Examines two decades of affirmative action and finds the number of women in decision-making positions disproportionately low when compared to their numbers in the public work force. Compares the status of women to that of men in career public management positions and argues that women have a way to go to reach parity. (Author)

This report of an American Society for Training and Development symposium discusses how important it is for companies to deal with diversity issues. It offers guidelines for making sure business communications reflect the diversity of the work force and customer base, and it compares affirmative action, valuing diversity, and managing diversity.…

This commentary outlines the unique features of the profession of special education, such as its emphasis on the individual; teamwork with other school-based professionals; and the influence, both tangible and intangible, on children's development. The editorial concludes that there is "just enough wonderful" each day to encourage teachers to…

The management style and climate set by a trainee's supervisor can hinder transfer of training. Trainers should (1) seek supervisor commitment and input; (2) share course objectives and content; (3) have supervisors and trainees meet before and after the training; and (4) follow up with supervisors. (SK)

Discusses how companies can prepare for the changes mandated by the Americans with Disabilities Act (ADA), which prohibits discrimination against qualified, disabled job applicants and employees. Steps mentioned include (1) learn about the ADA; (2) find out what similar organizations are doing; (3) identify affected employees; and (4) develop a…

Develops a preliminary model of workplace dynamics based on behaviors rather than attitudes and argues that the behavioral categories of good soldier, smooth operator, and saboteur are key modes of adaptation. The model facilitates the integration of studies of the workplace with broader themes in a way not allowed by the concept of job…

Of 671 Washington companies responding to a survey, 64 companies employed a total of 166 handicapped individuals. The proportion of urban and rural employers hiring handicapped people did not differ significantly, but proportionally more large employers had handicapped employees. Proportionally, more public administration, transportation, and…

Concerns about situational assessment--proper setting and inappropriate use with severely disabled persons--prompted the following changes in its use in vocational rehabilitation: (1) recognition of differences between sheltered and actual work settings; (2) questioning of vocational assessment measures; and (3) focus on a person-centered…

Goals of diversity training may be compliance, harmony, inclusion, justice, and transformation. Effective programs are predicated on leadership support, authentic training strategies, and alignment with the organization's goals. (JOW)

Reviews status of and climate for women in higher education today and presents case for creating strong, carefully constructed and integrated institutional network of women's committees as one way to foster institutional change and create more diverse and responsive educational and work environments which actively support, nurture, and empower…

A survey of 209 Mid-South businesses determined spreadsheet usage, what competencies are needed for entry-level and continued employment, and sources of spreadsheet training. Recommended that, because of their widespread use, spreadsheets should be taught to all business students. (Author/JOW)

Discusses the problems that have arisen in the workplace because of the fear of sexual harassment charges. Describes the gender communication training needed to build a climate of understanding and allow teamwork to flourish. (JOW)

Includes "World Industry on the Move"; "The Future Belongs to Those Who Can Adapt" (Fromont); "The Automobile Industry: Engines of Change" (O'Brien); "Negotiating Flexibility to Save Jobs" (Fromont); and "Fixing the Rules of the Game: Partners State Their Case." (JOW)

More employers are offering opportunity for career development and continuous learning in return for high performance and productivity during an employee's tenure. (Author)

Surveys of Hungarian and U.S. workers examined attitudes toward promotions, flexibility of hours, autonomy at work, economic rewards, and job security in capitalist versus socialist context. Important concerns for Hungarians were flexibility to pursue second jobs and economic incentives, whereas Americans were concerned with promotion…