This bibliography is meant to provide coverage of all aspects of management related to personnel evaluation, including affirmative action, management by objectives, communication, interpersonal relationships, interviewing, and organizational environment. Most items were published between 1967 and 1977 and are listed in two sections: (1)…

After initiating a survey in 1973 to study the "manager" of affirmative action programs, a followup was conducted among the same 58 public institutions throughout New York State to determine (1) whether there has been any change in the perception of the role of affirmative action officer, (2) the turnover rate among those assigned affirmative…

Despite the fact that the institution has never had a policy of racial discrimination in hiring and admission procedures, the University of South Florida (USF) was one of the first institutions of higher education in the southeast to adopt an affirmative action plan. This revised edition of the program contains: a description of the Equal…

This investigation was designed to determine the effects of age, salary, academic degree status, and tenure status of college-level physical educators employed either combined or separate departments on their response patterns to various questions regarding the merger process. A stratified sample of faculty employed in either separate departments…

This article describes the controversy over the legal, political, and moral issues of reverse discrimination, racial justice, and the future of affirmative action programs. Educators must understand the arguments on both sides in order to seek creative solutions to the potential problems raised for higher education. (Author)

Describes Temple Law School's unusual Special Admissions and Curriculum Experiments Program, which reserves one quarter of its enrollment for the disadvantaged, whatever their color or ethnic background, who show exceptional promise. (Author/RK)

The decision in the Bakke case will not only affect affirmative action programs in education but in employment, housing, and other fields. Charges of "reverse racism" are being used to reverse the limited gains made in two decades. Affirmative action is necessary because institutional racism exists in our society. (SW)

It is noted that the Supreme Court's Bakke decision does not require affirmative action in admissions--it merely allows it. The Court's support for the use of race as a permissible criterion in university admissions is no guarantee to minority persons that they will receive special consideration in competition with whites. (Author/LBH)

Third in a series on the government's partnership with education, this article examines compliance costs in higher education, which seem to have had greater impact than the costs in industrial corporations. Focus is on the American Council of Education and Harvard cost studies, as well as the importance of indirect cost calculations, institutional…

Preferential treatment for minority groups cannot be viewed as compensatory justice for past discrimination against those groups. If policies are based exclusively on group factors, they can be charged with unfairness to individuals. Race can be relevant to preferential treatment, but eligibility should not be restricted only to members of…

The problem of affirmative action in college admission policies is addressed in view of the case of The Regents of the University of California v. Allan Bakke. It is noted that the essence of the case is preference by race and that official favoritism by race or national origin is poison to American society. (LBH)

The case for programs of preferential treatment can plausibly rest both on the view that such programs are not unfair to white males and on the view that it is unfair to continue the present set of unjust--often racist and sexist--institutions that comprise the social reality. Such programs may be effective means by which to achieve equality and…

Particular facts of Bakke v. Board of Regents and the California Supreme Court decision are described along with other recent cases that, dealing with the concept of reverse discrimination, will provide the legal environment for the Supreme Court's decision. Some alternative possible decisions the U.S. Supreme Court may make are considered. (LBH)

Describes the hardships, harassments, psychological adjustments, and successes experienced by several women who have entered the traditionally male-dominated, skilled blue-collar workforce. Also included is a list of organizations and individuals who offer services to women seeking training and jobs in the construction industry. (BM)

This brief urges the Supreme Court to reverse the judgment of the California Supreme Court. (IRT)