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We have emphasized in die first article (November, 1959 Journal, pg. 3) that the reaction of the conferees is im-portant in evaluating the training pro-oram. From an analysis of reactions, a training director can determine now well the program was accepte
After exposure to role playing at Bethel, Mai ne we tried to introduce it in our supervisory training at Dow Corning. Yet, every time we did, the after-meeting reaction slips indicated our supervisors would rather not play roles.
"The world we live in is a battle-ground upon which the adversaries are democracy and totalitarianism. The conflict is one of social sys-tems—of methods through which society makes its decisions in social, political, and economic affairs.
Presented as a supplement to the same author's volume, "Low-Frequency Am-plifiers" published earlier this year by John F. Rider Publisher, Inc. This volume presents detailed design informa-tion, primarily for audio amplifying systems.While it is not an ex
The great philosopher, Schopenhauer, once compared life to a piece oi em-ery. The first half of our lives we see only the front side of life's em-broidery with its pretty patterns; the second half, we see also the reverse.
A heartening trend is the profession-alization of many training and develop-ment programs in business, industry, and government, as well as the military. It seems that we are beyond the stage of purveying techniques and schools of thought.
This book by Weber and Karnes is neither a contribution to psychology of leadership nor to sociology of leadership. It has as its strong point the attempt to make leadership a practical concept for the businessman rather than for the academician or theorist.
Previous reports have provided in-formation which indicates that training is a recognized and distinct function in a wide variety of large and small business, industrial, and governmental organizations. Staffs of training specialists from within and without the organizations are utilized and many other individuals who possess particular knowledge or competence are relied upon to aid the training personnel.
Because of his knowledge and experience in the field of Evaluation, we have asked Dr. Donald L. Kirkpatrick of The University of Wisconsin to write this series of four articles. Each article will deal with one step in the Evaluation Proc-ess as Dr. Kirkpatrick sees it.
On the fourth of April was held the 10th and last one-hour visual training session for supervisors and group leaders of the Ammunition Shipping Depart-ment. Our final results will not be eval-uable until six months have elapsed since our specific objective was to reduce the percentage of justified shipping com-plaints occurring in the department.
ASTD changed its name to ATD to meet the growing needs of a dynamic, global profession.
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