Suggests a variety of techniques for the instructional designer to implement and develop materials, and curricula that will be used and benefit all involved. (JEG)

The need for counselors to extend their skills into the industrial domain is emphasized. A unique model is presented that demonstrates the application to industry of a counselor's skills as program developer, group facilitator, expeditor, resource person, academic instructor, and counselor. (Author)

Discussed is the development of defensible programs for gifted and talented students. (DLS)

Examines the difficulty which the limited scope of Mary Louise Segeul's history, contained in The Curriculum Field: Its Formative Years, poses for an understanding of the development of the curriculum field and suggests the outlines of a more adequate curriculum history. (Author/RK)

The authors present a plan for vocational education research that could help decision makers focus on critical research areas. The plan is described in a schematic format that highlights the critical nature of vocational education research planning. A blending of policy and programmatic considerations is suggested. (Author/CH)

Suggests a model to identify variables and measure influence upon the management of a continuing education department. Identifies relevant variables and suggests methods for measuring variables quantitatively. Includes responses from two adult educators operating in a university continuing education program. (JOW)

Suggests criteria developed within context of Erikson's first five psychosocial stages that may help in evaluating self-concept and ego development. To assess strengths and weaknesses in self's growth as it progresses through the stages, five behavioral expressions tables are presented, each illustrating possible behaviors and implicit attitudes…

Documents a case study in which needs assessment and a change model were applied in such a way that the needs assessment process served as a change strategy. States that, in this case, both the results and the needs assessment process contributed to the organization's change goals. (Author/CH)

Presents a model for course development which utilizes a behavioral approach to instruction within the context of instructional systems design (ISD). An overview of the ISD process is given, and an introductory college psychology course is described which was prepared by modifying Keller's Personalized System of Instruction (PSI). (LRW)

States that low research productivity in occupational therapy is primarily motivational and attitudinal. Suggests the need for (1) research and scholarly behavior models, (2) positive reinforcement, (3) a focus on clinical significance, and (4) multiple research approaches. (CH)

Presents the Margaret Sloss Women's Center as a model to assist in the continued development of campus-based women's centers. Discusses the purpose and mission of the center and describes areas of advocacy, information and referrals, programming, and organizational structure. (Author/NB)

Models of stuttering and delayed auditory feedback propose that, in these conditions, the rhythmic structure of fluent speech prespecifing the intervals between vowels of stressed syllables is lacking and that auditory perception of vowels of stressed syllables is predicted incorrectly. A model regarding onset of stuttering in children is also…

Proposes classification system for short-term and time-limited treatments that descriptively orders different types of brief treatments. Uses system to compare and contrast conceptually planned models of short-term therapy. Discusses research and practice implications for counseling psychologists. (Author/NB)

The longitudinal relationship between quality and quantity of productive output is examined over the careers of 10 recipients of the Distinguished Scientific Contributions Award using four alternative models (expertise-acquisition, youthful-enthusiasm, peak-age, and constant-probability-of-success). The results endorsed the…

Discusses managers as staff developers. Describes three managerial types: (1) high structure, low interest; (2) low structure, high interest; and (3) high structure, high interest. Presents guidelines for improving the staff development process. (CH)