UNIT -4

MANAGEMENT DEVELOPMENT

PREPARED BY
Dr. Muralidhar S
Professor & Head
Department of Commerce
GFGC,
Kolar

Badarinath B
Lecturer in commerce
Sahyadri Degree College
Kolar
 UNIT - 4
MANAGEMENT DEVELOPMENT
INTRODUCTION
People need to be nurtured and developed to become effective and productive
Managers or leaders in their organizations. When employees distinguish themselves in a
company, they become candidates for management positions. But simply promoting
these candidates without further training can lead to several issues. For instance, it
creates a lack of consistency in managers and management styles across an
organization. Management development helps upskill these candidates. And, it also
establishes consistency for how management is done.
A management development program allows a manager or leader to develop
their skills and learn how to recognize behaviors and accomplishments in the workplace.
Once you understand the core principles of management development, you can
implement a customized plan that works for a specific company's needs.

MEANING OF MANAGEMENT DEVELOPMENT:

Management development is a process used to create effective managers. A
manager is anyone who works between the Top and bottom-level personnel within an
organization and helps those people perform labor to ensure the company reaches its
goals.
Or
Management Development is concerned with improving the performance of
the managers by giving them opportunities for growth and development.
Or
Management Development or Executive Development consists of all the
activities by which executives learn to improve their behaviour and performance.
Management development programs are designed to improve the effectiveness of the
managers in their present jobs and to prepare them for higher jobs in future.
Objectives of Management Development:
The management development programmes are organised with a view to achieving
specific objectives. They are:
1. To overhaul the management machinery.
2. To improve the performance of the managers.
3. To increase the morale of the members of the management group.
4. To increase the versatility of the management group.
5. To create the management succession which can take over in case of
contingencies.
6. To improve thought process and analytical ability.
7. To understand the conceptual issues relating to economic, social, and technical
areas.
8. To stimulate creative thinking.
Achievement of the above stated objectives is very difficult as some factors inhibit the
management development process.
MANAGERIAL GLOBAL COMPETENCIES
As the world becomes increasingly interconnected, the need for effective
global management skills is more important than ever. Global managers must be able to
navigate different cultures, communicate across borders, and understand the
complexities of the global business landscape.
In this topic, we’ll discuss what global management is, why it’s important, and how you
can develop the skills needed to be an effective global manager.
1. Cross-Cultural Communication:
Cross-cultural communication is the ability to communicate effectively with
people from different cultures. It involves understanding the cultural differences that
may affect communication and adapting your communication style to best suit the
situation.
This can help build trust, improve communication and increase understanding
between people from different cultures.
2. International Business Law:
International business law is the body of law that applies to international
business transactions. International business law deals with a variety of issues,
including the law of contracts, the law of torts, the law of property, the law of
corporations, and the law of foreign investment.
International business law is a complex and rapidly evolving field, and
executives who are operate at international level must be aware of the legal issues
they may face.
3. Global Marketing:
Global marketing is the process of creating and delivering a marketing plan that
will be effective in a global market. Creating a global marketing plan requires an
understanding of the different markets that your product will be sold in, as well as the
different needs and wants of your target customers in each market. It is also
important to understand the different regulations and laws that apply in each market.
Creating a global marketing plan will help you to develop a strategy that will be
effective in each market and will help you to achieve your marketing goals.
4. Cross-Border Transactions:
Cross-border transactions involve buying and selling goods or services across
international borders. These transactions can be complex and involve a number of
different factors, including currency exchange rates, international tax laws and
regulations, and import/export restrictions.
Cross-border transactions can be beneficial for businesses in a number of ways.
They can help businesses expand their reach and increase their market share. They
can also help businesses access new sources of supply and reduce costs. It is
important for managers to understand the factors involved in cross-border
transactions and to have the proper resources in place to ensure that these
transactions are handled properly.
5. Foreign Exchange:
Foreign exchange is the process of buying or selling one currency for another. It
is an important global management skill because it allows companies to take
advantage of differences in currency values to make a profit.
6. Political Risk Analysis:
Political risk analysis is the process of identifying, assessing and managing
political risks that may impact a company’s operations, investments and reputation.
Political risks can include changes in the law, expropriation of assets, civil unrest,
sanctions and more.
Political risk analysis can also help companies build relationships with local
governments and authorities, which can be important for conducting business in
some countries.
7. Economic Risk Analysis:
Economic risk analysis is the process of identifying, measuring and managing
economic risks. It important because it can help them to identify, measure and
manage economic risks. This can help to improve the business’s financial position
and reduce the risk of financial loss.
8. Adaptive thinking:
In today’s changing environment, each one must have the confidence and
capacity to adapt and react quickly to each unexpected situation. Being flexible and
ready to think out of the box can help each candidate be original, creative and smart.
Adaptive thinkers always succeed in an ever-changing environment, making them the
most suited ones to succeed in international business. This quality is today a tactical
skill needed for each global professional.
9. Excellent networking abilities:
If a manager wants to succeed at an international level, they need to develop a
strong network of connections especially outside of your home country. Having a
strong network can facilitate the access to new business opportunities overseas.
Social media network like LinkedIn or video have made it easier for each
professional to make connections abroad and strengthen his net. For this sake you
need to master your “elevator pitch”, attend your industry networking events or
conferences…those are the easiest ways to build up a strong and an ever-growing
network.
10. Emotional intelligence:
Also know with the term EQ (emotional quotient), this refers to the ability of
someone to understand his own and others feelings. That’s why it is a critical skill
when it comes to unlock international business.
Emotionally intelligent people are always self-conscious, aware and in control
of their emotions and impulsive reactions. This means that they are capable to react
calmly and wisely in a critical or stressful situation but mostly adapt easily to change
when needed. They can also work together efficiently, thank to collaboration,
communication, a strong sense of empathy and an above average interpersonal skill.
11. Interpersonal influence:
The ability to influence others is an essential skill required for global
managers for success and continuity, if managers are trying to negotiate a new
project, convince an investor to secure funding for ventures, or just persuade a new
employee to adopt a new method of working, you will need to have the tact and
intelligence to reach to other and collaborate with them. Mastering interpersonal
influence encourage others to embrace your ideas because they understand the value
behind your strategy.

