A survey of one institution's nonfaculty employees suggests that although salary is a primary motivation for job changes, other extrinsic and intrinsic motivators are also important. Periodic institutional analysis of transfer and promotion requests is recommended. (MSE)

Technology offers colleges and universities opportunities to introduce administrative changes for increased productivity, improved service, and cost containment. Communication and education strategies that can help reduce resistance to positive change are illustrated in a simple slide presentation given by the registrar's office at the University…

Includes "Introduction" (Folts, Wagner); "Caregiving in Social Context" (Dwyer et al.); "Demography of Caregiving" (Smith, Longino); "Caregiving and Work" (Wagner, Neal); "Caregiving and Alzheimer's Disease" (Hodgson, Cutler); "Teaching about Gender" (Stoller); "Caregiver Support Groups" (Monahan); and "Racial/Ethnic Variations in Informal…

College campus activities professionals implementing change need to simultaneously involve four elements in the organizational world: environment, people, structure, and purpose. Resistance to change can be countered by defusing resistance, developing a strategy, choosing leaders wisely, providing advance notice and information, and observing…

This symposium is comprised of three papers on organizational learning, change, and socialization. "A Study of the Organizational Learning Profile (OLP)" (Rae Dorai, Adela J. McMurray) reports findings that show the OLP (Pace et al. 1998) is a reliable instrument for measuring organizational learning and its content validity is high.…

This paper examines interpersonal communication training in organizations from a different perspective, focusing on the interpersonal communication training offered to supervisors in modern organizations. Most of this training focuses on interpersonal communication between supervisors and their employees. The premise of this paper is that…

This document contains three papers from a symposium on motivation for learning and performance that was conducted as part of a conference on human resource development (HRD). "A Holistic Approach towards Motivation To Learn" (Constantine Kontoghiorghes) reports on a study that identified the following key variables within and outside…

Examines whether workaholism is an addiction or a rewarding lifestyle that may be harmful to one's family and coworkers. Discusses definitions and causes of workaholism, the role of Type A and obsessive-compulsive traits, workaholism's effects on workaholics and their family life, and counseling approaches with workaholics. (RJM)

A survey of almost 1,000 research and development staff at large industrial corporations in Britain and Japan investigated differences in employment structures (market-oriented vs. organization-oriented), learning in higher education, and career expectations. Significant differences were found in attitudes of workers in the two countries.…

Because the changing demographics of the U.S. work force are making cultural diversity the rule rather than the exception, the skills necessary for people to work in a multicultural environment are becoming a natural employment requirement. Those skills are integral to the tool that is called cross-cultural/intercultural/multicultural…

Technological innovation affects the structure and content of jobs. Research indicates that there is a need for a theory of technological innovation and strategic human resource management considering several factors, such as an employee's beliefs about the effect of technological innovations on the quality of work life and work content.…

While there are no definitive solutions to the problems of change and innovation in management, higher education institutions can learn from corporate management's experience with strategic change by considering such factors as the political environment, the institution's distinctive characteristics, and the crucial role of individuals at the…

Discusses, in terms of consumers, employers, and employees, how a "taste for discrimination," that is, someone's preference for or against association with some group in the labor market, can influence behavior and hence who gets hired. Argues that people with the strongest tastes for discrimination pay the heaviest cost. (RDN)

College development specialists predict trends in corporate matching gifts including increased competition, reduction in gift size, more diversity, more employee input, sophisticated use of technology, more global and democratic giving, gifts reflecting the general economic climate, and larger gifts for top recipients). They recommend better…

The art of effective management is addressed, along with motivational factors that affect the way in which employees respond to management. To meet challenges for better production, organizational systems are taking into account the development of individual employees. Since human behavior must be fully understood to develop human resources, "new…