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The article presents information on the 1965 issue of the journal "Sociological Inquiry." The 1954 and 1955 Supreme Court decisions on desegregation are the force that set in motion vast changes that are restructuring the very nature of race relations in the United States. This volume contain recent developments relating to race relations in the United States. Its nine essays touch on several of the major areas in which change occurs or in which old blemishes remain. The paper by Robin Williams, with which this issue begins attempts an overview of what has happened in the last two decades. Most of the papers in this set are themselves reports of research appropriate to Williams' contention that intergroup relations are part of the basic dynamics of modem social systems. Richard Lamanna's doctoral dissertation is concerned in part with the response of the Negro public school teacher to desegregation. Lewis Killian turns his attention to the negotiations between representatives of the white and Negro communities.

This paper examines the intraorganizational mobility interests of production workers in manufacturing organizations. Substantial numbers of workers report not only being interested in mobility within their organizations, but many also claim to be actively pursuing that objective. The immediate supervisor is found to be a central figure in their goal achievement plans. [ABSTRACT FROM AUTHOR]

THIS paper attempts to develop an analysis of workplace industrial relations.[1] Existing empirical and theoretical discussions tend to present ad hoc explanations in place of systematic analysis, to be confused conceptually, and to rely on primitive research techniques. This applies particularly to the so-called informal system of workplace relations. Some of the common assumptions of the informal system view are discussed, and the need for a more explicit, rigorous and systematic treatment of the shop floor is demonstrated, in order that both the concepts used and the actual situation described might be clarified. The theoretical and case study material which industrial sociologists have developed over the past decades provides the basis of such a treatment. The micro-sociology of the workplace which results is not definitive, because the literature on which it is based has a focus which differs from that of the academic industrial relations discipline. The sociological literature is sufficiently relevant, however, to show the naivety of the way in which academic industrial relations has often treated the workplace, the over-emphasis on the discontinuity between the formal and informal aspects of industrial relations, and the poverty of the analytical tools with which the academic discipline works, these frequently being no more than sociological assumptions of an everyday nature. [ABSTRACT FROM AUTHOR]

Copyright of Sociologia Ruralis is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Psychological development at any age occurs in, and is dependent upon, complex patterns of group relationships and it is vital that these should be studied directly. According to analytical psychologist C.G Jung "individuation does not shut one out from the world, but gathers the world to oneself and relationship to the self is at once relationship to our fellow men." In view of the comparative lack of interest in group analysis shown by analytical psychologists, this research paper aims at intimating, in broad outline, some methods of investigation of, and a few tentative formulations about, the structure and dynamics of analytic groups.

In the first two parts of the paper a distinction is made between a 'conflict or convergence of interests' approach (Sherif) and a 'categorisation' approach (Tajfel) in the area of the experimental study of intergroup relations. Some recent experimental findings are mentioned and a theoretical development of the categorisation approach is proposed. In the third part a new experiment illustrating the relevance of the categorisation approach is described. [ABSTRACT FROM AUTHOR]

The business enterprise has always held a dominant position in economic theory, if for no other reason than that in a capitalist society the process of resource allocation is carried out primarily through private business firms. Accordingly there has developed a rather extensive and detailed body of thought, typically referred to as the theory of the firm, which purports to explain (at least in a theoretical sense) the behaviour of this important economic entity. The major conclusion to be drawn from the discussion of this paper is that the top managment of large‐scale, oligopolistic firms do not and cannot maximize pecuniary profits because of psychological constraints. These constraints can be discussed in terms of variables that are relevant for economic analysis ‐ e.g. growth, survival, and so one. Moreover, the conflict between firms and its resolution can be explained in psychological terms, as can the resolution of the dilemma between the growth and survival norms of the firm. Further, we may infer that there is increasing general concentration, as the large firms grow larger by expanding into different industries. Also, we may infer that there will be a relative stability in the members of the largest two hundred or so corporations. The resulting discussion, however, leads into areas of inquiry that the traditional theory of the firm has thus far avoided. Institute for Behavioural Research, York University. [ABSTRACT FROM AUTHOR]

