Content analyses were used to explore alternative sources and functions of developmental support other than mentoring among nonfaculty university employees. The alternative source of support most frequently mentioned was coworkers. The results also suggested that alternative sources of support may provide many of the functions associated with…

Incivility by teachers can turn into behavior that injures careers. Workplace "mobbing" or bullying begins when an individual becomes the target of disrespectful and harmful behavior. Recounts experiences of two teachers. Offers suggestions to school leaders to stop this incivility. (MLF)

Cooperative education could play a role in education for sustainability, which has evolved from environmental education. Three modes for integrating them are learning about education for sustainability in the workplace, teaching the workplace about education for sustainability, and integrating education for sustainability and cooperative…

The president of the City University of New York College of Staten Island reflects on her path to the presidency. She admits that even with help and advice, the climb to the top is rigorous, but that it leads to a richly rewarding view. (EV)

An ethnographic study of 24 office workers trained in supervisory skills used heuristic elicitation methodology. Workplace design was a key organizational factor impeding or facilitating transfer of training. Design features that did not support privacy were the most frequent impediment. Management support was also an important factor. (Contains…

Noneconomic factors such as level of education, job flexibility in work hours, and physical stress appear to influence older women's labor force participation resulting in many retired women who are employed. Some women classified as retired work nearly as many hours as those employed, although many employed older women work part time. (Contains…

Responds to common myths about workplace diversity: (1) there is not much diversity in the workplace; (2) the way business is done is neutral; and (3) it is the responsibility of minority cultures to adapt to the dominant culture. Suggests responses for continuing professional educators. (JOW)

Offers lessons learned about working in multicultural and multilingual environments: (1) carefully plan communication requiring interpreters/translators; (2) strive for mutual knowledge creation; and (3) allow for sufficient time and process in workshops to support participants' need for clarification. (JOW)

Applies the models of achieved, ascribed, and situational power to describe various forms of sexual harassment. Discusses seven specific reasons for sexual harassment and specific proposals for effective employer responses to each type. (Author)

The hidden curriculum of industrial education is the culture of the industrial workplace. Socialization into unions and accepted workplace behaviors are a product of racial, class-bound, and gendered assumptions in a male culture of work and must be taken into account by industrial educators. (SK)

Discusses a survey of 23 hospitals regarding the shortage of registered nurses (RNs). Found that four trends are fueling the demand for RNs: (1) changes in medical practice, (2) shifts in patient characteristics, (3) professional objectives, and (4) economic incentives. (JOW)

In the 1960s, companies were required to hire "different" workers. Trainers must understand what difference is and is not; they must be able to relate to it and to serve as role models on how to teach and live it. Knowing how to work with difference comes from personal experience and is generated by emotions and thoughts. (JOW)

Tests the perceived effectiveness of different messages responding to sexual harassment in the organizational environment. Finds that none of the messages were perceived as being particularly effective at stopping the harasser's offensive conduct. (MM)

Defines followership in the workplace. Focuses on federal workers and how they compare to workers in other governmental and private sector settings. Identifies eight dimensions of followership: (1) partnership; (2) motivation; (3) competence; (4) sense of humor; (5) dependability; (6) positive working relations; (7) speaking up; and (8) proper…

The balance of power in the United States has begun to shift from youth to older age and will not soon return to a more familiar proportion. Human resource development professionals need to help their companies respond to the needs of older workers and older customers. (JOW)