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    Chapter 8 Developing Managers

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    fariha mehzabin
    The document discusses various methods for management development and training, including job rotation, coaching/understudy approach, junior boards, action learning, case study method, management games, role-playing, behavior modeling, organizational development, learning organizations, and executive development programs. The key goals of management development are to prepare junior managers for future promotions, impart knowledge, change attitudes, and increase skills to improve management performance.

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    Chapter 8 Developing Managers

    Uploaded by

    fariha mehzabin
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    The document discusses various methods for management development and training, including job rotation, coaching/understudy approach, junior boards, action learning, case study method, management games, role-playing, behavior modeling, organizational development, learning organizations, and executive development programs. The key goals of management development are to prepare junior managers for future promotions, impart knowledge, change attitudes, and increase skills to improve management performance.

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    The document discusses various methods for management development and training, including job rotation, coaching/understudy approach, junior boards, action learning, case study method, management games, role-playing, behavior modeling, organizational development, learning organizations, and executive development programs. The key goals of management development are to prepare junior managers for future promotions, impart knowledge, change attitudes, and increase skills to improve management performance.

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    © All Rights Reserved
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    Download as pdf or txt
    12 views7 pages

    Chapter 8 Developing Managers

    Uploaded by

    fariha mehzabin
    The document discusses various methods for management development and training, including job rotation, coaching/understudy approach, junior boards, action learning, case study method, management games, role-playing, behavior modeling, organizational development, learning organizations, and executive development programs. The key goals of management development are to prepare junior managers for future promotions, impart knowledge, change attitudes, and increase skills to improve management performance.

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    Shahid Hossain

    MGT 351

    Chapter 8 Developing managers

    -Management development
    -Any attempt to improve current or future management
    performance by
    -Imparting knowledge
    -Changing attitudes
    -Increasing skills

    -General management development process consists of


    -Assessing the company’s needs for future executive
    openings

    -Management development is important because


    -It prepares junior managers for future promotions
    -Helps to socialize management trainees

    -Changing nature of mgmt


    -Employees are rotated through programmed series
    departmental assignment and educational experience
    -This also gives them a breadth of experience

    -Succession planning
    -Usually executive positions like CEOs are filled this
    way

    -Stages of succession planning


    -Org projection
    -The firm anticipates the dept’s mgmt needs based on
    factors like planned expansion or contraction

    -Mgmt skills inventory


    -HR reviews the skills inventory

    -Replacement charts

    1
    Shahid Hossain
    MGT 351

    -Managerial on the job training

    -Job rotation
    -Mgmt training technique involves moving a trainee from
    dept to dept to broaden his/her experience and identify his
    strengths and weaknesses

    -Advantages of job rotation

    -Disadvantages of rotation
    -Focus is more on mere performance NOT efficiency

    -To improve job rotation


    -This program should be tailored to the needs and capabilities
    of then trainees
    -Trainees’ interests, aptitudes, and career interests should be
    recognized

    -Coaching/understudy approach
    -Here the trainee works directly with the person he/she is to
    replace
    -It gives the trainee a direct chance to learn the job
    -To be effective the executive has to be a good coach

    -Junior boards
    -This gives the juniors an invaluable experience in real life
    business matters
    -Also referred as multiple mgmt

    -Action learning
    -Here the trainee meets with 4/5 persons project group where
    they discuss and debates about their progress

    2
    Shahid Hossain
    MGT 351

    -Action learning may require good cooperation from other


    employers

    -Pros and cons of action learning


    -It gives trainees with real experience with actual
    problems
    -Helps in developing their skills in analysis and
    planning
    -One problem is employer looses the service of a full-
    time good manager for sometime while they are gone
    for action learning

    -Managerial off the job training


    -Case study method
    -Mgmt games
    -Outside seminars
    -University related programs
    -Role-playing
    -Behavior modeling

    -Case study method


    -Here the trainees learn how to diagnose a problem using
    different judgment
    -They also realize that many times their ways of solving a
    problem is influenced by their needs and values

    -Case method has five main features

    -Some suggestions about case method


    -Use the cases from the present company

    -Make sure the does not dominate the session

    3
    Shahid Hossain
    MGT 351

    -Mgmt games
    -Development technique where teams of managers compete
    with one another by making computerized decisions
    regarding realistic but simulated companies

    -Pros and cons of mgmt games


    -People learn best when they get involved
    -Games are more interesting than other methods
    -But in real life managers more often rewarded creative
    decision making

    -Outside seminars

    -University related program

    -Employer’s contribution
    -Many employers encourage their employees to go for higher
    education

    -Sabbaticals

    -Role-playing

    -Behavior modeling
    -Training technique where trainees are first shown good
    mgmt technique in film and then they are asked to play roles
    as per the film in a simulated situation and finally they are
    given feedback
    -Watching is converted into doing

    -Things covered are


    -First line supervisors are trained on employee-
    supervisor relationship program
    -The process involves

    4
    Shahid Hossain
    MGT 351

    -Organizational development (OD)


    -A method of changing the attitudes, values, and beliefs of
    employees so that employees can improve the organization

    -Involves three factors

    -Survey feedback

    -Sensitivity training
    -Participants’ feeling and attitude are expresses in
    frank manner

    -Team building
    -Sometimes the consultant meet with each team
    member separately and then in a group

    -9,9 managers

    -Learning org
    -An org that is skilled at creating, acquiring, and transferring
    knowledge and at modifying its behavior to reflect new
    knowledge and insights

    -Five engagements of learning org


    -HR and systematic problem solving
    -A learning org depend son scientific method not
    on guessing

    -HR and experimentation


    -Experimentation means systematic searching for
    and testing for new info and knowledge

    -HR and learning from experience


    -Case study and precedent can be used to guide

    5
    Shahid Hossain
    MGT 351

    problem solving
    -HR and learning from others
    -Companies have to look beyond their interior to
    gain further insights into new knowledge

    -Benchmark

    -HR and transferring knowledge


    -Spreading knowledge quickly and effectively
    throughout the org

    -Executive development program


    -Five key factors
    -1. Extensive and visible involvement by the CEO

    -2. A successful development process have a clearly


    articulated and understood executive development policy
    and philosophy
    -Philosophy includes
    -Ensuring the availability of qualified executives
    for current and future openings
    -Develop the junior managers to assume future
    responsibilities

    -3. Successful executive development program is clearly


    linked to the Corporations’ business strategies, objectives,
    and vision

    -4. Successful EDP involves three things


    -Annual succession planning process

    -5. EDP is the responsibility of the line managers not the staff
    (like HR)

    -Executive development in global companies

    6
    Shahid Hossain
    MGT 351

    -For international assignment follow these guidelines

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