Organization Development is a management science that defines and solves organizational problems. Procedures include: (1) diagnosis of problem; (2) gathering of data related to problem; (3) obtaining feedback; (4) developing various change strategies; (5) developing an action plan; and (6) implementing the plan. (CJ)

The author, in examining the changing attitudes and values of the work force, asserts that the American worker is dissatisfied with the job, the workplace, and the method of payment. She states that any effort to enhance the quality of work will improve the quality of life overall. (CT)

Discusses the relationship between literacy and occupation. Notes that the illiterate are often self-employed farm and home workers. Suggests a number of areas in which research would be valuable. (JOW)

New evidence on the relationship between age and the incidence of work-place injuries is described and analyzed in this study. Age-injury frequency profiles for males and females were compared and found similar when controlling for sex differences in the occupational distribution of employment. (Author)

Stating that reducing volunteer leader turnover in extension services saves time and money and provides better program support, the author suggests offering better working hours, pleasant surroundings, reasonable work hours, and other inducements to retain volunteer workers. (MF)

Reasons principals give for leaving the principalship involve job conditions more than personal or community circumstances. Diminished authority contributes to the attrition rate. From a random survey of 4,766 secondary school principals, just under 10 percent (446) indicated they had decided to leave the principalship in 1979. (Author/LD)

Examines data collected from a sample of 228 librarians, including sex, type of library in which employed, vocational needs, characteristics of job environments, and job satisfaction, in order to identify those factors most highly related to job satisfaction among beginning librarians. (CWM)

Activities described represent an experiential approach to fostering positive personal qualities vital to job success. (TA)

Finds that electronic mail messages with socioemotional content were generally avoided in downward and diagonal communication but were more commonly sent by nonmanagers and younger people, who were less often involved in decision making. Shows that socioemotion use was positively related to perceived quality of work. (SR)

For 17 practical nurses, client advocacy was not their primary role. However, the nurse-patient relationship was a salient feature of advocacy. Work environment barriers and physician attitudes hindered involvement in advocacy. (SK)

Responses from 566 college faculty (51.4%) indicated that teaching and research each contribute about 25% to job satisfaction and 16% to dissatisfaction. Results do not support Herzberg's theory that satisfaction and dissatisfaction are separate and distinct; findings reveal the influence of situation. (SK)

Interviews with 139 British managers, 84 recent graduates, and 35 workers doing similar jobs to the graduates identified key changes in work environments and organizational cultures. Employees appeared to want adaptive, adaptable, and transformative workers and expect graduates to be immediately effective on the job. (SK)

Ergonomics focuses on the prevention of injuries through proper design of equipment, workstations, and products. The adoption of an ergonomic philosophy in the workplace has demonstrable benefits. (JOW)

Although the work environment has changed, business schools are not preparing graduates for leadership and team building. One reason may be that schools do not know how to train, which requires doing activities more than learning theories. (SK)