Herbert H. Hand

Organizational Climate and the Effectiveness of a Human Relations Training Program

Ninety days after a human relations training program, little change in attitudes and behavior of managers was observed. Eighteen months later, significant positive changes in attitudes existed in t...

How Effective Is Data Survey and Feedback as a Technique of Organization Development? An Experiment

The specific purpose of this experiment was to test the effectiveness of the Data Survey and Feedback method of Organization Development. A pre-post experimental design was utilized with an experimental group which received the Organization Development treatment, and a control group which did not receive the treatment. Both individual satisfaction and team performance in a complex management simulation game were measured prior to and subsequent to the treatment. Although no differences were found between the control group performance and the experimental group performance, the experimental group was found to be more satisfied than the control group, subsequent to the treatment.

Determinants of Aspiration Levels in a Simulated Goal Setting Environment of the Firm

The article presents research which examined the theory of aspiration levels in a simulated goal setting environment of a firm. The study included four tasks which were selected to test the primary...

The mystery of executive education: Effectiveness requires evaluation

Abstract Every practicing manager is engaged in a race “between his obsolescence and retirement.” To help him, industry, government, and non-profit institutions spend millions annually on executive and management development programs. Thought must be given to the value of these programs. There are three major problems: defining their parameters, verbalizing the basic assumptions, and evaluating the results. For evaluation, objective criteria should replace subjective criteria, and multiple raters should replace self-evaluation. The program should provide an opportunity to define objectives with respect to change; the systematic evaluation of the value of executive development expenditures; and a basis for revising future programs.

Who's running the store, anyway? Artificial intelligence!!!

Abstract Artificial intelligence is no longer an academic term, but a reality. And, in some companies, it seems that the AI system has replaced the human as the business and ethical decision maker.