OFFICE OF TRAINING BULLETIN

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-03921A000200380001-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 31
• Document Creation Date: December 9, 2016
• Document Release Date: May 14, 2001
• Sequence Number: 1
• Publication Date: August 1, 1959
• Content Type: BULL

CONF1D~ty I UAL
g I E
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OFFICE OF TRAINING
I 1 9
11 16N
NUMBER 48
JOB I
BOX
39 --r---
FOL R NO1
_L_
TOT DOGS HEREIN
CONTENTS
JULY-AUG. 1959
BULLETIN BOARD . . . . . . . . . . . . .
Languages and Area Courses . . . . . . . .
Special Article: Human Relations: A Look into the
Future . . . . . . . . .
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Overseas Effectiveness
Course Scheduled
On 14 September OTR will begin the
first of its full-time courses in
Overseas Effectiveness. Three others
will be given within the next year.
Detailed objectives,general content,
and administrative information are
outlined on pages 7 to 13.
Writing Workshop (Advanced)
for OCI and RPB'
FOIAb3b1
The course has been prepared for
professional employees who will work
or travel abroad or who will receive,
assess and interpret the words and
actions of foreigners and foreign
societies. It is the result of ex-
ploration and study in the social
sciences undertaken by senior mem-
bers of LAS. Consultations with
personnel in other components in the
executive branch of the Government,
with. university associates, social
psychologists, anthropologists, and
with others in related professions
went into its preparation. A special
preliminary course was conducted
during which thirteen senior Agency
employees who had had significant
overseas experience participated as
consultants.
Writing Workshop (Advanced), the
third level of instruction in OTR's
Writing Workshop Program, will be
given for personnel in OCI and in
RPB~ from 17 August to 10 SepFOIAb3bl
tember. (See Registrar's Reminders,
page 28, for the schedule.)
The course covers intelligence
reporting and report writing and
stresses especially, the formats,
style and editorial practices of the
two offices. A major part of the
course time will be spent in student
writing and in the instructor's
analysis of individual writing prob-
lems.
Applicants who have not satisfac-
torily completed Writing Workshop
(Intermediate) are required to take
a qualifying test. This test is
scheduled:
3 August
0900-1130 hours
Room 1016 R&S
OTR will expand instruction in Training Officers should register
this field. A Senior Seminar on personnel for the qualifying test
Overseas Effectiveness has been through the Registrar/TR no later
planned for late fall. Details will than 29 July.
be announced.
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Uzbek Newspaper Reader
Published by OTR
The Office of Training has pub-
lished an Uzbek Newspaper Reader,,
compiled by an instructor in the
Language and Area School. The read.
er is part of a series of foreign Ian-
guage publications designed to off-
set the lack of commercial reading
material of an area-background or a
factual nature. It contains current:
articles and stories from Uzbek
newspapers and journals published in
the USSR. Subjects are varied. They
include education and sociology,
politics, economics, and the arts.
The instructor plans to revise
this so-called "preliminary" edition
to include a vocabulary and explan-
atory notes. Meanwhile copies of
the present issue may be requested
through LAS, extension
Display Chart of Area Courses
A graphic outline of types of OTR
area courses will be posted (in, late
July) on the large bulletin board in
the 1800 wing of Quarters Eye.
Inter-Agency Roundtable
on Area Training
An informal, bi-monthly, inter-
Agency roundtable on area training
problems has recently been organized
by OTR's Language and Area School.
Other Government Agencies repre-
sented in the membership are: Army/
ACSI/Strategic Intelligence School,
Army/ACSI/Organization and Training
Division, Defense/Military Assist-
ance Institute, State/FSI/School of
Foreign Affairs, State/ICA,and USIA.
The purpose of the group is to ex-
change and pool ideas on common
problems in this comparatively new
field of training. Subjects will
range from philosophies and objec-
tives of area training to specific
courses, schedules, and organiza-
tional problems.
OTR has drawn heavily on support
and advice of Agency components in
developing its Area Training Program.
The staff of LAS believes that fur-
ther improvement can be hastened by
this new opportunity to tune in on
the varied experiences of other
agencies in this particular field.
It will show course objectives and
will outline recommended sequences
of courses to be completed both be-
fore and after overseas duty. The
courses included will comprise those
concerned with specific foreign
areas and with those on personal
effectiveness overseas.
The next roundtable is scheduled
for October. Any inquiries as to
specific matters to be discussed, or
any suggestions for consideration at
future meetings, can be directed to
extens~ ~5X1A
tension
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Voluntary Students Register Now
for Fall Semester 1959
The Fall Semester of the Voluntary
Language Training Program begins on
Tuesday, 8 September. Registration
closes 14 August.
