When academic officers must settle conflicts, knowledge of the law is insufficient. Advice of counsel and formulations of law cannot substitute for their frequent and confident articulation and interpretation of well-understood professional values, because they are responsible for assuring the integrity and quality of educational programs. (MSE)

The situational leadership model developed by Hersey and Blanchard is described, and the task-specific model is then applied to the four primary tasks of college faculty--teaching, research, community service, and institutional service. The model combines directive and supportive behavior as they are reflected in four distinctive leadership…

Considerations in designing a standard health care benefits package as a part of national health care reform are discussed. Specific features examined include deductibles, employer contributions, regional variations, cost management techniques such as managed care and higher copayments, annual out-of-pocket maximums, and lifetime benefit maximums.…

Commonalities in women's concerns about women's role in higher education are examined,and the extent to which these concerns can be considered feminist is discussed. Prospects and obstacles to successful feminist leadership and administration are also considered. (MSE)

The potential of advancing information and telecommunications technology to transform the workplace in higher education is examined. Demographic, social, and economic trends contributing to this trend and its advantages and disadvantages are also discussed. Suggestions are made for managing the transition to telework, including selection of…

Methods that can be used by adult educators in the development of a personal philosophy of adult education are outlined, and ways to apply this philosophy to practice are explored, based on a review of the literature and interviews with education and training practitioners. (MSE)

Two decades of affirmative action have not substantially altered the percentage of women and minorities in higher education faculty and professional ranks. Although continued attention to affirmative action is important, institutions should not let their guidelines channel and truncate the screening process so as to overlook stronger candidates.…

Discussion of college faculty retirement benefits looks at trends in early and delayed retirement among faculty and the general population, public policy affecting retirement, a study of college pension plans, and a survey on retiree health benefits. Development of organizational climate where retirement is viewed as normal and attractive is…

The Duke University (North Carolina) experience using adventure-based or wilderness learning programs for staff development is discussed, focusing on the program rationale, planning, common responses of participants and nonparticipants, and outcomes. Quotations from program assessments are included. A brief list of relevant industry resources is…

Results of a survey of 214 college presidents concerning their management styles are reported. Demographic characteristics are presented, observations about performance of basic management functions are made, advantages and disadvantages of style choices are examined, and similarities and differences between college presidents and executives…

"Managed competition," a purchasing strategy to obtain maximum value, is recommended as a method for limiting costs in college and university employees' health benefits plans. Models used at Stanford University (California) and the University of California are offered as illustrations, and considerations in implementing managed…

The working relationship between the college president and personnel director requires constant attention and monitoring to be successful. The president must be able to rely on the personnel director for attention to both mechanical details and human issues to create the proper learning and teaching environment on campus. (MSE)

College employee assistance program designs demonstrate the varied needs of a workforce. Whatever the model, the helping approach remains to (1) identify problem employees through performance-related issues; (2) refer them to the assistance program for further intervention; and (3) follow up with employee and supervisor to ensure a successful…

Successful human resource strategic planning at colleges and universities requires that: (1) outcomes contribute to the bottom line; (2) the plan is linked to the institution's long-term strategy; and (3) the plan is simple to understand and follow. Staff retreats are essential and should involve environmental analysis, departmental analysis,…

The University of Michigan sponsored a 2-day, institution-wide exposition of quality management efforts, which included 64 exhibits staffed by university employees. The underlying principles, planning stages, evidence that the expo was successful, lessons learned, plans for similar future efforts, and ways to obtain further information about this…