Leadership in Community Development [electronic resource] / Robert G. Hughes.
A study was made to determine client system leadership expectations in individual and group problem situations. A questionnaire was developed, and validated by a panel, which asked respondents to rank three solution approach alternatives for individual and group problems--individual, group or key pe...
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| Format: | Electronic eBook |
| Language: | English |
| Published: |
[S.l.] :
Distributed by ERIC Clearinghouse,
1968.
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| Subjects: |
MARC
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| 100 | 1 | |a Hughes, Robert G. | |
| 245 | 1 | 0 | |a Leadership in Community Development |h [electronic resource] / |c Robert G. Hughes. |
| 260 | |a [S.l.] : |b Distributed by ERIC Clearinghouse, |c 1968. | ||
| 300 | |a 81 p. | ||
| 500 | |a ERIC Note: M. Ed. Thesis. |5 ericd. | ||
| 500 | |a ERIC Document Number: ED023947. | ||
| 520 | |a A study was made to determine client system leadership expectations in individual and group problem situations. A questionnaire was developed, and validated by a panel, which asked respondents to rank three solution approach alternatives for individual and group problems--individual, group or key person nature. It was mailed to 190 community leaders in northeastern Colorado who had been selected to attend meetings on social action. The Friedman two-way analysis of variance was used to determine if there were significant differences among solution approaches for both individual and group problem situations. Respondents selected the group problem solving approach for individual problems and the key person approach for group problems; both were significant at the .001 level of confidence. Data were also analyzed for age, sex, level of education, occupation, and acquaintance with the Extension staff to determine if these variables were correlated with respondents' expectations. When individual problems were considered, personal factor variables correlated with the group approach; for group problem situations, the key person approach was ranked first. It was concluded that client system leadership does not hold the "service" expectation stereotype of Extension workers; rather community leaders challenge the Extension worker to use more group and key person orientation. (author/eb) | ||
| 650 | 1 | 7 | |a Community Development. |2 ericd. |
| 650 | 1 | 7 | |a Community Leaders. |2 ericd. |
| 650 | 1 | 7 | |a Extension Agents. |2 ericd. |
| 650 | 0 | 7 | |a Group Discussion. |2 ericd. |
| 650 | 0 | 7 | |a Human Resources. |2 ericd. |
| 650 | 0 | 7 | |a Individual Characteristics. |2 ericd. |
| 650 | 0 | 7 | |a Information Sources. |2 ericd. |
| 650 | 0 | 7 | |a Leadership. |2 ericd. |
| 650 | 0 | 7 | |a Masters Theses. |2 ericd. |
| 650 | 1 | 7 | |a Problem Solving. |2 ericd. |
| 650 | 0 | 7 | |a Questionnaires. |2 ericd. |
| 650 | 1 | 7 | |a Role Perception. |2 ericd. |
| 710 | 2 | |a Colorado State University. | |
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