Examines and discusses the principles and practices of organizational changes as they relate to efforts to bring about meaningful school reform, with an overview of a six-step model for collaborative planning and problem solving. (Author/JDM)

Investigates the influence of gendered occupational identities in the social construction of skill and technology in a retail company introducing an information-technology system. Focuses on female shop floor supervisors and considers the impact that femininity had on definitions and role during a period of change. (JOW)

Pace University's strategic agenda for the next century was propelled by administrative reorganization. The Office of Adult, International, and Outreach Programs and Services was established and its continuing-education mission was expanded. The revitalized institution is focused on internationalism, technology, and teaching and learning across…

Adult educators must understand the political economy of capitalism, in which work organization involves control of the labor process and extraction of labor surplus. The resulting worker alienation and resistance have a learning dimension. (SK)

Discusses experts' views on changes in managerial careers and management development; evidence of organizational changes that support the rhetoric about changes; and implications for management education. Concludes that rhetoric outstrips reality; however, there is evidence of changes in organizational forms and career resilience and boundaryless…

Investigates data reported in "Where Shall I Go to Study Advertising?" over the last five years and measures growth and decline of degrees granted, level of those degrees, and changes in enrollment and faculty. Finds that the number of advertising programs dropped 6.1% while public relations grew by only 5.1%, and joint programs…

Includes "The Origins of Organizational Development"; "Restructuring Bureaucracy"; "The Emergence of Organizational Culture and Symbolic Intercourse"; "Organizational Development and the Art of Connoisseurship"; "Managing Change and Organizational Development"; "Skills, Values, or Impression…

Illinois extension educators (n=95) who were reappointed after restructuring faced changes in subject matter, service area, primary contact group, and targeted clientele. Job performance was negatively affected by changes in primary contact group and targeted clientele, and by anxiety after reappointment. (SK)

Describes the benefits and potential drawbacks of transferring HPT (human performance technology) skills from outside consultants to managers within organizations. Discusses HPT competence and control over work environment, the role of traditional HPT experts after the shift, and three approaches to implementing the change. (PEN)

An interpretive study of two practitioners on construction sites uses postmodern and critical perspectives as counterpoints. The study investigated why informal learning is a current focus in human resource development, how informal learning is defined, and contested notions of industrial relations and training. (SK)

Asserts that universities, as providers of management education, have an opportunity and critical responsibility to adopt the practices of learning organizations. Suggests strategies for developing learning organizations in British universities. (SK)

Interviews with female employees of a clothing company moving to lean production and teamwork indicate that Taylorism is being reinvented in the contemporary workplace. Restructuring produces higher productivity but greater work pressures and lower wages, despite rhetoric about autonomy, job satisfaction, and workplace democracy. (Contains 57…

Challenges confronting preparation of human resource development (HRD) practitioners include competing views of what drives practice, the changing nature of workplaces, and diverse findings on the role of HRD practitioners. HRD preparation should therefore be grounded in the context of practice, address traditional training activities, and foster…

States that organizational values (a subset of organizational culture) provide behavioral guidelines for employees in organizations. Proposes that metaphorical imagery can heighten the usefulness of corporate values as behavioral guideposts. Notes managerial implications for change and suggests a process for change. (PA)

Suggests that degradation of labor associated with automation and downsizing produces employee stress and frustration and leads to workplace violence. Concludes that violent incidents in the U.S. Post Office result when work experience degrades a person's identity or sense of control in a time of rapid change. (SK)