Development Of Management Programs Research Articles

Developing a capacity building training model for public health managers of low and middle income countries.

The challenges faced by the low and middle-income countries (LMIC) in the field of public health management calls for the capacity building of qualified and trained public health managers in order to improve the effectiveness and efficiency of the health care delivery system. Most of the existing training programs for public health management are based in the settings of developed countries, which hinders their application in LMIC countries. The objective of this paper is to document the process of development and evaluation of a capacity building program for public health managers of various LMICs. A training program was developed using Kern's six-step framework with several innovative learning and assessment methodologies and evaluation using Kirkpatrick training evaluation model. Delphi technique was used for program development. This five to ten-day partly/fully funded six International Public Health Management Development Programs (IPHMDP) programs was conceptualized which enrolled 178 participants from 42 countries between years 2016 and 2019. Based upon the elaborative discussion in four rounds of Delphi technique, the problem and challenges faced by public health mangers and eight key competencies (viz. Leadership and governance, Project/ program planning, financial management, supply chain management, quality management, Human Resource management, monitoring and evaluation, and communication.) were identified. The group consensually agree upon a blended teaching methodology comprising of chalk and talk approach, inquiry based learning, participatory student based learning, small group instructions, gamification, project-based learning and field-based learning. There was a significant increase in participants' knowledge score (P<0.0001) after all programs especially in the competencies of monitoring and evaluation, followed by project/ program planning, supply chain management and quality management. The majority (90%) submitted their action plan one week following the program, out of which 64% implemented their action plans within six months. A majority (54.7%) of participants were able to implement their learning once they went back by conducting similar training/ workshop/webinars in their settings. The comprehensive public health management program in LMIC settings strengthens the competencies of public health managers which can be replicated in similar settings across LMIC to mitigate diverse challenges in public health management.

Management Competencies and Strategies of Academic Middle Managers at Cagayan State University: Basis for Training and Development Program

In the organizational structure of higher education institutions, the academic middle managers work between the central administration that provides direction and the faculty and staff. They orchestrate daily activities using competencies and strategies for risk management. The study was conducted to assess the levels of competency and utilization of strategies of academic middle managers to serve as the basis for the formulation of a risk management training and development program for the Academic Year 2023-2026 for CSU middle managers. It made use of the sequential explanatory research design with 78 respondents, using the survey questionnaire and focus group discussion for data collection, percentages, and weighted mean for the analysis of data. Middle managers were found to possess high competency in the exercise of the operational, managerial, and strategic context of risk management covering organizational roles in risk management, project/change management, stakeholder management, data management, and risk on organizational reporting. Middle managers highly utilize risk management strategies in the execution of their duties along with academics, research and extension, long-term strategy, root-cause analysis, and risk management analysis. A risk management training program is designed within the dimensions of operational, managerial, and strategic context and development programs for middle managers to increase their competencies and utilization of risk management strategies.

Transforming challenges into opportunities – a case study of Shukan hospital during COVID-19

Learning outcomes This case analysis will make the audience aware of the sudden nature of the crisis, specifically the transboundary crisis. They will be introduced to the concepts of participative leadership and situational leadership. Majorly the audience would learn to remain composed in times of crisis and comprehend how a circumstance can transform a participatory leadership style into a situational leadership style. The case will allow the audience to brainstorm how to take innovative decisions to manage a crisis situation. The primary objectives of the case are as follows: ■ to understand a transboundary crisis and its characteristics to deal with it; ■ to visualise the application of participative and situational leadership and evaluate and analyse the most suitable leadership style during an unknown crisis; ■ to make the students aware of how to remain composed in times of crisis and, for instance, implementing the change of leadership styles per the situation's requirement; and ■ to make students learn to design innovative decision-making strategies to develop a crisis management plan for managing future crises. Case overview/synopsis The case highlights the successful management of the crises faced by a multi-specialty hospital named “Shukan-Caring Lives”, established in 2017 in Vadodara city of Gujarat, India. The case revolves around the Chief Operating Officer, his executive management body and the paramedical and medical staff of the hospital, who dealt with the grave Corona crisis. This case shows how the change in leadership style from participative to situational leadership style could manage the situation by taking brilliant initiatives and providing insightful solutions with a lot of dedication, showing how situational leadership can deal with the transboundary crisis. Complexity academic level The case is an excellent example of a transboundary crisis for any organisation and demonstrates a novel idea of transforming the participative leadership style into a situational leadership style as and when the need arises. The topics of transboundary crisis and management crisis can be taught in strategic management. At the same time, leadership styles and transformation of leadership style can be covered in organisation behaviour. Management development programmes can also include such kinds of cases to give exposure to crisis and its management. The target audience would be PG management students, management executives and senior-level managers in various courses. Supplementary material Teaching notes are available for educators only. Subject code CSS 11: Strategy.