As announced in the previous Bul-
letin, beginning with the September
classes, this off-hours program will
be conducted on a 21-week semester
schedule; no longer the 15-week tri-
mester system as has been the case
in the past. There will be no
classes for two weeks at Christmas-
time and the semester will end on
12 February 1960.
The basic requirement for organ-
izing a class in a language is that
five persons apply for instruction
in that language, and that their re-
quests are for instruction at the
same level. An applicant is also
required to have taken the Foreign
Language Aptitude Test. (This test
is given weekly, on Wednesday, by
the A&E Staff. Arrangements can be
made by Training Officers.)
Formal instruction consists of 5
classes each week, either before
(0715-0815) or after duty hours. The
latter is three times a week, usual-
ly on Monday and Wednesday from
1730-1930, and on Friday, 1730-1830.
Five hours of laboratory work a week
is the minimum requirement of all
students.
Classes are organized according to
levels of instruction. The 100-level
is for those with no knowledge - or
very little knowledge of a language.
Instruction within the 200-level is
for those whose skill is at the
elementary level and can be brought
up to the intermediate level. Class-
es in the 300 series are planned for
those with intermediate proficiency
or better, and who may achieve skill
at a still higher level. In this
fall semester, OTR expects to con-
duct classes at elementary and
:.ntermediate levels. These, with
levels indicated in parens, are in:
Arabic Greek
(100,200) (100)
Armenian Italian
(100) (100,200)
Chinese (Mandarin) Japanese
(100) (100)
Dutch Polish
(100) (100)
Finnish Russian
(200) (100,200)
French Spanish
(100,200) (100,200)
German
(100,200)
Seminars for those already at the
intermediate level will be conducted
in French, German, and Russian - and
in other languages if enough inter-
est is demonstrated through regis-
tration.
Instructors are also available to
teach courses in Czech, Chinese
(Cantonese), Danish, Hebrew, Hungar-
ian, Norwegian, Persian, Portuguese,
Romanian, Serbo-Croatian, Slovak,
Swedish, Thai, Ukrainian, Uzbek, and
Yiddish.
Since the Agency has a continuing
requirement to improve the foreign
language qualifications of its per-
sonnel, particularly in the more
unusual languages, we especially
want to encourage enrollment in the
VLTP. Any employee may enroll. His
application (on Form 73) should be
processed through his Training Offi-
cer.
Further information on the program
can be obtained from
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Fall Registration Dates
at Local Area Schools
Fall semester dates for registra-
tion at local colleges and univer-
sities have been announced. They
are:
American University
17-22 Sep
Catholic University
Undergraduate
21-:23 Sep
Graduate
23-26 Sep
Department of Agriculture
Graduate School
12-:1.9 Sep
Georgetown University
Institute of Languages
and Linguistics
14-:1.6 Sep
School of
Foreign Service
14-16 Sep
George Washington U.
17-18 Sep
Howard University
15-16 Sep
School of Advanced
Internation Studies,
Johns Hopkins University
23 Sep
University of Maryland
14-18 Sep
University of Virginia
1-1.8 Sep
(Extension)
Reference copies of catalogs of
these and many other schools here
and abroad are on file in the Infor-
mation Branch, 2611 Quarters Eye.
Data on courses, requirements for
admission, schedules, etc. may be
obtained through a personal review
of the catalogs, but similar infor-
mation can also be obtained by call-
25X1A9a ing on extension
25X1A
We remind employees for whom
Agency-sponsored training is planned
that OTR requires submission of
applications at least four weeks be-
fore a scheduled registration date.
This is necessary so that Chief,
Processing Branch can complete pro-
cedures required for this type of
training.
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Clerical Testing
The Clerical Refresher Training
Staff/OTR, conducts two types of
test to determine levels of skill of
on-the-job-personnel. One is a pre-
test for assignment to classes in
the Clerical Refresher Program, and
a second is the Clerical Skills
Qualification Tests for employees
required to meet the Agency's stand-
ards in shorthand and typewriting.
Pre-tests are given to all pro-
spective students in the clerical
courses and the results are a pri-
mary factor in assigning them to a
class. They are scheduled on the
Thursday preceding the date a re-
lated clerical course begins. The
time and date of the next test are
scheduled in the Registrar's Remind-
ers. Training Officers are respon-
sible: for notifying their personnel
of the test. No registration with
the CRT office is required.
The Clerical Skills Qualification
Tests in shorthand and typewriting
are administered during the after-
noon of specified Mondays. The next
are scheduled for:
3 August 7 September
24 August 28 September
Typewriting: 1315 hours
Shorthand : 1400 hours
Supervisors or Personnel Placement
Officers must register employees for
these qualification tests by calling
extension 2100. A special report of
results is sent to the respective
offices. Those who do not pass the
test must wait five weeks before
taking it again.
