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LEADERSHIP

WHO IS LEADER:-
The Person who guides or influences the behavior of others is
called ‘Leader’ & people guided or influenced are called the
followers.
WHAT IS LEADERSHIP:-
Indeed, dealing appropriately with people is leadership.

Leadership is the capacity to frame plans which will succeed


and the faculty to persuade others to carry them out in the face
of all difficulties.

In simple words Leadership is “KNOWING WHAT TO DO


+GETTING THINGS DONE BY OTHERS.”

It is the ability to shape the attitudes & behavior of others


,Whether in formal or informal situations.

Thus leadership is the process of influencing the activities of


an individual or a group towards the achivement of goal in a
given situation .
LEADERSHIP STYLES:-
The ways the leader influences his /her subordinates is called
‘leadership styles’.
There are three basic styles of leadership:-

1. Autocratic style or authoritative style.-An autocratic leader


is work centerd or leader centered. There is no
participation by his subordinate. He structures complex
work situation for his employees. His subordinate fully
dependent on him.

2. Democratic style or participative styles:- This type of


leadership centralized managerial authority . The leader’s
decision are taken after consultation with his followers
and after their participation in the decision making
process . He involves his subordinate in decision making
process .

3. Laissez –faire or Free –Rein Style:-In this leader leaves


decision making to the subordinates. The leader
completely gives up his/her leadership role . The
subordinates enjoy full freedom to decision as& what they
like.

FUNCTIONS OF LEADERSHIP:-
DEVELOPING TEAM WORK : This is the primary functions of
the leader is to develop & combine his followers competence,
potential& needs, the leader needs to create a congenial &
healthy work envt. For his work team.
REPRESENTING THE TEAM :-As & when required, the leader
communicates the problems & grievances of his subordinates
to the management.
COUNSELLING THE WORK:-When team members face
problems in doing their work, they seek guidance& advice
from their leader.
MANAGING TIME :- This is another function of a leader to
ensure the timely comletion of activities undertaken by his/her
team members.
Another Functions:-
1.Functions For Task Needs:-
Defining the task
Making the plan
Allocating work &Resources
Controlling the quality of work
Checking performance against plan
2.Functions for Group needs
Setting Standards
Maintaining discipline
Building team spirit
Encouraging, motivating, giving a sence of purpose
Appointing sub leaders
Ensuring communication with in the group
Training individuals

3.Functions for Individual needs


Attending the personal problems
Praising of individuals
Knowing individual personally
Training individuals
Recognizing &using individual abilities
QUALITY OF A GOOD LEADER:-

A good leader is one whose thoughts are pure and there is


complete harmony in his thoughts, words and deeds.A
good leader should have following qualities:-