Management and Leadership Development in Healthcare Professionals

leadership; Nepal; public health; training activities.

The impact of implementation intentions on the transfer of training from a management development program

ABSTRACT The aim of this study is to further develop our understanding of transfer of training by introducing an additional post training transfer intervention of implementation intentions. This enhances the substantial developments made by goal setting theory but concentrates on goal achievement rather than simply goal setting. Whilst goal intentions specify what a person wants to achieve, implementation intention specifies the behaviour to be performed and the situational context it is to be performed in. This is a qualitative study based on a management development program being delivered in one UK Higher Education Institute. Data was collected from reflective learning journals and semi structured interviews with 15 participants. Findings indicate that the use of an implementation intention statement encouraged transfer in 67% of the participants. This is a higher figure than any other study not using implementation intentions, has previously recorded. This study therefore advances scholarship in the field of Human Resource Development (HRD) and especially transfer of training. It also provides practical utility for organisations looking to gain a return from their investment in HRD.

Comparison of group and individual soft skills development programs -

Competitive pressures are increasing demands on managerial performance and, thus, on creating effective management development programs. The purpose of this study was to compare group and individual approaches to developing line and middle managers. The Managerial Tools and Managerial Training Simulator programs were used, with 256 managers participating. We examined the following five soft management skills: effective goal setting, giving feedback and evaluating performance, accepting feedback as a manager, management coaching, and leading discussions and team meetings using a facilitative leadership style. After both types of development programs, both groups of managers showed improvements in developing skills as assessed by their subordinates. At the first measurement, individual and group development resulted in the same positive increase in subordinates' perceptions. However, in terms of a long-term effect (the second measurement), this positive increase was maintained for the individual development programs but not group programs, where it decreased. Thus, the effect of the individual development programs appears to be longer-term. Overall, we found no significant difference between line and middle managers - both groups responded similarly to the development activities. Regarding developing individual skills, the smallest change was found in the ability to set goals and provide feedback. The most considerable change was the ability to accept feedback, coach, and facilitate. This research provides information for specialists in education and development and may help select appropriate leadership development tools, particularly for individual programs with longer-term impacts.

Lifelong learning as a major trend in personnel training: theoretical and practical aspects

The problem of forming conflictological competences of pedagogical staff in educational organization, which is associated with the increasing stressfulness of the organizational environment and multifunctional activities of teaching staff, is presented in the paper. The analysis of conflictological competences, which need to be formed within the framework of continuous conflictological education of university teachers, is given. The paper analyzes the methods and content of the module Conflict and Stress Management in the Educational Process of the retraining program Teacher of Higher Education. The aim of the research is to develop methodological recommendations aimed at improving the level of conflictological and stress-competence of teachers of Samara State Technical University, involving the use of modern educational technologies. This objective is achieved by means of the following tasks: conducting expert surveys (respondents: teachers and students of the university) in order to determine methods and techniques for improving conflictological and stress competence of teachers; creating training and methodological materials for students of professional development program Education Process Management: Psychological and Pedagogical Competence of a Technical University Teacher and retraining program Teacher of Higher Education in Samara State Technical University. Team-building for the students and teachers of the university. The study was conducted in several stages. Objectives of the theoretical stage of the research: to substantiate the significance of increasing the level of conflictological and stress competences of university teachers. Objectives of the diagnostic stage of the research: to monitor the level of professional stress of teachers; to conduct an expert survey to assess the significance of increasing the level of conflictological and stress-competences of university teachers. The respondents of the expert survey were the trainees of the professional development program Management of Educational Process: Psychological and Pedagogical Competence of a Technical University Teacher and the retraining program Teacher of Higher Education of Samara State Technical University. The following methods were used in the research: expert survey, observation, questionnaires, methods of quantitative and qualitative analysis of the results obtained. The experience of teaching the discipline Conflict and Stress Management in the Educational Process as part of the retraining programme Teacher of Higher Education of Samara State Technical University is presented. The prospective of the study is the further improvement of teaching methods to develop conflictological and stress-competence of teachers.