Jul-Aug '59
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Language Courses
In addition to courses announced on pages 34 through 37 of the May-
June OTR Bulletin as scheduled for this fall, twelve part-time courses
have been planned. Applications for any of these should be sent through
Training Officers to the Registrar/TR, 2623 Quarters Eye on or before a
close-of-registration date, that is, two weeks before the course begins.
These additional classes are:
Course
Czech (Basic)
Reading - Phase I
Three 2-hour classes a week
French (Basic)
Reading - Phase I
Three 2-hour classes a week
French (Basic)
Reading - Phase II
Three 2-hour classes a week.
German (Basic)
Reading, Speaking, Writing
Phase II
Three 2-hour classes a week
Hungarian (Basic)
Reading, Speaking, Writing
Phase I
Three 2-hour classes a week
Italian (Basic)
Reading - Phase I
Three 2-hour classes a week
Polish (Basic)
Reading - Phase I
Three 2-hour classes a week
Polish (Intermediate)
Seminar - Phase I
One 2-hour class a week
28 Sep - 22 Jan 60
28 Sep - 11 Dec
28 Sep - 11 Dec
28 Sep - 11 Dec
28 Sep - 26 Feb 60
28 Sep - 11 Dec
28 Sep - 22 Jan 60
28 Sep - 20 May
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Languages Courses (contd)
Course Dates
Polish (Advanced.)
Reading, Speaking, Writing
Phase I
Three 2-hour classes a week
Romanian (Basic)
Reading - Phase I
Three 2-hour classes a week
Russian (Basic)
Reading, Speaking, Writing
Phase I
Three 2-hour classes a week
Spanish (Basic)
Reading - Phase I
Three 2-hour classes a week
28 Sep - 22 Jan 60
21 Sep - 4 Dec
28 Sep - 26 Feb 60
14 Sep - 20 Nov
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Area Courses
Applications for area training should be submitted to Registrar/TR
no later than the dates listed for the close of registration.
Close of
Registration Dates of Course
Introduction to Overseas Effectiveness 3 Sep 14 Sep - 25 Sep
0830 - 1700 hours
Daily
2820 Quarters Eye
This course is intended for professional employees who have
received or who are about to receive their first overseas
assignment. It is designed to prepare the individual for work-
ing and living with foreigners and for working and living in
foreign countries. It is not intended as a substitute for
language and area studies but as a supplement to such studies.
It is intended to develop and enlarge the individual's under-
standing of himself as a human individual and as a member of a
social group, to introduce him to the basic concepts of behavior,
to give him a clearer knowledge of the problems of communication,
and to present to him the experiences of those who have lived
and worked abroad. The basic rationale of the course is that
it forms a significant part of an employees professional devel-
opment in that it is designed to sharpen and improve his ability
to understand, interpret and utilize men and women of a foreign
society for the more effective discharge of his Agency responsibil-
ities.
25X1A9a
The course will run full-time for two weeks. It is open
to those in grade GS-9 and above. The first offering will begin
on Monday, 14 September 1959. Registration will close Friday,
3 September 1959. An interview with the Chief Instructor,
is required of each applicant, and arrangements
tor e n may be made by calling
Schedule
Monday, 14 September Introduction to the Course
0900-1000 Objectives and methods of the course;
Agency and NSC policy on preparation
for duty overseas.
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Introduction to Overseas Effectiveness
Schedule
Monday, 14 September (contd)
1000-IL200 Introduction to the nature of the problem.
A panel of three Agency persons with
experience in different areas abroad thus
compare their observations on the necessary
characteristics for overseas effectiveness
and the major factors in developing them.
1300-1400 Class organized into groups by geographical-
cultural areas, where possible the group
will be related to the individual's pro-
spective assignment. Assignment of area
groups' project "Developing Knowledge and
Skills for overseas effectiveness in X area",
to be presented in 10th day "conclusions".
Introduction to research materials.
1400-1500 Area groups meet to organize their respective
project assignments.
1500-1600 Individual study and consultation.
1600-1630 Summary
H. Basic Concepts from the JBehavioral Sciences
Tuesday, 15 September Bio-cultural, factors in understanding our-
selves and other-culture persons.
0900-1000 The family of man; historical sketch of
racial and ethnic groups; their geographical
distributions, physical and major ethno-
graphic characteristics.
1000-1100 Individual study and consultation.
1100-1200 Area groups meet to discuss application of
historical aspects of bio-cultural concepts
and methods to their respective project
assignments.
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Introduction to Overseas Effectiveness
Tuesday, 15 September (contd)
1300-1400 Culture, society and the individual; basic
factors in human motivation and behavior;
values, customs, national character; methods
for determining cultural differences.
1400-1500 Individual study and consultation.
1500-1600 Area groups meet to discuss scientific
aspects of bio-cultural concepts and methods
to their respective project assignments.
1600-1630 Summary
Wednesday, 16 September The Structure and Function of Society.
