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Development
Acc. To Flippo,
“Management development includes the process by
which managers and executive acquire not only
skills and competency in their present jobs but
also capabilities for future managerial tasks of
increasing difficulty and scope”
Systematic process of learning and growth by which
managerial personnel gain and apply knowledge, skills,
attitudes and insights to manage the work in their
organisations effectively and efficiently.
Educational process through which executives learn
conceptual and theoretical knowledge and managerial
skills in an organised manner.
CHARACTERISTICS
Long-term process
EVALUATING
DEVELOPMENT
PROGRAMMES
ANALYSIS OF DEVELOPMENT NEEDS
Present and future developmental needs of the organization are ascertained.
Determination of no. and type of executives are required to meet the present and
future needs of the enterprise.
Focuses is on organizational planning.
Critical analysis of the organization structure in the light of future plans. i.e.
1. Department needs
2. Function
3. Key executive functions
Finally job description and job specifications are prepared for all executive positions.
Appraisal of present managerial talent
Qualitative assessment of the existing executives is made to
determine the type of executive talent available within the
organization.
Every Executive’s performance is compared with the
standard expected.
Executive development
Advantages:
1. It is learning by doing.
2. Every executive can coach his subordinate even if no executive development
programme exits.
3. Periodic feedback and evaluation are a part of coaching.
4. It involves close interactions between the trainee and his boss.
Disadvantages
The junior is generally assigned tasks which are closely related to the work
in his section and he is deputed to attend executive meetings as a
representative of his superior.
•Advantages:
1. Trainee receives continuous guidance from the senior and gets the opportunity to
see the total job.
Disadvantage
As one employee is identified in advance as the next occupant of a higher level
managerial position, the motivation of other employees in the unit may be affected.
Under an over bearing senior, the understudy may loose its freedom of thought and
action
3. Position rotation
Involves movement or transfer of executives from one position
or job to another on some planned basis.
Persons are moved from one position to another according to a
rotation schedule.
Also known as job rotation.
Aim : to broaden the knowledge, skills, and outlook of
executives.
Often designed for junior executives.
May continue for a period ranging from six months to two
years.
Advantages:
Helps to reduce monotony and boredom.
Facilitates inter-departmental cooperation and coordination.
Infuses new concepts & ideas.
Disadvantages:
May cause disturbance in established operations.
Trainee executive may find difficult to adjust himself to
frequent moves.
It may upset family and home life when transfers are made to
different geographical areas.
Multiple Management
Technique developed by Charles P. McCormick Corporation of Baltimore,
U.S.A.
The young executives learn decision-making skills & the Board of Directors
receives the collective wisdom of the executive team.
Vacancies in the Board of Directors can be filled from the junior board
members who have received considerable exposure to problems and issues.
Advantages:
Participants gain practical experience in group decision-making & team
work.
Mtd. helps to identify executive talent.
Relatively inexpensive mtd.
Disadvantages:
Specific attention to the developmental needs of executives is not possible.
Mtd. Is no suitable for lower level executives.
Off the job:
Lectures
Group discussions
Case study method
Conference method
Sensitivity training
Lectures
Formally organized talks by an instructor on specific topics.
A simple way of imparting knowledge to a large number of persons within a short time.
More material can be presented within a given time than any other mtd.
Used to introduce a subject, to reduce anxiety about upcoming training programmes or
organizational changes.
Limitations
Disadvantages
Time saving and expensive to prepare good case studies.
A real life case may not be useful in different cultural situations.
Conference method
A formal meeting is conducted in accordance with an organised plan.
Problems of common interest are discussed.
Participants pool their ideas and experience to deal with the problems effectively.
A conference may be divided into the small groups (buzz sessions).
These small groups report back to the conference.
Mtd. Stresses upon small group interactions and active participation of the trainees.
Ideally suited for analyzing problems and issues and examining them from different
viewpoints.
Helps in:
1. developing conceptual knowledge,
2. reducing dogmatism and
3. Modifying attitudes.
Suitable for a small group of 15 to 20 persons.
Sensitivity training
Developed by Kurt Lewin.
Also called T-Group training & laboratory training.
Purpose is to
1. increase self-awareness,
2. Develop interpersonal competence
3. Sharpen team work skills.
Trainees are brought together in a free & open envt. wherein participants
discuss themselves.
The discussion is lightly directed by a behavioral expert who creates the
opportunity to express their ideas, beliefs, and attitudes.
Focus is on a face to face interaction and confrontation.
Principles of executive development
Top management should accept responsibility for executive development. A senior
executive should be made incharge of initiating and implementing the company’s
executive development programmes.
Every manager must accept direct responsibility for developing the executives under his
control on the job.
Executive development programmes must be geared to the needs of the company and the
individual.
Definite strategy spelling out the:
1. objectives,
2. coverage, and
3. the type of executive development programmes should be formulated.
A realistic time schedule for the development of executive personnel should be prepared
keeping in view the present & future needs of the organization.
Executive development begins with the selection of right man for the executive positions.
Thus good persons should be fed into executive development programme at all entry level.