DESIGNING MANAGEMENT DEVELOPMENT PROGRAM

If you’re ready to create a professional development program for managers in-house, here
are six steps to get started:
1. Assess your organization’s needs: Not all organizations have the same development
needs. It’s important to assess those needs before you create a program. Here’s an
example. Let’s say non-management employees have little to no opportunity to
practice their communication skills while they perform their job duties. This means
you may need to emphasize communication skills in your program.
2. Find educators: Before you can plan the program, you’ll need to find people in your
organization who can educate your managers. Choose your educators based on your
needs assessment. For example, if there’s a high need for empathy training, make
sure you include someone who’s capable of empathy.
3. Create an outline of the program: In collaboration with the educators, outline
everything new managers will learn in the program. You should also outline what
strategies your organization will use to teach these skills. For example, how will
managers learn to delegate?
4. Do a test run of the program: Put a small group of managers through the program
before you do a complete rollout. Make sure to let them know the program is in its
early phases. This is so they can know you need their feedback.
5. Measure the results of the program: Keep track of the people who take the program.
Evaluate them often and have them also perform self-evaluations. Survey them on
how they think the program could be improved. Once they get real managerial
experience, they’ll be in a better position to know what’s missing from the program.
For example, they could discover that they still don’t know how to motivate their
team after the training.
6. Consider outside help: Are you struggling to establish effective management
development strategies? Consider onboarding outside help to develop exceptional
leaders. With Better Up, your leaders will get personalized coaching to help them take
on managerial roles with skill and confidence.
EMPLOYEE COUNSELLING & WELLNESS SERVICES:
Introduction
In the present highly complex
environment, HR counselling has become
very important responsibility of HR managers
as counselling plays vital role in different
aspects of managing human resources like
career planning and development,
performance management, stress
management, and other areas which may
affect employees emotionally. Counselling
has very wide application both within and
outside the organizational context.
Counselling is a two-way process in
which a counsellor provides help to the workers by way of advice and guidance. There
are many occasions in work situations when a worker feels the need for guidance and
counselling. The term ‘counselling’ refers to the help given by a superior to his
subordinate in improving the latter’s performance.

MEANING & DEFINITION OF EMPLOYEE COUNSELLING:

Employee counselling is a method of
understanding and helping individuals who
have technical, personal and emotional
adjustment problems interfering with their work
performance.
Or
Employee counselling is a vital part of
performance review and potential appraisal, if
these are to achieve their basic purpose of
helping employees to improve and develop.
Or
According to Keith Davis – “Employee counselling involves a discussion of an emotional
problem with an employee with the general objective of decreasing it.”

Employee counseling programs reduce employee turnover and help employers retain
talented workers. They also give employees another chance to perform more adequately
at their jobs. This is a win-win situation for both employers and employees as long as
employee counseling programs are carried out properly with careful planning and
supervision from management officials.

