Considers job rotation, the systematic movement of employees from one job to another, as one of the tools for organizational development. Reviews relevant print and Internet literature, discusses the pros and cons of job rotation, and describes experiences at the Ryerson University library to illustrate process. (Author/LRW)

A college president challenges personnel administrators to play a leadership role in human resource management. Notes the need for career development programs for middle managers particularly and recommends an organizational development approach to faculty and staff career development. (JT)

This paper addresses the need for group-based or team-based techniques to facilitate organizational learning. It identifies two process-oriented strategies: the role analysis technique (RAT) and the diagnostic window technique. These techniques can be used in meetings to model the intellectual tasks that need to occur in today's learning…

Discusses restructuring a college library staff to provide adequate library services by employing librarian generalists who specialize in several areas of librarianship. Highlights include the professional benefits; planning for change; staff development and hiring; and specific guidelines for restructuring jobs to meet the information needs of…

Faculty development programs in colleges and universities must be faulted for not having adequate theory, employing comprehensive approaches, or showing a deep intention. An adequate theory of faculty development will involve a sophisticated understanding of the process of professionalization and an integrating theory of human development.…

Unless there is a fundamental change in business practices and the education system, millions of American university and high school graduates will be unable to find challenging, well-paying work. The dilemma is that there are many well-qualified graduates and too few jobs. This book explores a number of critical issues for today's schools and…

Ninety subjects completed identical simulated maintenance tasks under two experimental conditions. In the high job structural attribute condition subjects were told that the task was high in learning new skills, responsibility, feedback, and task identity; while in the low job structural condition they were told the opposite. Results indicated the…