Identification of promotion characteristics which can lead to more open job mobility systems. (Editor)

Examines aspects of the corporate world that may lead to a slowdown of automatic promotions: decrease in unemployment, rise in population; premature structural job plateauing due to high technology; higher expectations by more people (especially women); and failure by schools to keep up with changes in the work world. (CT)

Human interactions are important to the organizational development process. How this applies to hospitals in promotional and/or training opportunities is discussed. (AG)

Discusses an effort to create a better understanding between supervisory management and new minority workers by realizing the cause of the problem. (EK)

The author describes a comprehensive career development system implemented by Coca-Cola USA. The system's objectives are (1) to promote from within, (2) to develop talent for the future, (3) to make managers responsible for development efforts, and (4) to make individuals ultimately responsible for their development. (CH)

Describes a training workshop for women, designed to provide them with additional information needed to move ahead in their jobs and to help them gain a heightened sense of self-confidence and self-worth. (WL)

Article is dedicated to the principle that business and industry can and must overcome some past mistakes in the areas of the recruitment, placement, retention and advancement of minority group people. (Author)

Discusses a plan for helping mid-career professionals plan for management careers. Also describes a coordinated guide on preparing an Individual Development Plan. The guide is an eight-step strategy for individuals to use in collaboration with their supervisors to develop themselves for their present and future job responsibilities. (EM)