Refutes seven myths that keep employers from welcoming disabled persons into the workplace. Myths include higher turnover, lower productivity, greater safety risk, higher cost, more demanding, embarrassment, and incompatibility. Makes recommendations for managers. (CH)

Asserts that a large part of the labor pool from which businesses draw employees is poorly educated. Suggests that a good way to get help is to create strategic alliances with government agencies and private organizations. Presents examples of an alliance that was formed to address labor deficiencies in South Carolina. (JOW)

The author defines organization development (OD) and discusses organization, measurement of success, the role of specialists, the relationship between organization and organization interest illustrated in chart form, and 21 OD strategies. (JB)

Details development of a career counseling program for insurance company employees. Highlights five program concepts: lifelong process, personal responsibility for growth, interdependent roles, nurturing, and honesty. Presents a career-launching checklist given to employees before counseling; introduces a career-counseling model which suggests…