Five categories of common quality circles problems are identified to help firms anticipate difficulties and avert circle failures. These categories include encountered internal problems, encountered external problems, created internal problems, created external problems, and interface problems. Solutions are suggested. (CT)

Presented is a sample of opinions gathered in a phone survey of cooperative education employers. Questions included: What do cooperative education employers think about vocational education? Is it good for business to have high school students working alongside full-time employees? What kind of jobs are co-op students hired to do? (CT)

Discusses family changes related to shifts in the composition of the labor force that have led to a concern about family benefits in the workplace and the reasons for benefits' absence. Discusses the varying judgments of the authors of articles in this special issue on efficacy of existing workplace family policies. (Author/ABL)

Examines major work/family problems faced by employees; relationship of work/family programs and productivity; emergent trends in companies; and how some leading scientific companies and universities are responding to work/family issues. Examines child care, elder care, work time and relocation, job demands and autonomy, supervisory relationships,…

Contends American businesses have made modest headway in instituting family-responsive practices and that it is illusory to expect that market solutions will deliver good or equitable family policy in foreseeable future. Predicts uneven realization of the responsive workplace. (Author/ABL)

Describes employment concerns of learning-disabled persons and suggests strategies to assist them in interacting more effectively with employers. Presents additional intervention strategies for rehabilitation counselors and placement specialists working with learning-disabled clients. (Author/CM)

Compares the American and Japanese first-line supervisor: production statistics, supervisory style, company loyalty, management style, and communication. Also suggests what Americans might learn from the Japanese methods. (CT)

Examines key provisions of Title I of the Americans with Disabilities Act of 1990, which addresses employment needs of persons with disabilities, requires private and public entities to maintain nondiscriminatory hiring practices, and compels employers to provide reasonable accommodations that enable qualified persons with disabilities to perform…

Reviews impact of labor relations on employee disability and subsequent work disruptions. Model disability management programs illustrating joint support by labor and management are reviewed. Key features of these cooperative industry-based programs are presented, with implications for rehabilitation practice in disability management service…

Addresses issue of sexual harassment on academic campus. Includes definitions of sexual harassment; guidelines for determining when sexual harassment has occurred; explanation of employer/employee responsibility in cases of sexual harassment; and strategies designed to prevent or remedy sexual harassment. (Author)

Discusses Temporary Help Industry segment of the contingent work force. Discusses benefits and drawbacks to both the employer and "employee." Suggests profiles of people who can benefit from this alternative employment experience. Concludes that, with strong understanding of qualities and skills that Temporary Help Services employers need in…

Explains the history and functions of labor arbitration. Focuses on the limitations placed on the arbitrator and emphasizes the difference between deciding and compromising on a suit. Includes anecdotes from the experience of the author, a prominent arbitrator. (KH)

Although progress has been made in solving problems faced by nontraditional workers, much remains to be done. Negative attitudes, lack of information about possible positions, and lack of training are all obstacles encountered in nontraditional occupations. (SK)

This article considers the following questions: Who is likely to get romantically involved at work? Why do such relationships develop? What happens in these relationships? What impact do such relationships have on one's peers at work? How do managers respond to staff members who are romantically involved at work? (CT)

The Westchester (New York) Chapter of the American Society for Training and Development presented a panel discussion focusing on the process of matching skills, career goals, and objectives of employees to the needs of the corporation. Their findings are presented in this article. (CT)