Exit questionnaires are mailed to Cobb County, Georgia teachers and administrators who are leaving their jobs. The information gives the school board a chance to identify problems and take corrective action. Topics covered in the questionnaire are included. (MLF)

Schools have concentrated on school-community communication in public relations programs and have tended to shortchange school-employee communication systems. Discusses research on employee communication systems (the grapevine is a primary source) and the implications the findings delineate. For employees to function with commitment,…

Conceptualizes job characteristics theory as a model of person-environment fit. Explores the potential costs and benefits of person-job congruence, using recent developments in the person-environment fit literature to suggest ways in which characteristics of jobs and characteristics of individuals may influence one another. Discusses implications…

The history of academic unions in Australia is reviewed, and it is argued that institutional and union leaders are more likely to succeed in stopping decline in higher education by cooperative efforts to influence governments than by the existing pattern of inter-sectoral or employer-employee rivalry. (MSE)

Discusses the four major elements in participative management: an information system that provides timely feedback on organizational performance, systematic representation of employees at all levels, alignment around a vision that is shared by all, and the organizational leaders' belief in the creativity and responsibility of employees. (CT)

Garland Independent School District (Texas) has a clear-cut policy of free choice regarding union membership and has placed firm restrictions on union activities during shool hours. The Fifth Circuit Court of Appeals recently upheld these restrictions but struck down a superintendent's claim that teachers' private communications violated district…

Reports on a study measuring foreign-born employees' perceptions of supervisors' acceptance of and openness to "open" messages from the employee. Suggests ways to improve supervisory demonstrations of empathy. (MS)

Jobs should be perceived in terms of their roles in achieving organizational objectives. As those objectives shift, jobs should be redefined. Job performance evaluations should focus on results rather than on activities. Job planning should involve both the organization and the individual job holder. Appendixes cover head teachers' job…

The effectiveness of the Occupational Safety and Health Act of 1970 is examined, and it is suggested that employee participation could help improve occupational safety and health in the future, through safety committees, safety circles, safety teams, and individual participation. (MSE)

Quality circles, in which a small group of employees meet frequently and voluntarily to study on-the-job problems and suggest solutions and improvements to the administration, which agrees to consider them, are a growing phenomenon, particularly in community colleges. (MSE)

A discussion of the legal and social implications of collaboration between Australia industry and higher education institutions for the development of new technologies focuses on the forms of collaboration and the disposition of intellectual property rights between employer and employee or customer and contractor. (MSE)

Discusses conditions preventing school bus drivers from maintaining discipline and safety and proposes administrative remedies. Gives examples of overlooked hazards in both riders' and drivers' behaviors. (MCG)

The author reports company responses to a questionnaire concerning employee assistance programs (EAP). Answers concern EAP structure, staff training, use of outside consultant, services provided by EAPs, program administration, employee confidence in EAPs, advertising the program, program philosophy, problems encountered by EAP users, coverage and…

The authors describe the findings of a field study of affirmative action programs in companies in a variety of industries. The distinction between equal employment opportunity and affirmative action is addressed. Methods used to train managers in implementing affirmative action are examined. Also explores employee development, community…

Discusses characteristics of good and bad bosses in school systems. Good bosses create a team spirit, show concern, fairness, and trust for their employees, and have demanding but clear expectations, though they allow for mistakes. Bad bosses are self-centered and either neglect or tyrannize their employees. (TE)