West Virginia University Extension Service

Volume V, Number 1 Winter 1990

Extension

Nonprofit Leadership Academy Attracts Business Leaders to Management Training

The Leadership Academy is not an ivy-covered hall of learning but a new extension approach to educating West Virginians.

Offering a variety of special courses at Jackson 's Mill, the academy is at­tracting managers from businesses, industries, government agencies and private organizations from throughout the state.

"Generally, people attending the classes have had no previous con­tact with extension, and many are surprised that we offer this type of training," commented Dr. Virginia McClain, academy director and extension professor. In fact, unfamil­iarity with extension was one problem that planners had to overcome in organizing the academy.

Jackson's Mill's relaxed atmosphere encourages informal interaction among participants, instructors and academy director Virginia McClain (right).

The idea of developing management training sessions originated about four years ago. "Seeing companies send­ing their employees out of state for training or bringing in trainers from elsewhere, we felt that extension could provide comparable leadership training by West Virginia instructors at a West Virginia facility," McClain said .

The location of the academy the organizers had in mind was exten­sion's state 4-H camp at Jackson's Mill, near Weston. Although the camp

teemed with youth groups every summer, the site was far from fully booked the rest of the year. The academy was seen as a way to at­tract new clientele.

But before any training was offered, McClain personally contacted busi­ness and industry leaders to find out if they thought the idea was viable and to determine the type of subject matter they would like to see covered.

(continued page 4)

2

Viewpoint

A few months ago, WVU had a dinner to honor Joseph Powell, head of the West Virginia Labor Federation, for his service on the Board of Advisors of the university. In his remarks to the group, Joe talked about the importance of the collaboration between the labor movement and higher education in West Virginia.

Powell noted that Solidarity, the labor movement in Poland, had changed the government of that nation after many years of struggle. When the moment came for new government leaders to be selected, the prime minister chosen was Tadeusz Mazowiecki, a leading intellectual. He was one of several university professors and writers who had worked with Solidarity over the years. Lest you think the intellectuals thought and wrote, and Solidarity members manned the barricades, you should recall that Mazowiecki, like Lech Walesa, had spent his share of time in prison and under house arrest. In West Virginia, there is a long­standing partnership between the state's labor movement and West Virginia University. It goes back to the days when Miles Stanley was president of the State Labor Feder­ation and assisted in the creation of the Institute for Labor Studies at WVU. The six-member faculty of the institute has provided education and training for workers since then. Many people in leadership positions in the union movement developed their skills in education programs organized by the institute.

As we began a search for new lead­ership of the institute two years ago, one of the very positive aspects of the process was to discover the high regard in which our labor education program is held around the country. John Remington, the new director of the institute, always began his answer to the question of why do you want this job by saying: "The labor education program at WVU has a good national reputation." We welcome John and profile our work in labor education and labor-manage­ment relations in Vision this quarter.

In the past five years, WVU has been developing its expertise in modern labor-management relations. Faculty from the Institute for Labor Studies, the Department of Industrial Labor and Relations in the College of Business and Economics, and the Applied Research Evaluation and Planning Unit in extension, have joined to create a new group called the Institute for Industrial and Labor Relations (IILR).

Richard Humphreys, Fred Zeller, Randy Elkin, Dieter Schaupp, Sarah Etherton and Bob Miller have been deeply involved in creating two labor­management cooperative projects in the Northern Panhandle and in the tri-county area around Morgantown. This is tedious, time-consuming work-building trust and a common agenda where neither existed in great abundance. It is not work that leads to many press releases or big headlines. It is work vital to a stronger West Virginia economy.

What are the areas around which a common agenda can be developed? Both labor and management have a common interest in increasing pro­ductivity and job satisfaction. Devel­oping work site committees, which include both labor and management, for the purpose of defining ways to improve the quality of work is one method being developed on some plant floors. Both labor and manage­ment have a common interest in promoting economic development

in their region. Many areas of em­ployee and employer training are also good candidates for joint pro­jects. All of these areas are being explored in the work of IILR.

