Charts illustrate the concept of managers training their own subordinates by a Do-It-Yourself system" used successfully by the author. (Editor/SP)

This study attempts to articulate the internal normative structure of sensitivity training groups by identifying the normative patterns that govern member behavior and by examining the relative influence exercised by trainer and member over the establishment and maintenance of group norms. (Author)

Criticisms of confrontation groups are: (1) excessive anti-intellectualism; (2) neglect of phenomenon that experience can bring about worse as well as better adjustment; (3) labeling activities as group dynamics but transforming process into group therapy; and (4) reluctance of leaders to accept responsibility for their actions and inactions.…

The article gives the results of Army experiments that replaced lecturers with a buddy system of man-to-man instruction. (Author/LF)

Developmental trends in two 10-man training groups were studied by checklist and rating scale techniques throughout a four-day laboratory. Differences in the developmental patterns of the two T Groups are interpreted as consequences of the contrasting approaches of the trainers. (Author)

The retail sales person will not retain and use much more than can be communicated in 90 minutes; therefore, retail training meetings must be more effective. (EB)

Adaptability involves increasing the training agent's ability to take on and utilize the perspectives of the group with whom she wishes to communicate. (WY)

The value of instructor training was recognized by British Railways as early as 1950 with the setting up of a training center at Darlington. This article shows the results of this continuous training experience in the benefits to be obtained from re-appraisal techniques and practical work. (Author/EB)

The authors react to Chris Argyris' On the Future of Laboratory Education" by distilling and blending the modes of learning elaborated by Bruner. They apply Bruner's stages of understanding from the senses, to images, to symbols-- to laboratory training and praise the trainer who respects the complexity of individual growth. (Author)

Examines myths and fears about computer-based training (displaces trainers, dehumanizes learners), lists what computers cannot do (analyze needs, formulate objectives, act as subject experts), and what they can do effectively (handle knowledge transfer, provide simulation). (SK)

Encourages teachers and trainers to investigate instructional design alternatives in order to find approaches that fit varied student learning needs and constraints. The Instructional Design Library, a series of 40 guides to different types of designs, is recommended as one avenue for exploring a systematic approach to instruction. (MER)

To improve an ongoing training session, the author suggests holding 20- to 30-minute evaluation meetings at the end of each day. Trainers and representative trainees identify learning problems, air issues, and propose modifications for the next class or session. (SK)

An interagency collaborative project trains those who supervise and advise volunteers in community organizations to assist volunteers in career development and life planning. (SK)

Focuses on nine major activity areas of training and development: analyzing needs and evaluating results, developing training programs and materials, delivering training and development programs and services, advising and counseling, managing training activities, maintaining organization relationships, researching to advance the training field,…