 Courage to decide:-A leader should act with self


confidence, avoid anger, take decisions on a rational basis
& think about clearly & maturely. He should not be
whimsical but consistent in his actions
 Personal motivation:- This involves the creation of
enthusiasm with in the leader himself to get a job done. It
is only through enthusiasm that one can achieve what one
want.
 Knowledge of Human Relations:-A leader should have an
understanding of human behaviors;he should know their
needs, sentiments ,emotions ,as also their actions and
reactions to particular decisions, their motivations.etc.
 Empathy:-He should respect the right of others , their
believes and sentiments. He should be able to look at
things objectively & from the point of view of others.
 Communication Skill:-A leader should be able to talk &
write clearly & forcefully. He should have the ability to
persuade ,to inform ,stimulate, direct & convince his
subordinates that it is in their own interest .
 Teaching Ability:-A leader should have the ability to
demonstrate how to accomplish a particular task , to
correct errors , prepare followers for achivement , and ask
questions &offer suggestions .
 Energy:- A leader should have both mentel and physical
energy to work for sufficiently long hours without feeling
tired.
 Flexibility Of Mind:-A leader should have a flexible mind so
that he may change in obedience to the change in
circumstances.
 Ability To Establish Proper Priorities:- He must have the
ability to see what is important & what is not. In sum a
leader must have a dynamic personality-not a good body,
a good height, a beautiful complexion , but something
much more important – character, intellectual
attainment ,striking features, and such more special traits
as a powerful voice , a modest & unassuming
temperament ,& knowledge of how to deal with his
followers.
 Enthusiasm:-
 Fairness:- He should be impartial in all the conditions.He
should treats all the subordinate equally & in same way.
 Physical: Make good use of your body.
 Introspective: understanding own thoughts& feelings.
 Matehmatics: Logic to systems& numbers it means you
have to make them use of no. Drive the org. with system.
 Visual: Spatial awareness &visual arts.
TYPES OF LEADER:-
 Positive Leader
 Negative Leader
Positive leader is one who motivates his subordinates
by increasing their satisfaction.
Negative leader is one who motivates his subordinates
through fear & insecurity. Such leaders are domineering
and pose as very superior being.
Degrees of Leadership:-
In every organization a different style of leadership will
demonstrated, from the autocratic to liberal free-rein.
Autocratic Benevolent Participative leadership Democratic leadership Free-
Autocratic Rein
Leadership

Military Manufacturing City council Service companies Research

Sciencetific

WHAT MAKES LEADERSHIP EFFECTIVE:

Leadership needs to win the heart of the others to attain some desired
goals . The following points will be of great helpful in this regard –

 MENTAL &PHYSICAL HEALTH

 KNOWLEDGE &INTELLIGENCE

 CLEAR –CUT& WORTHY

 CONVICTION

 SENSE OF RESPONSIBILITY
 INITIATIVE &DRIVE

NEED OF LEADERSHIP-THE 4 ‘E’ & VALUES

ENVISION-Having a vision, then develop plan. Future picture


always targets.

ENERGIZE: Innovating, simplifying. Your story walk & talk.

ENABLE: Creating systems &precedes for a action.

EMPOWER: Letting people achive the vision, free to act,


accountable & interdependence.

DIFFERENCE BETWEEN LEADER & MANAGER:-

MANAGER LEADER

THINKING PROCESS:-
Takes initiative Is orignative

Is more focused on things Is more focused on people

RELATIONSHIP WITH EMPLOYEES:-


Tries to gain control Prefertoempower people

Consider employees as a subordinate Treats employees as


associates.
MODE OF OPERATION:-
Believes in Effeciency Believes in effectiveness

MAHAVAKYA OF LEADERSHIP:-

To Tell Are the function ,tools&


Techniques of leadership
To See

To Do Is the style of
leadership
To Do
Source of leadership

To Be:-To be means the aggregate of all that there is in a leader


& gives him a distinctive identity, his values, his qualities &his
knowledge. In other words, his personality.
To Do:-Indicates that the best style of leader is to lead by
personal example . Style is the reflection of the substance in a
man – his personality.
Ex- Mahatma Gandhi set personal eg.for eradicating
untouchability in India by actually living in harijan colonies
&mixing with them.
To See:-He must be in complete touch with the realities of the
situation in which he is operating . He should have fullest
possible information regarding the problems , about which a
decision &plan has to be formulated.
To Tell:- Means to communicate to others what the leader
wants them to do. Telling is effective if the instructions of the
leader are clearly understood.

4 E’S OF MAHATAMA GANDHI: -

Gandhi ji leant his leader ship skills during his South Africa and honed them in India.
Envision: -Gandhi’s vision of the future was a combination of the spritual, moral & practical,&it was
through his consistent application of his vision that he led.
He clearly felt that the apparent Indian lack of self respect enable the british to rule Indian, so he felt
that Indian should take prime responsibility for their own situation.
Gandhi Wanted not only the political independence of India,but the spiritual renewal .
SELF- APPRAISAL
STEP-1Complete all these blanks of the self -appraisals. For each quality listed, write the number on
the scale that best describes your actual behavior in the left column. Then write the number that best
describes the way you would prefer to act in the right column.