The future of labor-management relations in the United States will be written in places like West Virginia and not in areas of the country where all is peaceful. The strife continues in the coalfields as that industry moves toward greater pro­ductivity with fewer workers. The issues of job security and corporate obligations to pensioners for health care will not be solved easily or quietly, but they will be resolved over the next decade. These mat­ters are not confined to the coal industry. All of the major areas of manufacturing in West Virginia­steel, chemicals and glass-are also undergoing technological evolutions which drastically affect the number of jobs and obligations to retirees .

The role of a public land-grant university on these issues should be to add knowledge and under­standing to the debates through high-quality credible research; to educate students who will be the professional leaders in labor-man­agement relations; and to provide ongoing technical assistance and training to those who are focused on building the constructive rela­tionships of the 21st century . The questions are tough, the conflicts are real, the answers are not clear. As Joe Powell says, it's a good place for the intellectuals to be. I'm glad the WVU Extension Service, though the Institute for Labor Studies and the Institute for Industrial and Labor Relations, is there.

Rachel 8 ~~~ Associate Provost for Extension and Economic Development D1rector, Cooperative Extension Service

Institute for Labor Studies Has Potential 'To Be the Best,' New Director Believes

High-quality labor is important to companies considering a move or expansion in West Virginia. And that makes education a vital part of economic development, says John Remington, the new director of West Virginia University's Institute for Labor Studies (ILS) .

"An educated work force is critical to a healthy state economy," Dr. Remington asserts. "Employers look for basic educational attainment as well as skill training."

Remington sees a parallel between West Virginia and Kentucky, the state he just left to assume the WVU post. He had headed the Labor­Management Center at the University of Louisville for the last four years. "West Virginia's work force is rela­tively undereducated, and it shares that problem with Kentucky," he said. "What's happened in Kentucky is that many employers seek to hire only the 'cream of the crop' in terms of educational attainment. The result

is unemployment and underemploy­ment, problems which also face West Virginia."

The ILS, part of WVU's Center for Extension and Continuing Education, provides instruction, technical assis­tance and applied research to sup­port workers. Its faculty frequently collaborates on labor-management efforts with the Institute for Industrial and Labor Relations, a joint program with the WVU College of Business and Economics.

Remington succeeded former ILS program leader Richard Humphreys, who headed the institute for over 20 years. Humphreys asked to be re­lieved of administrative duties, but he remains on the ILS faculty full time.

The new director brings to WVU extensive experience as an admin­istrator, scholar, researcher and labor arbitrator.

Before his service in Louisville, Remington was director and asso-

Institute for Labor Studies faculty scan West Virginia workers' needs and devise strategies to meet those needs. Discussing programs are, 1-r, Richard Humphreys, Chris Piluras, John Remington, Owen Tapper and Paul Becker.

ciate professor at the Center for Labor Research and Studies at Florida International University.

In 12 years there, he directed labor research and training projects repre­senting almost $1.5 million in public and private grants.

The 48-year-old native of Duluth, Minn., earned his doctorate in administrative science from the University of Michigan. He received a master's degree in labor history from the University of Wyoming and a bachelor's degree in economics and history from Gustavus Adolphus College.

Remington said he chose to come to WVU because of its solid national reputation in labor and industrial relations education.

"In my field, West Virginia University has been viewed as one of the better institutions in the country for a long time," he said. "The ILS is an estab-

( continued page 12)

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Leadership Academy ... (continued from page 1 )

One barrier she found was that some of those surveyed had difficulty ac­cepting that extension could provide management training. Others won­dered about conducting the sessions at Jackson's Mill. A name change to State 4-H Conference Center helped dispel negative images associated with the word "camp" and more accurately describes the facility.

After a pilot program in March 1988, the academy began official opera­tions that fall with a full schedule of courses. In the fall and spring terms during its first year, the academy drew 361 participants from 44 coun­ties, representing 56 companies and organizations. Attendance ranged from 10 to 32 people, with an aver­age of 18 per course. Judging from the number of participants, the most popular sessions were those on get­ting along with others, conflict man­agement and communications .

