See, for example, ClarkJames V., “Distortions of Behavioral Science,”California Management Review, VI: 2 (Winter 1963).
2.
For further discussion of the relationship between individual needs and organizational goals, see Chapter 8, The Management Process, FoxWilliam M. (Homewood, Ill.: Richard D. Irwin, Inc., 1963).
3.
“The Quality of Leadership,”Personnel, May-June, 1960.
4.
Among more than 100 companies interviewed by Fortune, only one noted any difference in ability between graduates hired over the counter and recruits painstakingly selected as the “cream of the crop.” See MaurerHerrymon. “The Worst Shortage in Business,”Fortune, April 1956, or FoxWilliam M., ed. Readings in Personnel Management from Fortune (New York: Holt, Rinehart and Winston. Inc., 1963), p. 26.
5.
For an example, see BurttHarold E., “Why Most Supervisor Training,”Management Methods, Jan. 1958, p. 28.
6.
“A Psychologist Looks at Executive Development,”Harvard Business Review, Sept.-Oct., 1962, p. 70.
7.
See Men, Management, and Mental Health, LevinsonHarryPriceCharltonMundenKennethMandlHaroldSolleyCharles (Cambridge, Mass.: Harvard University Press, 1962), esp. Chapter 4, “Interdependence.” In his book, Personal Adjustment (New York: MacMillan Company, 1963), p. 140, Sidney Jourard asserts that “It is by means of identification that we acquire our most important values, and it is through identification that we change our values from time to time throughout life.”