This article focuses on the relevance of Weberian concepts to industrial relations. The effect of derivations from Weber's theory were considered through criticisms of contemporary uses of the concept of rationality. Despite recent philosophical objections to the notion of rationality, it is the case that, employed in a Weberian manner the notion of rationality is an indispensable tool in the analysis of actual work situations. It is perhaps symptomatic of the deep intellectual divisions in sociology that philosophical and theoretical prescriptions are not uniformly accepted. While industrial sociologists are increasingly using the notion of rationality in the description of their subjects, sociologists and philosophers concentrating their attention on sociological theory per se are questioning the value of the concept in fundamental ways. Such pragmatic rejoinders to the philosophical objections to the notion of rationality offer useful theoretical pointers to sociologists analyzing industrial behavior.

This article explores causes and consequences flowing from conflicts existing between governmental agencies of the United States engaged in the field of intergroup relations. There are three concerns related to the evolution of the problem. The first concerns the differentiation of agencies in terms of both ideology and the typical social work skills of agency personnel. The second relates to the bureaucratic structure of such agencies and its consequences for the actions of agency directors. The final proposition concerns the nature of the competition between agencies for scarce community resources needed to maintain the agency as an ongoing organization. Such conflicts often alienates potential and existing lay support for the intergroup relations program in a community. A second consequence is that the time and energies of agency personnel are consumed with activities unrelated to the stated goals of intergroup relations. Finally, there is often a failure to effect coordination between agencies or to develop an adequate division of labor thus wasting valuable resources.

An attempt is made to add conceptual strength to the conflict approach toward the study of family process. The concepts developed aim to provide analytical access to the nature of the family negotiating process. The focus thus is on the conceptions of bonding, aggression, appeasement, and threat. In addition the extramarital nature of familial and marital conflict management is discussed. Throughout the argument, findings from the field of ethology are used, heuristically, to aid in the attempts at problem formulation. [ABSTRACT FROM AUTHOR]

This article focuses on the importance of custom and practice in industrial relations in Great Britain. Custom and practice has become a commonplace phrase in workplace industrial relations. This paper attempts to clarify the use of the term and to cast light on the forces that lie behind it. There can be no doubt as to the importance of custom and practice in contemporary British industrial relations. The industry-wide agreements that exist to govern terms of employment and job regulation tend to be too remote and too vague for application by themselves.

Actions agencies have been established in order to combat intergroup tensions present in the American society. Three states have set fair employment practice commissions and a variety of new agencies, privately supported, have been activated nationally. Some of these are the American Council on Race Relations, the Commission on Community Inter-relations of the American Jewish Congress and the Bureau of Intercultural Education. Thus far the newness of this action for unity initiative has hindered the development of a working relationship among various agencies. This article discusses techniques and methods for influencing intergroup relations in the U.S.

Business and industry have long recognized that competition may increase the motivation and interest of men to perform otherwise routine and uninspiring tasks. The present paper briefly reviews a program of research which tested whether competition among small face-to-face groups also contributes to the individual group members' adjustment and morale. While two of the three studies which are here reported were conducted with military units, the findings should apply equally well to industrial work groups. [ABSTRACT FROM AUTHOR]

The article presents the abstract from the December 1973 issue of Columbia Journal of World Business of the study Studies in Cross-Cultural Organization by Pjotr Hesserling. Hesserling began his study with a conceptualization of three degrees of cooperation between people of different cultures and nations. He discussed the problems of comparative management arising from the differences in managers' concepts of image of societal, organizational and role systems among cultures. Hesserling said that the problem with cross-cultural studies is the balancing of the strengths and weaknesses to stimulate growth towards autonomy within an industrial confederation.

The article presents information on the paper "Convict Control of Convicts," by Hans Reimer. The convict control of convict behavior is definitely related to the conflict situation between officers and convicts. The life of a criminal, in and out of prison, is characterized chiefly by conflict with society and its agents. The new man in a prison soon learns the necessity of responding to the prison situation according to the dictates of the rest of the convict body. In any penal institution it becomes necessary to assign important administrative tasks to inmates.

