Enrollment and retention in higher education can be challenging under normal circumstances, but combined with a global pandemic and changes in the overall prospective student landscape, institutions will need to look at strategies to help navigate these uncertain times. This article outlines how a college navigated these challenges within the…

Notes that changes in leadership of organizations can affect many people. Suggests approach that can affect positive transitions through team building. Describes components of STEAMWORK (sensitivity, tolerance, empathy, acceptance, maturity, wisdom, ownership, responsibility, and kindness) model and describes components of the STEAMWORK model that…

Presents model for incorporating cultural diversity in organizations, based on 3 X 3 X 3 matrix, which analyzes organization's functional focus (recruitment, retention, promotion), barriers (differences, discrimination, systemic factors), and cross-cultural competencies (beliefs/attitudes, knowledge, skills). Although originally developed for…

Presents a theoretical model to account for the transformation of socioemotional group cohesiveness into instrumental group cohesiveness and vice versa, as a result of external or internal stimuli operating on the group, suggesting that instrumental versus socioemotional types are a result of the static nonlongitudinal approach to group research.…

Explores the current organization development assessment milieu and proposes a model to help clarify assessment. Each feature of the model is defined, and characteristic problems are discussed in light of current methods and theory. Guidelines are proposed to enhance the assessability of potential change activities. (Author)

Individuals with a strong career direction are more likely to be positive about organizational change. A career development workshop involving psychometrics helps individuals create personal development plans that encompass both personal needs/aspirations and the impact of the organizational environment. (SK)

Maintains that writers and editors are likely candidates for downsizing within an organization. Notes that centralization-decentralization factors are valuable in addressing downsizing, as is knowledge of corporate management's point of view toward its investment in writing and editing. Offers five self-assessment scenarios to help prepare for the…

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)

Contends that organizational changes depend heavily on the supervisor for successful implementation. Points out that a supervisory climate of trust should be nurtured, and tact should be employed if uncertainty and resistance within the organization's staff are to be kept at tolerable levels. (Author/LLL)

Notes that many companies want to reduce paper documentation necessary to support their products. Maintains that, if technical communicators are to avoid being downsized out of a job, they must build on their existing communication skills and move toward product design, helping to produce products so obvious that they need no manuals. (SR)

Discusses process of altering how school-based services are conceptualized and delivered relative to literature on effective change and innovation implementation. Describes development of Instructional Consultation Team Model, and presents model for change consisting of three stages (initiation, implementation, and institutionalization).…

Notes that preliminary results from ongoing research into school restructuring suggest that certain elements are necessary to facilitate empowerment. Discusses how counselors can use these findings to become effective participants, helping schools become more empowering. Sees set of essential attitudes, decision-making process, and set of…

Describes the origins and developmental requirements of the Informant Panel, an inexpensive, time-efficient, retrospective method for obtaining consequently meaningful information needed to guide organizational change projects. The panel combines features of the Nominal Group and Delphi Techniques. (WAS)

Describes networking as a strategy for solving problems and ultimately implementing change. Networks include the personal, the interpersonal, and intergroup. One of the most important skills is being able to identify and use the various human, nonprint and print resources available. The positive benefits are limitless. (Author/BEF)

New ways of working affect career choices as follows: a career is a series of roles, not steps; project management is a key skill; project roles can be performed by insiders or outsiders; careers are made in markets, not hierarchies; and the fundamental career choice is not among companies but between specializing and generalizing. (SK)