0900-1000 Social institutions - the statics of society:
social classes and castes; political and
economic institutions; role and status;
ethnic groups and the problem of self-
identification.
1000-1100 Individual study and consultation.
1100-1200 Area groups meet to discuss the application
of concepts and method on the statics of
society to their respective project assign-
ments.
1300-1400 Functionings and interactions of societies -
the dynamics of society: functional adapta-
tions of societies to physiographic, intra-
societal and outside forces; culture change
and social dynamics; society and the super-
natural.
1400-1500 Individual study and consultation.
1500-1600 Area groups meet to discuss the application
of concepts and methods on the dynamics of
society to their respective project
assignments.
1600-1630 Summary
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Introduction to Overseas Effectiveness
Thursday, 17 September Social Communication
0900-1000 Basic: concepts of the science of language:
the relationship of language, thought and
behavior; the silent language.
1000-1.100 Individual study and consultation.
1100-1.200 Area groups meet to discuss the application
of the basic:, concepts of social communication
to their respective project assignments.
1300-1400 Approaches to the practical problems of
interpersonal and mass communications
encountered by Agency personnel in dealing
with other-culture persons and groups.
1400-1500 Individual study and consultation.
1500-1600 Area groups meet to discuss the application
of practical approaches to communication
problems to their respective project
assignments.
1600-1630 Summary.
Friday, 18 September Psychological and Psychosomatic Aspects of
Overseas Effectiveness.
0900-1200 Psychological problems in adjusting to new
behavior patterns and perspectives overseas;
consequences of lack of adjustment in dis-
orders and ineffectiveness; "culture shock".
The principles behind the problems of adjust-
ment: the learning process; factors in the
development of individual behavior patterns,
drives, cues, responses, and perspectives.
1300-1400 Area groups discuss specific psychological
and psychosomatic problems relating to
personal adjustment in their respective areas.
1400-1600 Area groups have situational exercises in
learning new behavior that is effective in
the societies of their areas: "cultured"
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Introduction to Overseas Effectiveness
Friday, 18 September (contd)
1400-1600 behavior as defined by the foreign society;
the specific techniques for winning friends
and influencing foreign nationals. Analysis
of problems.
1600-1630 Summary
III. Techniques for Overseas Effectiveness
Monday, 21 September Developing personal potential for dealing
with overseas problems
0900-1000 Developing cultural empathy potential for
understanding other cultures and their
peoples.
1000-1100 Developing sense of politics and organizational
abilities for successfully dealing with
other-culture persons overseas.
1100-1200 The factors in developing personal resource-
fulness for dealing with problems of over-
seas living and working: personal ingenuity,
confidence, frustration, tolerance and relief,
sense of humor, interest, and dedication.
1300-1400 Area group discussions of specific
applications of personal potential
principles to problems of effectiveness
in their area.
1400-1600 Area groups have situational exercises in
developing personal potential within their
respective areas.
Tuesday, 22 September Case data from experiences of Americans
returned from abroad.
0900-1200 A panel of non-governmental Americans returned
from overseas; missionaries; foreign
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Introduction to Overseas Effectiveness
Tuesday, 22 September (cont,d)
0900-1200 correspondents; businessmen. They compare
and contrast their experiences in developing
personal effectiveness.
1300-1600 Area groups discussions and exercises in
answering the foreign critics of the United
States and the Americans as encountered in
their specific areas: combatting the
stereotyped image of the "American"; explain-
ing the American way of life and United
States' domestic and the respective areas
under study.
1600-11530 Summary
Wednesday, 23 September Overseas Effectiveness and the Agency.
0900-1200 Cultural and Personal Factors in Agency
Activity Overseas I
A panel presentation and group discussion
of individual interpersonal relationships
in Agency work overseas. This session deals
with the person-to-person problem, including
both operational and support situations.
1300-1600 Cultural and Personal Factors in Agency
Activity Overseas II
A panel presentation and group discussion
of intergroup relationships in Agency work
overseas. This session deals with the
problem of working with and utilizing
groups, organizations, etc.
1600-1630 Summary
Thursday, 24 September The effective American family overseas.
0900-1200 A panel made up of wives of employees who
have served overseas in different areas.
They discuss their analyses of the
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Introduction to Overseas Effectiveness
Thursday,
24 September (contd)
0900-1200 operational problems and roles of the
family in developing effectiveness, and
the nature and degree of orientation
needed for dependents prior to departure
and on station.
1300-1630 Area groups prepare material for presentation
on 10th day. Final studies and consultations.
IV. Conclusions
Friday, 25 September
Conclusions.
'0900-1200
Area groups present their conclusions
on"Developing Knowledge and Skills for
overseas effectiveness in X areas".
1300-1630
Summary of the course.
