document resume ed 074 316 hamill marifloyd; and others ... · ed 074 316 ac 014 232. author hamill...

DOCUMENT RESUME

ED 074 316 AC 014 232

AUTHOR Hamill Marifloyd; And OthersTITLE Four-H Leadership Training Needs of Tennessee Agents,

1970.INSTITUTION Tennessee UniV., Knoxville. 'Agricultural Extension

Service.PUB-DATE Jan 73NOTE 58p.; Research Summary of a Graduate Study; Extension

Study 37, S.C. 823

EDRS PRICE MF-$0.65 HC-$3.29DESCRIPTORS *Adult Leaders; *Educational Needs; *Extension

Agents; Extension Education; *Leadership Training;Self Evaluation; Surveys; Tables (Data); TechnicalReports; Youth Clubs; *Youth Leaders

ABSTRACTA study was conducted comparing the self-perceived

training needs of Tennessee county extension agents with theirtraining needs as perceived by their district supervisors. Factorsconsidered were supervisory district, sex, of worker, percent of timedevoted to 4-H work, and years of tenure with the Tennessee ExtensionService. Questionnaires were completed by 345 Tennessee countyextension agents and by 15 district. supervisors on 11 adult and 6junior. .leadership training. needs. Agents were asked how well-trainedthey considered themselves in adult and junior leadership, andsupervisors were asked how well-trained their agents were. Bothgroups were asked to indicate three priority training needs. Resultsshowed that: (1) district supervisors gave lower ratings to theiragents on all items than the agents gave themselves; (2) comparisonon district and sex-of-worker bases yielded only a slight degree ofdisagreement on self-perceived needs; (3) -male-agents more-frequentlyrated themselves "not very" -well trained in junior leadership thandid female agehts; (4) supervisors in general selected more priorityneeds in adult leadership training than did the agents; (5) agentsfelt that the junior leadership priority needs were of greaterimportance than did.the supervisors; and (6) as the percent of timedevoted to 4-H work increased, so did the proportion .of agentsindicating adult leadership priority needs. (KM)

RESEARCH SUM)

Extension Study No. 37S. C. 823

FILMED FROM BEST AVAILABLE COPY1) S DV l'Aiii%1CN1 HF Kill Tti

Ltit:±1110N CULTURAL EXTENSION,;", 4e,_, ;th,k,

A Research Summary

of a

Graduate Study

1970 FOUR-H LEADERSHIP TRAINING NEEDS OF

TENNESSEE AGENTS

Marifloyd Buell, Cecil E. Carter, Jr. and Robert S DotsoLl

AGRICULTURAL EXTENSION EDUCATION

AGRICULTURAL EXTENSION SERVICE

THE UNIVERSITY OF TENNESSEE

TABLE OF CONTENTS

ABSTRACT .

PURPOSES AND SPECIFIC OBJECTIVES .

II. METHOD OF INVESTIGATION

* I 4 6

PACE

iI

2

III. anion OF ANALYSIS . 9..6....0 ... . 3

IV. MAJOR FINDINGS . 4 . . 4 . .. . 4 4 4 4 4 4

V. IMPLICATIONS AND SUGGESTIONS 7

SONE USEFUL REFERENCES 11

APPENDIX (Tables I through XL) 13

1970 FOUR-H LEADERSHIP TRAINING NEEDS OF

TENNESSEE AGENTS

by

oyd Vamil, Cecil E. Car

and Robert S. Dotson

December 1972*

ABSTRACT

In this study the self-perceived training needs of Tennessee County

Extension Agents were compared with the training needs as perceived by

their district supervis nra in the areas of adult and junior leadership

training. Factors considered in this study were: (1) supervisory

district, (2) sex of worker, (3) percent of time devoted to 4-H work,

and (4) years of tenure with the Tennessee Extension Service.

Questionnaires were completed by 345.Tennessee county Extension

agents and by 15 district supervisors on 11 adult and 6 junior leadership

training needs. The data collection instrument was developed by The

University of Tennessee Agricultural Extension Education Department in

collaboration with the 47H Department and the 1970 Committee on 4-H In-

service Training Needs.

The part of the questionnaire with was used in the study dealt with

11- trained the agents considered themselves to be in-the areas of

adult and junior leadership training. Also, district supervisors indicated

*Date of completion of an M. S. degree thesis by Marifloyd Hamil on whichthis summary is based.

how well-trained they felt their nts were as a whole on each of the

adult and junior leadership items. The agents and supervisors were asked

to indicate three priority training needs to be zho -n from the entire

survey.

Data obtained from the completed questionnaire were tabulated accord-

ing to a weighted value basis. Average ratings were calculated. Numbers

and percents were calculated separately in certain categories. Percentages

were based on the total number responding to eaeh,item.

Findings disclosed that the district supervisors gave lower ratings

for their agents on all adult and junior leadership training items than

the county Extension agents gave themselves. In all cases the men and

women district supervisors' ratings of their agents in the areas of adult

and junior leadership training were more similar than different. The data

indicated that there was only a slight degree of disagreement concerning the

self perceived adult and junior leadership training needs when the county

Extension agents were compared on district and sex of worker bases. However,

with respect to junior leadership training the men agents e frequently

rated themselves not very" well-trained than did the women agents.

The "0 to 25 percent of time devoted to 4-H group" more frequently

ranked both adult and junior leadership training needs as being more

critical than was true for the "25 to 75 percent" or the "75 through 100

percent" groups.

The data indicated little difference in training needs of agents in

the areas of adult and junior leadership training needs on the basis of

.tenure with the Tennessee Extension Service.

The district supervisors' perception of the agents' priority training

needs indicated that the supervisors, in general, selected more priority

needs in the adult leadership training area than agents selected in this

area. On the other hand, the county Extension agents felt that the

junior leadership priority needs were of greater importance than did the

district supervisors.

The data indicated that, as the percent of time devoted to 4-H work

increased, so did the proportion of agents indicating adult leadership

priority needs.

Recommendations for use of the findings and for further study were

made.

RESEARCH S Y*

I. PURPOSES AND SPECIFIC OBJECTIVES

furPoae

The overall purpose of this study was to assess i.Le self-perceived

training needs of county Extension agents in:the areas of adult and

junior leadership training and to compare these self-perceived needs

with agent needs as perceived by district supervisors. Attention also.

was given to some of the factors which might influence the perception

of these needs. Factors considered were: (1) supervisory district,

(2) sex of worker, (3) proportion of time devoted to 4=H programs, and

(4) years of tenure.

i'vgel4eUbjectives

The specific objectives of the study were as follows:

1. To identify and compare the adult and junior leadership

training needs of county Extension agents as perceived

(a) by the agents themselves and (b) by their district

supervisors.

2. To compare both the adult and junior leadership training

needs of county Extension agents by Extension supervisory

district.

*Marifloyd Hamil, Inner -City 4-H Agent, University_ of Arizona CooperstiveExtension Service, Phoenix, Arizona.

Cecil E. Carter, Jr., Associate Professor, Agricultural Extension Education,University of Tennessee Agricultural Extension Service, Knoxville, Tennessee.

Robert S. Dotson, Professor and Head, Agricultural Extension Education,University of Tennessee Agricultural Extension Service, Knoxville,Tennessee.

To compare both the adult and junior leadership training needs

of county Extension men and women agents.

4. To __ pare both adult and junior leadership training needs

of county Extension agents according to the percent of time

devoted to 4-H programs.

5. To compare both the adult and junior leadership training needs

of county Extension agents by years of tenure with the Tennessee

Extension Service.

6. To compare priority adult and junior leadership training needs

of county Extension agents as perceived by the agents and by

the district supervisors.

7. To compare-the priority adult and junior leadership training

needs of county Extension agents by supervisory district, by

sex, and by percent of time devoted. to 4-H programs.

II. METHOD OF INVESTIGATION

Population and_gamplingjrocedure

The population in this study consisted of 345 Tennessee county

Extension agents in the 95 Counties, and their 15 district superVisors

representing the five Extension districts,

The data collection instrument was developed by The Univer ity of

Tennessee Agricultural Extension Education Department in collaboration

with the 4-H Department and the 1969-1970 Committee on 4-H Inservlce

Training Needs. This questionnaire was mailed to 350 county Extension

agents and 15 district supervisors. All were completed, but five of

those done by agents were not usable. Therefore a total of 345 agent

surveys were available for summary. All 15 of the district supervisors'

questionnaires were returned and were in usable form. The portion of

the questionnaire which was used in this study dealt with how well-trained

the agents considered themselves to be on eleven adult and six junior

leadership training items. The agents were asked to indicate ne percents

of time which they devoted to 4-H programs, district supervisors were

asked to indicate how well-trained they felt their agents were as a whole,

not individually, on each of the eleven adult and six junior leadership

training needs.

County Extension agents and supervisors also were asked to indicate

the three training needs in the entire survey which they considered to

be their greatest priority training needs.

Another source of data consisted of biographical data sheets for

each agent in the Agricultural Extension Education Section files at The

University of Tennessse. Number of years of work experience with the

Tennessee Extension Service was the only experience considered in com-

puting tenure.

METHOD OF ANA.YSI S

formation obtained from the completed questionnaires was

tabulated on a weighted value which was arbitrarily assigned. The

weighted values were: 1.0, "not very"; 2.0, "Fairly "; and 3.4, "very"

well-trained. These values were used in calculating average scores

for each of the eleven adult and six junior leadership training needs

and these scores were then placed in rank order. The average rating

4

for each of the items was calculated by multiplying the assigned values

by the number of Extension agents responding in each response category.

The resulting number was divided by the total number of Extension agents.

The highest score was ranked number 11 for adult leadership and number

6 for junior leadership training needs, these being the total numbers of

items in the respective categories. The lowest score was r nke4 number

one in importance. Numbers and percents were calculated separately for

men and for women agents and for the total group of agents together

according to percents of time devoted to 4-H and by supervisory district.

Percentages were based on the total number responding to each item and

were rounded to the nearest whole number.

IV. MAJOR FINDINGS

Major findings will be presented under group headings related to

the objectives of, the study.