STEP-2Check the three items in each list on which you showed the greatest discrepancies between
your actual & preferred ratings. If your preferred rating is higher than your actual rating mark as a
“+”(plus). If your actual rating is higher , mark as “-“(minus).

SELF- APPRAISAL
Actual Preferred

1) STYLE OF REACTING
TENDENCE TO SEEK OUT OPPORTUNITIES

CONTENT TO WAIT ALWAYES SERCHING

1:2:3:4:5:6:7

BREADTH OF FOCUS

INTENCIVE, EXTENCIVE
NARROW FOCUS SEARCH FOR SOLUTIONS
ON GIVEN PROBLEMS ON GIVEN PROBLEMS
1:2:3:4:5:6:7

SPEED OF DICISION

DEFER JUDGMENT AS DECIDE AS QUICKLY


LONG AS POSSIBLE AS POSSIBLE
1:2:3:4:5:6:7

INTUTIVE VS OBJECTIVE

RELY EXCLUSIVELY RELY EXCLUSIVELY


ON FEELINGS ON FACTS
1:2:3:4:5:6:7

IMPULSIVENESS

THINK BEFORE I SPEAK SPEAK BEFORE I THINK

1:2:3:4:5:6:7

PROBLEM SOLVING
ALWAYES SOLVE LEARN EXCLUSIVELY
PROBLEMSFOR MYSELF FROM OTHERS
1:2:3:4:5:6:7

PERSISTENCE
GIVE UP TOO QUIKLY NEVER GIVE UP
ON TOUGH PROBLEM
1:2:3:4:5:6:7

SELF-PROBLEM IDENTIFICATION
NEVER SEE MY SELF AS ALWAYAS SEE MY SELF AS
PART OF THE PROBLEM PART OF THE PROBLEM
1:2:3:4:5:6:7

