Part 1 of this paper presents some logical and conceptual distinctions between job satisfaction and organizational climate, the former being viewed as micro, evaluative, individual perceptions of personal events and experiences the latter as macro, relatively descriptive, organizational level perceptions that are abstractions of organizational…

This publication examines the importance of humaneness in the schools. It considers the development of courtesy, gratitude, appreciation, and a sense of empathy among individuals. The use of self-discipline to organize time and talent to produce humaneness is discussed. Trends leading toward and away from greater humanization in the schools are…

Supervisors' ratings of individual industrial workers appear to be related to the central life interests (CLI) of the workers. The group of workers who had a job-oriented CLI received the highest ratings from their superivsors among the three CLI groups on Initiative and Application, Cooperation and Quantity of Work and were rated low on…

Summarized are the proceedings of a 4-day institute on career opportunities for visually handicapped secretaries. The proceedings are presented in the form of official minutes. General topics briefly mentioned include basic and interpersonal skills thought to be necessary for successful visually handicapped secretaries, psychological testing,…

In the past, collective bargaining by faculty has been primarily concerned with professional questions and academic standards rather than economic problems. It was considered unprofessional for faculty to be concerned with their economic status; however, recently the scene has changed considerably and on campuses everywhere faculty are becoming…

A case study of the Devils Lake Manufacturing Corporation (a successful enterprise between the Brunswick Corporation and the Sioux Indians on the Fort Totten Indian Reservation) is discussed. It shows how the thorough training of operative employees in a minority enterprise has been a factor in the organization's success. (Author/BP)

An outline is presented of major issues and questions raised by union organization drives including National Labor Relations Board (NLRB) representation procedures, unfair labor practices and NLRB "laboratory conditions," management and union pre-election campaigns. Includes a bibliography of books, articles, and court cases for more…

An exploratory study of American College Personnel Association members' attitudes about the process of collective bargaining was conducted. These attitudes were analyzed according to individual and institutional characteristics, in order to provide the basis for recommendations to the association concerning its appropriate role with collective…

In order for management by objectives, or any other business system, to be fully effective, it is necessary to accept and include the hidden and/or unconscious motivations of each individual involved. (Author/MLF)

Ten references are cited on the following aspects of collective bargaining: difference among unions; the role of the National Labor Relations Board; the need for faculty unionization; college presidents' attitudes; impact on governance conflict resolution; union-management contracts; and a bibliography with 1,100 citations. Abstracts are included.…

Collective bargaining in education raises some ethical problems because of the impact that decisions have on individuals and groups who are not part of the bargaining process. Alternatives to be explored involve special forms of binding arbitration or voucher systems, but any alternative should seek to better represent the public interest. (DS)

Positive and punitive leader reward behavior and their longitudinal relationships with subordinate expectancies and satisfaction were studied in a large manufacturing organization. (Editor)

Investigates communication openess by examining the responses of one hundred supervisor-subordinate pairs in a hierarchical setting, and concludes that both supervisors and subordinates favor responses which reflect communication openess. (MH)

The issue of improved employee participation is used to focus a discussion about the fundamental differences between, and the synthesis of, the theory and practice of organizational change. It is asserted that a given degree and/or form of participation is a function of the context in which it is set. (Author/MLF)