• 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...


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.


Begins quite basic as to how to identify an out of date product, then becomes more in depth regarding basic stock control, ordering procedures etc. 10-12 Basic Human Resource and Labour Management.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.


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 ...

    ensure you've met your targets, and are ready to progress to the next stage. If you want to go into Store Personnel Management, you'll progress through a specially designed training programme. Following the same duration and structure as the Store Management Programme, it combines a thorough introduction to the latest

  1. Training and Development.

    The basis of assessment is reaching a performance standard laid down by the industry concerned, for example, B&Q will hope to train their new employees up to the highest band so that they have transferable skills for jobs further in their career.


    Commission-based pay motivates employees because the level of their salary is determined by their own performance and ability to sell the company's products. The main problems objected to Taylor's theory are: * The approach treats workers as machines to be used and controlled, creating an atmosphere of conflict between workers

  1. As a short-term business Consultant, I have been hired by Alton Towers PLC to ...

    A big aspect to the success of Alton Towers is the opening of its hotel. The hotel is a totally theme place where guests can experience magic even further. This shows that the theme park is successful because they feel the need for a hotel so people can experience the magic in more than one day.

  2. Managing Human Resources in Marks & Spencer.

    6.5 The Proposed Human Resource Management Initiatives conceptual framework also underscores the vital role of education, training and development in the envisioned network organisation. In this organisation, continuous learning is a prerequisite to successful job performance and organisational effectiveness. Employees must be able to learn work, developing effective technical and

  1. Operational Issues in the BPO industry

    The contacts would include the entire contact details of the customer called. There are certain other metrics for SLA's which are usually secondary to these above metrics * FCR: First call resolution This is applicable to technical support calls or services where some kind of action is needed from the other end.

  2. Sainsburys Business Studies - Health and Safety, Employment and Motivation.

    They can help to find people with the best suited skills and find people who will help Sainsbury?s meet their criteria. Question 3 ? Explain the different training (on the job and off the job) that is offered to employees at Sainsbury?s.

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