An
Executive Summary
The
effective management of human resources is a key
to an organisation's climate and productivity.
Training managers in the application of behaviours
to maximize these outcomes represents a major
expense for industry.
To accomplish this, generally formal, instructor-led,
classroom training takes place. Behaviour on the
job is expected to change as a result. But does
it significantly? If not, what will further guarantee
the learning transfer? To study this issue, the
Management Growth Process (MGP ®) was conceived
and tested.
To qualify for the study, a manager had to manage
a staff of at least two individuals and have received
the corporation's standard supervisory training
involving thirty-nine specific behaviours.
Half of the managers selected randomly for the
Experimental group were given feedback and coaching
by a facilitator regarding these behaviours on
the job through the use of staff questionnaires
and "critical incidents" logs on a regular
basis for six months. The other half, the Control
group, received feedback only at the beginning
and the conclusion of the study, with no other
facilitator involvement. Congruence between self-perception
and staff perception was also compared.
The process resulted in the improvement of the
entire Experimental group. While 78% of the Control
group improved, 22% regressed.
While 84% of the Experimental group fell below
a minimal standard at the beginning of the process,
only 17% fell below that standard at the conclusion.
Only 8% of this group met or exceeded an "Excellence
in People Management" standard initially.
66% did so at the conclusion. The Control group
fell far short of these results, although improvement
was noticed in most individuals. Also, as a result,
managers in the Experimental group had a much
more realistic self-perception of their skills
compared to those in the Control group.
The study indicates that:
- Feedback,
over a prolonged period of time, together
with coaching, tends to significantly affect
and reinforce learning transfer.
- Feedback,
no matter how little, provides the information
needed by motivated managers to change behaviour.
- Most
managers, prior to receiving feedback, significantly
overestimate their people management skills.
Copies
of the full study can be obtained from:
University
Microfilm, Inc., 300 North Zeeb Road, Ann Arbor,
MI 48106-1346, U.S.A. Publication #LD 01880, School:
0646R Colum-Pac-R
Link
to : Management
Growth Process®
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