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توسعه حرفه ای مدیران

    PROFESSIONAL DEVELOPMENT
    FOR
    MIDDLE MANAGERS

    ABSTRACT
    This qualitative research project aims to examine a problem that concerns the
    professional development requirements of middle managers in a New Zealand
    multi-site state sector organisation from the middle managers’ perspective.
    The organisation’s (allocated pseudonym is Justcorp) business plan stated as a
    strategic priority that it needed to build the capacity of its employees for the
    realisation of its vision. The objectives for this priority focussed on the
    organisation’s recruitment and retention, strengthening leadership, providing
    comprehensive training packages and enhancing team functioning. To deal with
    this, ten middle managers with different responsibilities relating to the core
    business have been employed across the three sites of Justcorp. These middle
    managers were responsible for the management of staff, resources and service
    to clients which placed them in a vital role in Justcorp.

    For this research, ten participants from the three national sites were interviewed
    on their recent experiences surrounding their professional development and how
    it had affected their work. They were asked to identify the skills and abilities that
    were important for the middle manager’s role and to describe how in the future
    professional development could be delivered and organised in Justcorp. The
    interview findings were further discussed by a focus group involving five of the
    initial ten participants.
    This research found that all ten participants had undertaken some activities of
    professional development. The impact on their work varied according to
    suitability of the activity to their tasks and opportunities available to them in
    Justcorp. In response to how future professional development requirements
    could be addressed participants focussed on the attributes that middle managers
    required for their role and how a process could be developed.

    Participants recognised leadership and management education and training as
    essential elements of their development. The factors enabling and inhibiting the
    provision of middle managers’ professional development were identified and
    were generally considered as lacking a process.
    The conclusions from this project and the key research aims that guided it were
    directed at how to adequately provide a model of professional development for
    middle managers in Justcorp. The model needs to commence at induction and
    cater for the development of the individual, improve middle management practice
    and assist Justcorp in the achievement of its vision.

     


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    منبع
    برچسب ها : development ,their ,middle ,justcorp ,were ,that ,professional development ,their work ,this research ,middle managers’ ,middle managers ,
    توسعه حرفه ای مدیران

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