The author proposes an integration of Herzberg's two-factor theory of job satisfaction (job satisfaction/dissatisfaction as two separate, parallel continua) and traditional theory (job satisfaction/dissatisfaction sharing the same continuum) and a rationale for deciding which motivation methods to use for employees with differeing levels of…

Smooth relations between unions and management are shown as a function of solid planning and implementation. The authors discuss developing new organizational structures, creating new opportunities, designing and planning, governing and managing, developing and delivering training, and creating awareness. (CT)

Describes the Employee/Corporate Human Objectives" model, with suggestions for dealing with now generation" workers. (Editor/SP)

The article discusses the importance of continuous organizational change and renewal and presents ten conditions that must be met before renewal or change can come about. (MF)

Argues that strengthening relationships between business and education could pay off in concrete benefits for both sectors, as well as for individuals and for society as a whole. Focus is on the degree to which the activities of business and postsecondary educational institutions affect each other, and the potential advantages of and resulting…

Discusses a joint labor-management training program designed to explore possibilities of improving postnegotiation relationships between the two. Planning, design, implementation, and results of the program are described. (WL)

If employee development is to reach its dynamic potential in the corporate world, corporations should adopt a lifelong learning approach which considers individual employee growth. Five essential steps to consider when initiating a corporate development program are presented. (WL)

Author reports on a Health-Education-Welfare Department labor relations training technique. (Editor/RK)

"Consultants' Showcase"--a new journal feature designed for trainers seeking outside resources for their training programs--describes a training system for supervisors called PerforMax. It details supervisory lacks and the methods to correct them and to build skills in handling employees. (MF)

Author proposes four steps utilizing the behavioral sciences to identify and resolve employee productivity problems. (Editor)

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

Industrial objectives, if they are employee oriented, produce feedback, and the motivation derived from the feedback helps reduce turnover. Feedback is the power to clarify objectives, to stimulate communication, and to motivate people. (Author/MW)

Terminology in the training and human resources development field as used in various countries is defined and discussed, from "autonomous work groups" to "two-tier work structure." The author notes that the preferred term to indicate some kind of increased worker influence on organizational conduct seems to be "quality of…

Describes a process known as behavior modeling, used by more than 300 companies to train managers and supervisors by showing videotapes of company managers effectively motivating others in a variety of situations. Participants rehearse the modeling behavior and apply the skills to the job. Includes an actual model script. (MF)