Date of Award

4-3-1995

Document Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

Department

Teaching & Learning

First Advisor

Gloria Jean Thomas

Abstract

The management structure of Extension Services at the state level has remained relatively stable since the beginning of the organization in 1914. Because of staffing changes at the state and field levels, new program needs, and declining budgets, the need exists to study management structures for the Extension Service which may be more relevant and cost effective than the traditional pyramid style.The purpose of this study was to compare attitudes over time of Extension Service field staff working under a traditional management pyramid style with the attitudes of Extension Service field staff working under a self managed work team concept. The secondary purpose was to identify characteristics of effective organizational leadership for the Extension Service. The study included questions about attitudes regarding professional work environment (autonomy, trust, and flexibility), communication (effectiveness of communications, openness to new ideas, and bringing ideas forward), and administration (shared leadership, consistent policy administration, effect on ability to be productive and efficient, and supportive leadership). The Extension Management Research Questionnaire, designed to collect qualitative and quantitative responses, was designed specifically for this study. The three groups included in the study were the East District staff in North Dakota, who were piloting a self-managed work team, and two groups, the remainder of the North Dakota field staff, and the staff in the Southeast District in Nebraska. The latter two groups were working under the traditional management pyramid.A significant difference in attitudes about work environment and shared leadership occurred between the East District and the West District in the second and third surveys with the respondents from the East District indicating a more positive attitude towards these two factors. Attitudes of all respondents regarding communication became less positive over time. Extension staff identified communication skills and honesty as important characteristics of Extension leaders.

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