Financing the growth of Urban Chowk

Learning outcomes ▪ Identify and explain the factors that contribute to the success of a restaurant business. ▪ Analyse different sources of entrepreneurial finance. ▪ Identify and explain local entrepreneur’s expectations from a funding agency. ▪ Evaluate investment decision-making criteria for entrepreneurial funding agencies. Case overview/synopsis Kartikey Rajput, the promoter of a food park Urban Chowk, was waiting for the Covid regulations in the country to be relaxed. The entrepreneur in him found a business opportunity to provide hygienic food with a beautiful ambience and floated a food park (Urban Chowk) with the support of his wife Nikita Agrawal in 2017 and the second edition amidst Covid in 2020. The business model was well-appreciated by food vendors as well as customers. Rajput could see future growth potential in urban India. But his aggressive business plan to open five food parks in different cities in the next three years was disrupted due to the Covid pandemic. The expansion required huge investments, and post-pandemic challenges were plenty. The decision to go beyond Ahmedabad required the selection of cities besides the major challenge of the financing choice. The new cities might have huge footfall potential but finding the right location at the right price was a different challenge. Rajput was also concerned with the sources of getting the required finances. The entrepreneur was contemplating and evaluating the alternative sources of finance available to a start-up. Complexity academic level This case is appropriate for a graduate and post-graduate level programme in the courses like entrepreneurial finance, entrepreneurship and strategy. This case can also be used in an executive programme on management and Management Development Programmes (MDPs) on entrepreneurship or entrepreneurial finance. Supplementary materials Teaching notes are available for educators only. Subject Code CSS 1: Accounting and Finance.

Leverage Edu: caught between novelty and efficiency

Learning outcomes The learning outcomes are as follows: 1. enable students to appreciate how a platform company can navigate through diminishing network effects; 2. enable students to foresee the downside of scaling up a platform business; 3. enable students to appreciate the trade-off between an efficiency-centric and a novelty-centric business model for platform businesses; and 4. enable students to create a platform business model canvas for a company. Case overview/synopsis The teaching case discusses the dilemma of Akshay Chaturvedi, the founder of Leverage Edu, an artificial intelligence-enabled platform for students seeking admission to foreign universities. It had received nearly US$9.6m in funding until December 2021. Chaturvedi wanted to make the best use of his funds, but was torn between turning Leverage Edu into an “efficient platform” and transforming it into a “novelty-centric platform”. The teaching note attempts to resolve Chaturvedi’s dilemma by analyzing competitors using the platform canvas model and determining how Chaturvedi could create and use network effects to Leverage Edu’s advantage. The case is based on secondary data that is freely available in the public domain. Complexity academic level This case is intended for MBA Entrepreneurship students taking a platform business elective. It can also be used in faculty and management development programs under the banner “Technology and Platform Businesses”. Supplementary materials Teaching notes are available for educators only. Subject code CSS 3: Entrepreneurship.