"Each term, we repeat some of the courses but also schedule new semi-

4

Carla Dickstein of WVU's Regional Research Institute discusses rural economic development with community leaders during a Leadership Academy course. Representatives of state businesses, government agencies and private organizations participate in the management training sessions.

nars with new trainers," noted McClain. Academy offerings have focused on topics of interest to man­agers: office ethics, marketing, games in the workplace, business writing, fund raising, new technology, motivating employees, negotiation techniques, supervisory skills, and stress and time management.

The $75 registration fee provides a package deal that includes tuition, lunch, snacks and instructional materials. However, discounts of 5 to 20 percent are given if two or more people from the same organi­zation register for the same course. Most sessions are scheduled from 9 a.m.-4 p.m. The company that has sent the most participants to the Leadership Acad­emy is Corhart Refractories of Buck­hannon, which employs 200. About 30 of the company's supervisors, department heads, secretaries and technicians attend sessions each term, with some taking two or three classes.

"The Leadership Academy is doing a good job in fulfilling our training needs, and we 'll continue to send our employees if it continues to offer a variety of helpful courses," said training coordinator Wyatt Long. "It has advantages for Carhart," he added, "because it's close, we can send employees in one day and you can 't beat the price."

Long, who attended three classes himself last year, liked the open discussion and interaction among participants because "you get ideas from people from other companies. It's not like having 50 people in a class taught by someone who just lectures." He asks Carhart's em­ployees to evaluate the seminars they attend and passes on their comments to McClain.

Evaluation is an important part of the courses, according to the academy's director. Each participant rates every· thing from the instructor 's enthu­siasm to the refreshments at breaks.

"About 90 percent of our participants are sent by their company or organ­ization so we encourage them to discuss their experience with their supervisors," McClain explained. "We even provide them sample 'Dear Boss' letters expressing appre­ciation for paying their registration and giving them time to come," she noted.

"In the first 50 seminars, all but one instructor received an excellent rating ," commented McClain who attributed the high scores to careful screening of the instructors before hiring them. "We can't afford poor teaching ," she added.

Instructors are extension faculty, professors from West Virginia University and other state colleges, and leaders of state businesses and organizations.

McClain teaches at least one course per term and finds the audience de­manding and eager: "They expect to be educated, and the diversity of par· ticipants makes it a challenge for the instructors."

Dr. Jack Byrd, Jr. , professor of in­dustrial engineering at WVU, agreed. "It was a tough audience in the sense that they came from a variety of groups and had diverse back­grounds." Participants in his class on "Thinking About Tomorrow" ranged from secretaries to plant managers, "which made it hard to fit everyone's needs."

Byrd felt that the relaxed atmosphere at Jackson's Mill helped participants interact with the instructor and others in the class. "The facilities are su­perb and well managed," he added, "and most resorts hosting confer­ences aren't as good."

For participant Fred Williams, ses­sions on time management and

stress management were pure enJoy­ment. "I have nothing but praise for the classes, and I think the Jack­son's Mill setting has a lot to do with it," said the Nicholas-Webster county executive director for the Agricultural Stabilization and Conservation Ser­vice.

He sees "tremendous potential" in the Leadership Academy. "Many people are asked to assume leader­ship and to do things they don 't want to do or don't know how to do, so these courses can really benefit them and play an important role in training West Virginians."

"I was the first from my agency to attend but I think there will be others later," Williams said. He requested that other ASCS officials, including the state director and the director of training, be put on the academy's mailing list.

McClain believes that such word-of­mouth advertising is the best way to reach potential participants. She has a mailing list of 1,900 business lead­ers, participants in earlier seminars and people suggested by former participants. Each term, she distrib­utes 3,500 copies of the academy's course catalog.

