The Neglected Life Skill

Well developed writing skills are in high demand in the professional workplace, yet American students continue to struggle with this important life skill. While 4-H has an exceptional history of teaching oral communication skills, writing has become the neglected life skill. If 4-H is to help its members succeed in all areas of communication, writing must move beyond the realm of the record book and be given a more central role in program planning

Factors Contributing to the Retention of Senior 4-H Members: From the Youth Perspective

Of the almost six million youth reported as 4-H members in 2014, only 610,161 were listed as students in grades 9–12, compared to 1,941,406 in grades 4–8. This great disparity has been a long-held concern of 4-H professionals. Identifying both barriers to and contributing factors for continued 4-H membership is critical in understanding membership trends. This study employed the theoretical framework of Ajzen’s Theory of Planned Behavior (TPB) to uncover such barriers and contributing factors. Qualitative analysis showed that a desire to terminate 4-H membership during the middle school grades was common, yet perceived behavioral control among 4-H members had the largest impact on whether or not a 4-H member continued involvement. These findings suggest that parents have a large impact on whether a youth continues 4-H membership. Thus, parental education programs related to the importance of 4-H dosage and duration as it relates to positive youth development are key to retaining 4-H members. The researchers conclude with recommendations for putting the findings of this study into action to increase 4-H member retention

The Effects of Leader-Member Exchanges on the Relationships Between Extension Agents and County Extension Directors in Florida

The relationship between a supervisor and employee has a direct effect on the employee’s job satisfaction, work productivity, and efficiency. Understanding the interactions between Extension agents and County Extension Directors is critical to maintaining positive relationships and providing adequate support to Extension supervisors through professional development and training opportunities. This article examined the dyadic relationships between Extension agents and County Extension Directors in Florida. The majority of Florida Extension agents have high-quality relationship with their County Extension Directors. In addition, over half of relationships of five years or less are in the partner phase, suggesting new employees of the Florida Cooperative Extension Service progress through the leadership making process in a relatively short amount of time. UF/IFAS Extension Administration should provide increased leadership training for County Extension Directors to ensure all dyads progress through the leadership-making process to the partner phase, such as relationship building, and management and supervisory training

The Impact of Supervisory Management on Extension Agent Job Satisfaction

The relationship between a supervisor and his/her employee has a direct effect on the employee’s level of job satisfaction and decision to remain in the organization. Extension agent retention has been shown to increase when a positive relationship and supervisory support exist between an Extension agent and his/her supervisor. Herzberg’s Motivation-Hygiene Theory was used to examine relationships with and impacts of supervisor management on Extension agent job satisfaction. A census of Florida Extension agents were asked to describe their relationships with their County Extension Directors (CED). Significant positive relationships were found between agent job satisfaction and ratings of the hygiene factors of Effective Senior Management and Effective Supervisor. A significant positive relationship was also found between these two hygiene factors. A significant difference was found between effective senior management and the agents’ CEDs gender, with agents with male CEDs reporting higher average levels of satisfaction with Effective Senior Management than agents with female CEDs. Significant differences also existed between agents’ Effective Senior Management satisfaction and years of working relationship between agents and CEDs. Extension supervision and leadership training should be a focus of Extension administration as effective supervision and management have a positive impact on Extension agent job satisfaction

Tampa Bay Extension Agents’ Views of Urban Extension: Philosophy and Program Strategies

The purpose of this article was to explore the concept of urban Extension as perceived by Extension agents within the Tampa Bay area, one of Florida’s fastest growing metropolitan areas. From a theoretical perspective, it is critical to understand Extension agents’ beliefs about urban Extension because behaviors are directly related to attitudes (Ajzen, 2012). In 2016, a qualitative investigation was undertaken to explore the perspectives of 23 agents working within the Tampa Bay area. Results showed the majority of agents believed that context and client needs are unique for urban Extension, and that to a lesser extent, unique agent expertise is required. Further, these beliefs impacted how agents reported their approach to programming, with an emphasis on providing convenience and seeking partnerships. Difficulties were identified related to identifying the role of Extension in a resource-rich environment of service providers, which contributed to the existence of a perceived disconnect between urban audiences and Extension. Opportunities exist for Extension leadership to provide strategic organizational support that will enhance agents’ abilities to succeed in the metropolitan environment

Motivational Orientations of Adults Participating in a Cooperative Extension Master Gardener Program

The purpose of the study reported here was to develop a better understanding of adult participation in the Master Gardener Program in Putnam County, Tennessee. Eighty-nine participants were surveyed, and 66 participants returned their completed survey, for a 74.16% response rate. Adults participated to obtain a practical benefit, to feed an appetite for knowledge, to satisfy an intellectual curiosity, and to satisfy an inquiring mind. MG Coordinators should market their programs as opportunities to learn and share specific gardening knowledge. More comprehensive research is needed to determine if adults are primarily interested in the MG Program strictly for knowledge

Assessing Hygiene Factor Needs for a Statewide Extension Strategic Planning Process

UF/IFAS Extension launched a long-term strategic planning process in 2019 to create positive change within the organization and within Florida. Conducting an internal needs assessment was prioritized as an important component of the planning process to address concerns that the previous strategic plan did not sufficiently focus on the organization’s needs, especially faculty needs. So, this study was conducted in 2020 to determine UF/IFAS Extension faculty’s perceptions of selected hygiene factors associated with workplace motivation. An online survey consisting of 13 sections was distributed through Qualtrics to 612 UF/IFAS Extension faculty. Faculty tended to be slightly satisfied with the UF/IFAS Extension Roadmap, their job workload, and their salary and benefits. The faculty reported the greatest degree of dissatisfaction for items related to the performance appraisal system. Annual appraisal and reporting system policies need to be reviewed to improve the clarity of instructions, decrease the time burden, and adjust the document’s format, as these actions should decrease faculty dissatisfaction and improve job performance. Then, UF/IFAS Extension will be well-positioned to focus its efforts on enhancing motivation factors for faculty and its overall organizational effectiveness as it heads into the next phase as an organization

Solutions to Burnout and Retention as Perceived by County Extension Agents of the Colorado State University Extension System

This study explored solutions to the issue of burnout and retention of Extension agents. Extension agents experience burnout for reasons such as long hours, stress, and organizational factors. As Extension administration addresses job satisfaction and performance of Extension employees, burnout and retention issues identified in this study can facilitate efforts to enhance the effectiveness of a statewide Extension program. Herzberg’s Motivation-Hygiene Theory was the theoretical framework for this study. Researchers used the constant-comparative method of analysis to identify recurring themes from the open-ended items of an online-administered survey. Twelve primary themes emerged, including (a) compensation, (b) hiring practices, (c) promotion and advancement within Extension, (d) organizational support regarding agent development, (e) organizational support regarding administration, (f) organizational support regarding colleagues, (g) reporting, (h) recognition, (i) resources, (j) personnel and staffing, (k) evaluation of administration and specialists, and (l) workload. Results suggest that Extension administration should focus on the maintenance factors of compensation, workload, and internal promotion and advancement, as well as motivating factors, to improve retention of Extension agents

Exploring Organizational Factors Related to Extension Employee Burnout

Employee burnout is a costly organizational issue with multiple negative impacts. The purpose of the descriptive study reported here was to explore organizational factors related to agent burnout within Colorado State University Extension. An online survey of county/area Extension professionals was conducted to measure perceptions of various organizational factors that may contribute to burnout. Several factors were identified as areas in need of attention, including systems, work unit climate, individual needs and values, and the external environment. Colorado State University Extension has already begun the process of using the results to make organizational improvements, which may ultimately reduce burnout