Management Development Methods Shakhzod Yusupov Group 3300 Management Development Methods

Methods of Executive Development

A wide variety of methods are frequently used for management development and can be divided into two categories namely on-the-job methods and off the job methods, which are discussed in detail underneath

On-the-job methods

The main attribute of on-the-job methods is to enhance the ability of the executives while they are performing their job. The prime purpose of the on-the-job method is to train the executive in the real life situation. On the job methods can be further declassified into the following categories:

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  On the job coaching
  
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  Understudy Assignments
  
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  Job Rotation
  
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  Multiple management
  
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  Committee assignments
  

Coaching:
This method involves appointment of the immediate superior or an experienced
manager as a coach and he or she advises the subordinate in solving the managerial problems or issues posed to him. It is imminent to mention that the coach only guides, not teaches the subordinate , i.e. he facilitates him to develop his own approaches to provide solutions for the issues under concern. The coach
provides periodic feedback and opinion to the trainee or subject under training. Coaching bestows responsibility on the superior for not only preparing their subordinates for day to day programmed decisions but also for non programmed decision making. The advantage of using coaching as a technique for management development is that the trainee is exposed to practical experience and furthermore, it
increases his confidence and morale while he takes complex decisions. The disadvantages associated with this method are that the supervisor in some cases may not be able to perform his duty as a coach and neglects his subordinates. In some cases it is possible that they may pass wrong or inappropriate management practices to the subordinate leading to long term losses or problems for the organization. Also, the ability of the subordinate grows within the limit of his coach’s ability. While an organization uses coaching as a tool for management development it must critically analyze the expertise and experience of the coach. Coaching can be meaningfully used if it is combined with other methods of management development.