Twitter and Communicating Stigma about Medications to Treat Obesity

ABSTRACT In North America, stigma remains a significant barrier to treating obesity. Many candidates for medical weight management do not seek treatment, possibly related to anticipated and internalized stigma and weight bias. Pharmacologic treatment of obesity remains highly stigmatized, despite advances in drug development and medical weight management programs. People contemplating medical weight management are likely to see information about “diet pills” on social media sites, such as Twitter. However, Twitter has been found to contain false and stigmatizing information. This study examines a sample of 2170 Tweets to better understand the content through the lens of obesity stigma. Tweets were collected over a seven-day period containing general terms such as “diet pills,” “weight loss pills,” or “fat burner” using the Twitter advanced search option. The analysis revealed that almost 50% of Tweets containing “diet pills” contained stigmatizing language. The most common elements of stigma communication were taking personal blame for obesity and the perils associated with taking medications for weight loss. Further analysis revealed sub-themes such as profiting from social pressures to lose weight, distrust of physicians and the practice of obesity medicine, lack of efficacy of medications, and the use of social media to disseminate stigma. Most Tweets were from personal accounts followed by direct sales of weight loss supplements. The findings have potential implications for medically supervised weight management programs and may drive the need for more evidence-based social media messaging around obesity related healthcare.

The Relationship of Leadership Style to Commitment: Choreographers and Student Dancers’ Perspective

There have been numerous studies that were already conducted concerning the relationship between styles of leadership and commitment from various disciplines; however, there are only a few to no investigations performed regards to dance space. This present study aimed to determine the relationship between the leadership styles of choreographers and the commitment of student dancers from various Higher Education Institutions (HEIs) on the entire island of Luzon in the Philippines. The gathering of data has been conducted via an online survey using LSQ and OCQ to 105 choreographers and 228 student dancers. The findings revealed that most of the choreographers apply the democratic leadership style; while the commitment level of student dancers is moderately high. Moreover, no relationship between the leadership style and commitment was observed which accepted the null hypothesis tested for this study. Based on the yielded results, leadership and management development programs are recommended to choreographers for them to be educated on what appropriate and effective leadership style they can practice, to heighten commitment and improve their relationship with student dancers. Additionally, programs to intensify the commitment of student dancers are highly suggested. Conducting a similar study is highly recommended to support or refute the findings of this research.

Mobilizing adaptive competences in hackathon teams

This paper aims at identifying the competences mobilized by team members in a Hackathon in the light of the adaptability theory, through a qualitative research with participants of an event organized by the Public Ministry of a state in Northeast Brazil to propose solutions to combat corruption. The data collection procedures involved non-participant observation and fourteen semi-structured interviews with members of five of the twenty teams that participated in the event. Five adaptive competences mobilized by the team members were identified: theoretical-practical knowledge; self-learning; problem solving; socio-emotional adaptability; and situational leadership. The findings contribute to the elaboration of management and people development programs in open innovation environments.

Authorising managers in management development?

This article explores the relationship between management and leadership development and leadership practice. Critical studies of management and leadership development programmes have mainly focused on such programmes as spaces for identity work and/or identity regulation. This article extends the literature by investigating the notion of organisation, the organisational view, in a large management and leadership development programme and how it works as a source of authority for the participating managers. Our inquiry is based on ethnographic studies of both an in-house management and leadership development programme in a large Danish public organisation and of the managerial practice of six participating managers. Drawing on a communicative constitution of organisations perspective, we analyse how the management and leadership development programme (re)produces a unitarist organisational text, an organisational view that assumes the members of the organisation have the same goals and perspectives. We further analyse how this organisational text shapes the authority relationships that managers engage in in their leadership practice. The article demonstrates how the unitarist organisational text fails in authorising participating managers as it clashes with the plurality of perspectives and interests in the organisation and is not recognised as a source of authority by employees and collaborators.

Stakeholders' Perspectives Regarding Supply Chain System of Pharmaceuticals and Vaccines in Pakistan: A Qualitative Study.

The present study was undertaken to assess the current supply chain system of pharmaceuticals and vaccines in Pakistan in terms of structure, process, and outcomes, as well as related barriers and solutions for an effective supply chain system. A qualitative study was designed to explore stakeholders’ perceptions selected using the snowball sampling technique. A semi-structured interview guide was used to interview these respondents at a convenient time and place. After data collection, recorded interviews were transcribed verbatim and subjected to thematic analysis. The results highlighted that the standard operating procedures (SOPs), checklists, and government guidelines were available at different levels, except for community pharmacies. Timely delivery of quality products and services along with market reputation, experience, and authorization were the key criteria used for supplier selection and evaluation. Good inventory management, financial models, effective coordination, training, and skill development programs were identified as key factors responsible for an efficient supply chain process. Availability of vaccines, their appropriate temperature monitoring, and transportation are also highly compromised in Pakistan. The results of the present study concluded that the current supply chain system in Pakistan is not up to the mark; major factors include poor forecasting and inventory control, delayed order placement, lack of training, inadequate involvement of professionally qualified staff, inadequate financing and procurement processes, and poor coordination and integration among all stakeholders.

