If teacher education programs are to have an effect on the structure of the schools their graduates teach in, they are going to have to reorient themselves to focus on the modification of organizational factors rather than focusing solely on the professional development of school personnel. (Author/IRT)

Automated management information systems (MIS) process a great deal of data at a relatively low cost. Staff involvement is vital to the success of any MIS. Designers must consider how information moves in the organization and coordinate the system design with this movement. (JAC)

Discusses the recent literature on the humanization of law enforcement policy. Crisis intervention training programs, human relations training for police recruits, neighborhood team policing, and organization development approaches to management exemplify the humanistic perspective on police policy. (Author)

From a survey of leaders in organization development, the authors identified 40 major needed skills which they categorize under four headings: knowledge skills, consulting skills, conceptual skills, and human skills. They discuss concerns and needs in each category, providing a chart of the identified skills for self-evaluation. (MF)

Describes a rationale, instrument, and methodology to improve the practice of organization needs analysis. The approach involves the author's "career of the organization" exercise for the trainer's use in identifying organization problems and in conceptualizing the nature of needs-analysis problem solving relating to both individual and…

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)

While most organizational development consultants agree that managers are the real change agents, the profession has been slow to actively prepare managers to create and manage change. This article identifies barriers to helping the manager and offers guidelines for more effective consultant behavior. (LRA)

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

Keynotes the problems of organizational and staff development programs during times of financial scarcity. Suggests a four-phase process to unify staff and organizational development. Offers planning and evaluation criteria to facilitate decision making and consolidate money for high impact programing. (CAM)

Reports on significant changes in the communication policies and practices of business organizations during the past five years. (PD)

The central problem in the art of administration is maintaining flexibility of organization. To maintain the flexibility that allows vitality and growth there must be within academe devices that encourage and facilitate the achievement of flexibility. Several of these devices are briefly noted. (Article originally published in 1935.) (AF)

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

A discussion of the issue of ethics training in business and whether or not ethics is a problem appropriately addressed by training. Includes two case studies taken from a multimedia program by an educational media corporation. (LAS)

Examines some of the conditions under which organizations come to adopt new objectives. (Author/RK)

Discusses the need for the chief development officer (CDO) to have a good working relationship with the college or university chief executive officer (CEO). CDOs need to make sure that their CEOs are well prepared for meetings with alumni and donors, build the CEO's confidence, make work fun, and downplay the stress involved in fund raising. (MDM)