ARente' I -Pe d ,dolt :nd J Junior -de hi red

With District Supervisors' ?ereeption of_Agents' Needs

1. District Supervisors gave lower ratings on all adult leadership

training needs than did the county Extension agents, both of these ratings

being in terms of the agents' needs.

2. District supervisor tinge on all junior leadership training

needs of agents were slightly lower than the agents' self-perceptions of

their own training needs. This difference was less distinct than the

disparity between the too groups with respect to adult leadership needs

cited above.

5

3. District supervisors rated more adult leadership training needs

of agents in the "not very" well-trained range, than did the agents

themselves.

4. District I supervisors tended quite consistently to rate their

Agents somewhat higher than other district supervisors rated their agents

on adult leadership training needs.

5. Both for adult leadership and junior leadership training needs

of agents, men supervisors' and women supervisors' ratings were _rked

more by similarity than by difference.

rsimilli&aLlsLLeds as SelfDistrict

A comparison of county Extension agents' self- perceived adult and

junior leadership training needs on a district basis revealed no more

than very slight disagreements.

ag11ling----("nsUnentsSelf perceived adult leadership training needs of men and women

county Extension agents were essentially Similar. With respect to

junior leadership training needs, the men agents more frequently rated

themselves "not very" well-trained than did the women agents.

o Agentakbv _TercenI__of Time Devoted to itta_Progums

1. On no adult leader hiptraining need Were the rankings of self -

perceived needs of the different percent of time devoted to 4-H agent

groups the same.

6

2. There was a tendency on the part of the 0 to 25 percent of time

devoted to 4-H group to rank both their adult and junior leadership

ining needs as being more critical than was true for the 25 to 75

percent or the 75 through 100 percent groups.

3. In Districts I and III the 0 to 25 percent group of agents

apparently did not feel as well - trained on the junior leadership training

needs as did agents in the same percentage of time devoted to 4 -Fl groups

in the other three districts.

Comaeriovn_, period. C U E ten,1ion AZ e d

Adult and_,7un

1. There was a noticeable decrease in level of self-perceived training

adequacy for the two longest tenured agent groups (i.e. 26 to 30 and 31-

plus years categories) on junior leadership training needs.

.2. In general, the different tenure groups were quite similes in

their perception of training needs in both adult and.junior leadership

training areas.

on o el e ved &it and Jun taderahi- Priori

Training_NeedspfAPents with District_ Supervisor's Perception of

1kigertiNeeds

1. Although the numbers involved were relatively small, there

seemed to be a tendency for district supervisors, in general, to select

more priority training needs in the adult leadership training area than

were selected by agents.

2. Almost cane -half of all possible 4-H priority training needs were

selected by the district supervisors in the adult leadership training

area.

It was apparent that county Extension agents felt that junior

leadership priority needs were of comparatively greater importance than

did the district supervisor

Needs of county

Extension nts_bv Supgyvisory District, by Sex. ansLyNtalni2f

DevcIf--.-t-H Programs

-Adult leadership priority training needs were Selected more

:frequently by women thanby men Agents

2.- larger percents of agents in District -V -selected priority

training needs in- both -the adult and-in the junior -leadership training

areas than did agents inthe other four districts.-

Agents in District IV selected fewer adult leadership priority

needs than agents in other: districts, -and agents in District II selected

fewer junior leadership priority needs than -did agents in other districts.

4. As the.percent of time devoted to 4-H work.increased so did.

the proportion of agents indicating adultleadership priority needs.

5. More agents,- 37 perce4,.selected adult leadership .priority

training needs than selected junior leadership priority'needs (10 per

cent).

IMPLICATIONS SUE TIONS

Underlying both the brOad purposaand.the specific objectives of

this Study was .the serious intent to- contribute knowledge and under

.standings which will be valuable in developing meaningful and significant

training programs- for Extension agents. In line with this intent, the

8

following implicationa and recommendations are presented.

1. Districtisuoervisors need t_o_bt aware of thtselt-Leercelygd

training needs of Their agents.

--(a) Inservice.training need inventories should be completed at

periodic intervals, probably no less frequently than every

other -year. Such inventories should focus onspecif c areas

of concern both to agents and to supervisors. -There should

--be some structure for regular discussion between agents and

supervieorsconcerning training. needs seen as Vital.

Certainly, vital involvement of agents in the planning and

development.of inservice. programs should be.continued. In.

such planning, care should be taken to include ideas from

agents representing different tenure 'periods different time

-commitments to 4 -H, as well-as both sexes.

-2. -Supervisory 4-H tnaervice training_ pro4ramfi should be developed

specifically with the _of district superviaors in mind. In the

past it has likely been that supervisors involvement in inserVice training

has been focused primarily on their respoLsibility for facilitating agent

involvement.

3. Thera isjleelear!!-ut_eviden e__; roA-thethe current study indicating

a crucial need to take_vnioue district mind-In the

development of inserviee training progrsms.-

4. Inaervice_trainingLshould be vcontinuousaystemath_Process.

The tendency toward slightly lower self- perceptions of training adequacy

among agents with longer periods of tenure points to this need.

dcats th+ need for_ serial thizigutottof _aurlArens.

6.

iunior leAdsLAR_

between adult _And iutkipr jgaslershi.ptraining,ppoigams.

Inasmuch as the findings in the current Study are based on

relatively small numbers in many instances and refined

statistical tests of-significance have therefore not been

utilized, it seems important to follow up with research

-Which does Make such tests possible.

2. Along with the above recommendation would be seen the need

to control factors which.were not taken into account in the

current study and to isolate more carefully those influences

which were considered here. For example, -it would be in7

teresting to look at the influence of (a) types of education

and training and (b) background of professional experience

prior to-the period of-4-H inroivcmeent.

In terms of district supervisors' involvement in and influence

on 4-H programs, a study which conatders the effect of the

supervisor's past nvolvement with 4-H related activities and

10

programs and attitudes toward 4-H might be helpful, parti-

cularly in the selection of supervisors, if there is inte e

in the impact supervisors may have on program development

in their- district.

4. Data in other training areas of the agent 4-H inservice

training needs Lnventory should be studied to analyze and

determine non-leadership 4-H training needs in a similar

way to the present investigation. This would be true for

data collected in the 1969-1970 survey and future surveys

as well.

11

SOME USEFUL REFERENCES

Abudul-Hadi, Nazeeh. "An Analysisiof the Expressed Training Needsof County Agricultural Extension-Agents in Kansas." UnpublishedMaster's Thesis, Kansas State University, Manhattan, 1963.

"An Inservice Training Program for Cooperative Extension Personnel."The National Task Force on Cooperative Extension In-ServiceTraining, Washington, 1960.

Ahmed, Syed Zubair. "Relationshi0 Between 4-H Enrollment andSelected Characteristics of Tennessee's CoUnty 4-H ExtensionProgram. Unpublished Master's thesis, The University of Tennessee,Knoxville 1969.

4 Apodaca, Toribio. "Training Needs in 4-H Leader Development."

Unpublished Master's thesis, Colorado State University, FortCollins, 1962.

Bennett, A. E. "An Analysis of the Expressed Training Needs of4-U Agents." Unpublished Mater's thesis, Colorado State University,Fort Collins, 1962.

6. Clark, Harry E. "An Analysis of the Training Needs of WisconsinCounty Extension Service Personnel." Unpublished Doctoraldissertation, University of Wisconsin, Madison, 1960.

7. Collings, Mary Louise. "In-Service Education of Cooperative ExtensionWorkers." Washington: Extension Research and Training 151, April,1954.

Dolan, Robert J., and Dick W. Smith. "The Leadership DevelopmentProcess in A Complex Organization." North Carolina State University,Raleigh, 1960.

9. Dunlap, Martha L. "The Administrative Organization Program Proce-dures and Personnel Policies of- the Louisiana Cooperative Extetwton

Service." )inpublishod poctoral dissertation,-University ofWisconsin, Madison, 1958.

10. DUrfee, Arthur E. "Expectations Held Toward the Extension Supervisors'Role." Unpublished Doctoral dissertation, University of Chicago,

. Chicago,- 1956.

11. Flint, Bruce. "An Analysis of the Training Needs of Selected ExtensionAgents4n Northern Extension District of Louisiana." Unpublished

Master's thesis, Louisiana State University, Baton Rouge, 1961.

12. Foster, George S. "Organizational Leaders Training Related to4-H and Other Extension Youth." Knoxville: The University ofTennessee, October, 1969. (`ameographed.)

13. Fussell, Folly. "Roles ofCounties: Perception andthesis, The University of

14. Jackson, Ross Peter. "FeltAgents in New York State,"

University, Ithaca, 1959.

12

4-H Junior Leaders in Selected TennesseePerformance." Unpublished Master'sTennessee, Knoxville, 1969.

Training Needs of Assistant AgriqulturalUnpublished Master's thesis, Cornell

15. Lindsay, Charlene. "Increasing the Effectiveness of 4-H inserviceTraining." Unpublished Master's thesis, University of Missouri,Columbia-, 1955.

16. McCormick, Robert W. "An Analysis of Training Needs of CountyExtension Agents in Ohio." Unpublished Doctoral dissertation,University of Wisconsin, Madison 1959.

17. Price, Randel K. "An Analysis of Educational Needs of ArkansasExtension Agents.' Unpublished Doctoral dissertation, Universityof Wisconsin, Madison, 1960.

Reed, Billy Joseph. "A Study of the Association Between SelectedFactors of County 4-H Extension Programs and Senior 4-H Enrollmentin Tennessee Counties." Unpublished Masters thesis, The Universityof Tennessee, Knoxville, 1969

Reeves, E. A., Jr. "A Study of Training Programs for County ExtensionAgents Who Train 4-H Club Leaders." Unpublished Master's thesis,Colorado State University, Fort Collins, 1959.

20. Sander

Firs

1966.

H. C. and Others. PeGooperative Extension Service.edition. Englewood Cliffs, New Jersey: Prentice-Hall, Inc.,

21. Ussery, Margaret. "An Analysis of the Educational Needs of CountyExtension Agents in Tennessee." Unpublished Doctoral dissertation,University of Wisconsin, Madison, 1963.