The quality of the academy's offer­ings has not gone unnoticed. The West Virginia Board of Social Work Examiners has approved the semi­nars for some of its continuing edu­cation requirements, and home economists certified by the American Home Economics Association may take the courses for professional development units. All participants receive certificates and may request Continuing Education Units from the WVU Center for Extension and Con­tinuing Education. Extension faculty may take the seminars as in-service training.

"We get requests to hold sessions in different parts of the state, but one of the ideas behind the academy is to market Jackson's Mill, which really is centrally located," McClain stated. She does work with groups to devel­op training tailored to their needs. For example, the Regional Education Service Agency had her provide in­structors for a three-day training ses­sion for school administrators held at Jackson's Mill. The academy is a nonprofit endeavor although the conference center does make money on meals, snacks and lodging. Since most sessions last only one day, not many participants stay overnight. However, Jackson's Mill is picking up some business from new groups as participants see what the facility has to offer.

The academy has experienced a few cash flow problems since there was no seed money- no supplemental fund to dip into- to start the program. In order to eliminate having to sched­ule the academy around other events at Jackson's Mill , two rooms in ex­tension's central district office will be combined so that all sessions can be accommodated in that building.

The name "Leadership Academy" was chosen because extension is in the business of building leaders for today and tomorrow. According to McClain, however, some people are confused because they come to Jackson's Mill expecting to see a building housing just the academy and are surprised that the staff con­sists of just her and Dean Hardman, part-time program assistant.

"But in a way that's good because they know that their money is being put back into developing seminars and paying instructors, and not into facilites," she commented . •

5

4-H Football Day Reinforces Advantages of Pursuing Education Beyond High School

Despite its extensive network of higher education institutions, West Virginia has one of the lowest college-going rates in the country.

Only one-third of the students who graduate from the state's high schools continue their studies at the college level. Nationally, 50 percent of the high school graduates attend college. Only 1 0.4 percent of West Virginia's population has a four-year college education, compared to 16.2 percent nationwide.

Throughout its history, an important part of extension's message to West Virginia youth has been to stay in school and to consider the many career and postsecondary education opportunities available.

Now, extension faculty and volunteer leaders have a new vehicle to rein­force that message: the annual 4-H Football Day at West Virginia University.

In two years, 4-H Football Day has become the largest 4-H gathering in West Virginia's history. The 1989 program attracted about 2,000 4-H members, parents and leaders-

6

more than double the number attend­ing the first event. They came from 41 counties.

Organizers attribute the greatly increased attendance to the positive experience participants had at the first football day and to the fact that this year's event was planned well in advance and received more publicity. "No doubt, the Mountaineer football team's great 1988 season had some­thing to do with it, too," admitted Betty Lou Ralston, extension adult and youth development specialist.

Although the game with Cincinnati was the drawing card, the 1,325 youth and 675 adults also attended a program at the Creative Arts Center (CAC) before the contest. It was there that the fun-and the educa­tional experience- began.

After adult coordinators registered their county groups, the 4-H'ers had time to tour exhibits and pick up brochures from 11 of WVU's schools and colleges and from six other university offices, including Admis­sions and Records and Career Services. "The great support from

Busloads of 4-H'ers descend upon the Creative Arts Center for the second annual 4-H Football Day at West Virginia University.

throughout the university helped make the day a success," said Ralston, who coordinated the event for extension's home economics and 4-H division.

The program was held in the CAC concert hall, but the crowd was so large that some adults went to an­other room to watch the proceedings on closed-circuit television.

After learning cheers from WVU's cheerleaders and the Mountaineer mascot, the 4-H'ers were greeted by several university officials, including President Neil S. Bucklew. The main speaker was Brian Jozwiak, former All-American football player at WVU, whose message was simple: stay in school and stay away from drugs.

The young people then saw a multi­media presentation on the university, heard the Men's Glee Club and the University Choir and learned the "Fight Song." Each received a box lunch, a souvenir program containing a team photo and a message from Coach Don Nehlen, and a "horrible hanky" to wave at the game. The package price, which also included

The registration desk is a busy place as adult coordinators from 41 counties check in their groups.