EMPLOYEE COUNSELLING & WELLNESS PROGRAMS

Organizations' Counseling programs are structured initiatives to support employees'
mental health, emotional wellbeing, and personal development. These programs are
designed to address various challenges employees may face in the workplace and their
personal lives. Here are some common types of counseling programs implemented within
organisation.
1. Employee Assistance Programs (EAPs): EAPs are one of the most common
counseling programs in organizations. They provide employees and their families
access to confidential counseling services to address personal and work-related
issues. These issues may include stress, anxiety, depression, addiction, relationship
problems, financial difficulties, and legal concerns.

2. Mental Health Counseling Programs: Organizations may offer employees on-site or

remote mental health counseling services. These programs address mental health
issues like depression, anxiety, PTSD, and burnout. They provide employees with a
safe and confidential space to seek support and treatment.

3. Stress Management Programs: Stress management programs help employees

develop coping strategies and resilience to manage workplace stress effectively. They
may include workshops, relaxation techniques, mindfulness training, and stress-
reduction activities.

4. Conflict Resolution and Mediation Programs: These programs aim to resolve

workplace conflicts and disputes through counseling and mediation. They help
employees navigate interpersonal conflicts, improve communication, and find
mutually agreeable solutions.

5. Career Counseling and Development Programs: Career counseling programs assist

employees in setting and achieving career goals within the organization. They guide
on career planning, skill development, job satisfaction, and advancement
opportunities.

6. Leadership and Executive Coaching Programs: Leadership coaching programs are

designed for managers and executives to enhance their leadership skills,
communication, and decision-making abilities. They focus on personal and
professional development to improve leadership effectiveness.

7. Work-Life Balance and Well-Being Programs: These programs help employees

balance their work and personal lives, promoting overall well-being. They may offer
resources on time management, flexible work arrangements, and stress-reduction
techniques.

8. Financial Counseling and Wellness Programs: Financial counseling programs assist

employees in managing their finances more effectively. They provide advice on
budgeting, debt management, retirement planning, and financial wellness.

9. Substance Abuse and Addiction Counseling Programs: Organizations may offer

counseling services to employees struggling with substance abuse or addiction. These
programs support recovery and provide resources for treatment and rehabilitation.

10. Diversity and Inclusion Counseling: Counseling programs focused on diversity

and Delusion aim to create inclusive workplaces where employees from diverse
backgrounds feel valued and supported. They address issues related to bias,
discrimination, and cultural competency.
11. Critical Incident Stress Debriefing (CISD): After traumatic incidents in the
workplace, such as accidents or natural disasters, CISD programs offer counseling
and support to employees affected by the event. They help employees cope with
trauma and emotional distress.

12. Peer Support and Employee Resource Groups: Organizations may encourage
forming peer support groups or employee resource groups (ERGs) where employees
facing similar challenges can connect, share experiences, and provide mutual
support.

13. Online and Telehealth Counseling Services: In today's digital age, many
organizations offer online or telehealth counseling services, allowing employees to
access support remotely through video, phone, or chat.

14. Health and Wellness Coaching Programs: Health and wellness coaching programs
promote physical health, nutrition, fitness, and well-being. They offer guidance and
support for maintaining a healthy lifestyle.

15. Child and Elder Care Support: Some organizations provide counseling and
resources to help employees manage child care or elder care responsibilities,
addressing challenges related to caregiving.

Counseling programs in organizations are typically confidential, and employees are

encouraged to seek assistance without fear of reprisal. These programs create a
supportive and mentally healthy workplace, enhance employee well-being, and improve
overall organizational culture and productivity.

MENTAL HEALTH OF EMPLOYEES

By health of employees, everybody used to mean physical health, only. But in the
recent years’ mental health of the employees or the emotional health has also engaged
the attention of HR manager. All the employees, particularly, the executives are required
to be mentally healthy for the development of the organisations. Mental health of the
employees is considered important, basically due to the following reasons:

• Nervous breakdowns have become a common occurrence now days due to the
stresses, pressures and tensions.
• Mental disturbance in the employees results in lower productivity and lower
profitability.
• The results of poor mental health are alcoholism, high employee absenteeism,
turnover and poor human relationships.

A mental health programme in any organisation renders the following services.

1. Psychiatric Counselling.
2. Co-operation and consultation with outside psychiatrists and specialists in
extreme cases.
3. Education of employees in the nature and importance of mental health.
4. Development and maintenance of an effective human relations programme.
MEANING OF STRESS
Stress can be defined as a state of worry or mental tension caused by a difficult
situation. Stress is a natural human response that prompts us to address challenges and
threats in our lives. Everyone experiences stress to some degree. The way we respond to
stress, however, makes a big difference to our overall well-being.

