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Examined the influence of sex, gender role characteristics, and interpersonal attractiveness on the selection of emergent leaders. Data were collected on 2 occasions from 122 subjects in 28 task groups performing "sex neutral" tasks for valued rewards over many weeks of interaction. Results showed no significant difference in the proportion of men and women to emerge as leaders through intragroup sociometric choice. Regardless of sex, group members with masculine gender role characteristics emerged as leaders significantly more than those with feminine, androgynous, or undifferentiated gender role characteristics. Emergent leaders received significantly higher interpersonal attractiveness ratings than nonleaders within groups.

In many organizations performance measurement and management (PMM) systems are little more than human resource bureaucracies with forms, rules, and review layers. These paper‐driven systems are burdens to managers and hence are completed marginally, if at all. They are typically seen by raters as extra work and by ratees as at best irrelevant, at worst demotivating. Most PMM improvement efforts center on the most visible aspect of PMM—the form. But these quick fixes attempt to treat symptoms (e.g., leniency), while diseases (e.g., lack of managerial accountability for performance improvement or development) go unchecked. Rather than periodic revisions to the rating scales, PMM can be made relevant by linking it to strategy execution. PMM can be a vital tool for strategy execution by signaling what is really important, providing ways to measure what is important, fixing accountability for behavior and results, and helping to improve performance. In this article a PMM process is described which begins with identification of Critical Success Factors (CSFs) derived directly from business strategy. These are the basis for a PMM process that is a welcome managerial tool. The successful use of PMM as a device for strategy execution is illustrated via a case study.

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An empirical investigation of the psychometric properties of a commonly-used instrument to measure cognitive complexity was designed. Bieri's (Bieri Atkins, Briar, Leaman, Miller, and Tripodi 1966) grid form of Kelly's (1955) Role Construct Reperatory (REP) Test was shown to have high and statistically significant test-retest reliability ( p < .001) and convergent and discriminant validities ( p < .05). These results reinforce the internal validity of cognitive complexity research using the instrument. Moreover, stable scores were found across student ( N = 176) and nonstudent ( N = 169) samples. Such characteristics as sex, level in the organizational hierarchy, year in college, and college major were not found to alter the distributions of scores. Thus, preliminary norm tables for scores were established which would be necessary in building arguments for external validity of research results.