ABSTRACT
Many organizations spend a great deal of time, effort, and money on various forms of human relations training. This training typically is intended to provide experiences which will in appropriate ways modify the trainees' attitudes and behaviors. These expenditures have been made on the assumption that training does effectively change the views and reactions of persons exposed, and that it will make them more skillful in dealing with others. Often a mere judgment of faith is involved. Comparatively little is known of the actual impact that may be ascribed to training.
