Management Development

Rationale

The management development is a kind of activity or program that pushes the organization in trying new environmental and structural factors. The decision to have a development inside an organization lies in between the choice and circumstances. The management development can be brought because of the willingness of the people in the organization and the need for improvement is urgent. On the other hand, the development can also be based on the circumstances, because the change is beyond the control of the organization’s propellers. Management development is one of the answers in satisfying the changes and achieving the factors that pertains to market competency.

Objectives

The objectives are based on the people or team of the organization. It is about the amount of training that was carried out form the past development. The amount of training and skills development should sustain the growing competency. As the people who acts as the brain of the organization, the expertise that they gathered in the past years can be apply in the present situation, and if this not satisfied the various problems, the management development should be considered.

Brief Literature Review

Management development can be one of the practices of the organization in attainment of the goals and competitive advantages. The development is the important portfolio of the organization in building integrated business strategy as well as in human resource practice. It is widely used which is commonly based on experiential learning and crafting the people in particular jobs, and seeking new business approach. With the management development, the promotion of continuous learning can be improved. It involves the introduction the quality management principles and practices. The communication in building leadership is part of its unique adaptations (Burack, et al., 1997).

The need for a management development, whether it is based upon the choice or the circumstances can be determine through the use of research and surveys. With the questionnaire, the amount of training that needed to be carried out in determining the satisfaction level of the development and learn the extent to achieve the goal. The management development is affected by the culture within the organization, like the managerial styles to assessed acceptability and impact of the development. The management development is created out of operational and strategic approaches that can motivate the managers in learning and enhancing their skills. Management development is focused in acquiring skills and developing relationships but not intended to evaluate a person in terms of promotion (Hoberman, 1990).

Timescale

When the amount of training had been assessed and deployed properly, the count for the time in anticipating development is already started. When the outcomes had been experienced and made it clear in the management then, the success in engaging with the developmental strategies was achieved. There is no definite or specific time in achieving the developing because it is a continuous process. The training activities can last for a week but it does not mean that the dream for development is within reach, it is still based on how the people will execute their task well.

The outcomes for the management development system are based on the degree of response and responsibilities of the people towards management’s objectives. It is important to know the extent of the outcomes that can contribute to the success of the company (Thomson, et al., 1998).

References:

Burack, E., Hochwarter, W., & Mathys, N., 1997. The New Management Development Paradigm. Journal of Human Resource Planning. Vol. 20, No. 1

Thomson, A., Mabey, C., & Storey J., 1998. The Determinants of Management Development: Choice of Circumstance?. Journal for International Studies of Management & Organization. Vol. 28, No. 1.

Hoberman, S., 1990. Organizational Variables and Management Development. Journal of Personnel Management. Vol. 19, No. 2.