A contingency theory for managing conflicts in organizational settings is proposed. Collaboration, bargaining, and power approaches to conflict management are all appropriate, given certain situations. The situations and the costs and benefits of using a given strategy under varying conditions are discussed. (Author)

Described organization development as an intervention theory and method or a technology for changing the educational system. (Author/RK)

Article considered how seriously OD is being evaluated as a tool to be integrated into school systems and how effective it is when applied to educational systems. (Author/RK)

Discusses the use of conflict management and organizational development techniques to develop collaborative decision-making in an organization. (Available from The Conference Board Record, Box 908 SDR P.O. Station, New York, NY 10022; $30.00 annually, $1.50 single copy.) (JG)

Suggests that much of what is labeled OD is really a demonstration training done after school or during one or two day workshops, and that like other curricula, OD is packaged for teachers and administrators such that it becomes a program rather than a continuous process. (AM)

The Institute was set up to introduce an alternative to current methods of staff supervision. To implement this alternative, members of the Boston Department of Staff Development were trained in effective interpersonal communication, a goal-setting technology to enhance teacher motivation, procedures for setting meaningful and measurable…

Six major causes of organizational conflict (individual stress, role conflict, power struggles, differentiation, interdependence, and external pressures) are delineated; implications for managing these conflicts using collaboration, bargaining, and power plays are pointed out; a conflict management paradigm pointing out which mode of conflict…