Some assumptions of interpersonal theory were tested among a population of preadolescent children. Children were videotaped while interacting with a same-sex peer, and their verbal and nonverbal communications were judged by other peers who were not participants in the study. Children rated as socially unattractive by their peers had communication styles characterized by nonverbal visual hostility. These results support the assumption that negative nonverbal communications are associated with relationship difficulties.

This chapter describes the creation, implementation, and assessment of a systematic program of inquiry‐guided learning and discusses some of the challenges posed.

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This article reviews current leadership practices and their impact on employee motivation. A competitive leadership approach based on Ryan and Deci’s self-determination theory is suggested as the foundation to enhance employee motivation. According this theory, individuals seek to meet the primary psychological needs of relatedness, competence and autonomy (Deci & Ryan, 2000). To foster relatedness in employees, leaders should develop a meaningful purpose and shared values; model behavior, show involvement and build relationships. By setting goals as well as recognizing and challenging employees, leaders develop competence in their employees. Lastly, leaders foster autonomy by empowering their employees. By satisfying the needs of relatedness, competence and autonomy, employees will be more innovative, motivated and productive. Employees will also be happier and less likely to leave the organization.