Discusses empowerment, the process of coming to feel and behave as though one has power over significant aspect of one's life or work, as it relates to employee productivity, motivation, and behavior. (JOW)

Defines career plateauing, explains types and sources of plateauing, and suggests counseling interventions to assist individuals to recognize and adjust to plateauing. Recommends proactive measures to perpetuate work motivation of effective plateaued workers and to remediate work behavior of ineffective, plateaued workers. Includes 19 citations.…

Describes the Individualized Development Program implemented by KLA Instruments Corporation, Santa Clara, California. The program seeks to identify the strengths, shortcomings, and interests of the company's managers. It benefits those whose careers have plateaued as well as managers who have new areas of responsibility. (JOW)

Looks at attitudes toward work in the People's Republic of China, including that the nature of work should be varied and meaningful; there should be worker control over the pace of work and working conditions and sufficient security, pay, and status; and there should be working group cohesiveness and group goals. (CT)

Describes adaptation to the job and the organization as one of seven key stages in the transition from college to career. Presents the performance review as probably the most important measure of adaptation. Suggests other adaptation enhancement techniques companies may employ: using Pygmalion effect, providing recognition, conducting meetings,…

Profiles 20 of the nation's top business talents under age 30 selected from 133 candidates. Includes interviews with the 20, their bosses, and their mentors. Presents career advice from those profiled and tips on managing them. (JOW)

Creative training and development of creative problem-solving skills for employees is vital if a business is to grow and flourish in the 80s. Trainers should allow course participants to learn creative problem solving as well as permit training to be the catalyst for changing employee attitudes. (JOW)

Rapid technological change is inevitable, and employees must develop some means of coping with such change. Two means of coping are suggested: an extension of industrial democracy, and an entirely new initiative to extend education to the place of work. (CT)

Discusses factors which affect the rate of productivity (the end of the farm-to-nonfarm shift, increased foreign competition, more highly educated workforce, rising cost of energy). Also discusses worker concerns over job security and how these concerns are reflected in union demands. (CT)

Various elements of absenteeism are presented: costs to the employer, company policies that affect absenteeism, when absenteeism is high, and how the training officer can improve the situation (positive discipline, post-absence interview, and other strategies). (CT)

Addresses misconceptions and prejudices held by many student affairs professionals toward faculty and their role in serving student affective needs. (Author/CM)

Provides background on organizational trust as product of need satisfaction and presents framework for understanding organizational trust with regard to theoretical differentiation of personal trust and system trust. Defines three factors of organizational trust: openness/congruity, shared values, and autonomy/feedback. Discusses how supervisors…

Employers must ensure that all employees can interact comfortably and productively with people who have disabilities. Trainers can use experiential exercises to break down fears and prejudices that nondisabled workers might have toward those with disabilities. (Author/JOW)

If vocational education is to have an impact in preparing students for the workplace of the future, an important consideration will be whether the curriculum can have an impact in the development of values needed by employers and by society. Research is needed to provide a sound foundation for this curriculum. (Contains 71 references.) (Author)

Young, educated, and fiercely in demand, "gold collar" workers are getting unprecedented salaries and perks. Impatience and self-confidence define today's educated young worker, and everywhere employers are having to adapt. (Author)