Sexual harassment in the workplace, specifically in nursing, is discussed. The impact of sexual harassment, characteristics of those commonly involved, the need for changing attitudes of men and women in the workplace, the factor of power in relationships, and ways to avoid legal suits are all examined. (CT)

The regular education inservice initiative (REGI) is a program to train school personnel to integrate handicapped students. The University of Kansas REGI project trains teams of vocational and special educators to apply the curriculum development process to the development of inservice education. (SB)

Evaluates the effects of various maintenance-of-behavior activities as experienced by supervisors of an industrial organization. Includes lists of activities, conclusions, and recommendations. (Author/JOW)

Used a questionnaire to investigate job satisfaction and patterns of career development that characterize admissions officers (N=286). Results indicated respondents often entered admissions directly from college. A majority were satisfied with their jobs. At all levels respondents planned to leave admissions within five years. (RC)

The need for better curricular planning, improved access and aids, and more adequate training for further education staff serving handicapped students in English colleges are discussed. (SW)

It is suggested that teacher educators are well-equipped to assume a leadership role in improvement of a college faculty. (JD)

Behavioral studies have shown that youths in various settings can function effectively as behavior change agents. The study used five 15- to 18- year-old male youths in a closed institutional setting as behavior change agents for five male youth counselors. Staff increased their frequency of positive verbal comments. (Author)

Describes four approaches to competency-based staff development piloted in Texas during 1978 and 1979. These approaches to staff development are identified as (1) the pre-post workshop model, (2) the pre-inter-post workshop model, (3) the opportunities course model, and (4) the diversified training model. (CT)

Explains how the authors designed and taught a course dealing with special problems faced by extension specialists in assessing needs and determining program priorities. The authors believe that inservice education dealing with these areas is needed, appropriate, and would be attended by extension specialists. (CT)

Proposes a conceptual framework for considering the development of human resources in an overseas context. This approach is termed "transfer of technology." Its objective is to encourage companies operating overseas which are responsible for developing client human resources to look at the process from a perspective other than just…

This article offers some strategies for closing the linkage between initial needs assessment and the implementation of change. Examined are: prioritizing needs through criteria analysis, developing a cyclical implementation/staff inservice plan, and utilizing an analytical problem solving approach to curriculum and decision making. (Author/RAO)

The author outlines steps for organizing a successful workshop. A planning checklist and flow chart are included. (SJL)

A survey on primary education was conducted 18 months ago. The author discusses some of the findings and implications of the survey. (KC)

This article offers a framework for training child welfare workers and supervisors to stop and prevent foster care drift and to achieve permanency goals. (Author/DB)

Recognizing that trained managers and supervisors are sorely needed, particularly in today's economy, the author discusses the historical pattern of training and calls for improved methods by those responsible for management training. (JOW)