Relocation of corporate middle and upper management has been part of the larger value system through which the long arm of the job has reached into family life. Changes in family and organizational values and structures have eroded the basis on which managerial relocation is perceived as essential to upward mobility in the modern corporation. New corporate cultures espouse values such as customer satisfaction, service, and quality production that foster attention to human concerns. At the same time, family values are shifting toward self-actualization, full employment opportunity for males and females, and intergenerational responsibility. An annual "corporate draft" might be an appropriate replacement for current relocation practice. Draftees are divided into "fish" who desire to advance comfortably within the security of employment with a single corporation or in a specified geographic area and "sharks" who are willing to make any move required to further their careers. Technology exists for a computerized draft system to be implemented. Corporations provide information about job openings; workers provide information about their expertise and goals. Information is available on an ongoing basis; the "draft" occurs only at the universal end of a corporate fiscal year. Draftees and their employers negotiate 1-2 year contracts based on mutual needs and expectations. The system would be funded through user fees. (36 references) (YLB)