MEANING OF STRESS MANAGEMENT

Stress management refers to a variety of skills and techniques that are used
to deal with stress. Stress management is used to reduce the negative impacts caused by
stress and to improve a person's physical and mental well-being.
Stress can be managed by an individual, which will enable him to regain control over his
life. Some of the stress reducing strategies are:

1. Knowledge About Stress: In the first stage, an individual should become

knowledgeable about stress. He should know about the process and effects of stress.
He must find out the major sources of his stress. He must anticipate stressful periods
and plan accordingly in advance. He must be honest with himself and decide what he
can cope with what he cannot.

2. Physical Fitness: Excercise in any form can help people in coping with the stress.
Noncompetitive physical excercise such as aerobics, walking, jogging. swimming,
riding a bicycle, playing softball or tennis have been recommended by physicians as a
way to deal with excessive stress levels.
3. Time Management: Most of the people are very poor in managing their time. They
don't know that what must be done and when it would be desirable to do so. The
result of poor time management is feeling of work overload, skipped schedules and
tension. Therefore, an individual must understand how to manage his time so that he
can cope with tensions created by job demands.
4. Social Support Network: Every person should have people to turn to, talk to and rely
upon. Good friends become highly supportive during times of stress and crisis. Social
network includes friends, family or work colleagues. Expanding your social support
system can be a means for tension reduction because friends are there when needed
and provide support to get the person through stressful situations.
5. Relaxation Techniques: Every individual must teach himself to reduce tension
through relaxation techniques such as Yoga, meditation, hypnosis and biofeedback.
Deep relaxation conditions will bring significant changes in heart rate, blood pressure
and other physiological factors. Yoga is probably the most effective remedy for stress.
6. Improved Communication: Sometimes due to lack of effective communication from
the superiors, the employees do not know what they have to do and how they have to
do it. This results in role ambiguity. Similarly, when two or more persons have
contradicting role demands from an employee, it leads to role conflict if there is lack of
proper communication. Effective communication with employees reduces the
uncertainty by lessening role ambiguity and role conflict.
7. Participative Decision Making: If the organisations allow employees participation in
those decisions which directly affect them and their job performance, it can increase
employee control and reduce the role stress.

8. Building Teamwork: The management should try to create such work environment in
which there is no provision for interpersonal conflict or inter group conflict. Such
conflicts are the causes of stress. Members of the group should consider themselves
as members of the same family and seek social support from each other.

To conclude, we can say that all these strategies or a combination thereof should be
applied to make the work environment less stressful to a level which is positive and
challenging

FOR EXTRA KNOWLEDGE PURPOSE

EMPLOYEE WELLNESS
Introduction:
In today's fast-paced and competitive business landscape, organizations are
increasingly recognizing the importance of investing in their employees' well-being.
Employee wellness programs have emerged as a powerful tool to support and nurture the
workforce, enabling them to thrive both personally and professionally.

Meaning:
Employee wellness programs are undertaken by an employer in order to improve
employees’ physical and mental well-being and also to help individual workers overcome
specific health-related problems. They are about building healthier habits that empower
employees, teams, and businesses to be their most satisfied, healthiest, and motivated
selves.
Benefits of wellness programs
• Reduces health care costs
• mproves employee morale
• Improves employee retention
• Decreases absenteeism
• Attracts new talent
• Reduces stress
• Breaks the monotony
• Increases employee engagement
• Reduces the risk of diseases
• Encourages healthy behaviors
• Increases productivity
• Improves teamwork
• Promotes a good work-life balance
• Strengthens employee loyalty
• Provides a sense of accomplishment
• Elevates company culture
• Brings employees together
[