Salaam Bombay Foundation: challenges in integrating skills, education and job markets for adolescents in India

Learning outcomes The learning outcomes are as follows: to analyze the driving forces that lead non-government organizations (NGOs) to develop need-based programs; to evaluate the strategy adopted by NGOs in attaining the organization’s mission and creating a social impact, corporate social responsibility, inclusion, labor market, social enterprise, strategy and vocational learning; to apply social business canvas for analyzing the business model deployed by NGOs to develop market linkages; to analyze the challenges in setting and scaling NGO programs and strategies designed to address the same; and to enable students to brainstorm in creating future growth options for scaling up and replicating NGO programs. Case overview/synopsis The case describes the journey of Salaam Bombay Foundation (SBF), a national-level NGO registered in 2002 in Mumbai, India. In March 2020, SBF had an annual budget of INR 13.98 crores (US$1.84m). It addresses the challenging environments children from economically constrained families face by engaging them in continuing school education and providing vocational training. Since its inception, SBF has launched and executed many in-school and after-school programs. To successfully transit skilled adolescents and teenagers into the labor market and help them make informed career decisions, SBF launched “DreamLab,” a stipend-based “internship” model, in August 2018. Gaurav Arora, Vice President SBF, was assigned the responsibility to scale up skills@school and DreamLab internship programs. With disruptions caused by the pandemic in March 2020, Arora struggled to operationalize DreamLab as initially planned. The case is at a crucial decision point where clouds of uncertainty have made Arora and his team anxious about their future course of action. Complexity academic level The case is intended for students of undergraduate and graduate programs in Business Management, Social Entrepreneurship and Social Work programs. Executives of management development programs can also use the case to analyze the effectiveness and management of the skill development program. Supplementary materials Teaching notes are available for educators only. Subject code CSS 3: Entrepreneurship.

A Tracer Study of Public Administration and Governance and Development Management Graduate Programs of the University of Negros Occidental-Recoletos

The global demand for high-skilled professionals emphasized the role of higher education in career advancement. This descriptive tracer study of the Master in Public Administration and Governance (MPAG) and the Doctor of Philosophy in Development Management (PhD-DvM) programs aimed to establish a database on the profile of the graduates; the extent of practice of graduate attributes and the level of satisfaction with program delivery and implementation. Likewise, it investigated the challenges encountered by the graduates and their reasons for enrolment. Results revealed that majority were promoted to higher management positions; that the practice of graduate attributes in the workplace is to a very great extent; and graduates were very highly satisfied with the program delivery and implementation. Research rank highest, followed by faculty. While physical facilities and student services were rated high only. Among the challenges encountered by graduates are: thesis/dissertation writing, social relationships and work responsibilities, among others. Quality of graduate education, professors' competence, Catholic values, facilities, and research training were reasons for enrolling.

The Future is Relational: Management Development for Today and Tomorrow

In a series of two studies we tested a possible turn toward relational, as opposed to agentic, management development program (MDP) content. First, we conducted a content analysis of the MDP literature since Collins’ (2002) seminal work, finding a larger focus on relational as compared to agentic MDP content. Second, we conducted qualitative interviews of 14 management coaches/consultants from South Africa and the United States. The interviews revealed practice to be focusing more on relational, but also agentic, and interwoven relational and agentic skills. From the interviews we share how relational skills are being done in management development practice today, the focus being primarily on development self-awareness in managers. Our conclusion is that, in contrast to the enduring “think manager, think male (agency)” paradigm, leadership today may require, and leaders and followers value, relational, more so than agentic, skills.