UNDESTANDING WHY I DO WHAT I DO


NO UNDERSTANDING COMPLETE UNDESTANDING

1:2:3:4:5:6:7

2) STYLE OF REACTING TO OTHERS

ABILITY TO LISTEN TO OTHERS WITH UNDERSTANDING


INATTENTIVE /UNRESEPTIVE OBSERVENT / SENSITIVE LISTENER

1:2:3:4:5:6:7

WILLING TO SHARE FEELINGS WITH OTHERS


COMPLETELY UNWILLING COMPLETELY WILLING
1:2:3:4:5:6:7

AWARENESS OFN THE FEELINGS OF OTHERS


COMPLETELY UNAWARE SENSITIVE EMPATHETIC/
RESPONSIVE

1:2:3:4:5:6:7
TOLERENCE OF CONFLICT AND ANTAGONISM
NOT TOLERANT TOLERANT

1:2:3:4:5:6:7

BEING WARM AND FRIENDLY TO OTHERS


COLD/RESERVED WARM/ OUTGOING
1:2:3:4:5:6:7

REACTING TO COMENTS ABOUT MY BEHAVIOR


REJECT/DEFENSIVE ACCEPT & GROW
1:2:3:4:5:6:7

WILLINGNESS TO TRUST OTHERS


VERY SUSPICIOS/DISTRUSTFUL VERY TRUSTING
1:2:3:4:5:6:7

RELATIONS WITH PEERS


VERY COMPETITIVE VERY COOPERATIVE
1:2:3:4:5:6:7

ABILITY TO INFLUENCE OTHERS


COMPLETELY UNABLE COMPLETELY ABLE
1:2:3:4:5:6:7

3) STYLE OF LEADING
RISK –TAKING UNDER UNCERTAINITY
EXTREMELY ADVENTUROUS EXTREMELY CAUTIOUS
1:2:3:4:5:6:7

DELEGATION
PREFER TO LET OTHERS PREFER TO SOLVE PROBLEMS
SOLVE PROBLEMS MYSELF
1:2:3:4:5:6:7

CONCERN FOR WELFARE OF SUBORDINATES


NO CONCER AT ALL COMPLETELY CONCERN
1:2:3:4:5:6:7

RELATIONS TO HIGHER AUTHORITY


ALWAYES DEPENDON ALWAYES DEPENDON ONESELF,
HIGHER AUTORITY BE SELF RELIENT
1:2:3:4:5:6:7

INDIVIDUAL OR GROUP DECISIONS


PREFER INDIVIDUAL DECISION PREFER GROUP DECISION
1:2:3:4:5:6:7
USE OF AUTHORITY IN GETTING WORK DONE
RELY ON MY POSITION &POWER RELY ON PRESUASION&/OR
PERSONAL SKILL &KNOWLEDGE

1:2:3:4:5:6:7

TASK VS. HUMAN RELATIONS CONCERNS


EXCLUSIVELY CONCERNED WITH PRIMARILY CONCERNED WITH
GETTING JOB DONE MAINTAINING GOOD RELATIONS
1:2:3:4:5:6:7

POSSITIVE ATTITUDE NEGATIVE ATTITUDE

MEANING OF ATTITUDE:-
Attitudes are another type of individual differences that affect the behavior of
a person. It is an evaluative statements which may either be favorable or
unfavorable regarding people,objects& events. Attitude can be defined as
relativeiy lasting feelings, beliefs& behavioral tendencies directed towards
specific people ,groups,ideas , issues& objectives.
According to Munn:-“Attitudes are learned predisposition towards aspect of
envirenment.They be positively or negatively directed toward certain
people,service or institutions.”
It is a persistent tendency to feel & behave in a particular way toward some
objects, persons or events.

Dimentions of attitude
Attitude often used to describe individual behavior& describe
peopleWhen people make a statement such as ” I like that people”
or say that our sales person are able to meet target because they
have positive attitude attitude.’ They clearly referring to attitude.
Atttiutde is a continuous tendency to feel & behave in ascientific
way toward some object.
Every person holds attitude towards an object ,person irrespective
of their status & intelligence. Ramu likes his work (positive attitude)
while his boss doesn’t like working with him raju(negative attittude).

Attitude tend to continue unless something is done to change


them:-eg. Gopal gets c.h. after an overtime assignment or he gets
extra pay for working overtime then he may change his attitude
towards overtime.

Attitude generally can fall anywhere alone a continumm between


extremely favorable to extremely unfavorable.(may be presently
gopals attitudeis moderately unfavorable but when given
compensatory off orgiven extra payment,his attitude may change to
extremely positive.)
Attitude are aimed at someobject which the person has some
associated feelings.in Gopal’s case the object is overtime.)

Thus attitude are unique to the individual and also affect their
behavior.

.
FORMATION OF ATTITUDE:-. The formation of attitudes is broadly
classified into two sources:
1. Direct experience
2. Social Learning
DIRECT EXPERIENCE:- One’s direct experience with an object or
person serves as a powerful source for his/her attitude formation. In other
words-,attitude are formed on the basis of one’s past experience in
concerned object or person.Reserch has shown that attitudes from your
direct experience are more powerful . stronger, durable,and are difficult to
change than are attitudes that are formed through indirect experience.
Social Learning:-The process of deriving attitudes from family, peer
groups, religious, organization& culture is called social learning. In social
learning an individual acquires attitude from his/her envt. In an indirect
manner. Social learning starts from early age when children drive certain
attitude from their parents.

Attitudes are derived from peer groups also.

Individual acquire much their attitudes by merely observing their


models whom they admire & respect.The observer overhear their models
expressing their opinion or watches them displaying a behavior that
reflect their attitude .So to say .individuals shape their attitude to align
with their models.

Learning attitudes from observation involves the following four processes:

 Attention:Attention must be on model.

 Retention: What was observed from the model must be retained.

