• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Developing Managers in Business! "Success in the knowledge economy comes to those who know themselves, their strengths, their values, and how they best perform" (Peter Drucker)

Extracts from this document...

Introduction

Developing Managers in Business! "Success in the knowledge economy comes to those who know themselves, their strengths, their values, and how they best perform" (Peter Drucker) The main aim of this report is to focus on a particular management development programme and by identifying how it works to determine whether it has been effective in developing the manager for its business. The report looks at how certain management development programmes have been used to become shift/duty manager for a particular organisation. It identifies a range of formal and informal approaches that have been used to ensure effective outcomes. It also includes examining the main external and internal factors that have influenced management development. Furthermore the report identifies any shortcomings and changes that are required to improve the process of developmental management. The main method used to conduct this report was obtaining first hand information from a shift/duty manager at a local food industry; however, relevant literature resources have also been used to support views, evaluations and recommendations made. Rosemary Stewart who has been noted for studies of organisations and managers in action. Based on: Managers and their Jobs, (1967/1987) ...read more.

Middle

Begins quite basic as to how to identify an out of date product, then becomes more in depth regarding basic stock control, ordering procedures etc. 10-12 Basic Human Resource and Labour Management. Dealt with how to effectively manage a team, including exercises on legal responsibilities of a manager with regards to discrimination, grievance procedures and disciplinary action as well as staff training issues, coaching, how to motivate a team and managing cost of labour on a shift-to-shift basis. 13 Service Recovery. How to prevent, anticipate and deal with customer complaints and how to effectively observe and analyse team member performance to reduce the risk of a complaint. 14 Opening the Restaurant. 15 Shift Change. 16 Closing the Restaurant. The above three points (14-16) are self explanatory. Trainee managers were expected to work through these whilst observing the mentor complete the tasks in order to see how the aspect of previous modules were put into practice for example; stock control, security, cost of labour etc. 17 Floor Management. Dealing with problems prior to them becoming formal complaints or even accidents. This included the 'figure of eight walk', prioritising new unexpected tasks and team member recognition. ...read more.

Conclusion

Assessments can help: * Individuals identify their strengths, know which jobs they are best suited for, and design a development plan to overcome shortcomings. * HR managers predict a job applicant's success before they are hired. * Business owners understand the temperament and work style of individual employees and managers. * Supervisors can give performance feedback to people in a style they understand and accept for improving performance and accelerating professional development. * People enhance communication, understanding, and improve personal relationships. * Sales managers select, hire, develop, and motivate super sales people. For example a company would use the assessment process to improving their hiring and recruitment process. If for instance, previously they made decisions based on the candidates resume and then hired the person based on their 'gut' reaction. Once hired, many of these new people created friction, had bad work ethics, and their attitudes had a negative impact on their co-workers. Conclusion: Developing people is less expensive than firing them. By understanding behaviour differences an organization can align an employee's motivations with the company's mission. Assessments also help individuals reduce conflict and get along better. Furthermore, co-workers appreciate each person's unique strengths and abilities. With this knowledge organizations and managers can maximize the abilities of their workforce in ways to help make all employees star performers. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Case Analysis: Peter Browning and Continental White Cap

    The White Cap assignment was also seen as a testing period of Browning by management. Another issue that faced Peter Browning was his strong attachment to his own belief system that he tried to instill on others. An industrial psychologist suggested that although the majority of individuals shared his ideals,

  2. Produce a case study comparing two business organisations, investigating the extent to which each ...

    They invest in the development of the individual through training, education and reward. Tesco is committed to serve their owners, their residents, agencies and each other with integrity, fairness and honesty. They seek a balance between preservation of their resources and realisation of profit.

  1. A REPORT INTO HUMAN RESOURCE MANAGEMENT AT SAINSBURY'S

    In drawing up a job description the personnel department at Sainsbury's has a number of alternatives. These are: * The line manager can draw up a description of what the job entails * The existing job holder can do it * The Human Resources Manager can interview the job holder

  2. Managing Human Resources in Marks & Spencer.

    For example, when short-listing, a suitable candidate may have been 'left out'. At an interview a possible candidate may have been rushed, so he/she was not given the chance to do their best. In the appendix shows forms that Marks and Spencer would use when assessing the strengths and weaknesses

  1. Free essay

    GNVQ Business Studies Unit 1

    Human resources: Human resource is basically the process of recruitment, hiring, training, and promotion, of the most important part of the business, its employees. The Human Resources department is a vital part of the business; all their employees are hired, trained and promoted from this area of the business.

  2. The HRM model emphasizes: The need ...

    2.4:3 Recruitment and Induction Appraisal data can be used to monitor the success of the organization's recruitment and induction practices. Appraisal data can also be used to monitor the effectiveness of changes in recruitment strategies. By following the yearly data related to new hires it is possible to assess

  1. Critical Success Factors

    2 'SUCCESS' - A Difference in approach: Success/Success Criteria differs from various organizations. There were project driven organizations, like, construction, aerospace, where organizational activities are mainly categorized through projects, each project having its own objectives, profit/loss accounts, goals and non-project driven organizations, like, product manufacturing companies, where objectives, profit/loss accounts and goals were handled in an organizational basis.

  2. First Defintion of knowledge management

    Knowledge management is unfortunately a misleading term - knowledge resides in people's heads and managing it is not really possible or desirable. What we can do, and what the ideas behind knowledge management are all about, is to establish an environment in which people are encouraged to create, learn, share

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work