METHOD OF MANAGEMENT DEVELOPMENT

They are mainly two types of methods by which managers can acquire the knowledge, skills and
attitudes and make themselves competent managers. One is through formal training and the other is
through on the-job experience.

1. On-the-job techniques
The importance of on-the-job training technique are coaching, job rotation, under study and multiple
management.

 Coaching: in coaching, the trainee is placed under a particular supervisor who acts as an
instructor and teaches job knowledge and skills to the trainee. He tells him what he wants him
to do, how it can be done and follow up while it is being done and carry out its errors. Couching
should be distinguished from counseling.

 Job rotation: the transferring of executives from one job to job and from department to
department in a systematic manner is called job rotation. When a manager is posted to a new
job as part of a program, it is not merely an orientation assignment. He also has to assume the
full responsibility and perform all kinds of duties.

 Under Study: an understudy is a person who is in training to assumes at a future time, the full
responsibility of the position currently held by his superior, this method supplies the
organization a person with as much competence as the superior to fill his post which may fall
vacant because of promotion, retirements.

 Multiple Management: multiple management is a system in which permanent advisory

committees of manager’s study problems of the company and makes recommendations to the
higher management. It is also called junior-board of executive’s system. These committees
discuss the actual problems and different alternatives solutions after which the decisions are
taken.

The technique of multiple management has certain advantage over the other technique, they are;

• Members have the opportunities to acquire the knowledge of various

aspects of business.
• It helps to identify the members who have the skills and capabilities of an
effective manager.
• Members have the opportunity to participate in the group interaction and
thereby gain the practical experience of group decision making.
 2. Off-the-job methods
Because of the fact that on-the-job techniques have their own limitations, these off-the-job techniques
are considered important to fill those gaps. The following are some of the important off-job-techniques;

 The case study: cases are prepared on the basis of actual business that happened in various
organizations. The trainees are given cases for discussing and deciding upon the case. Then they
are asked to identify the apparent and hidden problems for which they have to suggest the
solution.
 Incident method: this method was developed by Paul Pigors. It aims to develop the trainee in
the areas of intellectual ability, practical judgment and social awareness. Under this method,
each employee develops in a group.
 Role playing: a problem situation is simulated by asking the participant to assume the role of a
particular person in the situation. The participant interacts with other participants assuming
different roles. The mental set of the role is described but no dialogue is provided. The whole
play may be tape recorded and the trainee may thus be given the opportunity to examine his or
her own performance.
 In basket method: the trainees are first given background information about a simulated
company, its products, key personnel, various memoranda, request and all data pertaining to
the firm. The trainee has to understand all this, make notes, delegate task and prepare memos
within a specified amount of time. abilities that all this kind of notes develops are; situational
judgment in being able to recall details, establish priorities, interrelates items and determines
need for more, social sensitivity in exhibiting courtesy in written notes, scheduling meetings
with personnel involved and explaining reasons for actions taken and willingness to make
decision and take action.
 Business games: under this method, the trainees are divided into groups or different teams.
Each team has to discuss and arrive at the decision concerning such subject as production,
pricing, research expenditure and advertising. Assuming it to be of the management of the
simulated firm. The other teams assume themselves as competitors and react to the decision.
This immediate feedback helps to know the relative performance of each team.
 Sensitivity training: The main objective of sensitivity training is the development of awareness
of and sensitivity of behavioral patterns of oneself and others”. This development results in the,
increased openness with others, greater concerns for others, increased tolerance for individual
difference, less ethnic prejudice, understanding of group process, enhanced listening skills, and
increased trust and support.
 Simulation: under this method, the situation is duplicated in such a way that it carriers a closer
resemblance to the actual job situation. The trainees experience a feeling that he is actually
encountering all those condition. Then he is asked to assumes a particularly in circumstances
and solve the problems by making a decision. He is immediately given a feedback of his
performance.
 Managerial grid: it is sixth phase programs lasting from five years. It starts with upgrading
managerial skills, continues to group improvement, improves inter group relations, goes into
corporate planning, develops implementation method and ends with evaluation phase
Models of management development
A management development model is not necessarily meant to be a solution, but more of an
ongoing process to be used as a tool to better define and improve the organization overall. It can be a
single chart outlining the management structure, to an expansive collection of documents.

Creating your Management Development Model

As with any business model, management development models require strategic planning. Most
management development books recommend an in-depth review of your staff and business processes
as the first step in creating an effective management development model. Only then can you create a
model that works for your unique organization.