 Reproduction: Behavior must be practiced again &again.

 Motivation:The learner must be motivated to learn from the model.

Culture also play definitive role in forming Attitudes. present. The


American Attitude is’ Live to day not to– morrow’.

Types of Attitude:- Though an individual can have a numerous attitudes.but


organizational behavior focuses on job related attitudes only. As such job related
attitudes are of three types-job satisfaction, job involvement& organizational
commitment.

Job Satisfaction: The terms refers to an individual’s pleasurable or positive


emotional state towards his or her job .Job satisfaction is related with the five
specific dimentions of the job: pay, the work its self , promotion opportunity,
supervisor & co-worker.

Job involvement: Job involvement is the degree to which employees immerse


them selves in the jobs, invest time & energy in them,& consider work as a part
of their over all lives..

Organisational Commitment:-Organisational commitment is the attitude about


employee’s loyalty to their organization. In fact like a magnetic force attracting
one metallic object to another, organizational commitment is a measure of the
employee’s willingness to remain with the firm in the future also .It is usually
stronger among the longer term employees

CHANGE OF ATTITUDE:-Attitude affect behavior . Hence it is in the interest


of the organisation to try for the favorable change in the attitude . The
following are some important ways that can be used for changing attitude:-

Filling in the information gap:- Unfavorable attitude mainly formed from


inadequate information. Providing information to fill the gap can change the
attitude . For eg. Usally workers are anti manegement.because of ignorance
of management practices. If they are made known about the same , they may
change their attitudes to pro- managrment.

Use of fear:-Researchs report that attitude can also be changed by giving


fear . How ever, both low & high degree of fear arousal do not cause attitude
change. In fact moderete level of fear arousal makes the people aware of the
situation& induces the change their attitude.

Resolving Discrepancies:-Resolving discripencies between attitude &


behavior is yet another way to change attitudes. For eg. People try to have
good attitude about the job they have held & negative ones about the jobs
they did not choose to work.
Impact of peer:-Persuation by peers with high credibility can also cause
change in attitude. The same is not true with peers having low level of
credibility.
The co-opting approach:-Co-opting is also yet another way to change
attitudes. In co-opting approach , the people who are dissatisfied with a
certain situation are taken to make them involved in improving things.

HOW TO DEVELOP POSSITIVE ATTITUDE

 Understanding principals of positive attitude.

 Curiosity to become having positive attitude.

 Continous practice to develop positive attitude&


discipline.

 Being adult we are responsible about our attitude.

 We are ourselves responsible for own behavior.


 Forgetting our past bad experience, being in
present& hoping for bright future.

HOW TO CHANGE OUR VIEWPOINT:-


We Should have a self knowledge& accurate analysis
of ourselves .

Good knowledge of human nature.

Improvement in relationships.

We should live with our own knowledge not with our
habits.

Confidence in our capabilities.

We are responsible for our own improvement.


Knowledge about positive attitude& literature.

Without any selfishness ,having good tings about


others.

To establish relationship with different –2 persons.

ADVANTAGES OF POSSITIVEATTITUTDE

 Possitive attitude are praised at own work place.


Every wants to work with a man of positive attitude.
.

 People are successful in forgetting difficulties& able


to facing problems with the man of positive attitude.

 Supervisor are successful in developing team with


the help of positive attitude serviceman.

 Work time become easy & joyful.

 Production,quality,mutalrelationship,jobsatisfaction
&Discipline are improved.
 People becomes creative& innovative.

 Problem solution become easy&possible.


.

Disadvantages of negative attitude

People who have negative attitude faces various types


problems .such type of people never make their happy.
The disadvantages of negative attitude are as follows:-

 Create misunderstandings& group conflict.

 Less confident:- Each & every time they think that they
cant do .because of less confident.

 Poor work performance :-What they doing at their work


place find incorrect& incomplete.
 Frustation& Job stress:-Negative attitude people
frustrated with their works& performance.

