Companies today can ill afford to treat casually their responsibility to employees laid off due to economic conditions. Days of the pink-slip" are gone. (Editor)

Outlined are 10 management factors (motivation, opportunity, training, honesty, evaluation, reward, help, objectives, obligation, diversity) and 10 employee factors (performance, attitude, teachical ability, responsibility, integrity, originality, tenacity, initiative, sincerity, and maturity) necessary for a successful management development…

The author discusses several organizational and individual factors that lead to loss of motivation and explains how the psychological contract between employer and employee which is made during the initial interview is a critical factor. The demotivation process is more specifically examined as a sequential process including confusion, anger,…

A study indicated that the type of pay system may have a positive impact on motivation, but a negative one on satisfaction depending on the workers or organizations studied. (AG)

Flexible working schedules are being implemented by a variety of organizations as an alternative to the conventional work week. Flextime provides a wide array of advantages, but the system also has disadvantages. Properly implemented in appropriate situations, flextime can be a very positive scheduling asset to employees, organizations, and…

The theory of participative management is sound, but in practice it has been misunderstood. Three common problems are that some managers (1) often view the technique as an exclusive tool, (2) confuse it with democratization, and (3) consciously or unconsciously manipulate the process for their own benefit. (SK)

The author examines the union-organizing drive and discusses a number of tactics that a firm can use to counteract the union once its drive is underway. Some of the points discussed are how to respond to a union demand for recognition, how to train supervisors and managers to handle these demands, and how to deal with information and solicitation.…

Jobs are evaluated to provide a fair basis for payment of wages; this procedure must be communicated to employees so they can see they are being treated equitably. Job ranking, grading or job classification, factor comparison, the point method, and direct pricing are methods used in job evaluation programs. (AG)

In companies where what employees can expect from management is clearly stated, and where the stated policies represent a fair response to the employees' needs there will be a positive response in the form of better morale, lower turnover, and increased productivity." (Author)

Today's work force presents management with many new problems because of the employees' socioeconomic background. An understanding of this background and of employee needs will lead to a more effective management of human resources. (AN)

The crisis in the American economy has provided an opportunity to change traditional bargaining methods and to get the unions involved in taking a serious look at their stake in a healthy economy. (JOW)

The indications are that the employer-employee small group format increases anxiety level of participants. When no group leader is present, the interaction level of the group increases. (AS)

The specific purpose of this article is to provide the reader with background material which will be of help in clarifying his view of sensitivity training and also provide some insight into some of the critical issues surrounding it." (Author)

Discusses the implementation of the merit pay system in the federal government and the ten unsurmountable problems that caused it to fail; i.e., unintended statutory provisions, open-ended regulations, novice technical assistance, drifting implementation policies, administrative errors, complicated systems, inconsistent employee treatment,…