Learning In Management Development Research Articles

Online learning

Purpose– If owner-managers engage in management development activities then chances of success may be improved for small businesses. But small business owner-managers (SBOMs) are a difficult group to engage in management development activities. While practitioners worry about timing, content and location of development activities, the purpose of this paper is to examine what drives SBOMs to participate in an online discussion forum (ODF) as a form of management development. An ODF was run with SBOMs and the factors affecting their participation are reported from this exploratory study.Design/methodology/approach– A qualitative methodology was used where data gathered from three sources, the ODF posts, in-depth interviews with participants and a focus group with non-participants. These were analysed to evaluate factors affecting participation of SBOMs in an ODF.Findings– The findings point to the importance of owner-managers’ attitudes. Attitudes that positively affected SBOMs participation in the ODF included; appreciating that learning leads to business success; positive self-efficacy developed through prior online experience; and an occupational identity as a business manager.Research limitations/implications– Few SBOMs participated in the ODF, which is consistent with research finding that they are a difficult group to engage in management development learning activities. Three forms of data were analysed to strengthen results.Practical implications– Caution should be exercised when considering investment in e-learning to develop the managerial capabilities of SBOMs.Originality/value– Evidence of the factors important for participation in an informal voluntary ODF. The findings suggest greater emphasis should be placed on changing attitudes if SBOMs are to be encouraged to participate in management development activities.

The impact of a management training program for university administrators

PurposeManagement training is perceived as one of the most effective ways to improve management skill, increase productivity and change corporate culture. To reap these perceived benefits, the University of Ottawa has delivered, since 2001, a Management Leadership Program (MLP) to better hone the core competencies of senior directors of administrative units at the University. The objective of this study was to evaluate the impact of this program on the participants in terms of learning, behavioural change and achievement of core competencies.Design/methodology/approachSemi‐structured in‐depth interviews.FindingsThe study found that informal learning strategies are the primary means by which University directors develop core competencies. However, the MLP provides a forum for informal learning through greater self‐awareness, the establishment and maintenance of social networks or social capital, for discussion and problem solving by senior managers and for the development and reinforcement of skills.Research limitations/implicationsGiven the time that has passed since the first training modules were completed, it is likely that internal validity will be affected by maturation. Further, because the number of subjects is small, semi‐structured interviews were used to elicit rich, highly informative data. Using multiple coders enhanced reliability.Originality/valueThis article provides insights into the particular development needs of university administrators and emphasizes the role of informal learning in management development and the importance of formal training as a forum for learning to occur. Also, the article highlights the critical role of social capital in management effectiveness

The progression and future of open learning: a stakeholder perspective within management development

Discusses and examines the relationship of major stakeholders in open learning within management development and the association of open learning with management development. Used a survey methodology to obtain information from purchaser and provider stakeholders. Interprets survey findings in written and graphical format to show the progression of open learning over the last ten years; the likely future progress with reference to the main technologies, media and trends; the factors most influential in the change in perception and utilization; and an identification of the advantages and barriers of open learning within management development. Discusses limitations along with the implications for future research. Concludes with an evaluation of the research findings and the presentation of a multiple stakeholders model of open learning in management development, which could be used for future research.

University‐industry partnerships in management development

Examines the factors which underpin the success of industry‐academic partnerships in management development. Uses data drawn from an in‐depth case study of Cummins Engine Company Limited. Reviews the literature on company‐university partnerships and work‐based learning in management development and provides information on the background of the case‐study organization. Reports on the experience of developing management training programmes for supervisors and middle managers. Concludes by discussing the practical implications of forging closer links between industry and academia.

A review of open and distance learning within management development

Surveys and evaluates the existing literature on open and distance learning, with particular emphasis on the management development field. Aspects of open learning terminology are clarified by reference to previous literature and by a diagrammatic synthesis of the different terms and concepts. Explores and summarizes in diagrammatic format the relationship of open learning and management development. A discussion of the existing models and frameworks supports the findings that there is a gap in the literature between what is happening in the market and what is represented in the literature. Argues in conclusion that there is a need for a market‐driven multiple stakeholders model of open learning in management development which would help to explain the interactions of the various different and competing actors. Such a model would help to explain the questions over the future direction of open learning in management development and would go some way to explaining more fully the phenomenon of open learning which is still not fully understood because of its continually developing nature.

The Future of Distance Learning in Management Development

Examines the increasing role of distance learning in management development, drawing on the success of the Open University and the Open Business School. Concludes that distance learning will supply long‐term job‐related development processes for managers.