WEATHER BASED INDEX INSURANCE AND ITS ROLE IN AGRICULTURAL PRODUCTION

Purpose: Insurance not only is a shock absorber for farmers and other actors in the agricultural value chain, but it also enables access to credit and hence is an integral part of financial inclusion, and it enables/protects investments in better inputs and technologies which increase productivity. The different forms of insurance also reduce the government's budget exposure to agricultural risks. Crop insurance could incentivize farmers to increase their input use but indemnity-based crop insurance programs are plagued by market failures. The purpose of this research work was to examine weather-based index insurance and its role in agricultural production. This study highlights the key opportunities for weather-based index products and bring further clarity to how the use of weather-based index insurance can help to transform agriculture production.&#x0D; Methodology: Relevant book references and journal articles for the study were identified using Google Scholar. The inclusion criteria entailed papers that were not over five years old.&#x0D; Findings: This study found that the uptake of weather-based index insurance is positively and significantly associated with the use of chemical fertilizer and improved seeds, and also with crop yield. The study concludes that upscaling of weather-based index insurance programs may help to spur agricultural development in agricultural production.&#x0D; Recommendations: The study recommends that weather-based index insurance be linked to an existing development program or other market opportunities to provide added value to the client. As a stand-alone product, weather-based index insurance may be seen as an unnecessary cost and have little demand from farmers who face a variety of risks in addition to weather risks. The study also recommends partnership between weather-based index insurance programs and complementary agricultural development or risk management programs. NGOs in particular could play an important and independent role in the extension of information to farmers, possibly in conjunction with official extension services.

OUTCOMES OF MANAGEMENT DEVELOPMENT PROGRAM FOR EMPLOYEES OF NADHLATUL ‘ULAMA HOSPITAL

Introduction: The various management development interventions that have been implemented seem to have not identified the characteristics of the role model, perceived control, and understanding of the Management Development Program (MDP) itself. The MDP effectiveness evaluation model also seems to have not received much attention. Analyze the influence of the characteristics of the Management Development Program, i.e., role models, feelings of control, and understanding that result in organizational commitment, utility, and participatory Behavior. Methods: The research population was 130 employees of NUH Jombang. Samples were taken using a simple random sampling technique of 100 employees from various work units. Statistical analysis used is path analysis to determine the direct and indirect effect on organizational commitment, utility, and participation behavior. Results: The higher MDP characteristics that consist of role model, perceived control, and understanding will be followed by high organizational commitment, utility, and participative behavior as positive outcomes. Conclusion: The study results can improve understanding of the characteristics of the relevant Management Development Program to improve employee outcomes. Employee outcome, i.e., organizational commitment, Utilities which include intrinsic – extrinsic – organizational benefits, behavior that includes the willingness to participate in development activities, innovative behavior that is beneficial to the organization, and sharing opinions.

Effect of Managerial Competence on Value-Based Financial Performance of Banks

This study investigates the connections between managerial competency MC) and value-based financial performance (EVA, MVA and CVA) of acquirer banks listed on the Ghana Stock Exchange (hereafter: GSE). Correlational research design was employed for the study. Four banks: Ecobank Ghana Ltd, Access Bank Ghana Ltd, Societe Generale Ghana Limited and GCB Bank Limited were chosen for the study. Multiple regression model using Statistical Package for Social Sciences (SPSS) was employed for the data analyses. The findings suggest that MC has a positive and significant effect on value-based financial performance proxied by economic value added (EVA), market value added (MVA) and cash value added (CVA). The MCs required for merger and acquisition success in the banking sector comprised of Leadership Skills, Technical Skills, Fraud Risk Management Skills and Customer Value Management Skills. The study deepens literature on the requisite MC (intra-personal skills, interpersonal skills, leadership skills, technical/business skills, fraud risk management skills, customer value management skills) for merger and acquisition success. Should there be increased shareholder value after a merger or acquisition, managerial competence plays a cardinal role. Traditionally, this value-based model provides guidelines or framework for staff in management evaluation for selection, development and performance management. these skills can be considered as the basis for management development programs as the skills needed to be effective can be developed in adults. the study was limited to only four acquirer banks listed on GSE, further study should be conducted on all listed banks on GSE to test the validity and operability of the value-based model of MC.