Copyright of Sociologia Ruralis is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

A model facilitating the prediction of organizational persistence or dissolution is presented through a series of propositions. Environmental change, community demands for service, organizational capacity, formalization, and tack orientations are identified as important dimensions in determining the probability of organizational emergence, maintenance, or demise. The emergence and development of Neighbors in Need (NIN); a Seattle, Washington based welfare organization, is described to illustrate the viability of the model. NIN's career pattern shows a persistence beyond the period of environmental disruption because of the long-term progressive nature of the system's stress, NIN's formalization, and its tack specificity. But a reduction in system stress, the adoption of a more disuse goal, and the organization's failure to promote interorganizational relations with the local agencies Indicates the probable demise of the NIN. [ABSTRACT FROM AUTHOR]

Researcher D. Lockwood's distinction between social and system integration' seems to the author one of the most important contributions in the field of sociological metatheory. However, he thinks that there are certain ambiguities and shortcomings in Lockwood's distinction which restrict considerably its wide applicability. In this article the author tries to identify and discuss some of these difficulties with the aim, not of dismissing it but, hopefully, of increasing its utility both as a guide to research and as an instrument for assessing critically conflicting approaches to the study of social change. More specifically, a more systematic discussion of the meaning and implications of such a distinction, as one shall see, leads to a fresh appraisal of the kind of difference existing between functionalist and Marxist theories of change. Lockwood seems to distinguish two types of system integration--according to the type of parts that they refer to. The one type is to be found in the writings of normative functionalists. In this case the parts of the system are institutions and therefore system contradictions arise out of institutional incompatibilities: i.e. certain institutional patterns clash with other institutional patterns.

The article addresses issues concerning the urban race riots in the U.S. It is suggested that all community institutions, political, governmental, economic, educational, religious and family must undergo basic long-range changes if the American dilemma in race relations is to be solved. Immediate steps need to be taken to co-ordinate efforts of professional intergroup relations experts administering a variety of federal, state and local public and private anti-discrimination programs. A stop-gap proposal to achieve these objectives includes the creation of an urban Human Relations Commission with adequate enforcement powers, qualified policy-making commissioners, professionally trained administrative and intergroup specialists in research, public information, community organization and tension control, enforcement, employment, housing and education.

The article offers information on personality and religious values. In proceeding with this study, the Vernon-Allport Study of Values was implemented. The results of this test aided in finding out a subject's hierarchy of interests. Some of the interests include economics, politics or social affairs as a manifestation of Exocathection, interest in theoretic, and religious activity or aesthetic as a sign of Endocathection. In identifying the connection of dominance and introversion to each of the categories of the Vernon-Allport scale, correlations were computed.

Individuals ordinarily have considerable information about voluntary associations even before they seriously think about joining a group. In becoming affiliated, members usually rely on personal networks and often several persons are consulted. When mass media sources are utilized in the affiliation process, they serve as a stimulus or catalyst (not one respondent in the sample joined an organization solely on the basis of mass media sources of information). Those with an extensive network of friends and relatives often become members through informal leaders. Moreover, they are sought out and encouraged to join. Individuals who have fewer primary-group resources frequently become members through formal leaders and themselves initiate the contact which results in membership. Finally, personal influence networks are more likely to play an important role for those joining expressive rather than instrumental voluntary associations. [ABSTRACT FROM AUTHOR]

The purpose of this article is to deal with four main topics pertaining to the past two decades of the history of intergroup relations in the United States. First, changes in group structures and social identities, social structure and prejudice, thirdly, the base of organized protest and finally, processes of conflict and conflict resolution. great changes have occurred in the internal structures of and the relations among racial, ethnic and religious collection. As cultural differences associated with national origins and language have been reduced as a consequence both of greatly reduced immigration and of extensive acculturation, racial distinctions have moved into a more central position in the total societal structure. Racial prejudice, both as a sense of group position and as a belief in the "difference" and inferiority of subordinates is a major norm in American society today. In the case of Negro-white relations in recent times, the conflict has been centered upon pressure for change from Negroes, versus the resistance to change from white partisans of the status quo ante.

