Considers three variables that can help performance technologists work more effectively with different kinds and different generations of people. Discusses recognizing the impace of position and disposition, assuring that feedback occurs, and thinking beyond old ways of operating and motivating. Suggests that the context of human interaction is…

Describes an approach to team training based on behavior modification learning principles and describes how it differs from other learning approaches and from common practice. While the implications are strongest for off-site and classroom training, there are implications for process consultation with intact teams. (Author)

Discusses how human performance technology can help new Internet companies. Highlights include major business goals; using a systems approach to look for gaps in the organization itself, personnel, behavior, performance, feedback, communication, and internal inefficiencies; compensation structures; recruiting; training; rewarding performance; and…

Discussion of strategic planning in libraries focuses on a five-step process based on academic libraries. Highlights include a situational and environmental analysis; development of organizational direction, including vision, mission, and objectives; formulation of the strategic plan; implementation; and control, feedback, and evaluation. (LRW)

Three systems of appraisal of employees are described with reference to major characteristics and the most appropriate application context. The first system, the developmental action program, is designed to be utilized on a job allowing the employee considerable discretion in reaching the job's objectives, and perhaps some autonomy in establishing…

As downsizing of government and business organizations has become widespread, many managers are seeking to increase productivity by empowering the workforce. When effectively and appropriately implemented, empowered workforce structures can cut costs and improve quality and safety. Yet resistance to such changes arises from a patriarchal…

Describes how data from an employee attitude survey were used by the city of Phoenix, Arizona, as part of its city organizational development effort, to generate over 400 organizational changes and to increase personnel development of over 200 management employees. Includes a summary of survey results identifying training needs. (MF)

The "Participative Process Model" of management is presented in which the team leader establishes what tasks need to be accomplished; then team members determine the resources required and develop a plan to complete the tasks. Suggestions are offered on how to implement the participative management process in existing organizations. (SLW)

The essays in this collection focus on various aspects of organization development (OD) and its application in educational institutions. First, Jim Hammons provides an overview of OD and its value to the community college. Then, Richard Woodman and William Muse describe techniques and methodologies that have been successful in improving work group…

This report presents the first stage results of an internal school board intervention in two inner city secondary schools in Montreal, Quebec. The Organizational Development (OD) technology of survey feedback was applied as an intervention technique to these schools. A response mode of planned change and development was attempted. The project…

When educators, trainers, and human resource development (HRD) practitioners are asked to produce evidence that supports the productivity of the training enterprise, they are often frustrated by the lack of simple and effective methods for assessment. While administrators in an organization are likely to know exactly how much training costs, they…

Describes a change program developed for a small manufacturing firm to enable management to cope with organizational change and development. Intervention methods included data collection, anonymous questionnaires, a confrontation meeting, and introduction of change technologies using the organizational analysis approach. Benefits and problems…

This chapter addresses recent changes in public policy and organizational practices that affect LGBTQ individuals and the role that organizational policy can play in establishing and maintaining respectful and inclusive workplaces.

These three papers were presented at a symposium on evaluation issues on human resource development (HRD) moderated by Hallie Preskill at the 1996 conference of the Academy of Human Resource Development. "Designing an Effective 360-Degree Appraisal Feedback Process" (David Antonioni) presents a conceptual model for a 360-degree appraisal feedback…