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Any program of development is found to need demography. Whether or not it actually wishes to adopt a pop policy, it will have to: (a) forecast its future pop development; (b) ensure the full utilization of the manpower levels indicated by these forecasts, for both econ & soc reasons. The following demographic aspects of development are examined: C1) the general relationship, in a given country, between demographic conditions & ED; (2) adoption of the aims of a pop policy; (3) means of realizing these aims; (4) general inventory of human resources in terms of production; (5) establishment of a nat'l accounting model; (6) preliminary econ & financial balance sheet; (7) agri & industry, Ur & Ru pop; (8) general policy for educ & training; & (9) health & soc policy. It is shown how & what demographic data can be used as a basis for decision-making in these areas, & which choices have to be made. Individual choices must depend on conditions obtaining in each case. The final decision must always rest with the pol'al authorities. But those authorities should be fully informed & (A) should not pursue absolutely irreconcilable objectives, & (B) should employ means which are appropriate to the ends they have in view. The importance of human resources is pointed out. M. Maxfield.

Organizational demography may be conveniently broken into four areas of theoretical development: intraorganizational demography, interorganizational demography, individual careers, and organizational and external populations. The bulk of the work has been conducted in the first three areas and deals with turnover of both personnel and jobs; growth, decline and stability; opportunity structures; and performance and policy. As for the latter, there are new insights into innovation and adaptation; cohort conflict and competition; labor costs and labor cuts; and EEO and Affirmative Action, particularly sex segregation. Here, only one of the four areas, intraorganizational demography, is extensively covered, with the other three areas briefly reviewed. Overall, the potential for organizational demography appears great, especially for yielding new insights into organizational behavior. There are also current linkages with internal labor market theory, and linkages with ecological and network theories are beginning to emerge. New implications for stratification theory and national opportunity structures, the dynamics of labor markets, and for research in aging are also indicated. From this review, we conclude that there is much to be gained from theoretical development at the interface of organizations and demography.

Activity during 1960-1965 period in ecological & demographic res is traced on a number of dimensions. For both disciplines a definition of the field is advanced & special emphasis placed upon the various sub-areas of concentration. An outline of recent developments is presented for each subarea of specialization summarizing: (1) what types of conceptual frameworks have been brought to bear against what problems, (2) who are the principal investigators & supporting agencies, & (3) bibliographic locations of the complete analysis & additional related source materials. Recent major advances in human ecology include Duncan's 'ecosystem' approach as a general ecological orientation; the attempts of Sjoberg, Schnore, Bogue & Beale, & others to overcome an historical limitation of temporal & cultural scope in ecological res; & the increased sophistication of census tabulations & cross-tabulations as a spur to more diverse & extensive study. The signif excess of activity in demographic areas over that in human ecology is attributed to the greater interdisciplinary & internat'l nature of demography, & its growing salience for gov'al policy & planning purposes. Foremost developments in demography have stemmed from the fertility & fam planning studies. Intense activity is also noted in the innovations in mathematical demography & methods, interaction of pop & econ growth, & the voluminous production of popular literature stressing pop problems. AA.