Supervisory skills for dealing with rehabilitated mentally ill employees are suggested, including (1) criticize the performance, not the person; (2) couch corrective criticism in nonjudgmental terms; (3) discuss grievances immediately; (4) be consistent; (5) be relaxed; and (6) be an example for staff. (CT)

A study of a growing company where employees are treated as honest human beings who take pride in their work." (Editor)

To cope with the negative attitudes of workers and the public towards industry, industry should utilize a program that: (1) understands clearly worker beliefs and attitudes towards the work environment, (2) utilizes study results as a basis for an employee communications program, and (3) takes their message to the public. (BP)

Describes an Employee Participation Plan (EPP) involving teams of three to eight employees and a supervisor/team leader for the purpose of identifying and solving production problems and issues. Key ingredients in a successful EPP include nonauthoritarian leadership styles, thorough group leader training, and prompt action on team suggestions. (SK)

This study leads one to conclude that the supervision required or desired or responded to most positively by women is probably quite similar to male preferences for supervisors. (EB)

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)

Four ideas to improve the results of training are: choose students carefully, utilize pre-training preparation, be supportive, and employ a scheduled follow-up and evaluation. (Author/BP)

While articles written about quality circles are always positive, there are negative aspects to such programs, and there have been programs which have failed. This article describes the advantages and disadvantages of Quality Circle Programs. (JOW)

To be effective, career development programs in organizations must be linked to other human resource activities that are already in place. Includes a six-stage cycle for the career development process. (Author/JOW)

The SEED (Supervisory Effectiveness in Employee Development) model outlines seven steps for managers responsible for personnel development: (1) orientation, (2) assessment of needs and goals, (3) planning of developmental strategies, (4) provision of formal learning experiences, (5) assistance with transfer of training, (6) task assignments for…

The increase in level of maturity and responsibility of much of the work force has an impact on traditional principles of management and the role of the manager in planning, organizing, motivating, and controlling. (PT)

Walt Disney has proved that, with the "Disney Way," motivators can aid in overcoming apathy and minimum productivity. These motivators help the employees maintain pride in his or her organization. (BP)

The training office has to sell management on the most beneficial kind of training; the attitude of the training office toward its programs influences their chances of acceptance. (Author/AJ)

Career development works only if employees accept responsibility for their own careers. Conventional programs often leave employees passively waiting for the company's next move. It would be better to provide employees with resources and guidance, allowing them to find their own answers at their own pace in their own way. (JOW)

Presents a study which looked at the ways in which managers affect employees' careers. The study resulted in the formation of a proposed schedule for a training program and a career planning process model. The authors also suggest a possible set of feedback guidelines. (CT)