13

AGE ADEQUACY RATINGS* AND RANKINGS** OF ALL TENNESSEE AGENTSON SELECTED ADULT LEADERSHIP TRAINING NEEDS AS SEEN BY

AGENTS AND SUPERVISORS

Adult LeadershipTraining Need

ow how to identify and

recruit adult volunteerleaders.

'Able to select, train, and

work with advisory andaction committees

3. Able to write descriptionsof tasks willing to turn over

to adult volunteer leaders

4. Know how to train adult

volunteer leaders

5. Know how to utilize andsupervise adult volunteerleaders

6. Know what adult volunteer

leaders need to know

7. Able to perform leadership

role effectively

Familiar with numbers andquality of different kindsf leaders

ow the history of leader-

ship cooperation in the county

10. Have a working definition ofthe term "leadership"

11-. Understand professional

leadership role

Combined Average Ratings

All Agents(N=345)

Av. Rat. Rank

Supervisors

(N-15)

Av. Rat. Rank

1.7 1.0

1.7 1 1.2

1.8 2 1.1

1.8 2 1.1 2

1.8 2 1.1 2

2.0 3 1.0

2.0 3 1.0

2.0 1.8 6

2.0 1,7 5

2.2 1.7

2.4

1.9 1.3

*Weighted values were assigned to the different categories of perceivedtraining adequacy as follows: "not at all" well - trained - 0.0 to 0.5,"not very" well-trained - 0.5 to 1.5, "Fairly" wel ined - 1.5 to 2.5,and "very" well-trained - 2.5 to 3.0.

**Rank order was based on the weighted scores pertaining to the category

TABLE

AVERAGE. ADEQUACY RATINGS A D RANKINGS OF TENNESSEE,COUNTY EXTENSION AGENT'S E0t

SELECTED ADULT LEADERSHIP TRAINING NEEDS,

BY DISTRICT AND sun TOTALS.

AS SEEN' 3L DISTRICT SUPERVISORS

eribip Training Need

1- %no bow to identi'y and .recruit adu.

volunteer leaders

2. Abl1e to select. tralns and vork 'wit'h

advisory and ,action committees

3,. Able to write descriptions,of tasks willing

turn over to admit volunteer loaders

bow to train adult. velvnteer leaders,

jun, to uftlise and'supersise. adult

luoteer Leaders

64to

what adult. volunteer leaders. need

.;.,toknow

11-0

.Abie to perform leadership role

1effectively

.

8., familiereith nunbec and quality of

different kinds of leaders

.

9.11tosrthe history of leadership

cooperatian in, the. county

State. Total

(N=1511

District I.

(V=3)

District II

(N=3)

DI triCE 111

(N=31

District IV

(W=3)

Av. Rat.

Rank'

Av., Rat,

Rank

Av. Rat.

Rank.

Av. Rat:

Rank

ay.. tat.-

Lank

1.0

1.

1..0

i1

1.0

I.

1.0

I.D

L.

1.2.

31.7

31.3

21.0

11.0

1.0

L.

1-1

21.3

21.0

i.0

2L-0

11.0

11.1

21.3,

2.

.1.0

11.0

11.3

31.0

1.1

21.2

2,

1.3

2.

2.0

1.0

11.0

L1.0

11-0

L1-11.

1..1

2

1-6

42.0

41.7

21-0

11.7

1.7

d.

1.8

62.3

51.3

2.

1-7'

22.0

1.7

4

1.7

51.1'

31.7

21-7

1.7

52.0

41..

31.7

21-7

41.3

31.6

41.3

21-7

31.7'

21-7

1.7.

41.4

1,5.

1.3

1.4

-,

10 Nava A writing dafimition of the

term "leadership"

IL. Understand professional leadershiprole

''Combined Averse Rating

TABLE

AE AD

UACY RATINGS AND RANKINGS OF TENNESSEE .COUNTY EXTENSION AGENTS FOR

ADULT LEADERSHIP TRAINING NEEDS AS SEEN BY MEN DISTRICT SUPERVISORS AND

BY WAN DISTRICT SUPERVISORS

Adu

Leadership Training Need

State Totals

(N=15)

Av. Rat.

Rank

Men Supervisors

(N=10)

Av. Rat.

Rank

Women Supervisors

N=5)

Av. Rat.

Rank

Know how to identify and recruit adult

volunteer leaders

1.0

11.0

1.0

1

2. Able ,t© select, train, and work with

advisory and action committees

1.2

31.0

3. Able to write descriptions of tasks willing

to turn over to adult-volunteer leaders

1.1

2-

1.0

1..1

2

4. Know how to train adult volunteer leaders

1.1

21.0

1.1

2

Know how to utilize and supervise adult

'Ivolunteer leaders

1.1

21.1

1.1

16. Know what adult volunteer 1

ers need

to 'know

1.1

21.0

1.2

7. Able to-perform leadership ro e

effectively

1.6

41.8

.1.4

8. Familiar with number and quality of


1.8

62.0

'91..Know the history of leadership

cooperation in the county

1.7

51.8

51.6

6

10. Have a working definition of the term

"leadership"

1.7

51.6.

.10

11. Understand professional leadership role

1.6

51.4

37

Combined Average Rating

1.4

1.3

1.4

TABLE IV

RY

sE ADEQUACY' RATINGS Of All,TENNESSEE COUNTY Exussiom AG

8DISTRICT

AND BY STATE'TOTAIS, FOR S'ELEC'TED

ADULT LEADERSHIP' TRAINING NEEDS

Adult Leadership Ttaining Need

1. Know bow to identify and

recruit adult

volunteer leaders

Able to.. select. train. .and'work with

advisory and action

committees.

3.. Able to write: descriptions,of teaks willing

to turn, over to adult volunteer

leaders

4.. Know bow to train adult volunteer

leaders

5. Xnow bow to utilize and

supervise

adult volunteer leaders

Kno

w w

hatadult volunteer leaders need

to know

Able to perform leadership

role effectively

familiar with number and

queIity of


now the history of leadership

cooperation, in the county

10. Bays a working definitionof-the

tern

'"3.

eado

rshi

pr11. Understood profeseloaa.l

leadership role

Combined! Average Rail.

State Total..

18M3451

DiAttitt. I.

(81=9(1)

District Il

18=91

District. III

18=55)

District

Itt-3910

IV

District V'

(N=703.

AV.. Rar.

Rank.

Av. Rat-

Rank.

Av. Rat.

Rank

Av. Rat.

Rank

Av. Rat.

Rank

Av. Sat-

Ralik

11.7

1.5

11.7

2

1-7

11.7

I1

1.6

1.8

1.9

31..'9

2'

1-8

43

12

1.8

21.9

2.

1.7

31-8

31.8

21.9

31-9

21.7

31-8

22.0

1.9

32.2

42'.1

62.0

32.0

3.

2.0

42.2

4-

2.0

51.8

32.4

72-0

34

32.0'

51.9

42-2

2-0

32.0

42.2.

45

2.9

42.2'

42.2

32.3

52.2

7'2.0

56

2.4

5.

2,.4

62.5

62.4.

82.1,

62.5

1-9

2,1

1.9

1-8

2.0

I

TABLE V

AVERAGE

RATINGS AND. RANKINGS OF TENNESSEE 'COUNTY HEN EXTENSION AGENTS.

Trucr FOR SELECTED ADULT LEADERSHIP' TRAINING NEEDS

Adult: Leadership, Training Reeds

State. Total

C11.1963

District. 1

I1{' =531,

District II.

tN=47)

District Il

1N=291'

District IV

1N=244

District Y

1N=431

Av.- let.

lank.

Av. Rat-

Rank

Av. Rat.

Rank.

Aff. Rat.

Rank

Av. Rat.

'Ramilt

Av. Rat,

lank

now bow' to identify and recruit adul

volunteer leaders.

12.2

51

1-9

31.6

1.

2. Ale,, to select,. train,.' and work. with

advisory and, action. committees

1.81

1.'8

22.0

31,6

11-7

11,.8

2.

3.. :ale to write descriptions of teaks. willing,

to turn over to adult volunteer leaders

1.81

1.8

2:

2.0

31.6

12.1

51.6

1.

4.. Know bow to train adult volunteer leaders

1.8

11.8

1.

1.6,.

12,0.

41.8'

2:

5. Know bow to utilise and supervise adult

volunteer leaders

..

1.8

41.91

21-6,

12.0

41.6,

1

6 Know whatadult volunteer leaderi,

d.

to know

1.9

1.8'

22.3

62.0

31

1.a

21.8

2:

Able.to perform leadership role offer:

v2.01

31.9

32-2

3,

1,9

1.8

2'

2.3

4

R. Familiar with nanber and. quality of

'-different, kinds. of leaders:

2.0

1.9

2.1

42-0

32-0

42-3

9. Knew the history of leaderaldp

cooperation to the county

2.0

22.1

2.2

42.0,

42.2

10. Rave a working definition of the

tare "leadership"

2.2.

42,0

42.4

72.0

32-2,

62.3

4

Understand. professiona1 Ieadershtp role

2.2

2-2

52.5

3.

2.1.

52.3

4

Coabtned Average Raringg,

1;9

2.1

1.8

2.0

2.0

Tab

HALT RATINGS ARO ,

TE)1NESSEE, 'MONTY 'SOS EXTENSION: AGENTS.

ST DISTRICT, FOR, SELECT

1.0011 LEADERSHIP TRAINING SEEDS

Adult

A lteacd.

1. Know bow rd identify and recruit adult

volunteer leaders

2. Able to. select. train, and work, with

edvieoxy and action. committees.

3. Able to write descriptions of taskswilling

.to turn over to adult volunteer leaders.

4.. Know how to train adui.t, volunteer

leaders

-5. Know bow to utilise and supervise

adult

voluoteem. Leaders..

now what adult volunteer leaders need

to know

Able to perform leederebiprole

effectively

amiLlar with number and quality' of


9. Know the history of leadership.

cooperation In the county.

10. love a. working definition of the

term "leadership"

Understand professional. leadership role

Combioed Average. totting.

Stets Total

(1n140

District I.

I4=37/

District.. 11 .

(2=44

District III.

