Examines how community mental health practitioners are likely to implement services for improving community-based care of the chronically mentally disabled. Describes a scale for administrators to assess practitioner orientations and thereby anticipate compliance problems. Suggests ways administrators may alleviate these problems. (Author)

Examined the effects of a flexible working hours schedule on the arrival and departure times of 162 public sector employees. Results indicated that workers, when scheduling their own workday, deviate only moderately from their preflexitime arrival/departure times; and they tend to develop relatively stable arrival/departure patterns. (Author/RC)

Presents a model for use by administrators in maintaining a contemporary organization. Stresses the administrator's responsibility to know faculty members' strengths and weaknesses, avoid factions, set goals, introduce change in small increments, and remain flexible. (Author/WD)

Guidelines are suggested whereby mental health agency administrators can promote organizational growth and avoid dangers during an agency crisis. Emphasis is placed on the administrator's comprehension of leadership styles and task organization. Typical staff reactions to agency crises are described. (Author/DB)

Reports on the methods and findings of a study to: (1) decide how to measure an institution's potential for change and its concomitant readiness to receive federal funds for improvement of instruction, and (2) to determine who should assess this potential--institutional representatives or outside evaluators. (AYC)

The literature on change is examined, to explain why most attempts at change in schools fail. The historical development of modern change studies is traced from the early 1940s. Its evolution is analyzed and evaluated and some probable future directions in the literature are suggested. Reasons are suggested for failures at change. (Author/MSE)

No meaningful conceptual framework for general education can be realized without changes in organizational structures, accounting procedures, and existing incentive systems. (JD)

Argues that decentralized operation of schools (home rule) is as much a paradox as a concept. Asserts that home rule has advantages but also presents some difficult problems. Proposes that school governance bodies must become involved in research and development of new educational strategies. (Author/MK)

A study was conducted to determine the relationship of changes in business letter writing in organizations utilizing word processing to selected characteristics of the organization. One of the study conclusions was that there was a greater use of direct telephone dictation and a decrease in the use of personal handwriting. (JH)

Explores, through an action research project, the possible contributions--in theory, diagnosis, and intervention--of structural family therapy to organizational change. Reports that successful transfer of family therapy techniques to organizations is contingent on understanding four differences between organizations and families. (Author/IRT)

Reasons for changing the mode of teaching undergraduate mathematics are discussed. A description is given of the mathematics program as it has evolved at Victoria University of Wellington, New Zealand. (MK)

Investigates the differential impacts of sociotechnical systems, job redesign, and survey-feedback interventions on a wide array of attitudinal and performance measures in comparable units of an organization. Attitudinal effects were quite similar; however, only the sociotechnical system intervention resulted in major productivity improvements and…

Discusses implications of critical questions relating to change in elementary education with emphasis on: curriculum development, organization, teacher behavior, and community expectations for public schools. (BF/JH)

Addresses those individuals who seek to know, in nontechnical terms, what affirmative action is, how to develop an effective affirmative action program and how an effective affirmative action program can benefit the employment organization. (Author)

Discussed are guidelines for organizing a hearing and speech agency. (IM)