To establish a program of staff recognition in their schools, administrators in a Pennsylvania school district suggest 33 activities accompanied by possible areas of responsibility. (MLF)

Applies a Burkean Approach to performance appraisal interviews. Contends that studies of the appraisal interview should be based on longitudinal observation and analysis of performance, behavior, character, and cultural fit, not solely on the behavior exhibited during the interview. (PD)

Reviews trends in family life-styles that affect the workplace. Identifies employer trends affecting employee expectations. Examines the prevalence, success, and limitations of employer-sponsored child care and government-sponsored initiatives. Finally, discusses the permanence of the trend. (SK)

Explains the history and functions of labor arbitration. Focuses on the limitations placed on the arbitrator and emphasizes the difference between deciding and compromising on a suit. Includes anecdotes from the experience of the author, a prominent arbitrator. (KH)

Focuses on the legal status of employee-participation programs, such as quality circles, that coexist with but are not controlled by unions. Suggests changes in public policy to protect participation programs that do not threaten the bargaining agent. (JOW)

Gives a province-by-province overview of the developments from 1967 to date and speculates on the direction these developments will take in the future. (Editor)

The existential approach toward flexibility and accommodation of employee value systems is to reach what perhaps may be the most important objective--to permit all people, whoever they may be and whatever job they may hold, to work and live with dignity and respect. (Author)

Since changes in attitudes and values are inevitable, we must learn to be in charge of change--not the victims of it. (Author/IRT)

Discussion of benefits to librarians as collective bargaining provides for employee input in the negotiation of contracts without demanding any reduction in professionalism on the job.

Jobs are evaluated to provide a fair basis for payment of wages; this procedure must be communicated to employees so they can see they are being treated equitably. Job ranking, grading or job classification, factor comparison, the point method, and direct pricing are methods used in job evaluation programs. (AG)

Two dimensions of organization size -- unit size and size of parent organization -- are analyzed for independent and joint relationships with various dimensions of organizational behavior and managerial practice. Results suggest that managerial practices of delegation, staffing, and direction vary with size and moderate expected size influences…

Discusses changing work values rather than the economics of employment. Contends that the new workforce, made up of the post-World War II babies, is healthier and better educated than those of the past--and also more resistant to authority. (RJ)

The National Labor Relations Board asserted jurisdiction over nonprofit colleges and universities in a landmark decision involving Syracuse and Cornell Universities, which will now permit collective negotiations where jurisdictional standards are met by employes, including faculty. (Author/Editor)

In companies where what employees can expect from management is clearly stated, and where the stated policies represent a fair response to the employees' needs there will be a positive response in the form of better morale, lower turnover, and increased productivity." (Author)