1N=.261

District IV

(1=151

District V'

1S=27/

Av. Rat-

Ratk.

Av. Rat.

Rank

Av. tat.

Rank.

Av. Rat.

ReAltit.

Av. tat.

Rank.

Av. Rat-

Rahk

1.8,

1.8

21..3

L1.4

1-6

1.6

11-6

1.6

:2

1,.5

2

1.8

22.0

41.8

22.0

61.5

21-6

2I -S

217..

.2

1.9

31.6

41-6

3'

1-8

2:

1.8

21.8

31.9

31.7

32

2.0

2.0

32.0

4.

2.1

2.2

71.7'

4.

2.2

4

2.0

2.0

42.2.

62.0

61.8

52.4

6

2.0

.3

2.1.

52.0

42.0

P1.7'

4.

2.0.

3

2.0

2.0

42.2

61.9

51.7'

4. 2.0

-4

2,3

62-2

62.3

81.9'

62-3

52.5

52.6

72-5

72.1'

92.1

72.7

71.9

-2.0

2.0

2.0

1.7'

2.1

-

TABLE VII.

A0

TE SION

RATINGS AND RANKINGS OF MEN AND

OF WOMEN COUNTY

FOR SELECTED ADULT LEADERSHIP

TRAINING NEEDS

Adult Leadership TrainingNeed

All Agents

(N=345)

Hen Agents

(N=196)

.Women Agents

(N=1491

Av. Rat.

Rank

Av. Rat.

Rank

Av

Rat.

Rank

1. Know how to identify and

recruit adult

volunteer Leaders

1.7

11.8

11.6

2. Able to select, train,

and work with


le to write descriptions of taskswilling

turn over to adult volunteer leaders

1.7

1.8.

21.8

1

1.6:

1.8

1

4. Know how to train adult

volunteer leaders

1.8

1.8

11.8

25. Know how to utilize and

supervise adult

volunteer leaders

1.8

21.8

11.8

26c1trlow what. adult.volunteer leaders. need

,to know

2.0

31.9

22.0

37. Able, to perform. leadershiprole

effectively

-2-0

3,

2.0

32.0

38. Familiar with number and

quality' of


2.0

32:0

32-0

9...-Know the history, of leadershipcooperation

.

in. the county.

2-0'

32.0

3.

2.0'

1.0.- 'Have .a working' definitio'nof the term.

"leadership"

2-2.

42.2

2.2

4Understand professional

leadership-role

2.4

52-2

42-5.

5Co bined Average Rating,

1.9'

1.9

1.9

TABLE VIII

PERCENTS OF ALL TENNESSEE

EXTENSION AGENTS RATINGTHEMSELVES IN DIFFERENT

CATEGORIES OF TRAININGADEQUACY ON SELECTED' ADULT

LEADERSHIP

TRAINING NEEDS (N =345)

Adult Leadership Training

Need

1. Know hoW to identify

and recruit adult

Degree to Which Agents

Considered Selves, Well-Tra

ned

Very

Fairly

Not

Not

Does not

No

Well

Well

very well

at all

apply

response

Percent

Percent

Percent

Percent

Percent

Percent

volunteer leaders

10

51

32

2. Ableto select.'

train and. work with

advisory and action committees..

10

57

25

13., Able to write,descriptions of and willing

to turn over to adult,

volunteer leaders.

16

55

18

4. Know .how to.train adult, volunteer

leaders

12

56

24

0I

5:. Know how._ to utilize and

superviae adult

volunteer leaders

10

61

22

4Known what adult volunteer

leaders need.

'to know

25

59

13

02

7. Able to perform

leadership role effec

vely

18

72

70

1.

2-8, Familiar with

nu her and quality of


26

58

13

11

9. Know the history of

leadership

cooperation in:the county

26

55

14

21 O. Have a workingdefinition of the term

"leadership"

30

61

611. Understand professional

leadership role

44

51

30

TABLE IX.

PERCENTS OF 'TENNESSEE MEN', EXTENSION

AGENTS RATING. THEMSELVES IN

DIFFERENT' CATE-

GORIES OF TRAINING ADEQUACY. ON SELECTED

ADULT LEADERSHIP'

TRA INC NEEDS (N=196)

Adult Leadership Training Need

agree- to'Which Agents Considered. Selves

Well-Trained.

Very

Fairly

Not

Not

Does not

No

well

well

very well

at all

apply

response

Percent

Percent

Percent

Percent.

Percent.

Percent

1. Know how to identify and

recruit adult

volunteer leaders

10

51

31

16

2. Able to select, train and

work with


11

61

20

16

3. Able to write descriptionsof and willing

.to turn over to adult volunteer

leaders

14

55

18

3,

'9

'--$..4. Know how to

train adult volunteer-leaders

11

54

24

19

1.5.; Know how to utilize and

supervise adult

Volunteer leaders

11

57'

23

16. Know what adult volunteer

leaders

to know

25

56

15

13

07. Able to perform leadershiprole effectively

15

72.

90

22

8. Familiar with numberand quality of

different kinds of leaders,

25

59

12

9.- Know the history of

Leadership


26

59

12

23

010. Have a working, definition

of the

termnieadershipli

28

63

60

21


leadership r o e

11

61

20

161

O.

TABLE K

PERCENTS OF TENNESSEE WOMENEXTENSION AGENTS RATINGTHEMSELVES IN DIFFERENT

CATEGORIES OF TRAINING. ADEQUACY

ON SELECTED ADULT'LEADERSHIP

TRAINING. NEEDS (N=149)

Adult.

eadershi

Train n Need.

Degree. to Which. Agents

Considered. Selves. Well T

ained

Very

Fairly

Not

Not

Does, not

No

well

well

very well

at all

apply

response

Percent

Percent

Percent

Percent

Percent

Percent

1. Know how to identify

and recruit adult

volunteer leaders

10

50

34

1.

2. Able to select, train

and work with


992

31

24

23. Able to write descriptionsof and willing

to turn over to adult volunteer

leaders

20

58

17

34.. Know how to train

adult, volunteer. leaders

13

58

23

4-5. Know how to utilize and

supervise adult

volunteer leaders

66

20

04

Know what adult volunteer

leaders

need to know

24

63

10

17. Able to perform

leadership role effectively

22

71

30

13

8. Familiar with numberand quality of


26

57.

15

00


leadership


28,

33

16

10. Rave a working definition

of the

term "leadership°

34

60


leadership

role

.55,

42

01

1

TABLE

AVERAGE ADEQUACY' RATINGSAND RANKINGS FOR

TENNESSEE COUNT?

EXTENSION, AGENTS,

ACCORDING TO PERCENT OF

TIME DEVOTED TO

4-H. PROGRAMS,

AND SELECTED' ADULT

LEADERSHIP' TRAINING

NEEDS

Adult LeadershipTraining Need

Time Devoted

to

H0 to 2570

25 to 757.

75 -:100%,

(11±157)

(N=861

(14=102)

Av. Rat.

Rank

Av. Rat.

Rank.

Av. Rat.

Rank

. Know how to identify and recruit

adult

volunteer leaders

1.5

21.8

Able-to select,

train and work with

advisory and actioncommittees

1.1

21.8

l1.7

Able to write

descriptions of tasks

willing

to turn over to adult

volunteer leaders

1.5

22.0

32-0

4. Know how

to train adult volunteer

leaders

1.

32 -0.

1.8

5.. Know how'to utilize

and supervise adult

volunteer leaders

1.3,

1.

2..0

31.8

6. Know what adult

volunteer leaders

need to know

1.6

32.1

42.0

Able to perform


2.0

52.0

32.0

Fami iar with

number and quality of

different kinds of

leaders

1.9

42.0

32.0

9 Know the history

of leadership

cooperation in the

county

2 0

51.9

22-0

10. Have a workingdefinition of the

ter

"leadership"

2.1

62.3

52.2

11. Understand

professional leadership

role

2.3

72.4

2.4

bined Average Rating,,

I . 8

. 2 . 0

2.0-

2 2 3 3. 3 5

TABLE XII.

AVE'RM E ADWAGE RATINGS AND RANKINGS: OF TENNESSEE

COUNTY EXTENSION

44i1 WORE.

FORSELECIE0

'

THAN 25 PERCENT RESPONSIBILITY FORCOUNTY

ADULT LEADERSHIP TRAINING. HEEDS.. BY STATE.AND. DISTRICT rorALs

Adult Le.

p Traimis Need

State Total

DiatrIct 1.

District II.

District ill

IN=1571

iN=4S)

iN=431

Av. Rat.

Rank.

Av. Rat.

Reek

Av.. Rat.

Rank

Av. Rat,

Rada.

Av.

Av. Rat-

(H =

22,1

1. I

LM

ov b

ow to

iden

tify

and

recr

uit

adul

tvolunteer leaders

1.3

1.4

11-7

2.Able to select. train. and

rk with


1.3

21.4

21-7

21.3

1-4

12.0

3. Able to. 'mate desctiptions of

tasks milling


1.5

2.

1.5

31.6

11.6

41.6

2.now how to train adult volunteer leaders

11,.7

21.5

31.8

41..7

2.

5- Know boa to utilize and supervise

adult volunteer leaders

abet adult volunteer leaders

to know

le:

perform leadership role

effec tively

1.3:

1.6

1 3 5

li

1.3

1.9

1.9

1 4 4

1.8:

1,9

2.1

3 4 5

1-4

2.5

1.9'

2 9 5

1_16

1.6

1.6

2 2

1.8

1.4

2-5:

3 7'

8. 1

Faa

n;lll

arwith number and quality

of different kinds of leaders

1.9

41.9

41.9

42.2

61.7

32.0:

49. Know tbe biatory of leadership

cooperation in the: county

2.0

S2.0

52.2

62.2.

61.7'

ID. Nave a working: definition of

ttern "Aeadershie

62.1.

6:

2.3

2.1.

7.

1.6

2.

