Chronicles the business rationale, the cross-functional commitment, and the process of designing and launching a well-integrated career development program at Monsanto. (JOW)

Unions' current intensive organizing efforts are crucial, but they will be inadequate if they do not also transform their functions and operations. New jobs, new kinds of workers, new situations require an organizational revolution among unions. (JOW)

Seven key questions for implementing change are as follows: burden or challenge? worthwhile? will benefits appear quickly? limited to one function? impact on existing relationships? will it fit in existing organizational culture? and is the change certain to happen? (JOW)

Describes two initiatives developed by Sears that were designed to align career development with business goals: goal cascading, in which individual performance goals were used to determine needed skills and knowledge; and proactive career planning, a guide for career management developed when the corporation underwent significant organizational…

Describes a career development initiative that was an integral part of a major culture shift within Union Pacific Resources. Discusses how cross-functional change agent teams helped set employee expectations and build a culture within the organization. (JOW)

It takes a special kind of mentor to establish a work environment in which people are ready and able to withstand changes, such as downsizing and reorganization. Mentoring is a learning partnership, and the mentor's main gifts are learning, advice, feedback, focus, and support. (JOW)

Suggests that total factory integration through computer networks, even when technically feasible, might be unwieldy, inefficient, and uneconomical because the human factor and accumulated know-how of the work force tend to be overlooked. (Author/JOW)

Looks at the advantages and disadvantages of telecommuting and describes a training program to get people ready to telecommute. Offers tips for organizing an office at home. (JOW)

Argues that, unless information technology managers pay attention to how people share information, advanced technological systems cannot achieve their full potential. Outlines how organizations can rebuild their information cultures, integrating human flexibility and disorder into information systems and changing employee behavior. (JOW)

From participatory management to autonomous work groups, the quality of work life movement has made an impact on U.S. corporations. To make the quality of work life connection, commitment must originate with top management. (Author)

In a learning organization, growth, learning, improvement, and everlasting experimentation are woven into its culture and employees not in a perpetual state of change will be unable to cope. Mentors can assist by finding a teachable moment, providing support without rescuing, and demonstrating authenticity, not perfection. JOW)

Argues that adult education discourse about the workplace uncritically adopts management perspectives and pays inadequate attention to gender and power issues. States that understanding gender as an organizing principle provides insights into these issues that can be applied to organizational change. (SK)

Suggests that degradation of labor associated with automation and downsizing produces employee stress and frustration and leads to workplace violence. Concludes that violent incidents in the U.S. Post Office result when work experience degrades a person's identity or sense of control in a time of rapid change. (SK)

Presents diversity as a resource to create a high performing work culture that enables all employees to do their best work. Distinguishes between diversity and inclusion, describes a model for diagnosing an organization's culture, sets forth steps for implementing a organizational change, and discusses the human resource professional's role.…

Post-Fordism suggests that trade work practices are outmoded and industrial restructuring will improve economic outcomes. This view overlooks an important characteristic of industrial trades--the integrity of the work culture--and is oblivious to the merits of the tradespersons' cultural identity. (SK)