In project training methods for managers, the training project is crucial, but it is merely a means to an end, the key element being the learning arenas for management processes. A British consultant describes these processes as consultancy, organizational change, and interpersonal. (MF)

The distinction between training and educating is discussed in this article. The point is made that a certain amount of basic training must take place before comprehensive education is possible. (JD)

The differing functions of the left and right hemispheres of the brain are discussed and means of developing interaction between the two are described. (JD)

Describes a program at the University of Rhode Island that maintains that teaching career development skills to students is more effective when placement and residence personnel work together. (Author)

In this final article of a three-part series, the authors discuss the process of conducting a business game. Focus is on how to run a business game, what facilities are needed, how to divide the available time, make-up of the teams, and potential problems. (EM)

Based on experiences in establishing a personnel department and writing an affirmative action plan at Furman University, suggestions are offered for supervisory and employee training to reduce turnover rates. Selection, training, and motivation procedures are identified, and specific questions to ask applicants are listed. (LBH)

A project to analyze and improve clinical teaching on four general pediatric wards of the Montreal Children's Hospital, the major pediatric teaching hospital affiliated with the Faculty of Medicine at McGill University, is reported. Problems that interfere with effective clinical teaching on the wards are documented. (LBH)

The success of a program at Kaiser Foundation Hospital in Los Angeles to provide pediatric training for family practice residents is reported. Its five-year evolution has resulted in increased capability of family practice physicians to deal with health care for children. (LBH)

A structured, personal-adjustment training program relying on verbal, braille, and motor modes of presentation was developed and evaluated. Analyses of pre-and postchanges indicated that the experimental clients increased significantly in self-esteem and tended to make greater progress in goal attainment. (Author)

Describes two years of an organizational change program in which a major federal agency utilized race training and organizational development methods to improve the effectiveness of its equal employment opportunity program. (Author/AM)

Adult counselors can benefit from applied skill training to increase their effectiveness as helpers. This article outlines an eclectic training model developed to train paraprofessional counselors. It then describes three major training approaches in use today, and makes some comparisons among the four training models. (Author)

This article describes training roles and experiences of a new special education paraprofessional. Offering two-year, A.A.-level training, the Child Health Care Worker Training Program gives such personnel clinical, academic, and community training which articulates with unmet special education needs for developmentally disabled children and their…

In order to facilitate a synergistic relationship to the community, the Center for Human Development was established at Loras College in Dubuque, Iowa. The major purpose of the Center was to initiate adjunct professional experiences to assist the training of graduate students in counseling and guidance. Results are discussed. (Author)

The "set-up" exercise is a structured experience enabling counselors and other helping professionals to examine in detail one aspect of the counseling process, "response-ability." Counselors must clearly define their role in a helping interaction and identify how they and the client may sabotage growth to achieve desired results. (Author)

In 1976 a new organizational structure was established in the Lincoln Psychiatric Residency Program of the Albert Einstein College of Medicine in which the chief resident was given responsibility for the residents in all years of training. Problems and benefits of this broad area of control are addressed. (LBH)