2.4:

6:

11. Understand professional leadezchiprole

2.3

7-

2.3

76

2.4

84

2.4

6Combined Average Ratios

1.7

1.7

1.9'

1,9

1.6

-2.0

TABU XIII

AVERAGE ADEQUACY WINGS AND RANKINGS Of TENNESSEE COUNTY EXTENSION AGENTS

DEVOTING 25 TO 75 PERCENT' OF THEIR TINE TO 4.41 MORK. pot SELECTED

ADULT' LEADERSHIP TRAINING NEEDS., ay STATE AND, DISMICi TOTALS

Adult. Leadership, Training Need

State Total

District I

iN.23l

District. 11

Ill = 54

District ill

iN=93

District, IV

IN=161

District V

iftili

Av. Rat.-

Rank

Av. Rat..

Rank

Av. Rat.

Rank

Av.. Rat-

Rank,

A. Rat.

Kaiak

Know bow to; identify and recruit adult,

volunteer leaders

1.13

11.7

22.3

41.7

21.8

21.6

Aht

to select. train and wOrk with


1.8

14

1.9

11.7

21.8

22.6

1..3. Able to write. descriptions, of tasks willing


2.0

32.1

52.3

41.6

I.

2.0

41,8

2Know bow to train adult volunteer leaders

3,

2.3.

7-1.1

12.0

41.9

32.0

35. Know bow to utilize. and supervise,

adult volunteer. leaders

2.0

32.4

82.0

21.9

:2.9

32.0

6_ Know what adult volunteer leadets

.d.to know

2.1

A1.9

2.6

62.1

51.7

12.2

Able to perform leadership soles

effectively

241

1.5

32.3

42.0

41.8

2..3

8. Familiar with noMbers and quality of

different kinds of Leaders,

2.0

42.1.

2.10

32.0

A.

2.3

59. Know the 'history of leadership.

cooperation. in the county

1-9

21.6

12.0

22.1

52.0

42.0

10. Have a working definition of the

term "leadership'

2.3

52,2

62.3

42.2.

A2.2

52.5

6II. Understand professional leadership role

2.4

62.4

52.4

52.1

72.3

62.5,

6CoMbined Average Ratings

2.0

2.0

2.2.

2.0

1.9

TABLE XIV'

AVERAGE ADEQUACY. MUMS, AND RANZINGS

OF TENNESSEE. COUNTY EXTENSION

AGENTS:

DEVOTING FROM 75, THROCCH 100

PERCENT OF 111E1R TINE TO, 4-11WORK, FOR.

SELECTED ADULT LEADERSHIP' TRAININGNEEDS.

.BT STATE AND DISTRICT TOTALS

Ad-ls. Leadership Training Need

State Total.

District.

I.

District II

(N=.102)

(1=22)

(V=23)

Av. Rat-

Rank.

Av. Rat-.

Rank

-Av. Rat-

Rank

2.know how to identify

and recruit

District ILL

ih=20)

Av. Rat.

7.anh

DiStriCt IV

18=121

Av. Rat.

Rank

District. V

18=251

Av.. kat-

Leak

vclunteet leaders

1.7

21.7

21.9

21.4

12

1.7

12. Able t.1 select..trein,

and work with

advisory and action

committees

1.7

1.8

IL

1.6

21.7

11.7

3.Able to write descriptions

of tasks willing

to tor* over to adult volunteer

leadere

2.0

32.9.

42.0

2.0

63

2.0

24. Know bow to thrall",adult volunteer leaders

1.8

22.8

32.0

31.8

32

1.7

15. Know how to utilize

and supervise adult

volunteer leaders

1.8

22.0

52.0

31.7

32

1.7

6. Know' what adultvolunteer leaders

need -to know

35

2.1

41-8

42.0

42.0

27. Able to perform leadership

roles

effectively

2.0

3,

52.3

51.9

32.1

52.1

3Temiliar with numbers andquality of

different hinds of Leaders

2.0

36

2.0

32-2

79. Xnow the history of

leadership

Cooperation in the county

2.0

2.0

52.3

52.0

61.9

31.7

I

20. Rave a working definitionof the

term "ivedershipP

2.2

43

2.4

62.2

72.3

62.2

4II. Understand professional

leadership role

2.4

52.5

72.6

72.3

82.3

62.5

5Gambled Average! Ratings

2.1

-1.9

2.0

1.91

TABLE. XV

AVERAGE. ADEQUACY RA11NGSOF ALL TENNESSEEODUNTY EXTENS10N AGENTS,

TENUREt FOR SELECTED

ADULT' LEADERSHIPTRAINING REEDS

NG 70

Adult Leadership

Aver.

Total

Rating

tid.3451

Tenure Periods

5yrs.

(N=108)

Av. Rat-

6 - 10

yre.

iN=.52)

Av. Rat.

IA - 15

yrs.

(1( =651

Av. ast.

16

2D

yrs.

18=55)

Av. Rat.

21 - 25

yra.

114=334

Av. Rat.

25 - 30

yra..

00=161

Av. Rat-

31 -

yrs.

1111.04

Av. mt.

1.

how to identify.and recruit adult

lunteer leaders.

1-7

1.6

1-6.

1.7

1.6

1.9

1.7

2. Able to select,

train, and wadi with

advisory

and' action committees

1.7

1.

1.9

1.7

1.9'

1.7

3. Able to writedescriptions of teakswilling to

turn over to adult.

volunteer. :leaders

1.8

1.7

1.9

1.7

1.7

1.9

1.8

O. Xnes hoist°

train adult volunteer

leaders

1.7'

1-8

1-9

1.9'

1.8

I-7

1-7

-Lwow

bow

toutilize and superviseadult'

volunteer leaders,

1.8

1-9

1-9

1-7

1.6

DOW What adult volunteer

leaders need to know

2.0

1.9

1.9'

2.1

2..1,

7.. able to perform.leadexship.role effectively

2.1

2.1

2.2

2.0

1.4

8. Fusilier withnumber and qualityof different

kinds of leaders,

2.0

2.1

2.0

2.0

2.0

2.2

9. L

wow

the history of

leadership cooperation

An the county

2.0

1.9

..

2.0

2,0

2.0

2.2

1.9 .

1.9

20. Rave. a workingdefinition Of tbs.tete

steaderldille

2.3

.2.2

2.5

2.0

1.9

1.1-12adereasmal.proissalmalleaderahlprole

2.4

2.5

2.5

2.6

2..3

2.2

Combined AverageRatios

1.9

2.0

2.0

2.0

2.1

1.9

TABLE XVI

AVELaGE. ADEQUACY RATINGS- OF 91

i' COUNTY EXTENSION AGENTS. ACCORDING

TO TENURE..

FOR SELECTED ADULT LEADERSHIP TRAINING. NEEDS

Aduot Lesdershin Train mg Need

1. Know bow to identify and recruit

adult.

volunteer leaders

2.. Able. to select. train. and

wort with. advisory.

and action. committees

3. Able to write descriptions; of

tasks willing to

turn over to adult volunteer leaders-

.

now bow to train adult, volunteer

leadera

now bow to utilize and

supervisee at..c:t

volunteer leaders

Know what adult volunteer leszers

need to know

able: to perform Leadership role

effectively

.

8. Familiar yttb, nuaber andquality of

different binds of leaders


leadership cooperation,

in the county.

10. Have, a. working definition

the

rim

"'"leadership'".


leadership role

Combined Average Rating,

Aver...

Total

Rating,

(N=196)

( N=42).

Av. Rat,

6 .- 10

Intil.

(N=421'

Av. Rat.

11 - 15.

yrs.

(14=44)

Av. Rat.

14 - 20

( N=37).

Av. Rat.

21 - 25

yrs.

1N=20)

Av. Rat-

25

30

.Yr

ii1=13)'

Av. Rat.

31

yrs-

(8=141'

Av. Rat.

1.8,

1.7

1.5

2.0

2.0

1.8

1.7

1-7'

1.9

1-8

_1.9

1.8

1.9

2.0

1.9

1.5

=.0

1.6

1.4

1.8

1.7

1.81

1.7

1.9'

1.8

1..5

1.8,

1.7

1.7

1.8

1.8

1-8

1.8

1.9

1.9

2.1.

2.01

2.1.

1.8

1.6,

1.8

2.0

2.0

2.0

2.2

1-9

2.2.

2.1

2.1

2.01

t.8

1.91

2.0

1.9

1.9

2.3

2.3

2.2

2.2

2.4

2.4

2.0

1.9

2.2

2.1

2.4

2.1

`2.1

1.9

1.9

1.9

2.0

1.9

2.1

1.8

1.8

TABLE KV/I

AVERAGE ADEQUACY' RATINGS AND TOTAL AVERAGE,RATINGS, OF WOMEN CO.

ACENTS.

ACCORDING TO TENURE. FOX, SELECTED...00LT

LEADERSRIP' TRAINING NEEDS

Adult. Leadership Tbeln ina Need-

State

Total

(M=149)

Av. Rat.

1 - 5

yrs.

(N=65,

Av. Rat.

6-

10

yrs.

(8=271

Av. Rat.

10 - IS

yrs.

(K=2111

Av. Rat.

16 - 20

01=181

Av. lat.

21

23

yrs.

(14=133

Av. Rat-

28 --30

iN=2)

ay. Rat-

r

t.

.now bow to identify and recruit adult

volumteir leaders

1.6

1-7

1.8

1.8

1:3

2.. Able, to select. train, and workwith advisory'

and action, committees

1.7

1.5

1.8

1.6

1.8,

1.9

3. Able to write descriptions olftaahe *AMU

to:turn. over toradult volunteer leaders

2.6

1.4

1.8

1.5

02-3,

44 Know bow to train adult

volunteer. leaders

1.8

1-4

1.9

1.7

1.5

5. Knowbowto utilize-and supervise

adult

volunteer Leaders

1.8

1.7

2.0

1.9

1.7

1.5

6. Xmonw What adult volunteer

leaders need to

irro

wperform leadership, role effectively

2.0

2.0

2.1

2.2

2.0

1.9

2.0

2.0

2-1

2.2

2.1

2.0

2.0,

1.0

B. familiar with number andquality of

different. kinds of leaders

2.0

2.0

2.01

2.0

2.0

9. Know the 111story of leadershipcooperation

: to the county

2.0

1.8

2.1

2.1

2.1

2.0

1.9

1.91

10. :Have a. working definttlon

of this term

"lised.erltd.?"