EMPLOYEE WELLNESS PROGRAMS

1. Yoga classes: Incorporating yoga into employees’ lives can improve their mental and
physical health. Yoga has become a popular part employee wellness in recent years.
2. Lunch and snacks for better health: Organizations can help their employees stay
healthy by making sure the company fridges, cupboards, or snack stations are
stocked with healthy foods. Not only will a healthy diet improve employee productivity
levels and performance at the office but providing free snacks and meals will save
employees money, reducing financial stresses.
3. Financial counseling: Offering financial advice and counseling to employees can
have a positive impact on their well-being and their ability to focus more in the
workplace.
4. Wellness challenges: When done correctly, workplace wellness challenges help
employees and their close contacts establish healthy habits that reduce long-term
health risks. However, it's also important to include challenges based on mental well-
being. Promoting mental well-being reduces the risk of anxiety, stress, loneliness, and
depression.
Examples of wellness challenges: Drink more water, Meditate, start a journal, Bike
or walk to work, support small businesses, Take the stairs, Vegan Mondays, 10,000
steps a day.
5. Smoking cessation programs: Of course, it’s entirely an employee’s own choice if
they wish to quit smoking but a program centered on cessation may provide the
added support and incentive they’ve been missing.
6. On-site fitness centers: When dealing with a full-time job, finding time to work out
is not always easy. When employers offer an on-site fitness center, it gives staff the
opportunity to exercise without having to travel out of their way to a gym. Promoting
fitness is one of the most beneficial choices any employer can make to encourage their
workers to reach their full potential.
7. Flexible Working Hours: Offering flexible working hours allows employees to have
greater control over their schedules, promoting work-life balance and reducing stress.
8. Employee Activity Clubs (e.g., Walking, Bicycling): Establishing employee activity
clubs encourages physical fitness and camaraderie among colleagues. These clubs
can organize regular walks, bike rides, or other group exercises, fostering a sense of
community while promoting an active and healthy lifestyle.
9. On-site Gardening: Creating on-site gardening spaces provides employees with an
opportunity to connect with nature and engage in a relaxing and fulfilling activity
10. On-site Individual or Group Counseling: Offering on-site counseling services gives
employees access to professional support for their mental health needs. Whether
through individual sessions or group therapy, this initiative demonstrates an
organization's commitment to supporting employees' emotional well-being and
creating a safe and inclusive work environment.
11. Naps: Recognizing the restorative power of short naps, some companies have
introduced designated nap spaces or "nap pods" in the workplace.
12. Remote Working: Embracing remote work options enables employees to enjoy a
flexible work environment, eliminating commuting stress and increasing autonomy
over their work schedules.
13. Childcare Facilities: Providing on-site or subsidized childcare facilities offers
working parents the convenience and peace of mind they need to balance their
professional and personal responsibilities. Such initiatives demonstrate an
organization's commitment to supporting employees with families, reducing stress,
and promoting work-life integration.
14. Wellness Newsletter: A wellness newsletter can serve as a valuable resource,
delivering informative content on various aspects of well-being. It can include tips for
maintaining a healthy lifestyle, mindfulness exercises, nutrition advice, and updates
 on wellness initiatives within the organization, keeping employees engaged and
informed.
15. Nutrition Education: Offering nutrition education programs or workshops equips
employees with knowledge and tools to make healthier food choices.
16. Vaccination Clinics: By facilitating easy access to vaccinations, organizations
demonstrate a commitment to employee health and contribute to a safer and more
protected work environment.
17. Employee Field Days: Organizing employee field days with various activities such
as sports, team-building exercises, or friendly competitions fosters a sense of
camaraderie and encourages physical activity.
18. Book Club: Establishing a workplace book club encourages intellectual growth,
fosters a sense of community, and provides an avenue for employees to unwind and
engage in meaningful discussions. Reading and discussing books can promote
personal development, creativity, and well-being.
19. Workplace Library: Creating a workplace library offers employees access to a
variety of books, magazines, and educational resources. This initiative promotes
continuous learning, mental stimulation, and personal growth within the
organization.
20. Games Room: Incorporating a games room or designated recreational space in the
workplace provides employees with an outlet for relaxation and stress relief.
21. Subsidized Ongoing Education: Offering subsidies or support for ongoing
education and professional development opportunities allows employees to enhance
their skills and knowledge. By investing in their employees' growth, organizations
demonstrate a commitment to their long-term success and well-being.

GOOGLE EMPLOYEE WELLNESS PROGRAMMES

Google is a household name worldwide, but the company wouldn’t have made it
there without its employees.
The higher-ups at Google seem to recognize this fact and show appreciation for
their employees by providing an incredible array of employee wellness programs
and services.
Google Employee Wellness Programs
According to Google, the company’s employee wellness programs are “thoughtfully
designed” to enhance “health and wellbeing” and “make it easy for [employees] to
take good care of [themselves].”
The following are some examples of wellness benefits Google offers:
➢ Access to mental health apps
➢ Educational reimbursements
➢ Support groups for underrepresented employees and allies
➢ Access to fitness centers and massages on-site
➢ On-site meals and snacks
➢ At-home cooking and workout classes
➢ Google’s offices also feature amenities like free haircuts, napping pods, and
on-site doctors.