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    Concept of Management Development

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    punisher
    Management development involves improving managerial performance through knowledge, skills, attitudes, and experience. It prepares and develops managers for present and future responsibilities by focusing on their overall growth. There are various on-the-job and off-the-job methods for management development, including coaching, understudy roles, job rotation, internships, planned assignments, lectures, and simulations. On-the-job methods involve learning from experience in the current role, while off-the-job methods remove managers from work stresses to focus solely on learning. The goal is to continuously develop managers' conceptual, interpersonal, and decision-making skills.

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    Concept of Management Development

    Uploaded by

    punisher
    156 views2 pages
    Management development involves improving managerial performance through knowledge, skills, attitudes, and experience. It prepares and develops managers for present and future responsibilities by focusing on their overall growth. There are various on-the-job and off-the-job methods for management development, including coaching, understudy roles, job rotation, internships, planned assignments, lectures, and simulations. On-the-job methods involve learning from experience in the current role, while off-the-job methods remove managers from work stresses to focus solely on learning. The goal is to continuously develop managers' conceptual, interpersonal, and decision-making skills.

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    Concept of management development

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    Management development involves improving managerial performance through knowledge, skills, attitudes, and experience. It prepares and develops managers for present and future responsibilities by focusing on their overall growth. There are various on-the-job and off-the-job methods for management development, including coaching, understudy roles, job rotation, internships, planned assignments, lectures, and simulations. On-the-job methods involve learning from experience in the current role, while off-the-job methods remove managers from work stresses to focus solely on learning. The goal is to continuously develop managers' conceptual, interpersonal, and decision-making skills.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    156 views2 pages

    Concept of Management Development

    Uploaded by

    punisher
    Management development involves improving managerial performance through knowledge, skills, attitudes, and experience. It prepares and develops managers for present and future responsibilities by focusing on their overall growth. There are various on-the-job and off-the-job methods for management development, including coaching, understudy roles, job rotation, internships, planned assignments, lectures, and simulations. On-the-job methods involve learning from experience in the current role, while off-the-job methods remove managers from work stresses to focus solely on learning. The goal is to continuously develop managers' conceptual, interpersonal, and decision-making skills.

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    © All Rights Reserved
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    Concept of management development

    Management development is a systematic process of improving managerial


    performance by imparting knowledge, increasing skills, change in attitude and
    developing experience. It prepares managers to handle present and future
    responsibility. It develops managerial potential. It focuses on overall development
    of managers. Management development is given to managerial employees who
    supervise the activities of others. It develops managerial potential by increasing
    conceptual, inter-personal and decision-making skill. It is future oriented. It needs
    to be a continuous process.
    According to Decengo and Robbins," Management development is future
    oriented training, focusing on personal growth of the employees."

    Method/ technique of management


    Method of management development for manager can be broadly
    classified into:
    1. On the job method
    i) Coaching method
    When a manager takes an active role in guiding another manager will
    refer this as coaching. It is done by experienced immediate
    supervisor through direction, advise, suggestion etc. The learner gets
    the feedback and there is high interaction on the performance. The
    strongest drawback of this is that it depends upon the coach ability
    to be a good teacher and the same practices are continued given.

    ii) Under study method


    It means potential managers are given the opportunity to relief an
    experienced manager of his/her job and act as his or her substitute.
    Trainee managers are given staff post under an experienced manager
    with " assistant to" title. Trainees get a chance to learn the job under
    outstanding manager during vacation time. Such under-study
    manager act as a substitute for the managers.

    iii) Job rotation


    It can be either horizontal or vertical rotation. It is promoting a
    worker to a new position. It is an excellent method of broaden the
    manager experience, reduce boredom and create new ideas.
    Monotony is reduced.
    iv) Internship
    This combine classroom oriented theoretical knowledge with
    practical experience. Managers are intern in organization for a
    specified period to work as employee to gain experience.

    v) Planned work assignment method


    This method gives managers opportunity to gain experience and
    develop ability. The assignment can be heading a task force,
    committee membership, special project assignment etc. Team work
    is facilitated through teamwork management. Managers learn by
    observation and participation.

    2. Off the job method


    Management development takes place off the job. Managers are
    removed from the stresses and demand of the work place to focus on
    learning experience.

    i) Lecture method
    ii) Simulation method
    Simulation is extraction of real-world situation in the laboratory or classroom. The
    participants are placed in artificial environment that closely resemble actual work
    environment. They practice decision making. They also receive feedback about
    their decision.

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