The article focuses on social integration of a society and deviance. Remarkably little interest has attached to whether high levels of social integration beget deviance. The idea of reciprocity in role-playing provides a useful way of giving greater meaning to the concept of social integration. The view here is that the more do roles in given types of situation mutually facilitate the playing of each other, that is, the more is reciprocity built into role relationships, the greater will be social integration. A group may be well integrated internally and little integrated with the larger society of which it is a part. Again, a whole society may be characterized by overall social integration of any degree. Tension in a social structure depends on the degree of reciprocity in role relationships. The less is reciprocity, the greater is tension. Thus if role reciprocity in a social structure is very low, tension in that structure is very great.

Research in race relations in Great Britain has been dominated by a 'social problems' approach and a policy orientation. The social problems framework is based on a number of unstated assumptions. One is that the coloured person in the country will be incorporated into the social structure and value system by a process of mutual adjustments between blacks and whites. The problem is thus one of integration and policy research is directed towards the discovery of the administrative actions and piecemeal reforms necessary to facilitate the adjustments. In this is embedded a second assumption, namely there are men of good will in administration who are willing and able to take the necessary action. The official sponsorship and institutionalisation of race relations research is rooted in these assumptions. It is not altogether clear what alternatives could be the basis for such sponsorship. The social scientist who engages in research and who publishes on such a basis is not merely a participant in attempted social engineering, he is the propagator of a particular view of society. Integrationist research assumes and propagates notions of social homogeneity, value-consensus and conflict freedom. The first task of a sociology of race relations is to unmask what has hitherto passed for the sociology of race relations.

This article discusses some literature on race relations. In Kenneth Little's Race and Society and Arnold Rose's The Roots of Prejudice we find attempts to generalize about the causes of racial prejudice and discrimination. Since what pass for theories of race relations are often trivial, inadequate, or simple-minded, it is interesting to see what two social scientists have to say to an international and largely lay audience. Professor Rose is concerned mainly with the psychology of race prejudice, and, defining prejudice he goes on to give a straightforward account of the kinds of psychological theory which are nowadays commonly propounded in this field. He indicates the relevance of the concepts of frustration, scapegoating, and symbolism, and touches on the work done in relating prejudice to personality. He by no means neglects the significance of political and economic factors in the making of conditions favourable to the growth and maintenance of prejudice, but he appears to take the view that it is in the minds of individuals that we must look for causes. The preoccupation in the Brazilian studies with the connection between class and race has an interesting parallel in Fernando Henriques's book. Family and Colour in Jamaica, in which the two themes indicated in the title are seen against a general background of social stratification. Henriques appears to summarize a large part of his book in the hypothesis put forward that Jamaican society is in a state of disnomia and that the major causes of this disnomia are poverty and colour.

The article reports on a study of intergroup conflict and role strain. Operational Researchers, who are characterized as marginal executives in the organization, were interviewed about role ambiguity and their positions as innovating specialists. The study revealed patterns similar to other research on white collar workers and job satisfaction. Because organizations are systems consisting of employees with interdependent roles, researchers suggest that staff specialists should act as advisers to line management and have no executive power over them. Statistics include sources of dissatisfaction and difficult aspects of the innovating role. Classical organization theory is mentioned, as well as person-role conflict, role senders, and role set.

Contemporary researchers hold one of two orientations: a materialistic orientation, represented by behaviorism, which approaches the study of black people with an increasing emphasis on genetic determinants; and a nonmaterialistic orientation, represented by phenomenology, which approaches the study of black people with an increasing emphasis on psychic determinants. The former is concerned with the brain and behavior, the latter with mind and consciousness. Both orientations are similar in their concern with internal as opposed to external determinants, a relatively recent ideological shift in psychological research. The materialistic internal orientation is viewed as a serious danger to black people insofar as it reflects a "bad seed" (or gene) philosophy and is in opposition to the ontological premise of most black thinking, which is nonmaterialistic or spiritual in essence. At best, the future portends a misguided approach to race related social issues; at worst, it portends a search for a "final" (genetic) solution. [ABSTRACT FROM AUTHOR]