2.2

2.3

2.2

2. 4

2.3

2.4

2.0

2.0

II.Aloderstandprofessional leaderahip mole

2.4

2.4

2.5

2.5

2.5


1.9

1.91

1-9

2.0

2.0

2.0

1.8

1-1

TABLE, XVIII.

NRTRS,, PERCENTS, AND

'INGS OF DISTRICT

SUPERVISORS, ALL AGENTSCOMBINED,

AND MEN AND WOMEN AGENTS,

SEPARATELY, SELECTING.

ADULT'

PRIORITY LEADERSHIP' NEEDS

Adult Leadership. TrainingNeed

Dist. Super

(N=15)

N%

Rank

All Agents

(N=345)

N%

Rank

Mei Agents.

(N=196)

N%

Rank

Women Agents

(N=149)

NT.

Rank,

1. Know how to identify

and recruit.

adult volunteer leaders,

20

39

12

I17'

9I

22

1.5

2. Able to_ select, train,and work with


12

44

42

5Able to write descriptions

Of teaks willing

to turn over to adult volunteer'

leaders;

2.

13

48

25

21

76

45

4.

Know how to train adult

volunteer. leaders

427

22.3

72

11

62

12

82

5. Know. how to utilizeand supervise

adult leaders

640

112.

4.

46,

34

6..

4.

6.. Know what adult

volunteer. leaders

need to know

213

48

25

26

53

67. Able. to-perform

leadership role

effectively..

7'IB

M,

8. Familiar with


different kind's of leaders

7Know the history of

leadership.


.1

62

710 Have a working,

definition. of the

term. "leadership"

17'

-1

18

IL. Understand

professional leadership role

1-

7'

11

812. Total Adult Leadership

Training area **

2.0

315

4.

38

43

74

Nu ber, percent,, andrank of agents and

supervisors Who selected

the over-all

area of Adult

Leaderthip as a priority.

need.

TABLE XIX.

NUMBERS, 'PERCENTS, AVERAGE

RATINGS, AND RANKING.OF SELECTED

PRIORITY ADULT

.

LEADERSHIP TRAINING'. NEEDS

CF' COUNTY EXTENSIONAGENTS, BY PERCENT

OF TIME DEVOTED TO 4H

AND c Y STATE .TOTALS

State Total

0 to 257

25 to 75%

75

100%,

(N=345

(N=157)

(N=86)

(N=102)

Rank

Adult Leadership

Training Need

N%

Rank

N%

--Rank,

N7.

Rank

N .,-%

1. Know how to

identify and recruit

adult

volunteer leaders

39'

12

1.

75

113

15

1.

19

19

2. Able to select;

train and work with

advisory and action

committees

12

44

21

55r

62

55

3. Able to writedescriptions of tasks

willing

to turn over to adult

volunteer leaders

82

51

T'6-

45

33

4. Know how

to train adult volunteer

leaders

23

72

5-3

25

62

14

14

5. Know how

to utilize and supervise

adult

volunteer leaders

12

44

53

34-

53

44

6. Know what

adult volunteer

leaders

need to know.

82

52

22

44

47. Able to perform


nmlit

1110

1114

8. Familiar with


different kinds of

leaders

17

22

Know the historyof leadership

cooperation in thecounty

31

64

10. Have a working

definition of the

term "leadershie

61

1.

611. Understand

profesSional leadership,role

17

l1

7,.

-12. Total Adult

Leadership Training

area*

15

43

43

42

24.

99

6 2

.5 5

*Numbers, percent

and rank of agents

who selected. overall adult,

leaderahip as a.

priority need.

TABLE XX

NUMBERS, PERCENTS, AND RANKINGS

OF ALL TENNESSEE: COUNTY'EXTENSION

AGENTS SELECTIOG

ADULT PRIORITY LEADERS'HIP'TRAINING NEEDS, BY DISTRICT

AND STATE: TOTALS

Adult. Leadership

Training Need

State Total

(N=345)

District I

(N=90,/

District

(N.9.111

II

District III

(N=)

District

(N=39)

IV'

District. V

(N=70)

N2

Rank,

%.Rank

7.

I.

lark.

Rank

2Rank

1. -Know bow toidentify and recruit

Adult volunteer Leaders

39

12

19

10

110

10

1B

15

9'

13

1

2. Able to select,.train, and work vitt

advisory and acticm committees

12

44

43

12'

44

63.

Able towrite-description of teaks

willing to turn over tc rdalt.

enienteir leaders.

B2

52'

24

11

51

24

1.

34

4Know .how lc. train adultvolunteer. leaders

23

7'

910

I.

55

23

5-

-6

92

5. Know bow to.mtilize

and supervise

adult volunteer

leaders

12.

44

33

3:

44

32:

43

25

26. Know *hat adult

volunteer leaders

need 10 know

25

12

46

92

Able to perform

leadership role,

effectively

6Fasillar with omiber

and quality of

'

different kinds of

leaders

1-

7

15

9. Rmosahe historyof leadership

cooperation in theeounty

31

65

24

10. Bee, a. workingdefinition of the

term "leadership*

17

1.

15

11. Understeedprofeesionat leadership role

1L.

15

12. Total AdultLeadership area*

15:

43

44

22

62

2.

52

4a &

tubers,. percents, and',

rankings of agents, who selected'.

the over-

adult leadership area

ea a priority.

TABLE XXI

AVERAGE ADECIPACY RATINGS* AND RANKINGS** FOR ALL TENNESSEE COUNTYEXTENSION AGENTS FOR SELECTED JUNIOR LEADERSHIP NEEDS AS

'P CEIVED BY THE AGENTS AND BY THE SUPERVISORS

Junior Leadership

1. Know how to train juniorleaders

2. Know how to utilize and

supervise junior leaders

Able to write descriptions

of tasks willing to turnover to junior leaders

. Know how to identify andrecruit junior leaders

Know what junior leaders needto know

Understand the relation ofjunior and adult leadershiproles


Agents(N345)

Supervisors(N=15)

1.8

1.9

1.9

1.9

2.0

2.1

1.9

2

2

3

4

1.5

1.5

1.5

1.8

1.6

1.9

1.6

1.

2

*Weighted values were assigned to the different categories ofPerceived training adequacy as follows: "not at all" well-trained -0.0 to 0.5, "not very" well-trained - 0.5 to 1.5, "fairly" well- trained1.5 to 2.5, and "very" well-trained - 215 to 3.0.

**Rank order was based on the weighted scores pertaining to thecategory of perceived training adequacy. Needs presented in allsimilar tables are presented in this Same order.

TABLE XXII

AVERAGE ADEQUACY RATINGS; AND RANKINGS OF TENNESSEE COUNTY' EXTENSION

AGENTS

FOB SELECTED JUNIOR. LEADERSHIP TRAINING. NEEDS BY STATE, TOTALS:

AND BY

DISTRICT' AS SEEN BY DISTRICT' SUPERVISORS

junior

hip Training NPeeds

State Total

iN=15)

District

1N=31

District

(A=3)

Dis'tric't.

(14=3)

District

iN=3'

IV

.strict '1F _ ,

(P1 =3)

.

Av.

Rank

Av. Rat-

Rank

Av. Rat-

Rank

Av. Rat.

Lark.

1.

Know bola to

rain, Junior leaders

noir bow to utilize and

supervise

junior leaders

1.5

1.5

1 1

1.3.

1.3:

1 1

1-3

1.7'

2 3

1.3

1.3

1 1

1.7

1.7

1 1

1-7'

1.7

2 2',

..

Abl

eto write descriptions of.teske,

willing to turn over to junior leaders

1.5

12.0

1-.0

11.7

21.7'

11.3

Know how to identify and recruit

junior loaders

1.8

32.0

32,0

A1.7'

2.

1.7

11.7

2..

Lnow abet junior Lead

ed to knew

1.6

21.6

2:

31.3:

12.0

21.3

Understand the relation of junior

end adult Leadership roles

1.9

44

1-7.

2.01

2.

2-0

Combined Average Ratings

Lt.

1.6

1-5

1.6

,I=

M11

1111

TABLE XXIII

AVERAGE ADEQUACY RATINGS AND RANKINGS OF TENNESSEE COUNTY EXTENSIONAGENTS, AS SEEN EY MEN AND WOMEN DISTRICT SUPERVISORS

FOR SELECTED JUNIOR LEADERSHIP TRAINING NEEDS

Junior LeadershipTraining Need

Know how to t

Au or leader

:2. Know how to uitlize

and supervise

junior leaders

Able to write descr-.tions of tasks wiling to turn over

35

HEN & WOMEN SUPERVISORSState Tot. Hen ,WomenN=15)- (N=10) _(N =5)

Av. R ct. Rank Rat. Rank

to junior leaders

:4. Know how to identify

and recruit juniorleaders

Know what junior

leaders need toknow

Understand therelation of juniorand adult leadership roles

Combined AveraRatings

1.5

P--

1.4

1. 1

1.8 1.6

1.6 2 1.7

1.9 4 2.0

2

116

1.6 2

l.7

3 2.0

1.4

1.6 1.6 1.7

TABLE, XXIV

AVE,R*GE ADEQUACY RATINGSMD RANKINGS OF ALLTENNES EE COUNTY EXTEMS1

BY DISTRICT AND STATE TOTALS,

TV.. SELECTEDIJMNIORLEADERSHIP TRAINING PUG

Ina lot: Leadersbip It,

I.

Know bow to 'train

uelders

2..

Know bow to st:illse

and supervise

juniorrleaders

Able to

descriptions of tes

willing. re, turn°mat: to junior leaders

Know bier to identifyand recruit,

Junior leaders:

Know: wbat junior

leaders ne,

b.Understand tba relationof junior

and adult ieadereblproles

Combined Restage Ratings

e'Total

it.3457;

t.D:

tile

N=91

District

49=591 :

lc.

11=

V'

slet V

11=703

Av. Rat.

lank

Av. Rat

M. Rat.

Rank

Av. Rat.

Rank.

Av. Rat.,

Rank

Av..Rat.' lank

1.8

11.9

L20.

