Actions

Difference between revisions of "Management Development"

m (The LinkTitles extension automatically added links to existing pages (https://github.com/bovender/LinkTitles).)
Line 30: Line 30:
 
*Team concept, and
 
*Team concept, and
 
*Recognition of human values.
 
*Recognition of human values.
 +
 +
 +
== Objectives of Management Development<ref>Objectives of Management Development [http://www.whatishumanresource.com/management-development WhatisHumanResource.com]</ref> ==
 +
The objective of management development is. in general, to improve the [[quality]] of managers/executives performance now and in future. Some main objectives of the management development ore as under:
 +
*To develop managers/executives for better performance on their present job or assignment
 +
*To provide a steady source of competent persons at different levels so as to meet the future requirements of the organisation.
 +
*To enable the managers to understand the problems of the business organisation in so far as they arise out of its policies and system of [[control]].
 +
*To create conditions and a climate which contribute to the growth process.
 +
*To replace elderly executives, who have risen from low ranks, by highly competent and academically qualified professionals.
 +
*To increase morale of the managers.
 +
*To acquire knowledge about the problems of human relations.
 +
*To create the second line of defence in the organization so as to meet the emergencies.
 +
*To broaden the outlook of the various levels of management especially top management regarding their role, position and responsibilities.
 +
*To help the top management to understand the economic, technical and institutional forces in order to solve business problems.
 +
*To increase the versatility of the managers
 +
*To stimulate creativity in the thoughts of the managers.
 +
*To create a sense of inter-departmental coordination among managers.
 +
*To indicate how to apply to practical problems the knowledge of the physical and social aspects of business problems and management.
 +
Management development is an educational process utilizing a systematic and organized procedure by which management personnel learn conceptual and theoretical knowledge for general purpose. These purposes are:<br />
 +
(i) [[Productivity]]<br />
 +
(ii) Quality<br />
 +
(iii) Human Resource Planning<br />
 +
(iv) Morale<br />
 +
(v) Obsolescence prevention, and<br />
 +
(vi) Personnel growth.
  
  

Revision as of 22:04, 6 February 2021

What is Management Development

According to Management Development Institute of India- “Management Development is the development of management done over and above its science and theory, of its practice and application in organizations, corporations and institutions, alike in relation to the organization and manager, so as to re-equip both to fulfill their purposes more effectively and in harmony with each other and both with the environment in which they function and have their being and hope to thrive upon and grow. Management development is a systematic process through which managers develop their abilities to manage. Through this process, managers get to learn more and increase their knowledge as well as they get to improve their skills which benefit them as well as their organization. The role played by the organization in management development is the establishment of programs and opportunities which will help in development of their existing potential managers. Management development embraces the entire process by which managers learn, progress and improve their competence to perform managerial tasks.

Henry Fayol, the staunch supporter of management education, developed the idea of management training and started the first school of management in Paris. Management is recognised as a social science today, and it has its organized body of knowledge, principles and techniques.

Effective executive development programs benefit all - the employees, managers, and the organization. Managers can benefit from executive development programs by being better able to communicate with their staff. Employees also may benefit from a development program by acquiring a deep appreciation for their own skills and career possi­bilities and resuming a greater responsibility for managing their own careers. The organization may gain from a career development system by increased employee loyalty, improved communication throughout the organisation, lower turnover rates, and strengthened human re­source systems.



Content of Management Development Activities[1]

There are three areas in which we can have management development training: 1. Knowledge,
2. Skills and
3. Attitudes, to become competent managers.


Content of Management Development Activities


Lower level managers need considerable technical skills, whereas higher level executives need considerable administrative skills.
There are three skills:

  • Technical skills
  • Human relations skills and
  • Conceptual skill, i.e., a combination of vision, imagination and intelligence. These skills can be learned

Attitudes are:

  • Thinking like an executive,
  • Empathy, i.e., ability to put ourselves in the position of others and understand their minds,
  • Team concept, and
  • Recognition of human values.


Objectives of Management Development[2]

The objective of management development is. in general, to improve the quality of managers/executives performance now and in future. Some main objectives of the management development ore as under:

  • To develop managers/executives for better performance on their present job or assignment
  • To provide a steady source of competent persons at different levels so as to meet the future requirements of the organisation.
  • To enable the managers to understand the problems of the business organisation in so far as they arise out of its policies and system of control.
  • To create conditions and a climate which contribute to the growth process.
  • To replace elderly executives, who have risen from low ranks, by highly competent and academically qualified professionals.
  • To increase morale of the managers.
  • To acquire knowledge about the problems of human relations.
  • To create the second line of defence in the organization so as to meet the emergencies.
  • To broaden the outlook of the various levels of management especially top management regarding their role, position and responsibilities.
  • To help the top management to understand the economic, technical and institutional forces in order to solve business problems.
  • To increase the versatility of the managers
  • To stimulate creativity in the thoughts of the managers.
  • To create a sense of inter-departmental coordination among managers.
  • To indicate how to apply to practical problems the knowledge of the physical and social aspects of business problems and management.

