Emphasizes the importance of recognizing and managing the stress produced by organizational development and encourages practitioners to acknowledge stress management as an important organizational development skill. (LRA)

While most organizational development consultants agree that managers are the real change agents, the profession has been slow to actively prepare managers to create and manage change. This article identifies barriers to helping the manager and offers guidelines for more effective consultant behavior. (LRA)

Two St. Louis universities adopt management techniques from business. (Author)

Keynotes the problems of organizational and staff development programs during times of financial scarcity. Suggests a four-phase process to unify staff and organizational development. Offers planning and evaluation criteria to facilitate decision making and consolidate money for high impact programing. (CAM)

Reports on significant changes in the communication policies and practices of business organizations during the past five years. (PD)

The central problem in the art of administration is maintaining flexibility of organization. To maintain the flexibility that allows vitality and growth there must be within academe devices that encourage and facilitate the achievement of flexibility. Several of these devices are briefly noted. (Article originally published in 1935.) (AF)

Organization development is discussed as an integral part of performance management. The author suggests that pooling resources provides for ongoing productivity improvement. (LBH)

A discussion of the issue of ethics training in business and whether or not ethics is a problem appropriately addressed by training. Includes two case studies taken from a multimedia program by an educational media corporation. (LAS)

Examines some of the conditions under which organizations come to adopt new objectives. (Author/RK)

Discusses the need for the chief development officer (CDO) to have a good working relationship with the college or university chief executive officer (CEO). CDOs need to make sure that their CEOs are well prepared for meetings with alumni and donors, build the CEO's confidence, make work fun, and downplay the stress involved in fund raising. (MDM)

Suggestions for inexpensively marketing a college or university planned giving program include taking advantage of existing marketing opportunities in campus publications and mailings; using off-the-shelf marketing materials (newsletter/brochure formats); communicating with prospects individually or in groups (meetings, seminars, personal visits);…

Change and continuity in university administration is discussed in the British university context. It is argued that while there is no ideal form of university management, change should be accompanied by a degree of continuity, particularly because the nature of university activity relies heavily on individuals of high academic quality functioning…

Describes trends affecting both knowledge workers and the performance technologists who support them. Five strategies are suggested for providing performance support: (1) address systems-level issues; (2) align performance technology efforts with technological imperatives; (3) provide information filters; (4) provide custom tools; and (5) make…

Training needed to implement technological and organizational change in small- and medium-sized enterprises is restrained by lack of systematic organization, negative effects of organizational and personnel structures, and different interpretations of managerial tasks. Article suggests that managers should strive to create the necessary…

Studied the efforts of a state-funded evaluation support unit in Rhode Island to increase evaluation capacity in 13 community-based organizations through a needs assessment, on-site technical assistance, a workshop series, and selected model projects. Measures of organizational needs, staff confidence, and agency progress are used to document…