Looking back over 40 years, much has changed and much has not changed in the field of school psychology and in the National Association of School Psychologists (NASP). This article presents the author's opinions and recollections on school psychology and NASP which do not necessarily represent those of NASP or the many leaders with whom he has…

The intent of this document is to provide a frame of reference to help a person in any organization assess where the organization is; what might be happening next to the organization; and in what ways he/she can influence the organization in an effective, useful, timely, and functional manner. The structure of most organizations is the result of a…

The purpose of organization development (OD) is to improve an organization's effectiveness in making decisions and changes and to reach the full potential of its personnel. Objectives of OD and essentials for successful programs are listed. Definitions of essentials and how they add to the effectiveness of OD are presented. (Author/BEF)

(Available from Office of Publications, Graduate School of Business Administration, University of Michigan, Ann Arbor, MI 48104, $2.50, single issue)

Warren Bennis discusses the field of organization development and its needs, applications, unresolved problems, and future. (LRA)

Emphasizes the importance of recognizing and managing the stress produced by organizational development and encourages practitioners to acknowledge stress management as an important organizational development skill. (LRA)

Two St. Louis universities adopt management techniques from business. (Author)

Organization development is discussed as an integral part of performance management. The author suggests that pooling resources provides for ongoing productivity improvement. (LBH)

People function within situational contexts, and these contexts define and limit behavior. An organization is a very important context and, accordingly, produces potent forces which circumscribe and channel the activities, attitudes, and motivations of personnel. For this reason, both individual and group behavior within an organization is simply…

Two organization development consultants describe and evaluate the two basic consulting methods, the process-consultation model and the doctor-patient model, and provide "readiness" criteria checklists for both the client and patient models. They state that each consulting approach has its place, depending on situational factors. (MF)

This monograph is an historical document portraying the problems of starting Florida's first ten teacher education centers (1974-75). Its aim is to provide information to individuals and groups considering active participation in teacher education centers. The document is organized as four sections followed by a bibliography and appendix. The…

Organizational behavior is defined and its micro and macro subdivisions described. Leavitt's model for organizational change (task, technology, structure, and people) is employed to extract meanings from the organizational behavior literature. A diagnostic approach is suggested for applying organizational behavior to the practice of higher…

The Long Range Planning/Comprehensive Management Systems (LRP/CMS) program is an outgrowth of a consortium of 42 developing higher education institutions. The monograph is the result of a decade of experimentation and experience of the members of this group. As such, it is designed to present a detailed long range planning model which incorporates…

Analyses preparatory to construction of a suitable file for generating a system of future performance trend indicators are described. Such a system falls into the category of a current value approach to human resources accounting. It requires that there be a substantial body of data which: (1) uses the work group or unit, not the individual, as…

Multiple regression in a double cross-validated design was used to predict two performance measures (total variable expense and absence rate) by multi-month period in five industrial firms. The regressions do cross-validate, and produce multiple coefficients which display both concurrent and predictive effects, peaking 18 months to two years…