Management Development at Work
The organizations of today are producing products and services which were unknown in the past and-thus giving a new life to every individual with much higher material comforts than ever before. Management Development efforts are data gathering, data feedback and joint diagnosis. Management Development is not only the change of an individual but mainly the teams and their relationship with other interdependent teams. It can be defined as.
“The application of planning, development and problem solving process to the overall functioning of the management in such a way that it strengthens the physical, financial, human resources factors and improves the process of interpersonal relationship of the organization. ”(Sharma,2004, 11) . An individual can establish a bond with other individuals, which multiply and generate power to create, to build and to produce. Management development represents the way of leading men at work and managing their mutual relations in such as way as to make them happy, productive and strong.
Organizational Development and Management Development Organizational development is the addition of organizational planning and management development. Organizational development deals with structural aspects, levels of hierarchy, span of control, and job description. Management development deals with human aspects of career planning. Development deals with deliberate
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The need of Organizational Development obviously goes beyond the development of the individual manager. It requires a total system involvement and commitment to a long-term renewal of the organization. The commitment needed in Organizational Development is far greater than for Management Development. In Management Development, it is far more difficult to arrive at conditions similar to those faced on the job. Quite often, the manager trained for a management technique learns new concepts but when he returns to job and starts implementing them, he is frequently faced with the problems of lack of support from his superiors and his subordinates.
Normally management development is given a lip service with little and or no support from top management. Management development and organization development are not only compatible but are complimentary to each other. Management development is an arm of organizational development. Organizational development process perceives various problems which management development can handle. Management development and organizational development efforts are concerned with issues such as communication, planning, motivation and coordination of goals. 3. Team Development There are many interventions for team development.
The basic objective of using team development interventions is to increase effectiveness of various teams within the organization. The teamwork requires a supportive climate. In applying this principle, the relationship between the superior and subordinate is crucial. This relationship should be one, which is supportive and ego building. The more often the superior’s behavior is ego-building rather than the ego deflating; the better will be the effect of his behavior on organizational performance. This relationship may work equally in the case of peer relationships in-group building.
The underlying aim of team development is to increase trust among team members because people work better together when there is open and honest sharing about the problems and difficulties that they have with one another. As such, at the initial level, the attempt should be to develop such an environment where such trust can be developed among the team members. Though organizational climate, in general, provides such a trusting condition, management may take specific measures in this direction. Such measures, in order to be more effective, should proceed in the following procedure: