The research project focused on the career development needs of future middle management in a law enforcement agency serving a population between 50,000 and 150,000 people. Several trends related to social values and demographic and technological changes in society were identified as having resocialized the work force with a new set of values, motivational needs, and work ethic. The resocialization process is projected to have a significant impact on the career development needs of future middle managers. For example, the traditional pattern of advancement through the rank structure, from police officer through police chief, no longer defines career success in all cases. Rather, career success is viewed by many employees in terms of personal goals, family concerns, and career expectations. Should new assignments or promotional opportunities fail to meet employee expectations, traditional career development may be met with substantial resistance. The term "career development" is defined as "career resocialization," recognizing that both employees and managers do not always share the traditional definition of career success. Trends that may impact career resocialization include increasing use of technology, increasing diversity of the work force, and declining work ethic. A career resocialization management plan is described that is based on two key strategies: increase the adaptability of middle management and the organizational structure to identify career needs of individual middle managers; and match individual career goals with organizational needs. 26 references, 13 figures.