Exhibits from various WVU schools, colleges and programs introduce young­sters to campus life.

Two Ritchie County girls discuss the School of Physical Education with assistant professor Floyd Jones, former 4-H member and extension agent.

admittance to the game, was $10 for youth and $17 for adults.

Dr. Glenn G. Carter, WVU's director of admissions, calls the tremendous attendance at football day "typical of the growing interest in the university that the admissions staff is seeing whenever we meet with young people, such as at WVU Day in the Eastern Panhandle and the state high school basketball tournament." In remarks to the 4-H'ers, he did not take a hard-sell approach but encouraged them to think about continuing their education after high school.

"I think football day is a phenomenal activity and a good chance for 4-H'ers to get a feel for being on campus," he commented later. "Many West Virginia youngsters don't have much opportunity to get out of their communities and see a broader picture of life before making decisions about college and careers."

McDowell County extension agent Pamela Byrd agreed. She estimated that three-fourths of the 55 McDowell

(continued next page)

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WVU president NeilS. Bucklew welcomes 4-H members, leaders and parents to the festivities .

youths attending had never been to a college before, because "many never get out of the county." Some Bluefield State courses given at a local high school are the only higher education offerings in McDowell County, which leads the state in unemployment.

"Because we had only 12 or 13 go the fi rst year, I was surprised that so many wanted to go in 1989," explained Byrd , who recruited parti­cipants through the McDowell 4-H teen leaders organization . Various fund-raising activities provided enough money to cover expenses for the county's contingent which stayed at the Monongalia County 4-H camp on Friday night.

Half of the group's bus transportation costs were paid by a local organiza­tion, PACA (People Against Chemical Abuse) , so Byrd and others conduct­ed a drug abuse prevention program for the youngsters before going to the football day. She was pleased that "Brian Jozwiak's message helped to reinforce our program about not getting involved in the drug scene."

The agent thinks it's good for youn­ger children to attend football day because it can help them realize the importance of getting good grades to increase their chances for scholar­ships and loans.

8

The 4-H flag flying at Mountaineer Field gives visibility to the youth program during the Cincinnati game, which WVU won 69-3.

A unique aspect of 4-H Football Day was that 43 collegiate 4-H'ers from across the state assisted the orga­nizers with many details that Satur­day. They represented Alderson­Broaddus, Concord, Marshall, Poto­mac State, Shepherd and West Vir­ginia Wesleyan in addition to WVU.

"They really were the key to the success of the day," said Ralston, "because we couldn't have done everything without them." Their duties ranged from parking and ushering to assisting exhibitors and organizing the distribution of 2,000 lunches.

Renee Florence, a Monongalia Coun­ty teacher who works with the WVU 4-H Club, coordinated the efforts of the collegiate members. "Just seeing collegiate 4-H'ers lets the kids know there is life beyond high school ," she commented, "and they probably are

happy to learn there are 4-H groups on many college campuses."

Bob Haas, WVU junior from Renick , enjoyed helping with the event and getting together with old 4-H friends now attending other colleges.

"I don't know of another program anywhere like football day," said Haas, who is president of the North­east Regional Collegiate 4-H Organi­zation consisting of 25 clubs in 13 states . "At a recent national colle­giate 4-H conference, I was telling others about it and they thought it was a pretty neat idea."

Evidently, 2,000 state 4-H members, parents and leaders think the idea is pretty neat, too . Cindi Burke, a 16-year-old junior at Pocahontas County High School, summed up the feel­ings of many of her counterparts: "It's the most fun thing we 've done in 4-H except camp."

Admissions counselor James Lucas hands out brochures describing educa­tional opportunities at WVU.

Former WVU football All-American Brian Jozwiak signs autographs before speaking at football day '89.

Knowing that this educational exper­ience is also fun is one reason why extension faculty have been working for months on the 1990 version of 4-H Football Day. That event is scheduled for Sept. 1, when WVU plays Kent State University. •

Cheerleaders and the Mountaineer mascot teach the 4-H'ers some WVU cheers during a pep rally before the program and game.

