An experiment with supervisory training / by John D. Handyside.

  • Handyside, John, 1883-1916.
Date:
1956
Catalogue details

Licence: In copyright

Credit: An experiment with supervisory training / by John D. Handyside. Source: Wellcome Collection.

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    15/ Administration 2nd Administration (a) (b) (c) (d) (e) (f) (g) (a) Hardly anything ... 1 (b) Only a little 2 1 (c) A certain amount about some of the departments 1 3 ★ (d) Fair knowledge but with some definite gaps 1 1 (e) Quite a good knowledge of most departments 1 4 2 4 1 (f) Fairly complete knowledge of the whole organisation... 1 k-k-k 1 2 1 (g) Complete knowledge 1 1 *★ * * * 48 % had lowered their target * 21 % had raised their target ** 31 % had not altered (N=29. Three supervisors did not answer on both occasions.) It would appear from these figures that one effect of the course was to make the supervisors more uniform in their level of aspiration—it will be seen that those who raised their targets tended to have low targets to start with, whilst those who lowered their targets had high ones to start with. It is perhaps disappointing that the effect of the course had been to reduce rather than to increase the desire to learn more about the organisation. These ratings can also be used more directly to gain information about the levels of aspira¬ tion of individuals before and after the course. The following diagram shows the number of steps between what each supervisor felt he or she knew and what he or she thought was the amount of knowledge necessary for efficient performance. After the Course (Unsatisfied) (Content) (Complacent) Before the Course 4 3 2 1 0 1 2 3 4 Felt they did not 4 steps 2 1 1 know enough already 3 steps 1 1 1 1 1 (Unsatisfied) 2 steps 1 1 1 3 1 step 2 2 1 Felt present knowledge was sufficient 0 steps 1 2 (Content) Felt present knowledge 1 step 4 1 was more than 2 steps 1 sufficient (Complacent) 3 steps 4 steps 69% 10% 38% 28% (N=29. Three supervisors did not answer on both occasions). 34%