Evidence suggests that the changes which have taken place in the educational background of the work force may have important implications for how organizations should be managed and for their effectiveness. More formal education may cause people to have different expectations and preferences with respect to work. This may lead to more upward job mobility both within and between organizations. In order to be more effective organizations will have to move to more organic and participative management styles. Three ways in which organizational design and management style can affect organizational effectiveness are individual performance motivation; existence of organizational communication, coordination, and control mechanisms that allow the performance of individuals to come together in ways that produce an effective organization; and individual performance capability. All three of these conditions are needed in order for an effective high involvement system to develop. Although little research evidence exists on the effectiveness of high involvement work systems, some positive assessments have appeared. Ultimately, the participative management paradigm may be adopted not because of proof that it produces superior results but because of its suitability for the work force and work organizations. (One table and six figures are appended.) (YLB)