9

Naturalist Norma Venable is fascinated by

nature's creatures great and small.

With her are a Great Horned Owl

and a Cooper's Hawk with its prey. The

drawings illustrated are from her

Canaan Valley publication.

Naturalist's Curiosity Leads to Programs About W.Va. Creatures Great and Small

You won't find gorillas in the mist in West Virginia. But if they were here you probably would discover natural­ist Norma Venable observing them and sharing her findings at work­shops and in publications.

Venable, a woman for all seasons, is obsessed with a love of nature and its creatures great and small.

Her work with the West Virginia University Extension Service's natural resources program enhances a lifetime pursuit, a curiosity of the

10

world around her she developed when growing up in Rochester, N.Y.

As curriculum designer and lecturer, Venable began the natural resources program in 1982 with the aid of grants and the support of her admin­istrator, Edmond B. Collins. The con­tinuing education program operates within the Extension Service's divi­sion of agriculture, forestry and community development.

Since 1982 Venable has conducted over 1 00 workshops on West Virginia

Canaan Valley

'N"!I;>nt,;y

' Norm,1 .Jean V<>nabl~:

W~Sl Vpg;'lti! Uw~f'rS>h Extension Service

natural resources. She shares her expertise about birds, trees, wetlands ecology, wildlife and wildflowers for teacher in-service sessions, civic groups, scouts, conservation and en­vironmental clubs, the state Division of Natural Resources and the Carnegie Museum of Natural History.

Many of her workshop topics are an elaboration of the natural resources series of 12 books she has produc­ed. The latest, published in January 1990, is Canaan Valley.

"Number 13 is under development," Venable said. "It's the Natural History of Dolly Sods."

"County libraries, school systems, state colleges and universities, 4-H groups and individuals have purchased the books as have out­of-state government agencies and individuals," she said.

"Learning can be fun," Venable observes. And she passes her en­thusiasm along to workshop partici­pants. Natural history programs delve into West Virginia Birds; Wildflowers; Wild Ferns; Feathers, Frogs and Foxes; the Majesty of Trees; the View from the Bog; Nature in Winter; Night Birds; Spring Birds; Winter Birds; and Birds of Prey.

"Many persons have been kind enough to take an interest in the natural resources program," she said . Believing in giving credit where it's due, she cites the encourage­ment of WVU faculty members Edmond B. Collins, William N. Grafton and retiree George Breiding of the Extension Service; Linda Butler, entomology; Robert Behling, geology; Edwin Michael, wildlife; Linda Rader and Roy Clarkson, herbarium.

Other individuals who have had a major role in supporting the program are Kathleen Leo, West Virginia Division of Natural Resources ' Nongame Wildlife Program; Pat Northeimer, Blackwater Falls natural­ist and program director; and Julie Dzaack, naturalist at Canaan Valley.

"And of course there's artist Ann Payne, who has done many lovely illustrations for several of these publications," she noted.

Funding assistance toward publica­tion costs came from the West Virginia Division of Natural Re­sources' Nongame Program and state Audubon Society chapters. "Their support produced seed money," explained Division Leader Collins. "Sales of the first two publications-Introduction to Ferns of West Virginia and Guide to Common Birds of West Virginia-recouped their publication costs and the money was used to expand the series."

The publications vary in cost from $1 to $6. All are nontechnical with original illustrations.

Titles are- Introduction to Dragon­flies of West Virginia; Night Birds; Owls; Aquatic and Wetland Plants of West Virginia; Introduction to Ferns of West Virginia; Winter Birds of West Virginia; West Virginia Hawks ; Guide to Common Birds of West Virginia; Wildlife of West Virginia; Winter Botany; Common Trees of West Virginia; Selected Trees and Shrubs of West Virginia; Skinks, Scales , Scutes and Newts: Common Herptiles of West Virginia; and Canaan Valley. Price information, including discounts for large orders, is available from Venable through her office at 1 07 4 Agricultural Sciences Building, Morgantown, W.Va. 26506-6108.

