Briefly describe why organising for growth is challenging. Outline the structural solutions organisations can choose from by explaining their advantages and limitations. Reflect on the key similarities and differences between organising for development and the activities of a corporate turnaround. Critically evaluate the role of the top management in achieving sustainable growth.
Answers
Answer:
When I think of “training,” I think of one kind of learning. Training conveys to me the
idea of making people more alike than different in some respect and trying to
deemphasize individual differences in some particular area. For example, a number of
persons are trained to operate a complicated piece of equipment. Once the equipment is
designed and built, hopefully to the specifications that optimize a person’s ability to
operate the machine, training programs are implemented in order that the operator may
“fit” himself or herself to the machine. Individual differences among people in terms of
how they operate the machine may cut down on the machines’ efficiency. Time-and-
motion studies represent another approach where training may be utilized to make
people respond to a set behavioral pattern. What about management training? Many
organizations spend considerable time, energy, and dollars to make their managers more
alike than different. Instilling company values and philosophy and inculcating the
organization’s climate and norms are examples of exposing managers to ideas and ideals
they are expected to emulate and to think similarly about. Training managers in specific
skill areas—data processing, budget and accounting techniques, salary administration—
are other examples of applications of management training
Explanation:
hope its help u
Answer:
When I think of “training,” I think of one kind of learning. Training conveys to me the idea of making people more alike than different in some respect and trying to deemphasize individual differences in some particular area. For example, a number of persons are trained to operate a complicated piece of equipment. Once the equipment is designed and built, hopefully to the specifications that optimize a person’s ability to operate the machine, training programs are implemented in order that the operator may “fit” himself or herself to the machine. Individual differences among people in terms of how they operate the machine may cut down on the machines’ efficiency. Time-and- motion studies represent another approach where training may be utilized to make people respond to a set behavioral pattern. What about management training? Many organizations spend considerable time, energy, and dollars to make their managers more alike than different. Instilling company values and philosophy and inculcating the organization’s climate and norms are examples of exposing managers to ideas and ideals they are expected to emulate and to think similarly about. Training managers in specific skill areas—data processing, budget and accounting techniques, salary administration— are other examples of applications of management training
Explanation: