A management consultant writes about the need for developing good management personnel in business and industry, the value of delegation and accountability, and individual career counseling for the young manager. He states that important guidelines are clear corporate objectives and performance standards for each position. (MF)

This discussion of goal setting as a means of directing organizational, supervisory, and individual achievement presents the factors involved in goal-based planning at these three levels within the library context, including planning strategies, evaluation methods, and possible problems at each level. (CLB)

Describes a four-stage model for teacher career advancement in the institution whose present structure does not provide promotion for classroom excellence. (KS)

Part of the American Indian Policy Review Commission's (AIPRC) Bureau of Indian Affairs (BIA) Management Study, this article provides some significant management observations on the content, flow, timeliness and usefulness of management information as it is generated and communicated throughout the Bureau. (NQ)

Discussed a technique that allows employees to help shape future university goals and to provide a better idea as to how these goals can be reached when the members of the university work as team. (Author/RK)

The trends in evaluating school personnel today focus on the participation of the person evaluated and on his needs and rights as a professional and human being. This article is based on a review of the literature on evaluation in the ERIC system. (Author)

In order to aid in the adaptation of various management techniques to education, the Rocky Mountain School Study Council is sponsoring a Title III project entitled Project for Educational Evaluation and Accountability.'' One aim of the project is to begin to apply management by performance objectives in the classroom. The use of performance will…

The authors argue that organizational development (OD) has evolved as one response to the need for strategies and approaches to planned change. The "stream analysis" approach presented here can be used to understand and plan the change process. This approach can facilitate insight into the state of the change process, before and after…

Describes how Superintendent George Bailey, now retired, improved students' mastery of learning objectives in Adams County School District No. 12 in Northglenn (Colorado) using management by objectives, management agreements specifying administrators' responsibilities, performance-based salary increases, inservice teacher training, and a…

Examined the conversational structure of questions and answers in a performance appraisal interview between a manager and an employee. Results demonstrated that both the manager and employee used question-and-answer pairs to demonstrate their understanding of the expectancy to ask and answer questions and to provide sequential implicativeness and…

Examined the differential effects of a management by objectives (MBO) program on work satisfaction of development and research employee groups. Analyses indicated that these groups differed in perceptions of their work group climates and that facets of MBO explained significantly different amounts of variance in the groups' work satisfaction.…

Management by Objectives (MBO) should focus on objectives to be achieved and the establishment of objectives should involve participation between superior and subordinate. A process is described for facilitating the communications aspect of MBO through the use of a process consultant. (Author/MLF)

After examining how management development and organization theory have developed, the author considers how the two are linked and discusses their place in today's management scenario. Looks at how management development practice has used theories of organizational structure and process, permitting a new form of management appraisal or…

Stating that management training programs usually contribute little to organization results because they focus on improving personal characteristics, the authors describe a training and development strategy and training design to produce performance-improvement results. Programs using this strategy are described. (MF)

Summarizes types and uses of performance appraisal and arguments for and against its effectiveness. A proposal is presented for including this tool in a total program of management communication, goal-setting, and evaluation as they impact on professional development and job satisfaction rather than directly on promotions and salary increases.…