Discusses the lifecycle of an organization from start-up through growth, maturity, decline, and, finally, closing. Suggests strategic performance facilitation as a way to involve workers in the process of collecting information and providing solutions. (JOW)

The Personal Development Plan is a process through which individuals take responsibility for planning their training and development. The process involves assessing one's life as a whole, including expectations, ambitions, job skills, home and personal life, and the wider community. (SK)

Describes how Stephen R. Greenwald, the president of Metropolitan College of New York and a former movie industry executive, wants to transform the institution just as he has transformed his own career. (EV)

The second in a five-part series of case studies on enterprise-wide electronic learning explores how the U.S. Internal Revenue Service is developing a system for 110,000 employees, planning to move its training system from 17% e-learning currently to 70% by 2007. Ways in which organizational culture is changing as a result are discussed. (SK)

Organizations with a capacity for change do the following: link present and future, make learning a way of life, support continuous improvements, ensure diverse teams, encourage mavericks, shelter breakthroughs, integrate technology, and build and deepen trust. (Contains 19 references.) (JOW)

Discusses organizational change and myths that decisionmakers have about the change process, including knowing all about change; designing the solution; the role of strong executive level leaders; the importance of strategic plans; and culture change and values. Describes tactics for preventing these myths from interfering with efforts to manage…

Describes benchmarking, a process of finding the world-class examples of a product, service, or operational system, and adjusting products, services, or systems to meet or beat that standard. (JOW)

In a poll of members of the Industrial Arts Division of the American Vocational Association (N=1,482), a majority of the 948 respondents expressed a preference for a change in emphasis to technology education, with corresponding changes in the division's name and mission statement. (SK)

Reviews current organizational decline perspectives. Presents a conceptual framework that redefines organizational decline and outlines a decline model with five stages: blindness to change, inaction, faulty action, crisis, and dissolution. The model aims to improve understanding of basic threats to organizational survival. Includes 54 references.…

Describes and reviews 10 books determined to have had most influence on organized camping. Selection represents conscientious, systematic effort to include practitioners, educators, and other segments such as private, public, religiously affiliated camps. Ten "classics" offered as starting point for further discussion on valuable camping…

Describes "Developing the Learning Company," a pilot project funded by Great Britain's Manpower Services Commission. Its purpose was to define and test the feasibility of Learning Companies as an approach to business and human resource development strategies. A Learning Company is one that facilitates the learning of all its members and…

Discusses the growing need for usability (both information usability and product usability) and the shrinking resources to promote usability. Discusses four possibilities for technical communicators to help make usability happen. (SR)

Compares applied economic models and an institutional model in an empirical study of financial reporting practice at the Fortune 200 between 1962 and 1984. Findings indicate that the institutional model adds significant explanatory power over and above the models currently dominating the applied economics literature. Includes 47 references. (MLH)

Describes the reorganization of Nebraska's statewide Extension System into multicounty rather than local extension programing units. Includes recommendations to those involved in forming multicounty units. (Author/JOW)

Discusses human performance technology (HPT) and change strategies. Describes types of power, including personal power and position power; participative change strategies; directive change strategies; performance improvement; and examples of strategies to help change individual and organizational behavior. (LRW)