. -.. \ ASVAB, Descri
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tests in a paper-and-pencil mode; t
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Corps MOSS will include: Motor Tran
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ASSESSMENT OF APTITUDE REQUIREMENTS
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I AFI’ITUDE ASSESSMENT TOOLS FOR
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Currently. most personnel psycholog
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Sample METHOD The sample consisted
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Table 1 Correlation Matrix of Predi
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performance criteria. Classificatio
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Variables Criteria. Two measures of
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Psychometric Properties of NOAE! Pr
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predicts MARS III training success,
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One-hundred and eighty of the most
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Table 2 presents the intercorrelati
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lower) than those of soldiers who r
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For each administration, the tests
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Table IV cont. EM-46 13 Paygrade 1
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Discussion This study failed to sho
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afterwards. The purpose of the curr
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consuming the carbohydrate. This st
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REFERENCES Banderet, L. E., Lieberm
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Virtually all life experiences are
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verified can reduce faking (Schrade
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Glennon, J. R., Albright, L. E., &
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to develop materials to the best le
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considerable time preparing for the
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REFERENCES Laabz., G. ~1.) &‘< Be
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Similarly, a number of vocational i
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tool wi th which tu begin acquaint
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PREDICTING PERFORMANCE WITR BIODATA
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analysis. For biodata items in whic
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Table 6 presents the results of the
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surveyed job incumbent is requested
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overall predictive efficiency, (i.e
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anged from 62% (908X0) to 89% (112X
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THE SURVEY INSTRUMENT The SKT Task
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C. Clusterine of Factor Profiles vs
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DJSCUSSION unit weighting at the E-
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The ODCSPER directed that a Physica
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Factor 1, For purposes of this pape
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Discussion Certain characteristics
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Instruments -.~--..-~---.- --... ._
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Overall, the results replicate the
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REFERENCES Hanson, M.A., Hallam, G.
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Sub jects---Twen ty medical researc
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In the second study, the response r
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SUBJECTIVE STATES QUESTIONNAIRE: PE
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each item on the SSQ was read to th
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I4 BI k3 ; 2 BASELINE WALK 1 FIG. 2
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Validity of Grade Point Average: Do
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elationships. The highest correlati
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College Selectivity Versus Educatio
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Introduction Flight Psychological S
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1) Demonstration Phase The control
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published in the “Wehtpsychologis
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Introduction Leadership in Aptitude
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A further objective was to produce
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his group, to insist on a short che
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ehavior will be invalid. This condi
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In the fire fighting system prevent
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. . . -.-- -.-I to their decision-m
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In the Federal Armed Forces, this c
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Evaluation of the counseling nroced
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TABLE 2. Ranking, Weighting, and Sc
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. EJectronlcs KnowledQg (Table A-3)
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3. Further test the TAE approach on
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* PC.05 * * pc.01. *** pc.001. Corr
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Table 1 Subjects MOS Enlisted Job N
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Table 3 Proportion of Criterion Var
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some ASVAB and Project A predictors
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the higher-scoring examinees will a
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Table 2 Correlation Coefficients of
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-~ . -______ -__--..- REFERENCES La
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REFERENCES Lawshe, C. H. (1975). A
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ubjects in each analysis may differ
