The Development of Management and Leadership Capability and its ...

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A parallel CEML advisory group (CEML Business Schools report, 2002) examined the provision of management and leadership development within the HE sector. CEML data on management related higher education • There are about 140,000 undergraduate and postgraduate students in Business and management studies in UK universities (1999/2000). • 19,100 first degrees were awarded in Business and Management in 1999/2000, although this number rises to over 31,000 using the wider category of 'Business and Administrative Studies' • Around 10,000 MBAs were awarded in 2000, but only 56% of these were awarded to UK students (many MBAs are overseas students). UK students only accounted for 28% of full-time MBAs. Nearly three times as many home students got their MBA by part-time study as by full-time study. • In addition to first and higher degrees, universities also offer a range of vocational courses in business and management. In 1999/2000 nearly 5,000 such qualifications were awarded at postgraduate level, plus about 6,800 at undergraduate level (including HNDs). • Most of the executive education provided to employers by Business Schools is concentrated in a very small number of institutions, at least some of which are of high quality. This form of management and leadership provision tends to be used only for senior or high potential managers. • There are about 7,000 teaching faculty in Business and Management in HE - a very substantial resource. When it comes to formal training provision by employers, Thompson and Mabey's studies (1997) suggest a modest increase in formal management development provision by employers over a ten year period to 1996. They concluded 'the priority given by organisations to management development has increased significantly compared to ten years ago, and is expected to increase further in the foreseeable future. Mabey and Thomson (2000) estimated 8 days of informal training in addition to over 6 days of formal training per manager, and a training spend of £1000 per manager by organisations able to give figures. Of its nature, the volume of work-based management development (i.e. development other than courses) is impossible to estimate (Woodhall and Welchman, 1998). It is important when comparing patterns in different countries to realise that their histories of management education vary very widely. Some of these features are reported by Mabey and Gooderham (2003) on the basis of empirical work. The UK spends rather less on management development than the European average in terms of formal training. Some 20
countries, such as Germany, rely on in-company management and leadership development plus career experience to develop their managers. Others, such as Denmark, have strong systems of vocational education alongside academic education, and much management learning occurs in the education system. The UK emerges rather oddly as having vocational qualifications in management, but HRD professionals who ascribe little value to this way of learning management and leadership. The UK also emerges, as so often, as having a shortterm attitude to management and leadership development compared with some European neighbours. It is worth mentioning here that professional bodies in the UK are starting to become more active in the provision of management and leadership development for people who would be classified as 'professionals', more than 'managers'. • Perren (2001) in survey for CEML of 149 professional bodies found that these bodies did see management and leadership as important, but that such skills are not often included in membership entry or CPD. Professional bodies in the fields of policy, administration and business support (e.g. local government, information, personnel, purchasing and supply) placed higher value on management and leadership than bodies representing other fields of work. • Fox et al. (2001) sought the views of a small sample of professionals as well as some professional associations and some development specialists. The terms 'management' and 'leadership' were used interchangeably. The professionals themselves felt that the most important aspects of management/ leadership were interpersonal/ relationship skills and communication skills. The professional bodies and trainers agreed less on what was important. The trainers used mainly conventional learning methods (classroom, courses) but also learning sets or action learning and e-learning. Coaching was also fairly prevalent. Practitioners favoured informal means of development and selected formal learning on an ad hoc basis. Most of the associations had some links with suppliers of management and leadership training. Some accredited university courses in management as part of their CPD offering to members. 3.3.2 Trends in management and leadership development As we have seen from the quantitative estimates above, UK investment in management and leadership development does seem to be increasing, albeit from a low base. Although on the whole this is good news, there are still many managers, especially in smaller firms, who have no formal management education or training prior to entering work and little in the workplace (Williams, 2001). Both shortages of money and of time impede access to management training by some of those who might benefit from it. There are also changes in the type of management and leadership development activities being undertaken. IES conducted a review of trends in management development, based on literature and seminars held with about 30 major employers (Hirsh and Carter, 2002). It found that changes in management and leadership activities stemmed from changes in: • The nature of the challenges organisations perceived for their managers, especially in what might called the 'leadership' aspects of their jobs (as discussed in section 3.2) 21
Page 1 and 2: The Development of Management and L
Page 3 and 4: ACKNOWLEDGEMENTS This report has be
Page 5 and 6: 4.3.1 Impact of HRM and management
Page 7 and 8: 1: Executive Summary The executive
Page 9 and 10: Although it is clear that performan
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Page 15 and 16: 3: The Nature and Current State of
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Page 37 and 38: Management development and organisa
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Page 41 and 42: (Pfeffer, 1998). One of his seven h
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Page 45 and 46: competence ('skills needed for new
Page 47 and 48: may make the organisational benefit
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Page 51 and 52: Given that, on average, Business an
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Page 57 and 58: Simulations There are several kinds
Page 59 and 60: Managers report high levels of pers
Page 61 and 62: The ‘entrepreneurial imagination
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Outcomes in the voluntary sector ar
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organisational success. He draws bo
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For the purposes of this review we
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7: Priorities for Future Policy and
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Both of these are difficult to inve
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• Research on the effectiveness o
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