This article discusses forces that affect the professional ethics of organizational development (OD). Both driving forces and restraining forces have influenced the current status of OD ethics. These forces have operated since the emergence of OD itself, and their fluctuating intensity results in the dynamic nature of the OD profession. (SSH)

Organizational consultation employs the same strategies and interventions organizational development does, but it is of shorter duration and is less all-inclusive. This article describes a program in which organizational consultation was used to facilitate site-level planning in three parochial schools. (Author/JM)

With staff and faculty support, an urban community college's administration has reorganized the school's structure, turned around its negative public image, scrutinized and deemphasized its less productive courses, and revised its curriculum to more accurately serve student, community, and labor market needs. Developmental studies played a large…

Argues that the discipline of organization development needs to be scrutinized from a critical perspective. Objects to mainstream consulting practices and organizational theory. Urges the legitimacy of advocacy intervention and a recognition of the political and economic context within which the practitioner operates. (Author/RC)

Studies indicate that employees experience increased equity, respect, and job satisfaction when able to assume more responsibility for work processes. The new work structures resulting from organizational change often necessitate new employee attitudes, knowledge, and skills as well as new management techniques. Integrated training programs are…

The authors state that organizational development (OD) consultants are reluctant to rely upon instruments because this would diminish their sense of usefulness. They discuss 15 OD issues and conclude that OD instruments must be based on sound principles of behavior and sequenced in a planned way in order to implement organizational change and…

Discusses the application of the marketing concept in higher education. Defines the marketing process as an internal and external process. Outlines the role of administrators in this process. Considers marketing and college admissions, organizational development for marketing, financial aid, and student needs. (RC)

The outlook for improving work life quality in unionized, mature organizations is examined in the context of the Jamestown, New York, community-based labor/management committee. Ten lessons from the experience of the Jamestown Committee are offered. (Author/JMD)

The author states that the classical authoritarian organizational model and managerial style are being replaced by participative and matrix forms of corporate activity. He focuses on setting tomorrow's norms in human resource development. (CT)

Faculty development as a central and continuing task in higher education can often be hampered by a mistaken over-concern for faculty autonomy. A collegial approach to faculty development may be an effective means for the improvement of teaching while respecting the rights and dignity of the teachers involved. (Author/MSE)

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 history and definition of faculty development are reviewed and a comprehensive approach to planned change at Ball State is described. It links organizationally, through a vice-president of instructional affairs, academic planning and faculty development. Contributions of faculty development to morale and institutional planning are discussed.…

Summarizes a study of several types of consulting groups in the Bell System and describes characteristics which are associated with high-impact consulting. A strategy which is designed for internal consulting organizations to maximize the likelihood of both initial success and long-term survival of the group is proposed. (Author/MER)

Humanized management may be the core of a successful extension career for both administration and staff, according to the author, who discusses the process of humanizing and managing for extension (and other) professionals. He states that humanized management is an art that must be learned and practiced. (MF)

Describes a business education program for potential entrepreneurs in Arkansas secondary schools called Junior Executive Training (JET). JET includes management principles, investments, parliamentary procedure, banking, consumer education, business law, note taking, dictation and transcription, memory training, public speaking, human relations,…