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The "knowledge explosion" has resulted in more rapid change in the content of jobs and occupations, and with this increased rate of change it is important that managers emphasize continuing education and planning for changes in occupations and jobs during their worklife. This article presents the findings of a statewide labor force survey which deals with the following questions--Are there differences in willingness to change jobs across age group at lower levels of management and supervision? Are there differences between foremen and white collar supervisors in the willingness to change jobs? And finally can these differences in willingness to change jobs by age and by job category be accounted for by differences in the incidence of job dissatisfaction? Comparing age groups without considering job category indicates that age is negatively related to willingness to change jobs. Further, the negative relationship is found among both foremen and white-collar supervisors when considered separately. No support was found for the notion of a "mid-life crisis" with its increased desire to move.

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The article focuses on the need to reinvest in career and technical education (CTE) in the U.S. According to the author, defining the benefits of educational attainment, investing in human resources and capital, and communicating different pathways for students to pursue will help ensure CTE programs do not discriminate.

Discusses the international law status of the World Trade Organization's (WTO) Dispute Settlement Understanding (DSU). Overview of the Treaty interpretation process; Textual analysis of the WTO Charter and the DSU; Policies supporting the obligatory effect of WTO dispute settlement results; Dangers of drawing analogies from United States domestic law jurisprudence to be incorporated into international law.

Comments on the paper 'The Product/Process Distinction' in international trade written by Professor Robert L. Howse and Donald H. Regan in the United States. Justification of the distinction of product/process in domestic and international context; Clash in policies; Obstacles for the promotion of trade policies.

Examines the duties and characteristics of personnel training directors (PTD) from business, industry and government organizations in the United States. Job titles of PTD; Measures of organizational size; Effects of U.S. economic status on PTD jobs; Off-the-job training sources of PTD; Educational attainment of PTD.

During the post-World War II period, there have been two parallel but clear trends in the system of U.S. regulation for imports. The first has been for the overall dramatic reduction in the level of tariffs since 1945, after the negotiation of the General Agreements on Tariffs and Trade (GATT), and the seven tariff and trade negotiating rounds under the auspices of GATT. The second trend has been a gradually accelerating recourse to measures for restraining imports other than normal tariffs, including measures entitled "antidumping duties" and "countervailing duties." This trend has particularly accelerated since 1962, and it is instructive to examine the major trade acts of 1962, 1974, and 1979. The clear trend manifested in those statutes is towards a greater "legalization" or "judicialization" of the system. The 1974 act greatly reduced administrative discretion in the application of certain regulatory principles, particularly countervailing duties. It did this by imposing time limits, and in some cases embellishing the requirements for public hearings and other procedures to allow citizen access to the process.

Discusses key issues relevant to product management in the U.S. Management strategies for the development and launching of products; Creation of a climate of acceptance for product development within the organization; Coordination of successive phases of product development.