Close of
Course
Registration
Dates of Course
Americans Abroad Orientation
Latin America
31 Aug
(Monday) 14 Sep
Western Europe
31 Aug
(Monday) 14 Sep
0830-1430 hours
2925 Quarters Eye
Dependents and employees unable to attend on this date should
inquire about the possibility of a briefing on Saturday, 19 Sep.
Middle East
0900-1200 hours
Daily
2925 Quarters Eye
14 Sep 28 Sep - 2 Oct
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Americans Abroad Orientation (contd)
25X1A
0900-1230 hours
Daily
2925 Quarters Eye
31 Aug 14 Sep - 18 Sep
Dependents unable!
on Saturday, 19 Sep,
sufficient.
0830-1700 hours
2925 Quarters Eye.
25X1A6a
25X1A6a
attend. this week-day course may attend
provided the number of registrants is
31 Aug (Saturday) 19 Sep
This periodic series of briefings for employees and
dependents preparing to go to for the first time
has been substantially revised, and the schedule for the
September offering is given below. Changes include more
material on
and an entire y new session
dealing successfully with
Close of
Registration Dates of Course
social structure and institutions,
They) on ways and means of
OTR's increasing attention ~topro
relations abroad and applies many of the principles which
are examined in greater depth in the new full-time Intro-
duction to Overseas Effectiveness.
0900 -09 15
25X1A6a 0915-1015
25X1A6a
Schedule
Monday, 14 September Purposes
25X1A6a
25X1A6a
role in American foreign
po cy. Basic reasons why you are going
to its assets and liabilities;
crit ca actors to observe.
1030-11.30 Adjustment in a foreign society. The
problem of the American abroad; its
significance for you and your organization.
1130-1230 Films: - Key to Europe"
risis"
This session reflects
ems of inter-personal
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Friday, 18 September Your Daily Life in
0900-1000 Comments and advice on current living 25X1A6a
conditions. Recent returnees discuss
housekeeping, shopping, dining out,
recreation.
1015-1115 Preview of your future post. A recent
returnee from each major post orients those
concerned on highlights of the city, housing;,
working areas.
25X1A6a
1115-1215 Traveling in -and neighboring areas.
Slides with commentary: what to see and
how to travel.
1220-:L300 Special session for the women. Discussion
with a married and with an unmarried returnee.
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CPYRGHT
Human Relations: A Look Into The Future
The field of human relations has its prominent advocates and
detractors. A good portion of the controversy surrounding the subject
is based, as one might expect, upon misunderstood aims and methods, upon
the excesses of those who illuminate the part rather than the whole of
the field, and upon semantic quibbles. The following article, by Chris
Argyris, printed originally in Management Record, gives one man's glimpse
into the future and, at the same time, reveals some of the curious ideas
currently associated with human relations:
For anyone to make predictions about trends in human relations
policies and practices is extremely difficult. For a researcher
to make them based upon research results may be considered dan-
gerous if not presumptuous. However, I have been asked to try,
and try I will. Please keep in mind that what follows is, most
of the time, one researcher's opinions, expectations, and hopes,
and, at other times, his guesses into the future. Because of
the limitation of time, I will. state my views in terms of pre-
dictions that I hypothesize will tend to occur. The validation"
of these hypotheses is another matter.
I predict company human relations policies will shift:
From: The policy that required people always to
be friendly and like one another.
The policy that permits freedom for people
to dislike as well as to be friendly.
Some reasons for this change:
1. It is unrealistic to expect all people
to like one another; it is inhuman to
require it; it may be harmful to the
individual and the company to enforce it.
2. The ability to express one's honest
hostilities need not stifle cooperative
effort. In fact, if done effectively, it
can enhance such effort. It also can un-
leash much energy being used up when people
attempt to withhold their feelings.
Mr. Argyris is Associate Professor of Industrial Administration and
Research Project Director of the Labor and Management Center at Yale
University. He is the author of Executive Leadership, Personality,
and Organization, and several other books in the field of industrial
relations.
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Human Relations (contd)
CPYRGHT
II. From: The policy that individuals are conceived as
the most important part of an organization.
To: The more realistic policy that individuals
are but one ;part of the organization whose
importance varies under different conditions.
Some reasons for this change:
1. Employees who are self-responsible are not
fooled by talk of their "importance,"
especially when they experience the tensions
and frustrations inherent in production
bogies, budgets, etc. (and I am not saying
this is bad). Many of them are self-
responsible and willing to accept the need
for the organizational requirements made
upon them,.
2. At best employees view these policies as
"unreal whims of management," who "might
fee]. guilty about being the boss," At
worse, as conscious manipulations that be-
tray management's basic (but perhaps
unknowing) lack of confidence in the individual.
III. From: The policy that peop:Le (especially executives)
should become so close to the organization that
they are inseparable and indistinguishable from it.
To: The policy that people should give of themselves
without giving up themselves.
