Management Development Methods Shakhzod Yusupov Group 3300 Management Development Methods

Conferences and Seminars: Conference refers to coming together of learned individuals on a common platform in an organised manner in which management conference. It is an effective development tool because as a member the person can learn by comparing and contrasting his views to others and shall also make a habit of respecting other people’s viewpoint. This tends to provide more workable solutions for the issue, which is under discussion. On the other hand as a leader in the conference the individual gets an opportunity to not only learn but also enhance his leadership skills by motivating people to participate and effectively controlling and dominating the discussion. Conferences and seminars are better than lecture method as they provide opportunity to the participants to actively participate in the complete process. It is one of the most suitable methods to analyse an issue from various angles and provide plausible solutions for solving the problem in hand. Hamburger University of McDonalds, which is considered to be a reputed corporate university, which uses a combination of on the job and off the job modules for management development. Conferences and seminars are also used by the firm to train its middle level managers so that they can gain the skill and capability to run a multi-million dollar restaurant.


Sensitivity Training/ T-Group Training: This training is also termed as laboratory training because it takes place under controlled conditions. The effort in such trainings is to develop sensitivity to behavioural patterns of self and others. This type of training is given to expatriates in multinationals who work in global locations so that they are sensitised towards the various cultures they work in. The primary function of any sensitivity program is to make executives learn that how groups actually work and secondly to provide an opportunity to each member of the group to learn how others interpret and are affected by their behaviour. Constructive criticism is welcomed in T-Groups and members of the group are free to provide positive or negative feedback as it is for developmental purpose. Sensitivity training plays an instrumental role in facilitating managers to gain the cooperation of their team. It has been observed that sensitivity training is one of the effective methods of training as a large number of people who have undergone this laboratory training observe positive behaviour change. Though T-groups training are very popular it has been highlighted by many thinkers that it may contribute to learnings that are useful in the life of the individual but may not play instrumental role in his professional life and moreover due to open feedback there are chances that in some situations many individuals may highlight psychological reactions as they are not able to bear the true picture.