Q.11. What is training? (AKTU. 2011 - 12)
Ans. Training is a process that develops and improves skills related to performance. Effective training programs can result in increased production, reduce labor turnover, and greater employee satisfaction. They should include all employees, from factory workers to executives, and apply not only to inexperienced workers but also to experienced worker new to the company. A training program should also include those who are promoted to higher level jobs and the periodic retraining of present employees by means of “refresher” courses.
Q.12. Describe essential elements of executive training. (AKTU. 2012 - 13)
Ans. Executive Training: -
The term executive training may have several meanings, depending upon the goals and objectives of the training situation. Most executive training situations may be classified as belonging to one or both of two subtypes of training experiences: (1) human relations training and (2) decision training. Since they are qualitatively different, it is necessary to examine each separately:
Another term which is often used in place of executive training is leadership training. Actually, one might logically defend the position that leadership is only one aspect of executive or managerial ability. However, the distinction has never really been made clear by those most interested in the problem, and the terms leadership training and executive training or executive development have come to mean much the same sort of thing.
Q.13. Explain in detail the contribution of F.W. Taylor towards management. (AKTU. 2012 - 13)
Ans. F. W. Taylor proposed leadership theory towards Management.
According to Taylor the leader or manager in this system was perceived exclusively as an individual whose sole purpose was to expedite the goals of the organizations. Management was completely impersonal in that the interaction of the leader with his subordinates was ignored and the notion that subordinate attitudes or goals might have some relevance to the work situation was not considered.
Q.14. Write a short note on MBO. Discuss its benefits. (AKTU. 2014 - 15)
Ans. Definition: -
Management by Objectives (MBO) is a personnel management technique where managers and employees work together to set, record and monitor goals for a specific period of time. Organizational goals and planning flow top-down through the organization and are translated into personal goals for organizational members. The technique was first championed by management expert Peter Drucker and became commonly used in the 1960s.
Key Concepts: -
The core concept of MBO is planning, which means that an organization and its members are not merely reacting to events and problems but are instead being proactive. MBO requires that employees set measurable personal goals based upon the organizational goals. For example, a goal for a civil engineer may be to complete the infrastructure of a housing division within the next twelve months. The personal goal aligns with the organizational goal of completing the subdivision. MBO is a supervised and managed activity so that all of the individual goals can be coordinated to work towards the overall organizational goal. You can think of an individual, personal goal as one piece of a puzzle that must fit together with all of the other pieces to form the complete puzzle: the organizational goal. Goals are set down in writing annually and are continually monitored by managers to check progress. Rewards are based upon goal achievement.
Advantages: -
MBO has some distinct advantages. It provides a means to identify and plan for achievement of goals. If you don't know what your goals are, you will not be able to achieve them. Planning permits proactive behavior and a disciplined approach to goal achievement. It also allows you to prepare for contingencies and roadblocks that may hinder the plan. Goals are measurable so that they can be assessed and adjusted easily. Organizations can also gain more efficiency, save resources, and increase organizational morale if goals are properly set, managed, and achieved.
Disadvantages: -
However, MBO is not without disadvantages. Application of MBO takes concerted effort. You cannot rely upon a thoughtless, mechanical approach, and you should note that some tasks are so simple that setting goals makes little sense and becomes more of silly, annual ritual. For example, if your job is snapping two pieces of a product together on an assembly line, setting individual goals for your work isn't really necessary. Rodney Brim, a CEO and critic of the MBO technique, has identified four other weaknesses. There is often a focus on mere goal setting rather than developing a plan that can be implemented. The organization often fails to take into account environmental factors that hinder goal achievement, such as lack of resources or management support. Organizations may also fail to monitor for changes, which may require modification of goals or even make them irrelevant. Finally, there is the issue of plain human neglect - failing to follow through on the goal.
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