Some reasons for this change:
1. An "overloving" executive will tend to breed
a sick organization.
2. He will also tend to distort reality in order
not to see the impact of his leadership upon
the organization and, ironically, upon himself.
IV. From: The policy that maximum communication among
individuals is necessary.
To: The policy that optimum communication is most
effective.
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CPYRGHT
IV. (contd)
Reason for this change.:
Managements who are anxious about communications
at times clog up the channels with much noise;
other times they forget to listen; and still
other times they may communicate information
that either baffles the employees or makes them
defensive. One sign of trust in a human
relationship is appropriate silence.
V. From: The policy that an effective organization is
one with high production, low turnover, low
absenteeism, and low grievance rates.
To: The policy that emphasizes the total health
of an organization.
Some reasons for this change:
1. Research suggests that the traditional objectives
of profit can be achieved by employees who are
apathetic, indifferent to the company and
alienated from their management and from each
other.
2. This could lead to an organization becoming
increasingly rigid and defensive. This rigidity
can lead to the inability of the participants
to see the necessity and high cost of change
and maintaining organizational growth.
VI. From: The belief that superiors can develop subordinates
to be more skillful in interpersonal competence
and diagnosing accurately administrative situations.
To: The belief that no one can develop anyone else
except himself. The door to development is locked
from the inside.
Some reasons for this change:
1. Much of what goes by the name of development
is developing people in the image of a select
group of executives. The danger is clear:
today's managerial skills of success may pave
the way for tomorrow's failure.
2. The criterion, if a superior has truly developed
his subordinates, is not necessarily how many
of his subordinates have succeeded. The criterion
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CPYRGHT
VI. (contd)
should be how many of his subordinates have
gone on to develop their subordinates.
3. The responsibility of management is not to
develop people. It is to develop the climate
and the opportunities for self-development.
II. From: The objective of executive development programs
to change the executive's behavior.
To: The objective of helping the executive become
aware of himself and become more tolerant,
accepting of himself and therefore of others.
Some reasons for this change:
1. Changing behavior implies to the individual
that his present behavior is wrong. Such
implications, if the executive is healthy,
tend to create defensiveness-and resistance.
Moreover, who knows what is the correct leader-
ship behavior?
2. Research increasingly suggests that no one
leadership pattern is best for all administrative
situations. Effective executive leadership
may require a number of different kinds of
leadership patterns, each to be used in
specific types of situations. I believe
management is going away from "democratic" or
"autocratic" leadership toward a concept of
"reality-centered" leadership.
3. It may be condemnable and not laudable that
people An three, thirteen or thirty-six weeks
can be influenced to change their basic values
and behavior that have taken a lifetime to
develop.
4. Human wisdom, understanding and tolerance
begin with oneself. If the individual can
truly (emotionally) begin to care for himself,
he will begin to care for others.
An individual who cares for himself will tend
(a) to have a high sense of inner worth, (b)
to decrease his defensiveness, (c) to increase
his own internal freedom and creativity and
(d) to permit others to achieve the same if
they so desire.
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Human Relations (contd)
CPYRGHT
VIII. From: The objective of executive development programs
that teach an executive how he ought to behave
or how he ought to think.
To: The objective of helping the executive learn
how to learn.
Reason for this change:
Development and change will be a main
characteristic of management in the next
twenty years. Teaching the executive what
he ought to read, how he ought to behave
and think emphasizes end results. These
end results may not apply when the executive
is given the opportunity to use this knowledge.
Emphasizing the processes of how to learn,
how to diagnose administrative situations,
how to learn from experience are timeless
wisdoms.
The former approach emphasizes developing
learned men. The latter emphasizes developing
learning men.
IX. From: The belief that human relations problems are
caused primarily by poor organizational planning,
poor budgets, incentive systems, etc.
To: The awareness that effective organizational
planning, budgets, incentive systems, etc. also
can cause human problems.
Some reasons for this change:
1. Research suggests that the very nature of
organization and managerial controls, if used
correctly, can cause employees to feel de-
pendent, subordinate, submissive, and to use
relatively few of their adult abilities.
2. Employees, who are relatively healthy, may
adapt by absenteeism, turnover, apathy, in-
difference, and unionization.
3. Not as often seen, and therefore worth
emphasizing, is the trend, on the part of
employees, of increasingly viewing wages as
compensation for dissatisfaction and not
necessarily as a reward for past performance,
or as a motivation for future performance.
The economic man may exist. If so, this may
be one of the deepest human problems our
society will face in the future.
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Human Relations (contd)
CPYRGHT
Closing Comments
Management philosophy initially developed from an emphasis
on scientific management: and organization to an emphasis on people
and human relationships. The future, I predict, will see an
increasing emphasis that neither approach by itself is adequate.