21-5'

11,9

1I

1

1.9

21.

91

2.0

21.7

21.9

22.0

1.9

22.0

2:

2.0

21.7

22.0

1.9

2.

1.9

21.9

1.

1.9

1.

1. 9,

2.0

3:

32.0

2:

2.1,

31-9,

43

2.1

42.1

42.1.

34

2.0

2.0

2.2

2.0

2.0

2.6

2.0

TABLE XXV

ADEIlMACY RATINGS AND RANKINGS OF

=NTT NEN' EXTENSION AMTS. BY

.RIET.AND 976TE, zoras FO& SELECTEDJUNIOR LEADERSHIP' TRAINING NEEDS.

an

ad

ship Tr

ning, Need

State: Total

iN=196/1

District I

(W.53).

District II

(1 47)

District III

(W=29)

District IV

(M=24)

District V

1N=431

Av. Rat_

Rank

Av. Rat-

Rank

Av. Rat,"

Rank

Av. Rat.

tank

Av. Rat.

Av. Rat.

Rita

bow to train junior

leaders

1-7

1.7

1.9

2'

1.3

11.9

1.6

2. Know bow to utilize 4.601

supervise

juniot leaders

1.9

2.

.1.9

23

1.7

3.

Able, to write descriptions of

t,a ekes'

willing to turn over to junior 1

1.9

2'

1,9

32.0'

22.0

1.7

2i. Rine bow to identify

and recruit

junior leaders

1.9

2

...

1,9..

3..

1.7'

'

1.8.

1.9

2.0

ftsw What junior leaders need

to know

21.9

33

1.8

2.0

31.7

6.

Understand tbe

ttoo of ju

and adult leadership roles,

2.0

42.1

41.9

42.0

32-0

Average Rating

99

2.0

1.9

1.8

tra

ARLE. TRVI.

.

SMEQUACT WINGS AND RANKINGS OF TENNESSEE WOKEN COUNTY

-ay! otsrtIcrs,, FOR. SELECTED JUNIOR LEADERSHIPTISINING NEEDS'

r 1 ea erebip Training

now bow to train 3unio

leaders

2.

Know bow to utilize. and. supervise

juniar leaders

le to. writs, descriptions of tasks

ling

to turn, over to junior leaders

junior is

w what junior leaders need to know

Understand the, relat

of junior_

and adult lsad'ersiltilu roles

Combined Am agaRatings,

y and recru

State Total

(M=1494

District

ift37

District

iN=444

D1,strf.¢t. III

N=2

District

.

0=151

V.

District V

"

iN=27).'

Alo. Rat.

Rank:

ay. Rat.

Rank

So. Rat,

Rank

Lank

ay. Let.

Rank

Sv. Rat.

Rack

1 . 9

2.0

2.2

1.7

1.9

1.9

12-0

21.6

12.0

2.0

1.9

1-7'

22..0

2.0

2

1.9

12.01

12

2.0

2.0

2

2.1

22.1

"

32.2'

31.91

'2

2.2:

3

2.1

22.2

42.2

2.0

1.9

22.4

2.0

2.1

1.0

1.9

2.1

39

TABLE XXVII

SELF-PERCEIVED JUNIOR LEADERSHIP TRAINING NEEDS OF COUNTYEXTENSION AGENTS BY SEX AND BY TOTAL GROUP

AGENT ,GROUPAll Men Women

Agent8 Agents Agent(NF.345)

Av. Rat. Rank

1. Know how to trainjunior leaders

2. Know how to utilizeand supervlsejunior leaders.

3. Able to write

descriptions oftasks willing toturn to juniorleaders

4, Know how to identifyand recruit juniorleaders

5. Know what junior

leaders need toknow

Understand the

relation of juniorAnd adult-leadership .roles

Combined Average.Rating

1.8

1.9 2

1.9

1.9 2

2.0

2.1

1.9

(N=196) (N=149Av. Rat. Rank Av. Rat Rank

1.7 1 1.9

1.9 2 1.9

1.9 2 1.9

1.9 2 1.9

1.9 2 2.1 2

2.0 2.1 2

1.9 2.0

XXVIII

.

PERCENTS OF ALL TENNESSEECOUNTY EXTENSION AGENTS

IN DIFFERENT

LE

SSOF. SELF-PERCEIVED TRAINING

ADEQUACY ON ELEIcrim)zumicla

LEADERSHIP TRAINING NEEDS

Junior Leadership

Training Need

IKnow how to train

junlor leaders

2.

n w how to utilize and

supervise junior

leaders

e to write de crip-

ons of tasks willing

to turn over t

junior leaders

ors

to identify-and

recruit junior leaders

Know what junior leaders

need to know

6. Understand the relation

of junior and adult

leadership roles

e.Very

Fairly

Not very

Not-at-all

Does not

No

1-trained

Well-Trained

Well-trained

Well-trained

apply

response

Percent

Percent

Percent

Percent

Percent

Percent

20

89

12

16

13

6156

MM

I

8

.2

TABLE XXIX

PERCENTS OF TENNESSEE COUNTYMEN EXTENSION AGENTS IN

DIFFERENT LEVELS OF

SELF-PERCEIVED TRAINING ADEQUACY,

ON SELECTED' JUNIOR

LEADERSHIP TRAINING NEEDS'

Junior Leadership

Training Need

Know how t© train

junior leaders

Know how to utilize

and supervise

junior leaders

Able to write descriptions

of tasks willing to.turn

over to junior leaders

4. Knowhow to.. identify

and

recruit junior leaders

22

5. Know what junior leaders

need to know

6. Understand the

relati ©n

of junior and adult

leadership-roles

25Very

Fairly

Not very

Not-at-all

Does not

No

Well - trained

Well -tra ned

Well-trained

Well-trained

apply

respohse,

Percent

Percent

Percent.

Percent

Percent

'Percent

20

54

59

55

58

61

60

18

16

12

2 =M

I

8

TABLE'

PERCENTS OFTENNESSEE COUNTYWOMEN EXTENSION

AGE

S IN DIFFERENTLEVELS OF

sELr -PERCEIVEDTRAINING ADEQUACYON SFLECTEDJUNIOR LEADERSHIP

TRAINING NEEDS

(N=149)

Junior LundurshiP

Training Need

1. Know how

to train

junior leaders

Very

Fairly

Not very

Not-at-all

Does not

No

ell- trained

Well-trained

Well-trained

Well-trained

apply

reaPorme

ercent

Percent

Percent

Percent

Percent

Percent,

2 Know bow

to ,utilize and

supervise junior

leaders

le to wTitedescriptions

tasks willing

to turn

ver to junior

leaders

4. Know howto identify and

recruit junior

leaders

ow what junior

leaders

eed to know

6'

the relatio

of junior

and adult

ersbip roles

24

56

14

24

58

27

52

11

24

58

27

60

60

7

2

TABLE XXXI

AVERAGE ADEQUACY RATINGS AND RANKINGS

FOR TENNESSEE COVNTY EXTENSIO

AGENTS, BY PROPORTION, OF TIME DEVOTEDTO 4-H PROGRAMS,

FOR SELECTED JUNIOR LEADERSHIPTRAINING

NE

ED

S

adership Training Need

rain

juni

or,

leaders

hour to utilize and supervise

junior leaders

le to write descrip

ons.of tasks

willing to turn over to junior

leaders

bow to identify and rec

unior leaders

eaders need:to:know

0.'Underatand the relation of junior

Ult leadership roles


Percent of Time Devoted

to

HW

ork

0 to

25%

25to 75Z

75 - 10076

(N=157)

.(N=864

(N=102)

Av. Rat.

Rank

f Av. Rat.

Rank

.Av. Rat.

Rank

1.5

1I.

81

.0

1.5

12.0

22.1

2.0

2,

1.6

2.0

2.1

1.6

2.1

2.2

.

2.2

42.

3

1.6

2.0

2.1'

1 2

.TABLE XXXII

OF, SELF-PERCEIVED TRAININGKEEDSLELATED TO SELECT.

'UNTO& LEADERSHIP'

RING AREA:S.5T DISTRICT. .OFEXTENSION AGENTS. DEVOTING

LESS 'THAN'

,

25 PERCENT OF THEIR. TIME TO4-H PROGRAM

ship Training used

uoior loaders

2.

Knorr hew'io, atilitseand 'supervise.

jamaor leaders

e descriptions of talks

tura over: to Jusior leader&

daintily aad raeriuit

Atmore what junior

,

need to know

6.

Understand the relation ofjunior

Hand adult Leadershiproles

Reams Rating

State Total

District

'

(14=45)

District

iNe43)

Av. Rat.

lardr

Av. Rat.

Ranh

Av. Rat.

1.5

11.4

21.8

1.5

1:7

1-5.

11.3

11.7'

1.6

1.6

41.7

1.6

21.5

31.8

.5

1..9

1.6

..

1.8

11

District III

Dist c IV

(N=21)

IN=11)

lark

Av..' Rat-

Lank

Av. Rat.

Rank

Distriet V

(N=32)'

Rat.

31.7

21,6

21.7

2

1.8

31-7

31.8

1.7

31.6

1.9

41.7

2..2

1.8

TABLE XXX

AVERAGE SELF -PERCEIVED ADEQUACY RATINGS OF TENNESSEE

oaDEVOTING FROM 25 TO 75m

omOF THEIR TIME TO 4-8 WO

JUN/OR LEADERSHIP TRAINING NEEDS, BY DISTRICT

ENSION Ames

1. SELECTED.

State, Total.

District I

Blatt/et II

Diatrict.III.

,

District. IV

.

:District. V

(N=867

ftt=231

(M=25)

(1491.

"N=16)

111=11)

Av. Rat. Rank.

Av.

Rat.-

Rankk,

Av. Rat.

Rank

Av. Rat,.

Rabic:

Rat.

Rank

Av. lat.

Rank.

train junior leaders

parvise

1it. descr.tptiori of taAta

ailli

'turn ovar to junior laade :

Annalsnar, Cep Ldeetify and recruit

40niot:

Lard

er

1

lead to.knas

2.0

2

2.01

2 2

2.1

3

Om

u(Mod the ,1 tattoo

unio

cad

role

s

2.2

12.1

1.