Venable thinks keeping up-to-date in such a broad field as natural resources is important and has taken professional development work at WVU, Oglebay Institute, National Audubon Society and the Smithsonian.

Her fascination with flora and fauna has led Venable to England to see how they market their wildlife re­sources and to study birds there. Other vacation travels in the United States and overseas annually bring her into contact with wildlife in its natural habitat.

"When you understand your environment, you have a better

appreciation for it," Venable said. •

11

Institute for Labor Studies (continued from page 3)

lished program with a faculty of some significant reputation. The potential is here to be the best."

Remington said he also was intrigued by the "mature" labor-management environment in West Virginia.

"By mature, I mean that the collec­tive bargaining relationships are well developed," he expla:ned. "There's a strong pattern of unionization that's relatively permanent. Overall, the environment is stable and healthy, though certainly there are problems."

Remington says strong labor unions may deter some potential employers from locating in West Virginia, but not businesses that are accustomed to the collective bargaining process.

"If you want a union-free environ­ment, you won't come here," he conceded. "The kind of companies that are going to come to West Virginia and stay here are those that are willing to establish a relationship, that are not afraid of being organized or of working with unions. And, these new emplo11ers are going to find a labor movement that is progressive

VISION is published three times a year by the West Virginia University Extension Service.

Contributing writers: Rachel B. Tompkins, Joyce Bower, Jerry Kessel and Grace Truman

Layout & Graphics: Hoye Walls

Printing: WVU Printing Services

Rachel B. Tompkins Associate Provost for Extension and Economic Development

and is not difficult to work with. For the most part, West Virginia does not have an adversarial labor-manage­ment climate."

West Virginia must deal with its de­clining industrial base, says Reming­ton. He cautions, however, against pinning all hopes on a service-based economy.

"Some argue that service employ­ment is going to be the salvation in a post-technological society" he noted. "High tech and information seem to be areas with a lot of development nationally. We should look at these areas, but we should not abandon our traditional manufacturing base in favor of what may be an illusionary service sector."

Remington supports ongoing ILS efforts to set up labor-management cooperatives at West Virginia work sites. He points to some notable successes with such programs. Philip Morris USA, for example, has worked with 8 to 1 0 different unions representing its employees to achieve extensive restructuring of work and the entire collective bargaining relationship. And, the "Big 3" American auto firms­General Motors, Chrysler and Ford-

Photo Credits: Bob Beverly and Ed Petrosky

Programs and activities offered by the West Virginia University Cooperative Extension Service are available to all persons without regard to race, color, sex, national origin or handicap.

have all entered into cooperative working agreements with some success, according to Remington.

Sharing and trust-concepts alien to an adversarial work climate-are the keys to the success of labor-man­agement cooperatives, he adds.

"Restructuring the work is the easy part. The Japanese have had a lot of luck doing that, but they haven't restructured decision-making. For labor-management cooperation to work, you must move from tradi­tional, unilateral decision-making to participatory decision-making. And to do that, you have to share infor­mation," he explained.

Remington sees the Institute for Labor Studies as a door through which working people of the state can gain access to the university. For many workers, ILS programs and faculty represent their first contact with their land-grant institution.

"Our program development is a .. bilateral process," he said. "We try to be responsive to stated needs, but we also try to help define those needs. Sometimes, it's a subtle distinction." •

Cooperative Extension Work in Agriculture and Home Economics, West Virginia University and the United States Department of Agriculture, Cooperating. Rachel B. Tompkins, Director, Morgantown, West Virginia. Published in Furtherance of Acts of Congress of May 8 and June 30, 1914.

Director, Cooperative Extension Service P.O. Box 6031, Knapp Hall

Nonprofit Organization U.S. Postage Pa1d

Morgantown, WV Perm1t No. 34

Morgantown, WV 26506-6031