Effective management may require the "right" combination of
both approaches. What combination? How much emphasis on the com-
pany demands? How much on the individual needs? Fundamentally,
these questions cannot be answered without much research to tell
us what is the precise impact of each and a realistic philosophy
of management to provide the manager with a set of basic values
from which to make his choice?
I predict increasing research that will focus on the require-
ments for an effective or healthy organization. This implies that
what is needed is a philosophy of management that views the individual
and the organization not only as interrelated but actually inter-
penetrating one another. A philosophy of management where not only
do the individual and the organization have a right to health, but
where it is acknowledged that their health can only come from this
dynamic process of man interpenetrating the organization and the
organization interpenetrating man.
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 Russian and East European Institute
(Indiana University)
The Russian and East European Institute at Indiana University offers
two distinct graduate programs which lead to an Area Certificate on
either the Soviet Union or Eastern Europe. Emphasis is on the combined
use of the tools and methods of analysis of several disciplines for the
study of all aspects of the Russian and East European Areas. The multi-
disciplinary approach is implemented through a series of basic required
courses representing the five major disciplines in the Institute Program
(economics, geography, government, history, and Slavic languages and
literatures), seminar work in at least two disciplines, and a certain
amount of work on each of the two geographical areas. An Area Certificate
is awarded only upon a student's completion of an advanced degree (A.M.
or Ph.D.) within a department.
Indiana University regularly offers courses in all the principal
languages of the area, including Bulgarian, Czech and Slovak, Finnish,
modern Greek, Hungarian, Polish, Rumanian, Russian, and Serbocroatian.
The resources of the University also make possible the systematic study
of other languages in the Soviet and East European area, such as Albanian,
Azerbaijani, Cheremis, Estonian, Kazakh, Mordvin, and Uzbek.
American Management Association
The General Management Divison of the American Management Association
will hold the following seminars during the Summer 1959:
Understanding the Interrelationship of Business Functions
10-14 August 1959, AMA Academy at Saranac Lake, New York
Management, Men and Organization
10-14 August 1959, Colgate University, Hamilton, New York
Modernizing the Executive Compensation Program
17-21 August 1959, Colgate University, Hamilton, New York
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American Management Association
From 3 to 7 August 1959 the American Management Association will offer
an orientation seminar on Planning, Developing and Administering Supervisory
Training Programs. This seminar is for personnel executives and will be
held on the campus of Colgate University. Subjects include:
Philosophies and Objectives of Supervisory Development
Overcoming Resistance to Supervisory Training
Methods of Determining Supervisory Development Needs
Selection of Supervisors to Be Trained
Administering the Supervisory Development Program
Case Study - Supervisory Training at Boeing Airplane Co.
Supervisory Courses which Offer Personalized Assistance
Use of Outside Programs
Special Techniques or Methods in Training
Evaluation and Measurement: of Supervisory Training
Conferences for Corporation Executives
(SAIS, Washington, D. C.)
Conferences for corporation executives have been scheduled in October
and December 1959, and in February and March of 1960 by the School of
International Studies, Johns Hopkins University, and its affiliated Foreign
Services Educational Foundation. All meetings will be held in the
Hotel Statler, Washington, D. C.
These conferences are. planned for executives who have responsibility
primarily in fields of international business. They include reviews of
developments in trade, investments and.industry in critical geographic
areas. Speakers are officials in the United States government, repre-
sentatives of foreign governments, labor leaders and business executives.
The, Agency has been assigned a quota for attendance at each of the
conferences. Those who attend do so on a non-participating basis, as
guests of the Foundation. Arrangements for this are made with the Registrar
through Training Officers and applications should be sent at least two
weeks before the date of each conference. Training Officers will notify
applicants of acceptance.
Schedule of Conferences
The Business Outlook in the Middle East (6 and 7 October 1959)
An analysis of recent developments in the Middle East and of
their effect on American business interests in the area.
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Conferences for Corporation Executives
Schedule of Conferences (contd)
U. S. Business in Europe (15 and 16 December 1959)
A survey of recent changes and developments in Western
Europe and of their impact on U. S. business operations.
Business Prospects in Latin America (9 and 10 February 1960)
A review of the problems'and opportunities facing American
business in Latin America.
The Role of Private Enterprise Overseas (29 and 30 March 1960)
A discussion of the potentials of an expanding private
enterprise system for Free World economic growth.
Institute on Electronics in Management
(American University)
The American University will hold its Sixth Institute on Electronics
in Management on 2 to 6 November 1959. The theme of the Institute will be
"Current Developments in Automatic Data Processing Systems." Management
personnel who are engaged in planning or using automatic data processing
systems are eligible to enroll. Training Officers should make the
necessary arrangements with the Registrar.
Industry Defense and Mobilization
(Battle Creek, Michigan)
Two Staff College courses in Industry Defense and Mobilization have
been scheduled for 24 to 28 August and 16 to 20 November 1959 at the
Office of Civil and Defense Mobilization National Operations Headquarters,
Battle Creek, Michigan.
