Focusing on management development of scientists and engineers within the Federal government, this study was done to form a framework of factors (mainly attitudes, motives or needs, and leadership styles) to be evaluated before choosing suitable techniques and alternatives. Such variables as differing program objectives, characteristics of professionals, means of program and performance evaluation, determination of the proper clientele, and responsibility for program planning and decision making, were discussed in a background review. Management development was shown to be a mechanism for achieving mutual organizational and individual need satisfaction when an organization is psychologically healthy and its top managers operate on Theory Y assumptions (satisfaction of the higher needs for love or acceptance, esteem, and self-actualization). Thus, management development can help change both attitudes and behavior in accordance with these assumptions while strengthening the Theory Y spirit throughout the organization. Moreover, it was concluded that, when adapted to different managerial levels and treated as part of a system of alternatives, management development programs can smooth the transition to managerial competence. (LY)