Norms are only one of a variety of determinants of prosocial behavior. The distinction between knowing and personally accepting a norm is stressed. Two specific norms of prosocial behavior are discussed: the norm of reciprocity, and the norm of social responsibility. Reciprocity seems to guide both return of benefits and retaliation of harm. However, the intent attributed to another, the degree of his self sacrifice, and other conditions affect the degree of reciprocity. The evidence that a norm of responsibility guides helping behavior is less convincing. In emergencies (and probably other situations), not only normative (generalized) expectations, but also (specific) expectations communicated by other people who are present and rules applicable to the specific situation seem to greatly affect behavior. This may be due both to people's concern about others' reactions to them and to a social definition of reality. [ABSTRACT FROM AUTHOR]

Findings relating personality and demographic variables to prosocial behavior are reviewed. Original research results are then presented. These results show that different personal dispositions are related to various Forms of prosocial behavior in different ways. The traditional search for general correlates of prosocial behavior is viewed as short- sighted. Attention is drawn in the relation of situational payoffs to personal dispositions, interactions among predictors, assessment of independence among predictors, and to situational shuts in personality. [ABSTRACT FROM AUTHOR]

This article compares the results of three studies about the preferences of students belonging to different races for actors in interracial theatrical productions. The studies took place in three sites-Rhode Island, New Orleans and Los Angeles. The studies highlighted the reaction of white educators involved in the productions who objected to subjecting students to interracial theatre on the grounds that this would inflame racial prejudices and turn the students away from theatre itself. The theatre people and some "minority" educators were even more concerned that the example of minority actors making it successfully in an integrated situation could, though a process of identification, increase the minority student's racial pride, improve his self-concept and better his estimation of his own chances to rise in the world.

This article examines published studies and research about the effect of school desegregation on ethnic relations in the United States. The patterns and the consequences of interracial association under different conditions of school segregation are also analyzed. Since patterns of interracial behavior are mediated by attitudes, objectives are also aimed at addressing those studies of attitude change which are directly relevant to racial tensions. Although other authors have reviewed selected aspects of desegregation, there is no prior review which focuses specifically upon patterns of racial cleavage and association. Generally the concern has been with scholastic achievement, school performance or attitude change.

This article discusses the cognitive aspects of prejudice. A psychological theory of intergroup relations must provide a two-way link between situations and behavior, and it can do this through an analysis of the motivational and the cognitive structures which intervene between the two. But it is in this analysis that man's search to understand his environment often seems to be forgotten, and a peculiar one-way causation is established. In this, ideas and beliefs seem to be considered as no more than projections and rationalizations of powerful motivational forces, and somehow or other it has implicitly been taken for granted that inferences can be made directly from motivation and the evolutionary past of the species to complex intergroup behavior without paying much attention to the flimsy cognitive byproducts thrown out as if at random by the subterranean springs of emotion and "instinct." Two intellectual traditions form the background from which arises this denial of the autonomy of cognitive functioning.

The article presents information on a study that aims to analyze the nature of fictive kin term use within the United States. The study findings highlight that the first description of fictive kin term usage is based mainly on its functional utility for the American kinship system. According to the study, the kin term usage for nonrelatives can be developed in lieu of a more appropriate verbal expression of a familiar relationship. The study suggests that fictive kin terms can also be used by a third party as a process of confirming a personal association.

In a strong bargaining condition, group set higher aspiration levels than the average of prior individual judgments, in the weak bargaining condition the opposite trend occurred. An effort was made to relate these findings to the various theories developed in the risky-shift literature. The direction of the direction of the group-induced shifts varied as a function of the bargaining strength of the parties involved. The vacation allowance and travel compensation issue, groups within the strong bargaining condition set higher levels of aspiration than individuals.

Copyright of European Journal of Social Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of European Journal of Social Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article focuses on the Southville study in southern states of the U.S., designed to get more knowledge about the nature of the images the different groups in the community have of each other, as well as of the realities behind them, particularly in a time of acute conflict. The Southville community consisted of three groups: segregationists, people who prefer not to have colored students admitted to "white schools," even if the law says so; integrationists, people who prefer to have colored students admitted to "white schools" even if the law does not say so; and Negroes, devoted to the goals of the NAACP. The relations between the three groups was examined.

