"Authorized" genetic testing may be obtained from employees with coercion or threat. Unless protections are put in place, employers and health insurers will use genetic screening to hire and fire. (JOW)

Study 1 (278 employed undergraduates) identified subscales for Perceptions of Career Management Practices Scale. Results of study 2 (305 working students, 95 nonstudents) were used to revise the scale, which proved to be a useful measure of employee perceptions of training and development, job assignments, and career counseling/mentoring. (SK)

Presents the Career Path Tournament, a game for heightening participants' awareness of sociological factors influencing career advancement and of the need to anticipate and cope with these factors. Presents evidence that the game raises awareness of sociological barriers and provides participants with suggestions for coping with these barriers.…

Cross-border organizations need to focus on selection, development, and retention of a diverse cross-section of managers. They should develop an organizational culture that values the skills, knowledge, and values of personnel from diverse cultural backgrounds. (SK)

English-as-a-Second-Language practitioners who work as consultants view the flexibility of nonpermanent employment status positively. However, organizations tend to treat such staff in traditional needs, suggesting a need to redefine the role of flexible trainers in more opportunistic, value-added directions. (Author/SK)

Four contributors to this column, including two administrators, a support staff member, and an educator responsible for training technical assistants, discuss training and recognition programs for support staff, with particular emphasis on empowerment strategies that have proven effective. (AEF)

Data from more than 7600 employees reveal how race and gender affect how one views an organization. White men had the most favorable views of organizations but least favorable about hiring and managing diversity. Differences were found in views of supervisor behavior, retention, and promotion. How such data are used in organizations also differs.…

Usable responses from 106 of 199 Dutch human resources practitioners in industry, transportation, and banking revealed significant differences in human resource policymaking and strategic choices among these sectors. Better interaction between policymakers and human resource departments is needed to align personnel practices with company needs.…

Interviews with 56 managers and 85 ethnic minority trainees in Britain found that ethnic minorities are less successful in employment outcomes. Training providers often fail to recognize and respond to disadvantage, and contractual arrangements with Training and Enterprise Councils inhibit positive action. Increased policy reliance on market…

Considers how Phil Smith has given much thought in his own department, and in the national deliberations, to the staffing crisis in English departments, and he has done so with attention to the highest values and to the needs of all, from undergraduate students in the general education courses to part-timers to tenure-track and tenured faculty…

An examination of turn-of-the-century maximum hours laws shows that in certain circumstances they increased women's share of employment but did not affect occupational sex segregation. These results support two theories: that such laws protect employers' class interests and that they protect both their gendered and their class interests. (SK)

Attributes of relational theory, based on women's development, include preventive connecting, mutual empowering, achieving, and team building. These attributes are compatible with the practices of high performance work organizations. Relational practices should be integrated into management and organizational behavior courses. (Contains 53…

Early in Spring 2001, in the midst of an economic downturn, employers were sometimes forced into rescinding job offers to graduating college students or delaying their start dates. In light of this trend, the National Association of Colleges and Employers (NACE) Principles for Professional Conduct Committee has issued guidelines for employers on…

Public administrators can deal with unstable nature of demand for information technology workers with (1) flexible and technology-enhanced hiring practices; (2) organization-wide commitment to recruiting; (3) bonuses and innovative awards; (4) professional development opportunities; (5) an innovative work environment; and (6) publicity. (Contains…

Discusses the "latest forecast" for the future of English departments. Addresses departmental and institutional staffing practices, employment opportunities for PhDs, the acceleration of change in the institution, and the general state of the study and teaching of English. (RS)