Management development is an educational process utilizing a systematic and organized procedure by which management personnel learn conceptual and theoretical knowledge for general purpose. These purposes are:
(i) Productivity
(ii) Quality
(iii) Human Resource Planning
(iv) Morale
(v) Obsolescence prevention, and
(vi) Personnel growth.


The Need and Importance of Management Development[3]

The need and importance for management development in today’s organisations arises because of the following factors:

  • There is a rapid pace of technological development. Many automatic machines and equipments have been introduced. The managers must have working knowledge of the uses of the new technology.
  • Change in the socio-cultural environment is taking at a fast speed. The managers must have up-to-date knowledge of these changes to understand the behaviour of people in a proper perspective.
  • There is tough competition in the market and the consumers have become conscious of their rights. It is no longer easy to misguide the consumers. To understand the needs of the consumers properly, executive development can be of great help.
  • Recognition of social responsibility of business managers has increased the need of executive development.
  • Today’s workforce is educated and socially aware. They ask for their participation in management, better pay and better working conditions. In order to satisfy them and to motivate them to contribute to the achievement of organisational objectives, development of executives is necessary.
  • Frequent labour-management conflicts need trained managers to maintain industrial peace in the enterprise.
  • Management development can be used to impart knowledge to the managerial personnel in the latest management concepts, principles, techniques and practices.


Management Development Techniques[4]

Management development techniques can be categorized in two ways
1. Traditional passive techniques which include techniques like lectures, case study method, conferences
2. Experiential techniques which include role playing method, sensitive training and management games. Some of the common techniques used in various organizations for management development include the following:-

  • On-Job methods where the development of the skills takes place on the job. Various techniques included in this method are
    • Coaching- The trainee is placed under a senior manager who helps in correcting errors and working in an efficient manner. The senior manager helps the trainee to acquire knowledge about the job and helps in improving skills and techniques required. The managers act like coaches or guides who observe, analyse and improve the performance of their trainees.
    • Job-rotation- It is the transfer of one employee from one job or plan to another for some learning purposes. Before promotion as managers, the trainees are rotated in the organization in various jobs in a department or unit. It helps them in acquiring a broader outlook and diversification of the skills which is very important at higher levels of organization. The most important advantage is that it permits a good understanding of the various activities in an organization. It helps people to be prepared for to accept greater responsibilities. Even their abilities are also known so their best utilization can be made out of them.
    • Understudy- An understudy is the person who is given all the responsibilities of his senior so that he can be trained for the future. This method allows ensuring that a completely trained person is available to replace a manager in his absence under any circumstances, be it illness or retirement or transfer. An understudy is selected by the head or superior of the concerned department. The understudy knows the problems and the complexity associated with them and tries solving them out. Leadership skills can also be developed in him by giving him the supervision tasks as well. The biggest advantage of this technique is that it is a practical method and keeps the learner’s interest and motivation level high. This method helps the senior to be relieved of some of the tasks which he has to perform and also the trainee derives benefits as well as he derives continuous guidance and knowledge from the superior manager.
  • Off job development- The various techniques in this method include
    • Case study method- in this method an actual business situation taken from actual experiences of an organization is described comprehensively to the trainees. The trainees are then required to discuss upon the case, analyse significant facts and find out the best solutions for the case. This method improves the decision making skills of the trainees and improves the analytical skills as well. This method is a strong approach towards learning.
    • Incident method- This is a method similar to the case study method. It involves the practical incidents on the basis of experiences of the organization. Every trainee in a group is given role from the incident and asked for suggestions to solve the problem in the given incident. The main objective of this method is the development of intellectual skills and practical judgment of the trainee.
    • Role playing method-the trainees are given more practical situations and are asked to perform their roles. This method makes it visible that good human skills are also required.
    • Conferences- it is the most common method for management development. In this method meeting of many people is conducted to discuss the issues like latest management issues, modern technologies and all participants even exchange notes and come to interact with each other. The success of a conference depends on how freely participants present their views in front of everyone
    • Sensitive training- it is a method of giving an individual maximum opportunities to expose themselves and receive feedback. It also includes experimenting with new behavioural and developmental awareness. The primary aim of this training method is to reduce interpersonal friction by establishing better relationship with others. This method basically focuses more on human skills rather than conceptual or technical skills.
  1. Content of Management Development Activities Business Management Ideas
  2. Objectives of Management Development WhatisHumanResource.com
  3. Why is Management Development Important for an Organization? Economics Discussion
  4. What are the Different Techniques Used for Management Development? Nusrat Khan, Sandhya Tayal and Fehmina Khalique