In this article the author attempts to present the framework of broad concepts, which appear to be guiding experimentation and interpretation in the Human Dynamics Laboratory. The major problem for education is to train people for effective need-meeting through inter-group cooperation, action problem solving in groups, and personal-group interaction. Basically this includes the development in each individual of a frame reference adequate to deal with physical, social and psychological reality. In this framework, the basic notions are concerned with: the nature of experiencing; of personal-social-societal interdependence; and of societal and psychological conflict and need.

This article presents techniques for collecting data on social interaction explored in the Human Dynamics Laboratory, a research group dedicated to the study of social aspects of human behavior. The methods are: time-lapse photography; sound recording of discussion; noise level and outbursts; physiological measures; non-verbal and verbal interaction; feeling introspection; content and process records kept by the observer; and perceptions of group members. These are approaches applicable to the notion that theory is actually the set of intellectual rules for translating and reconciling material simultaneously gathered from at least two different frames of reference, providing inferential bridge between behaviors at two different times.

The article presents a restatement of the problems of inconsistency. The technical difficulties in designing appropriate research approaches towards the topic are considerable. And this is probably the reason why those concerned with the improvement of inter-group relations are, on the whole, more vocal about the problem of inconsistencies than the social scientists when they conduct a study. The practitioner who wishes to have his program evaluated is out for the whole answer; he does not really care for the intricacies of a "before-and-after" study, measuring the amount of change in one particular situation. What he wishes to know is whether he has made a constructive contribution to the intergroup relations in his community. As often as not he only gets a partial answer, relevant to a specific interview situation. The problem of what the answer means when cross-pressures are experienced or when the situation changes is passed over in silence. The first step toward improving the quality of research in intergroup relations is the awareness of consistency-inconsistency as a pertinent dimension.

The article focuses on the problem of inconsistency in intergroup relations. The aim of the article is to relate briefly the topic at hand to these more familiar basic problems and to call attention to a few implications derived on this basis. The issue of consistency-inconsistency in intergroup relations is another current issue, which can be handled only as part and parcel of persistent major problems to which it is organically related. To start with the obvious fact, such inconsistencies in intergroup relations cannot be considered apart from the reality of the institution of social distance (prejudice)-the standardized scale of social distances at which one group is placed in relation to other groups. But when these same campers return to their own customary group setting, they may and do (as evidence indicates) return to their roles as good members of their own group. The out-groups, which were treated perhaps with fairness or even cordiality in the camp situation, are put back on the social distance scale in the positions standardized in the in-group.

The article presents a sociological discussion to theoretical approaches of consistency and inconsistency. Rulers, judges and moralists have long speculated about behavior labeled by these terms which ran counter to their interests. To minimize it, they have experimented through the ages with the sanctions of religion, of the scaffold, of the bayonet, of the ritualistic inculcation of "correct" principles in the young, and of the paycheck. They have thus attempted to make overtly accepted societal cultural patterns into more effective instruments of social control. But their writings and their experiments add little to our understanding of inconsistent behavior except to attest again and again to its frequency in the affairs of the world. It was not until cross-cultural studies began to shed light upon cultural relativity and until psychiatrists and psychologists began successfully to probe scientifically into human motivations that some progress was made in understanding hypocrisy, delinquency, and straining.

In this article, the author discusses findings of social research in intergroup relations in the U.S. Problems with regards to certain aspects of conduct and sentiment of the minority group have emerged. There are many forces which tend to develop in the children, adolescents and adults of minorities deep-seated antagonism to their own group. Many whites in the South seem to realize that one requirement for progress is the enhancement of self-esteem of the southern Negro. On the other side, the idea of a positive program of increasing group loyalties seems to be paradoxical to many liberals. The author suggested that the development of intergroup relations is full of danger and the development of social science in this field faces many obstacles.

