Abstract

The article examines the need to establish manpower planning programs to overcome the organizational gap between lower and middle management levels and bring out the implications of the indiscriminate use of formal educational attainment as a criterion for promotion. An organizational gap poses many problems to the organization's manpower planners. Among these problems are: the redefinition of promotional criteria, the alteration of traditional promotional paths, the development and maintenance of morale and motivation among non-college personnel and the need to establish meaningful criteria for recruitment, selection, and placement of employees.