Surveyed 107 college faculty members to study their involvement in consultation activities. Results suggested professors consulted most often with large businesses and did more training than organizational development. Respondents reported courses in research methods and professional association workshops were helpful to their consulting work.…

Reviews current organizational development and training practices in two articles of a special section. The first compares OD philosophy with McGregor's integrative approach. The second article discusses contributions OD practice can make to theory, including modifying existing theories, addressing new problems, and exploring the internal logic of…

Used Situational Leadership Theory to design and conduct two training courses for managers. Varied appropriate Situational Leadership styles during the course, according to students' task maturity. Found managers in the experimental groups (N=30) scored significantly higher on final examinations than controls. (Author/RC)

Presents an activity in which participants identify organizational situations in which they have tried to influence others and write brief essays discussing the dynamics. Working in pairs they score each other's essays with a form that includes an analysis of the tactics. Provides suggestions for using this design. (Author/RC)

Measured the impact of a six-month organization development (OD) effort with a top management group in a large state government organization. The data demonstrated that OD in the public sector can result in mild to moderate improvement in role clarity, collaboration, and communication effectiveness among participants. (Author)

This is a review of work done in the past twenty years with the Control Graph, including the evolution of Control-Graph studies, its relationship to other perspectives of organizations, and an overview of study findings. (Author)

Describes experiences in assisting native management trainers in Bahrain improve management training programs. Discusses characteristics of people and organizations, program design, relationships with resident trainers, training preferences and learning styles of managers, and language and communication. (RC)

Discusses organizational problems that arise from traditional sex-role behaviors. Presents androgyny as a concept that can be integrated with behavioral-science training programs, especially human-resource-management programs. Cites examples of traditional behavior and suggests ways for male and female employees to acquire androgynous behavior.…

Discusses a preventive approach to health which incorporates an understanding of how stress operates in modern organizations and its effect on organizational members. Describes two impact studies that suggest stress and life-style management training have a positive outcome. Suggests a protective health-management paradigm. (Author)