A study was conducted to gain insight into how to persuade those in fields where job opportunities are declining to take advantage of existing retraining programs in order to avoid future displacement. Research was conducted through a series of focus groups in Chicago, Louisville, and Davenport. Participants in these sessions included men and women representing a range of ages, ethnicity, and work backgrounds. All had either been employed with the same company or worked at the same type of job for 10 years or more, and none had received any additional formal education or training since entering the work force. The study found the following: (1) many of the workers did not so much choose as fall into their occupations; (2) most do not really like their jobs; (3) they have a limited perspective of the workplace and their potential in it; (4) they have a short-term perspective--judging a job on the basis of the hourly rate rather than as a career path; (5) they are risk adverse--seniority is perceived as a safety net, making it difficult to consider changing jobs; and (6) although they know that many others have been displaced, they raise barriers to retraining. The study concluded that in order to break down these barriers, retraining programs must take the problem down to the personal level, confront specific problems and concerns, assure a short time frame, talk in terms of options and opportunities, and create a central source of help and information. The findings of the study will be used to create radio and television public service announcements to help persons who are displaced or have limited skills to retrain before being faced with displacement. (KC)