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-.- -. -.-- -. The Minnelrota Multi
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the scales based on character of se
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school diploma graduates (10,6%, 14
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criterion.(-.09). Variabk? Table 2
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Laurence, J. H., & Gribben, M. A. (
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Subjects were al lowed to use the a
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-- I
Page 427 and 428: -~-- -___- - Subjects Sixteen soldi
Page 429 and 430: The effects of both altitude exposu
Page 431 and 432: ___ .- _- .~- __--_.--~~ .--. --.-
Page 433 and 434: factors from both enemy and friendl
Page 435 and 436: Using those systems tasks which are
Page 437 and 438: 'L'KADLNC; OE'k' PEKFOKMANCE, TKAlN
Page 439 and 440: PPOPORTI ON OF PEOPLE 04 .T.# - 90
Page 441 and 442: which is a check oE logical necessi
Page 443 and 444: FINAL REPORT, COMPUTER ASSISTED GUI
Page 445 and 446: ___-. ----- ..~._ ~. ----~--..---.-
Page 447 and 448: As a further measure of the effecti
Page 449 and 450: 5. Training is essential to the suc
Page 451 and 452: Post Selection Board Analysis Post-
Page 453 and 454: -- higher. The second approach was
Page 455 and 456: Figure 1. Lowest Break in Vertical
Page 457 and 458: THE USE OF INCENTIVES IN LIGHT INFA
Page 459 and 460: %5 (+ 40- ‘-J 3 o- Lt) 2 o- 1 3-
Page 461 and 462: otation, and 6) general job motivat
Page 463 and 464: COHESION IN CONTEXT Guy L. Siebold
Page 465 and 466: een used in prior research and thus
Page 467 and 468: -_._____ __ _.._^.._ _.. _.^ _-- wa
Page 469 and 470: EVALUATION OF THE ARMY’S FINANCE
Page 471 and 472: The three critical issues were form
Page 473 and 474: . operational capability was valida
Page 475 and 476: (c) Take-home package observations
Page 477: Figure 1. . INHIBITORS OF INITIATIV
Page 481 and 482: are used to examine the processes a
Page 483 and 484: Management must listen, but also le
Page 485 and 486: 32nd Conference of the Miiitarv Tes
Page 487 and 488: e. Ceployability research On severa
Page 489 and 490: --- --- We estimate that 25% of all
Page 491 and 492: e. Furthermore, I have been c:omman
Page 493 and 494: Acceptance of Change An Empirical T
Page 495 and 496: supervisor-subordinate relations, m
Page 497 and 498: I_- __-- ____-._ -.- -- -.. .-.----
Page 499 and 500: TWEEDDALE, J. W. (Chair), Chief of
Page 501 and 502: ____ _.... ___----- .._._ - ___.I.-
Page 503 and 504: i I I Scholarship: Quality of learn
Page 505 and 506: --- -_ ------__ -_-._-_--.-_.--- -_
Page 507 and 508: I were dcrivcd lo optimally prcdicl
Page 509 and 510: 2. While the academically oriented
Page 511 and 512: Accordingly, the NROTC selection in
Page 513 and 514: the behavioral statements for guidi
Page 515 and 516: - .__ the new interview is criterio
Page 517 and 518: iors, these items are more likely t
Page 519 and 520: Comuarison with “Honest” Sample
Page 521 and 522: Conclusions The final experimental
Page 523 and 524: THE INVESTIGATIVE INTERVIEW> A REVI
Page 525 and 526: 7B---.-- -- rapport with the subjec
Page 527 and 528: staff concluded that inclusion of t
Page 529 and 530:
Backaround Each of the military ser
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Empirical Scorinq Key Prescreening
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The base rate for applicants who re
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installations were visited to obtai
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Obstacles in Maintainina an Effecti
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Installation security managers also
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The goal for the CVAL system was to
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Based on the feedback received from
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(1) The keynote in interpreting the
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NAVY ': HANDS-ON AND KNOWLEDGE TEST
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The general knowledge test consiste
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I Table 4 Correlations Between Writ
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1 Interrater Reliability as an Indi
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might influence task performance. T
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Figure 2 shows temporal effects at
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ARMY: JOB PERFORMANCE MEASURES FOR
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for MOS-specific tasks, as the perc
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Table 3 shows the intercorrelations
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The USAF Occupational Measurement S
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In addition to SKTs and PFEs, USAFO
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only for the first job, as well as
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The Examirler is a sopilisticated c
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The Examiner Multiple Choice Multip
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Paner and Pencil Testing The Examin
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The Exanliwr is ii sopllis[ic;l(etj
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(c) The Coast Guard will host the 1
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ORGANIZATION ROYAL WSTRALIAR AIR FO
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ORGANIZATION 1990 REPRESENTATIVE RO
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ORGANIZATION NAVAL HILITARY PERSONN
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C. Non-Member Participants. 1. Non-
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committee members shall serve in th
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CDR Mary Adams Naval Education and
Page 593 and 594:
Jack R. Dempsey Human Resources Res
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c _.. -. _ ..-___ Mr. G. J. (Jeff)
Page 597 and 598:
Deborah L. McCormick Chief,of Naval
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COL Terry J. Procluk Director of Pe
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Paul P. Stanley.11 USAFOMC/OMD Rand
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Abrahams, N. M., 486 Albert, W, G.,
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