1.4

i1.7

2.2

2.1

1.8

3

2.3

22.1

2.1

2.0

4

2.3

1-7'

2.3

2.3

2.1

S2.0

4

2.3:

2.1

12.0

2.0

2.01

2.3

1.9

2.2

'1.9

2.4

IL

TALE, =XIV

AVERAGE, SELF-PERCEIVED ADEQUACY RATINGS, WITH RESPECT TO szucrulJUNIOR LEADERSHIP

TRAINING NEESE

OF TENNESSEE opum EXTENSION AG

'S DEVOTING FROM 75

THROUGH )00 PERCENT OF THEIR TIME TO 4-H PROGRAMS, BY. DISTRICT

State Total

(N=1021

Dia lact I

(0=22)

JuniOr-Leade

'straining Need

Av.-Rat.

Ranik.-

Aw. Rat.

1.

Know bow to

n junior leader,

2.0

2.1

2+R

mm

w h

cei t

otilice.and

nape

ryis

e

silti-dencrintio

a

2.1

22.1

litog,to turn'over to junior

leac

d1.1

4Know bow to identify and recruit

junior leaders

2.1

2.0

what junior leaders need to know

2.2

32.2

Understand the relation of

juni

oraid -adult leaderibip rolei

2.3

2.4

bd Average Rating

2.1

2.2

Rank

District lI

iNx231

G.

IIV

2

District:

(.14=253

Av. Rat.

Rank.

Av

Rank.

As. Rat:.

Ea*

2.3

1I.

2.0

t.

2.3

22.2.

21

2.1

12.1

:2.2

22.0

2.3

22.0

32,2

22.2

3

2.3

2.1

2.2

22.1

it,

2.5

32.1

42.2

22.2

3!

2.3

2.2

2-1

Lesdarehlp

EW

Ri.

S

TABLE 'XXV

RA DE LATINOS- 21OR AiJ. R 0!WREI'RR' 1

1

IE,S JUNIOR LEADERS

RAINING NEEDS

State

6, _ le

I 1

19,

16 - 20

21. .- 25,

26- 90

91 4-

4Total.

yrs.

yrs.

yrs.

-1

1N=345)

11WIONj

11k52)

.1.71-4.5).

-1M=55).

Aw. Rat-

Av. Rat.

HAI/. Rat..

Av. 1st.

Av. RAt.

2.0

.

2,.'0

1.RSI

EA

or

.-,'I

a

ae'supervise Junior

er

serl,prions of tasks WII1Ing

'junior leaders,

borate, ltiantify and

reer

eltju

nior

cider* need to know

swtr

adthe retetion of Junior and

i ihip

sale

s

Averse( Ratings

2.1

2.0

2.0

1.ER

1.9

2.0

1.9

'2.1

2.1

2.0

1.9

yrs.

0=33)

Av. Rat. 4

.

Yrs-

(M=16)

Av. Rat..

. VA.

1M=16"-

Av. Let-

1.7'

1.4

1.9

1.RR

1.7

1.6

1-9

1.4

1.7

1.6

1.9

1.6

2.2

2.0

1.6

1.61

T

AVER CE S

-RCEIVED ADEQUACY RATINGS

AND TOTAL''AVERAGE 'BdVTU3CSFOR

EXTENSION' AGENTS, ACCORDINGTO TENURE, FOR SELECT.

NNIOR

LEADERSHIP TRAINING NEEDS

State

1 10

IL .- 11

16 - 25

21. - 25

26 - )0

34 +

Total

yrs.

yrs.

yrs.

yrr

(N=196)

(0=42:

N=234.

(N=44)

(N=37)

(N=201

04=141

()24).

arhip Tr

Av. Rat.

v. Rat-

Av. RAC.

.W.R.C.

RV. Rat.

An. Rait-'

Av. Rat-

Av.

Rat

..I

6amiaw'

toiraia 3u.

lead

ers

1-7

1.6

2.0

1.9

1.6

2.6

mrs

atam anttlite and suporvise

jualor. la

era.

ilyle

'to

write-deActIptions o:

k willing

1.9

2.0

2.0

2.0

2-9

1.6

1.7

1.7

toturn

r to junior Leaders

2-9

:

2.0

2.0

1.9,

I..9

2-0

1,5

to IdentIfy:and 'recruit

juaatot leaders

1.4

2.0

2.1

2.0

2.0,

1.9

1-5.

1.5

..412

Atjunior 'lenders ow sd to]snow

1-9

"2.1.

2.0

2.0

1-8

1.6

1-5

1.6

11

ITI of junior and

2.0

2.0

2.2

2.2

2.0

2.2

I.'Avaera

1.9

2.0

. 2.0

1.9'

1.5,

TABLE XXXVII

SELF-PERCEIVED ADEQUACY' RATINGS:ANO TOTAL AVERAGE WINGSBA WHEN COUNTY

EXTENSION AGENTS,' ACCORDINGTO TENURE. FOR. SELECTEDIONIC&

I

LEADEASHIF TRAINING NEEDS

TraimnI :rg Need

1.

2, .

Know bow to u:

:A61.4 to write dare

Otions.of tasks willing

to turn over to pintoi leaders

train junior 'Linder

e and

supe

rvia

r.

6.

Und

erst

and

adult leaders,

junior le ars

rutt junior leaders

'junior and

State

Total.

(N=149)

Av. Rat-

Tenure in Years:

1 7. 5

yrs.

(N=56)

.

Am. Rat.

6 - 10

7111.

1w=yyj

Av. Rat.

11 . 15,

yrs.

(11=21)

Av. Rat-

16 - 20

yrs.

111=184

Av. Rat.

21 - 25

yrs.

i1=13)

Av. Eat-

26 - 30

(M:21:

Av. Rat-

31 +

yrs.

(11=21

Av. Rat.

1-9

2.0

2.0

2.1'

2.0

1.8

1..6

1-,5

2.2

1.9

1.9

1.7

1.9

1.8

1.4

1.9

2.1

2.0

2.0

1,6

1,8

1-7

1.6

1.9

2.1

2.0

1...8

.2.1,

1-8

1.5

1.3

2.'1

2.1

2.1

2.0

1,1

2.2

2-5

1.6

2-1

2.4

2.2:

1.9

2.2.

2.2

2.5

1.3

2.0

2.0

2.0

2..0

2.0

1.9

1.6

TABLE KXXVII.:

-NUMBERS, PERCENTS,

D RANKING OFrasula SUPERVISORS,

MEN, AND

EXTENSION' AGENTS.SELECTING PRIORITYJUNIOR LEADERSHIPTRAIN' G

NEEDS, BY-STATETOTALS

Junior' Leadership

T'raini.np Need

Know .how to

train junior leaders

Know how toutilize and supervise

junior leaders

Able to write

descriptions of tasks

willing

turn over to junior

leaders

4 Know bow

to identify and

recruit

junior leaders

now what junior leaders

need

to know

Understand the

relation of junior

d adult'leadershiproles

Toraifor junior

leadership area*

Dist- Super

0=151

N%

Rank.

All Agents

(N=345)

N%

Rank

Men. Agents,

(N =19$)

NK.

Rank,

Women Agents

(N =149)

NL

Rank.

..

93

14

21

43

1

72

13

4

22

22

53

1

5I

44

3

51

32

2

IMO

NO

22

4

Number, percent,

and rankings ofDistrict Supervisors

,

and

ents who se acted

a priority need

ntheoverall area

of junior

leadership.

TABLE, XXXIX

ERS, PERCENTS; AND

RANKINGS OF SELECTED

PRIORITY JUNICT

LEADERSHIP 'TRAINING

NEEDS OF TENNESSEECOUNTY EXTENSION

AGENTS,

Y PERCENTS OF

TIME DEVOTED TO

4-H WORK

Junior LeadershipTraining Need

Know how

to train

junior, leade

2. Know how

to utilize and

supervise

junior leaders

Able

to writ

willing

leaders

4- Know howto ident

junior leaders

w what,junior

e description's of

task

to turn over

to junior

and recruit

eadersneed toy know

6. Underatand

the,relation ofjunco

and ,adult

leadership, roles

7. Total

junior leadership

area*

Percent ofJ1.

e Devoted. to 4-H.Work

State, Total

(N=345)

.

'

'

0-to'25

(N=157)

'

25

to 75

(N=86)

75 - 100

-(N=102)

N7

Rank

N%,

Rank

N%

Rank

N%

Rank

93

12

13

34

14

41

62

23

22.

22,

2

22

22

23

32

51

42

21.

31

14

51

23

22

21

I-

4

OR

M4M

11..

82

22

24

Total number of

percent and rank

oagents who related the

entire area of

junior leadership

as a priority

training, need.

TABLE, 1U.

,PERICENTS, AND RANKINGS Of' ALL TENNESSEE COUNTY'EXTENSION ACERTS SELECTING,

lORITY JUNIOR. LEADERSHIP' TRAINING; NEEDS, BY

DISTRICT' AND. STATE TOTALS

de

t o

to turn over to junior lenders

to identify and

recr

uit.

ere

State Totals

District. I

Distriet, II

District III

District IV

District V

tN=345)

(11.9,0)

(.1-911

(N=35)

(N=39)

04=70i

%Rank

N2

Rank,

V2

Rank

N2.

Rank

N2

Rank

IM

1Lank

23

11

23

1

uetor leaders need: to know

4

Underatind tke relation ofjunior

amd ednIt Iesdersbip roles

1 31

rrebi ,p ere: e*

22

21

23

6I

f2

32:

2

12

3

42

Total

numbers,

cent, ana r

1.11

111

v 11

the entire area of junior leader:obi,as a prio

2

32

3

2

2

COOPERATIVE EXTENSION WORK IN AGRICULTURE AND HOME ECONOMICSThe University of Tennessee Institute of Agriculture and U.S. Deportment of Agriculture

cooperating in furtherance of Acts of May 8 and June 30, 1914AGRICULTURAL EXTENSION SERVICE

William D. Bishop, Non

document resume ed 074 316 hamill marifloyd; and others ... · ed 074 316 ac 014 232. author hamill...

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