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The article presents a transcript of a conversation between the author who is a retired industrial-organizational (I-O) psychologist and his neighbor named Harry in a South Florida Retirement Community. They talk about their career as professor and a business man. They also share their views on the work of a psychologist, and the store renters in Harry's Chicago, Illinois malls which had turnover and absentee problems.

We study the existence and uniqueness of single-wave-form solutions for series arrays of N Josephson junctions coupled through general RLC loads. Our method recasts the conditions for a single-wave-form solution as a fixed point equation on a Hilbert space. We use this technique to prove that single-wave-form solutions exist when the bias current I is greater than 1 and are essentially unique when either N or I is large. We also employ these ideas to give explicit examples of series arrays which posess several distinct single-wave-form solutions. [ABSTRACT FROM AUTHOR]

Presents critical factors in leadership succession. Aspects of leadership phenomenal Dynamics of the succession process; Specification of a model of leadership succession.

This study tests the assumption that classroom training dynamics characteristic of many management training programmes (in this case concerned with teaching behavioural science concepts) closely parallel leadership-group process dynamics in organizational settings outside the classroom. Accordingly, a situational leadership model incorporating three categories of variables is proposed and operationalized. The variable categories include: Traditional Instructor Qualifications; the Technological Favourableness of the Teaching Situation for the Instruction; and the Initial Motivational Favourableness of the Training Situation for the Instructor. Data are presented on 39 diverse groups of managers exposed to a specific but not atypical behavioural science training system. A total of 832 managers were involved, of whom approximately 20 percent were female. The findings support the argument that a situational leadership/influence model may be usefully applied to the teaching processes in the industrial classroom. The findings also indicate that it may not be necessary in all cases to consider instructor differences in style or personality as vital to group effectiveness. [ABSTRACT FROM AUTHOR]

This paper deals with a leadership change experiment conducted in a major component part (sub-system) of a manufacturing organization (system). The leaders (foremen) in seven of eight groups comprising an entire department of critical importance in the organization were reassigned on 2 days' notice in accordance with an experimental plan designed by the author. The nature of the experiment and associated data provide an unusual opportunity for an empirical field test on certain central aspects of open systems theory as applied to formal organizations.² [ABSTRACT FROM AUTHOR]

The article presents the study to determine the relative effectiveness of the method used by the Purdue Scholarship Office in selecting scholarship recipients prior to 1960 and two other possible selection methods based exclusively on test scares and rank in high school graduating class. Approximately one- third of the scholarship considerees under this system were screened out on the basis of a multiple cut-off score using the Scholarship Qualifying Test published by the College Entrance Examination Board. An analysis of the Purdue University scholarship application blank was also made to determine whether it would contribute to the prediction of academic success. A subsidiary purpose of the investigation was to assess the predictive value of the scholarship application blank. Thirteen items scored as a set correlated significantly with first semester grade point index. Practically speaking, the two alternative methods have the advantage of administrative ease because they do not require interviews or committee meetings among Dean's Office and other professional level personnel as required by the Scholarship Office method in use at the time of the study. The study was performed to test whether the alternative methods would result in a different level of academic achievement among scholarship recipients so selected than when the more subjective Scholarship Office method was used.

This article assesses the long-range impact of the retraining program on employee satisfaction with their employer and with their chances for promotion. An analysis of motivational factors that may affect workers' decisions regarding retraining was generated from three well-documented principles of motivation. It was hypothesized that poorly educated workers would be less likely to volunteer for retraining that better educated workers because of past punishing, or rewarding, experiences associated with school.

The article discusses studies related to the validity of data on the How Surpluses?, an inventory designed to measure the knowledge of human relations practices and principles in supervising employees and attitudes. Study by H. H. Remmers provides evidence suggesting the validity of How Surpluses? in a personal communication. Study by R. E. Canter Jr. found a correlation of .53 on the How Surpluses? scores. The article also discusses the measurement of How Surpluses? on intelligence and reading ability and educational level.