The author examines a team development approach to management that creates shared commitments to performance improvement by focusing the attention of managers on individual workers and their task accomplishments. It uses the "high-performance equation" to help managers confront shared beliefs and concerns about performance and develop realistic…

The Lockheed Employee Recreation Association uses company and community facilities to offer a variety of programs to Lockheed employees and their families. Several of the recreation programs and how they were implemented are described. (DF)

Describes the Incentive Career Mobility Plan, a program for improving employee morale and retention by rewarding self-improvement. Discusses its use by nurse administrators for marketing their institutions to current and potential employees. (JOW)

Learning at Work is a Scottish program attempting to widen access to higher education across socioeconomic groups through work-based learning. Factors limiting participation include motivation, employer perceptions of the value of higher education, lack of a learning culture, and economic feasibility. (SK)

Discusses factors that are necessary to produce significant change in an organization, including allowing a longer period of time than is expected; making change the primary objective of the chief manager; and accepting the fact that there will be confusion and anxiety among the employees. (LRW)

The director of the ropes course at the recently privatized Bark Lake (Ontario) summer camp discusses differences between nonprofit and for-profit organizations and describes the group-based year-round outdoor education programs that were developed when the facility became private. Working within a profit formula can be more liberating but can…

There are as many different definitions of conflict as there are reasons for it to occur. Staff conflict is one of the realities of organizational life. Given the range of things that can cause or contribute to staff conflict, and the likelihood of workplace conflict, the author offers principles that can contribute to resolution of workplace or…

Presents a prototype training program using role theory as a framework for understanding sexual harassment in the workplace. Describes four phases of the program for employees, supervisors, and managers. (CH)

Discusses elements of the Employee Assistance Program: why employees need it, their acceptance of the program, when to refer an employee to the program, counseling, formal referral, plan of action, and how the program helps the supervisor. (CT)

Examines the history of the Motorola Company, its use of human capital as a strategic resource, hours and dollars committed to training, and the fact that Motorola owes its strong common culture and much of its success to the large number of long-service employees. (CT)

To promote aquatic facilities, it is essential to assess the attitudes, needs, and desires of the community. Effective promotion, use of available community resources, and cost-effective operation are the realities of the future. (JMK)

Computers used in employee fitness programs help motivate participants by providing immediate feedback. The computer is used to record employee membership, participant check-in and check-out, fitness and medical testing, and exercise logging. A description of Tenneco's health program is offered. (DF)

Discusses the importance of new employee orientation programs to make a strong positive impression of the employer, resulting in employee success and retention. Describes the design and development of an intranet orientation program continuously available for staff with a wide range of educational and computer experiences that uses a modular…

Describes how electronic learning was used to train employees from three companies that merged into one. Discusses the use of online and CD-ROM courses to train salespeople; just-in-time training; employee attitudes toward technology-based training; and rising profits that have resulted from training success. (LRW)

Addresses the issue of retention of young professionals in college admission, suggesting a program whereby staff members from different enrollment service offices switch jobs for various periods of time. Results of one such program indicated that retention, career development and the overall relationship among enrollment services staff were aided.…