It is flattering to be asked to write an autobiographical intellectual profile. Two of the author's major intellectual concerns coincide with the position represented by the "International Social Science Journal," and therefore presumably also by many of its readers. The first is that significant problems can rarely, if ever, be adequately understood from the standpoint of a single discipline, and that an interdisciplinary approach is essential. The second is that the ethnocentrism which usually accompanies one's national identity must be replaced by a cross-cultural, international perspective. It is to these concerns that major attention is directed in the profile that follows. The author's earliest research and first publications dealt with the problem of alleged inborn psychological differences between races. His interest in alleged genetic psychological differences between ethnic groups led directly to a concern with intergroup relations, stereotypes, prejudice, discrimination and from this it was an easy step to the study of relations between nations. In fact the two sets of problems cannot really be separated.

The possession of different reference scales on important social issues undoubtedly acts as a deterrent to communication and accommodation between the races. When cultural subgroups do not agree on what courses of action are favorable, neutral, or unfavorable toward one group or another, it is impossible to discuss or implement activities that promote equitable intergroup relations. Both races may agree that action promotive of Negro welfare should be initiated, but conflict is imminent when the white community defines a "promotive" activity as "voluntary" school integration whereas the black community is referring to busing suburban children to ghetto schools. Since reference scale differences reflect different definitions of the underlying social issue, a study of reference scale changes permits examination of how time and events influence such perceptions. The judgmental dimension of social position of the Negro has been studied by a variety of investigators over the years. Compared to whites, Negroes have been found to place proportionately more attitude statements in the anti-Negro (low social position) judgmental categories.

Rural-urban differences in attitudes toward race relations were explored by using data collected in the fall of 1967 in a nationwide study of 7,500 Presbyterian ministers and elders. A 72-item questionnaire concerning civil rights was completed by ministers and elders attending fall presbytery meetings. An 8-item Guttman scale for civil fights was utilized in the analysis. Ministers were found to be more liberal than laity. Substantial rural-urban differences in attitudes toward race relations were found, with rural dwellers—and especially the rural laity—more conservative, [ABSTRACT FROM AUTHOR]

This article presents study identifying problems of group relations in extension education of agriculture. In a course taught during the summer of 1950 at Colorado A & M for Agricultural Extension workers, researchers have faced a number of persistent problems in their work with rural groups. A total of 57 students, who came from 23 states and Hawaii and included every region in the country with a concentration from the Middle and Far West, have participated in the class. These students held a variety of positions in the extension service ranging from assistant and associate state directors to county agricultural agents, including county extension supervisors, home demonstration agents, county 4-H club agents, and state specialists and assistants, district and state supervisors and assistants. Some of the types of problems encountered were: misunderstandings between county workers and specific individuals in the community; personal antipathies and animosities among people; personality difficulties among those people who are of importance to extension workers; and problems of the Extension worker in adjusting to the whims and demands of prominent community leaders.

The article focuses on a study which examines the attitude of the youth toward aged persons and aims to clarify perceptions toward the aged. Respondents of the study include 400 students in high school and college. Base on the responses gathered, it is indicated that students are generally favorable however few perceived the aged with less favorable attitudes. This apparent neutralism of the youth toward the elderly may be existing in a climate of tolerance rather than in one of acceptance and responsiveness. The author suggests ways on how a high schoolteacher help young people develop supportive and respectful attitudes toward the aged.

This article presents a list of reference material related to industrial relations. The article "Current Problems in Management Development," by Walter A. Thompson, discusses the problems and accomplishments of management development programs in Canada, the United States, and Europe. The article "New Tongues for Old," discusses the problems of teaching foreign languages, especially Asian and African ones, to westerners. In the article "Case Method Gaining Wider Use in Training Venezuelan Businessmen," by Raymond F. Pelissier, a Georgetown University professor gives his experience in teaching Venezuelan businessmen by the case method. The article "Helpful Hits for Personnel Ordered to U.S. Army Southern European Task Force," contains general information on the area and suggestions useful to one preparing to make Italy a permanent or temporary home. The article "Growth of management Movement in India," by R. Ratnam and Indria Sanghi, presents a description of management training in India by the secretary of the Institute of Management in Tiruchimpalli.