Some common areas to consider for a management development model:

 Company Mission and Strategy

 Effective Leader/Manager Competencies
 Defining Roles throughout the Organization
 Staff Development and Training Tools
 Management Development Theories and Roles
 How to Make Management Development Matter?
 Personal Assessments and Profiles
 Promoting Feedback and Opportunity
Technology-Based Training methods
Technology has a major impact on the delivery of training programs. Technology's Influence on Training
and Learning New technologies have made it possible to reduce the costs associated with delivering
training to employees, to increase the effectiveness of the learning environment, and to help training
contribute to business goals.

Computer-Based Training, Online Learning, Web-Based Training, E-learning

Refers to instruction and delivery of training by computer through the Internet or the web. Include and
integrate into instruction text:

 Interaction using simulations and games, and video

 Collaboration using blogs, wikis, and social networks

 Hyperlinks to additional resources

In some types of CBT training:

 Content is provided stand-alone using software or DVDs with no connection to the

Internet

 Online learning, e-learning, and web-based training include delivery of instruction using
the Internet or web

1. Online Learning

Needs assessment - Includes getting management to support online learning

Bandwidth: The number of bytes and bits (information) that can travel between
computers per second

Plug-ins: Additional software that needs to be loaded on the computer to listen to

sound, watch video, or perform other functions

Creating a positive online learning experience

Rapid prototyping: An iterative process in which initial design ideas are proposed and
provided in rough form in an online working prototype that is reviewed and refined by
design team members

Repurposing: Directly translating an instructor-led, face-to-face training program to an

online format

2. Social Media: Wikis, Blogs, Microblogs, and Social Networks

Online and mobile technology used to create interactive communications allowing the creation and
exchange of user-generated content

Useful for:

 Providing links to resources related to new learning content

  Helping determine future training needs reinforcing and sustaining learning

 Being used as a coaching and mentoring tool

 Linking learners through a formal training event

 Engaging Generation X and millennial employees

 Providing content before a face-to-face learning event

Social Media: Blogs

A webpage where an author posts entries and readers can comment

 Personal blogs - Written by one person

 Company blogs - Used for marketing and branding purposes

 Topic blogs - Focus on a specific topic area

 Video blogs and mobile device blog

Social Media: Wikis and Microblogs

Wiki: A website that allows many users to create, edit, and update content and share
knowledge

Microblog: Software tools like Twitter Enable communications in short bursts of text, links,
and multimedia through: Stand-alone applications, online communities or social networks

Shared media: Audio or video such as YouTube that can be accessed and shared with others

3. Blended Learning

Combines online learning, face-to-face instruction, and other methods for distributing learning content
and instruction

 Provides increased learner control

 Allows for self-directedness

 Requires learners to take more responsibility for their learning

 More face-to-face social interaction

 Ensures a dedicated learning environment

4. Virtual Reality

A computer-based technology that provides trainees with a three-dimensional learning experience

Advantages:
  Allows trainees to practice dangerous tasks without putting themselves or others in
danger

 More memory available for learning

Disadvantages:

 Poor equipment that results in a reduced sense of presence

 Poor presence may result in the trainee experiencing simulator sickness

5. Virtual Worlds

Computer-based, simulated online three-dimensional representations of the real world where learning
programs or experiences can be hosted

Advantages

 Imitates an actual workplace without any harm

 Provides a place to meet with trainers, managers, or other employees who can serve as
teachers

Disadvantages

 Lack of ease of use for first-time users

 Potential risk of a difficult keyboard and mouse interface

 High investment of time and money

 Lack of evidence supporting effectiveness

6. Mobile Technology

Consists of:

 Wireless transmission systems - Wi-Fi and Bluetooth

 Mobile devices - PDAs, smartphones

 Software applications related to processing audio files, word processing, spreadsheets,

Internet, e-mail, and instant messaging

7. Distance Learning

Involves two types of technology:

 Teleconferencing: Synchronous exchange of audio, video, and/or text between two or

more individuals or groups at two or more locations

 Virtual classroom: Using a computer and the Internet to distribute instructor-

led training to geographically dispersed employees
Distance Learning: Used by geographically dispersed companies to provide information about new
products, policies, or procedures, as well as deliver skills training and expert lectures to field location

 Interactive distance learning (IDL): Uses satellite technology to broadcast programs to

different locations and allows trainees to respond to questions posed during the training
program using a keypad

 Webcasting: Involves instruction that is provided online through live broadcasts