MANAGEMENT DEVELOPMENT While drawing a distinction between training and development in previous chapter, we introduced in brief, the concept

of development/ based on that concept, we elaborate it in more detail. The term development implies overall development in a person. Accordingly, Management development means not only improvement in job performance, but also improvement in knowledge, personality, attitude, behaviorism of an executive, etc. It means that executive/management development focuses more on the executives personal growth. Management Development is a systematic process of growth and development by which managers develop their abilities to manage. Management Development is concerned with improving the performance of the managers by giving them opportunities for growth and development. Definition: Executive /Management Development includes the process by which managers and executives acquire not only skills and competency in their present job but also capabilities for future managerial tasks on increasing difficulty and scope. Flippo.

Any activity designed to improve the performance of existing managers and to provide for a planned growth of managers to meet future organizational requirements is called management development. S.B.Bhudiraja

Techniques Of Management Development There are mainly two techniques of management development, one is the formal training and the other is through the on the job experience.

Important Techniques Of Management Development

On-The-Job Technique

Off-The-Job Technique

Coaching

Job

Under

Multiple

rotation
Case method Incident method

study
Role-playing

managem
In basket method Business game Sensitivity training

Simulation method

Grid training method

Conference method

Lectures method

On The Job Techniques

1 Coaching: In coaching the trainee is place under a particular supervisor who acts as an instructor and teaches job knowledge and skills to the trainee. 2. Job Rotation: The transferring of executive s from job to job and from department to department in a systematic manner is called job rotation. 3. Under Study: An under study is as person who is in training to assure at a future time, the full responsibility of the position currently held by his superior. 4 Multiple Management: Multiple management is a system in which permanent advisory committees of managers study problems of the company and make recommendations to higher management.

Off-The Job Technique 1. The Case Study: Cases are prepared on the basis of actual business

situations that happened in various organizations.

2. Incident Method: This method was developed by Paul Pigors. It aims to develop the trainee in the area of intellectual ability, practical judgment and social awareness.

3. Role Playing: A problem situation is simulated by asking the participants to assume the role of particular person in the situation.

4. In Basket Method: The trainees are first given background information about a simulated company, its products, key personnel, various memoranda and all data pertaining to the firm. The trainee has to understand all of this and make notes of it.

5. Sensitivity Training: The main objective of sensitivity training is the Development of awareness of and sensitivity of behavioral patterns of oneself and others.

6. Simulation: Under this technique the situation is duplicated in such a way that it carries a closer resemblance to the actual job situation.

7. Managerial grid: It is a six-phase programme lasting from three to five years. It stats with upgrading managerial skills, continues to group improvement, improves inter group relations, goes into corporate planning, develops implementation method and ends with an evaluation phase.

8. Conference: A conference is a meeting of several people to discuss thee subject of common interest.

9. Lectures: It is the simplest technique. The lacquerer organizes the material and gives it to a group of trainees in the form of talks.

Objectives of Executive/Management Development 1. Improve the performance of mangers at all levels; 2. Identify the persons in the organization with the required potential and prepare them for higher position in future; 3. Ensure availability of required number of executives mangers succession who can take over in case of contingencies as and when these arise in future; 4. Prevent obsolescence of executives by exposing them to the latest concepts and techniques in their respective areas of specialization; 5. Replace elderly executives who have risen from the ranks by highly competent and academically qualified professionals; 6. Improve the thought process and analytical abilities; 7. Provide opportunities to executives to fulfill their career aspirations; 8. Understand the problem of human relations and improve human relations skills.