This course will provide business executives and Government officials
with practical information and training in practices and procedures for
protection from nuclear attack and major peacetime disaster in industrial
plants, institutions and office buildings. It will help industrial firms
achieve a greater measure of security through survival planning, and
thereby give greater assurance of national survival in the event of a
nuclear attack on this country.
In addition to lectures, discussions, and workshops, there will be
exercises based on simulated attack and major disaster conditions in
which students play appropriate roles in meeting and solving problems.
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Information on courses can be obtained from Training Officers, the
Information Branch/RS/TR, or from the OTR Catalog. Approval and sponsor-
ship of a supervisor are neces:vary to register in a course. Applications
should be submitted through Training Officers to the Registrar/TR, by the
close of business of the date indicated.
Course
Close of
Registration
Dates of Course
* Administrative Procedures
27 Jul
3 Aug - 21 Aug
25X1A6a 136, ~
25X1A6a Budget and Finance Procedures
27 Jul
3 Aug - 14 Aug
132, _
Clerical Refresher Program
7 Sep
14 Sep - 9 Oct
Hours arranged after completion
of pre-test
508, 1016 16th St.
Pre-testing for the Clerical Refresher Program is scheduled
in Room 508, 1016 1.6th Street: as follows:
10 Sep
Typing 0900 - 1000
Shorthand 0930 - 1100
English Usage 1100 - 1200
Communist Party Organization 9 Nov 16 Nov - 11 Dec
and Operations
Daily
0830 - 1230 hours
2103 Alcott
Conference Techniques 19 Oct 26 Oct - 2 Dec
Monday, Wednesday
0930 - 1130. hours
2025 R&S
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Close of
Registration
Dates of Course
Dependents' Briefing
(Consult
4 Aug - 5 Aug
117 Central
Training
1 Sep - 2 Sep
Officer)
6 Oct - 7 Oct
Effective Speaking
7 Sep
14 Sep - 21 Oct
Monday, Wednesday
0930 - 1130 hours
2025 R&S
Effective Writing
28 Sep
6 Oct - 5 Nov
Tuesday, Thursday
0930 - 1130 hours
2025 R&S
* Intelligence Orientation
24 Aug
31 Aug - 25 Sep
Daily
R&S Auditorium
In
telligence Research - M
aps 28 Sep
Monday, Wednesday, Frid
ay
0900 - 1200 hours
2027 R&S
Management
GS 11-13
GS 14 and above
Daily
0830 - 1230 hours
25X1A6a 155, M
25X1A6a
Operations Support
136, _
Supervision
GS 5-9
24 Aug
2 Nov
31 Aug - 11 Sep
9 Nov - 20 Nov
17 Aug 24 Aug - 25 Sep
28 Sep 5 Oct - 16 Oct
GS 11-12 19 Oct 26 Oct - 6 Nov
Daily
0830 - 1230 hours
25X1A6a 155, M
25X1A6a
Supervision in Research and Analysis 8 Sep 14 Sep - 25 Sep
GS 12 and above
Daily
0830 - 1230 hours
155,
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Course
Close of
Registration
Dates of Course
25X1A6a
Supervision and Management -
Survey of
GS 12 and above
Daily
0830 - 1230 hours
155, M
9 Nov
16 Nov - 20 Nov
FOIAb3b1
Writing Workshop
Basic
Intermediate
Advanced (OCI and PRBM oily)
0900 - 1200 hours
14 Sep
19 Oct
10 Aug
21 Sep - 15 Oct
26 Oct - 19 Nov
17 Aug - 10 Sep
1st Wk: Monday, Tuesday, Thursday
Last 3 Wks: Tuesday, Thursday
2027 R&S
* Please indicate phase in which employee is to be enrolled
"0" Courses
Titles of "0" Courses are identified in the OTR Catalog (TR CC 100-1),
January 1957.
0-2
8 Sep
21 Sep - 30 Oct
0-4
14 Sep
21 Sep - 9 Oct
0-6
31 Aug
8 Sep.- 2 Oct
0-8
12 Oct
19 Oct
- 6 Nov
0-10
8 Sep
14 Sep
- 25 Sep
0-12
3 Aug
17 Aug
- 16 Sep
0-17
21 Sep
5 Oct
- 30 Oct
0-24
10 Aug
24 Aug
- 18 Sep
0-25
8 Sep
14 Sep
- 2 Oct
0-27
23 Nov
30 Nov
- 11 Dec
0-28
5 Oct
12 Oct
- 30 Oct
0-29
8 Sep
14 Sep
- 18 Sep
0-30
21 Sep
5 Oct
- 30 Oct
0-32
2 Nov
16 Nov
- 11 Dec
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