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This study investigated the hypothesis that fears are attitudes and can he reduced through the use of positive reinforcement. Fear was defined behaviorally as an expression of avoidance responses in the presence of the phobic object (in this study a harmless snake). Two hundred undergraduate female 5s in introductory psychology courses were administered a 122-item Fear Survey Schedule. From this group, 76 5s were selected according to a preestablished criterion and randomly assigned to four treatment groups-one experimental group and three types of control groups. The experimental and control 5s were seen for five treatment sessions at which different parameters were tested for effects in shaping 5s' behavior. There was a significant decrease (p < .001) in fear for the experimental group. However, this same group showed no significant decrease in its expressed fear on a questionnaire. No significant changes were found in the fears of the control groups. The data support the belief that fears can be viewed conceptually as attitudes. Further implications of the results were discussed.

animals were able to do so. Examination of the effect of type of cue redundancy during the initial discrimination training revealed that the opposite-trained animals were more distracted than the same-trained animals during the switch test trials. A significant proportion of same animals, 13 out of 16, correctly utilized door cues (p = .01), while only half of the opposite-trained rats were able to do so. For individual drive groups, the

The mission of the Human Resource Development (HRD) Program in the National Institute of Mental Health (NIMH), from its inception in 1978 through the 1992 reorganization with the Center for Mental Health Services (CMHS), has been to enhance the capacity of mental health agencies to improve delivery and effectiveness of mental health services by supporting human resource development activities at the state, regional, and federal levels. HRD activities include workforce planning, education and training, management and evaluation, recruitment, retention efforts and sanctions and regulations. All of these focus on increasing the effectiveness of the mental health workforce in the context of a community-based mental health services system. This chapter provides a review of the history, goals, and current activities of the CMHS HRD Program, discusses how public-academic linkages are used in HRD activities, and provides examples of linkages in two of the program's current grant projects.THE HUMAN RESOURCE DEVELOPMENT PROGRAM 85