Participant perceptions following structured and nonstructured human relations training were investigated. The design included three structured and three nonstructured groups and three leader teams with each team conducting one group under each of the two formats. The evidence suggests that greater leader experience is associated with more…

Investigates effects of human relations laboratory experiences on interpersonal behavior of college students. Subjects were 79 college students. Results indicate participation in human relations training laboratories does have an effect on self-perception and behavior. (Author/HMV)

The University of Massachusetts School of Education has developed a curriculum in human relations--Human Interaction--written from a behavioral frame of reference, whose primary objective is the development of teachers who can act freely and spontaneously with intentionality. Building from materials in sensitivity training, traditional human…

Prepared for those interested in program evaluation, this bibliography (largely annotated) on management development and training contains 61 items published between 1959 and early 1969. Citations have been grouped into five categories: descriptions of research studies; literature reviews; discussion of evaluation techniques; surveys of corporate…

The exercises in this manual are designed to help elementary and secondary educators in the development of human relations skills, and with slight modification the exercises may be appropriate for college and university educators as well. The procedures for human relations skill development presented in the manual were developed over several years…

Various outcomes for individuals that result from human relations training are surveyed. Desirable individual outcomes cited by laboratory educators include: (1) sensitivity; (2) managing feelings; (3) managing motivations; (4) functional attitudes toward self; (5) functional attitudes toward others; and (6) interdependent behavior (Gibb 1971).…

The current state-of-the-art of organizational development is the focus of this book. The five parts into which the book is divided are as follows: Part One--Introduction (Organizational Development in Perspective--the nature, values, process, and technology of organizational development); Part Two--The Components of Organizational Developments…

Mandated multicultural education in Iowa grew out of a strong commitment to education, a large influx of Southeast Asians, and a concern for the homogeneous nature of educational materials. The mandate stated that the Iowa Board of Education was responsible for the design, implementation, and evaluation of a multicultural/nonsexist education…

A number of characteristics distinguish human relations or sensitivity training from other forms of experience-based education, including learning goals, desired outcomes, and assumptions about the learning process. Although research evidence on the effectiveness of human relations training is ambiguous, due to difficulties of research design and…

THIS REVIEW OF THE PROBLEMS IN DESIGN AND INTERPRETATION OF RESEARCH ON HUMAN RELATIONS TRAINING, PARTICULARLY THAT USING T GROUPS AND SENSITIVITY TRAINING, REFERS TO STUDIES IN THE FIELD. PROBLEMS CONSIDERED ARE--THE PROBLEM OF CONTROLS (VOLUNTEER PARTICIPANTS, PREDICTION OF OUTCOMES), TEMPORAL CHANGE IN TRAINING OUTCOMES (RELATIONSHIP OF CHANGE…

A two-week institute was developed to provide librarians and library educators with the opportunity to expand their knowledge of the theory and practice of intercultural communication processes in library environments. The program included verbal and non-verbal behavior, value and perceptual differences among minority cultures, life assumptions,…

THE AGENCY FOR INTERNATIONAL DEVELOPMENT HAS BEEN TRAINING AFRICAN HEALTH SPECIALISTS IN THE UNITED STATES, BUT LEADERSHIP TRAINING HAS BEEN GIVEN LITTLE ATTENTION. SUCH TRAINING SHOULD HELP THEM OVERCOME DIFFERENCES BETWEEN MODERN TECHNOLOGY AND TRADITIONAL CUSTOMS, DEFINE ORGANIZATIONAL ROLE, RESOLVE STATUS DIFFERENCES, AND GET COOPERATIVE…

THIS BIBLIOGRAPHY OF RESEARCH IN HUMAN RELATIONS TRAINING IS PRESENTED IN TWO SECTIONS. THE FIRST PART INCLUDES AN ANNOTATED BIBLIOGRAPHY OF RESEARCH CONDUCTED BETWEEN 1947 AND 1960. IT WAS PREPARED BY LEWIS E. DURHAM AND JACK R. GIBB AND CONTAINS 48 CITATIONS. THE SECOND PART, PREPARED BY ERIC S. KNOWLES, INCLUDES RESEARCH SINCE 1960. IT INCLUDES…

WRITTEN TO PROVIDE INVESTIGATORS OR ADMINISTRATORS WITH A REVIEW OF THE PROBLEMS OF PLANNING, CONDUCTING, OR INTERPRETING STUDIES IN HUMAN RELATIONS TRAINING, THIS PAPER DISCUSSES RESEARCH PROBLEMS AND WAYS TO OVERCOME THEM. PROBLEMS OF SELECTION OF CONTROL GROUPS, TEMPORAL CHANGE IN TRAINING OUTCOME, DESIGN RESTRICTIONS IN OBSERVATION OF…

A SERIES OF STUDIES WERE MADE ON THE EFFECTS OF LABORATORY TRAINING IN HUMAN RELATIONS ON THE ORGANIZATIONAL BEHAVIOR OF "MIDDLE" MANAGERS. THROUGH REPEATED FACTOR ANALYSIS, THE ORGANIZATIONAL BEHAVIOR DESCRIBER SURVEY (OBDS) WAS DEVELOPED BY WHICH A MANAGER AND HIS ASSOCIATES COULD DESCRIBE HIS BEHAVIOR. THE OBDS PERMITTED RATINGS ON…