 Poor relationship.:-Due to frustration& job stress they


mind very small things& spioled their relationships.

Questionnaire
1 0
1.Does you accept that your attitude is in your control? Yes No

2.Does you believe that work relationship are affected from your attitude? Yes No

3.Does it possible to change in attitude? Yes No

4. Does attitude shows our behavior/civilization? Yes No

5.Does it is in our control to make ourselves happy& sad? Yes No

6.Does you have full knowledge about your attitude? Yes No

7.Does you want mental balanced &peace for your good nature? Yes No

8.Could you become lord/controller of your mind? Yes No


9.Does you want solution of problem, coopration&personal dev.? Yes No

10.Do every one want your company& do work with you? Yes No

11.Does your superior praise your work& behavior? yes No

12.Does you takes interest in your work&Co-workwers? Yes No

13. Does you accept your mistake & try to improve that? Yes No

14.Does you takes interest in good literature developing thoughts after your work? Yes No

15Does you are optimistic toward your future? Yes No

16. Does you take interest in other subject except your work? Yes No

17. Does you ever interpret your self? Yes No

18.Does you have any idea about your weaknesses? Yes No

19.Does you have full faith on your abilities? Yes No

20.Does you belive in selfness work? Yes No

21.Could you develop easiness in your attitude? Yes No

22.Could you show the path &love others without any imposing your wishes? Yes No

23.Could you develop childlike habit in your heart? Yes No

24.Does you leave some important decision on God& Nature? Yes No

25Does you belive in taking responsibilities & work without reward? Yes No

The higher your score are, the better it is


IMPORTANT POINTS
Attitude is our important assets.

You see only that what you want to see.

We make the things critical& possible your self.If we think that I can do each& every thing than you can do that without any
problem while in other side if you think that can’t do the particular work than that means you can’t.

Every time a challenging situation arises arrund us how to ignore&weak the negative attitude.

It is beneficial to us that identify our weaknesse &try to remove them . develop strengths.
IS THERE POWER IN PRAISING PEOPLE

How good are you at exercising your power of appraising ? Read the Following
statements & respond on given 4-point scale.

4 :Always 3: Usually 2: Some times 1: Rarely

1. I Belive that praise is worth a million pounds.

2. I empathise and try to find what others want.

3. I belive in yhe business in talking care of my people.

4. I make people my patner and allow them to see and feel the human side of
me.

5. I proclaim the positives in my people.

6. I look for the best in them and get the best out of them.

7. I circulate the good I hear about others.

8. My leadership style is of head and heart.

9. I analyze what else might not happen if I achive this goal.

Total your score --------------------------------------


The higher your score are, the better it is.
TRAIN THE TRAINER

WHAT IS TRAINING?

TRAINING IS A SYSTEMATIC MODIFICATION OF BEHAVIOR THROUGH


LEARNING THAT OCCURS AS A RESULT OF:-

 EDUCATION

 INSTRUCTION

 PLANNED LEARNING EXPERIENCES

TRAINING IS A VALUE ADDITION PROCESS

INPUT

PARTICIPATION
KNOWLEDGE
SKILLS
READING MATERIAL

OPERATION

ENVIRONMENT
TRANSFER OF KNOWLEDGE
TEACHING
LEARNING
TRANSACTION AMONG FACULTY& TRAINEES
OUT PUT
VALUE ADDITION
MORE CONFIDENT
CHANGED BEHAVIOR

WHY TRAINING?

o CHANGING COMPETENCIES

o ANTICIPATION OF FUTURE REQUIREMENT-EXPANSION,


DIVERSIFICATION, CHANGE BUSINESS STATEGIES, PROMOTION,
TRANSFER, TECHNICAL UP GRADATION.

SOME OTHERS REASONS

o LOW PRODUCTIVITY

o POOR QUALITY

o INCREASED TURNOVER

o HIGH ACCIDENT RATE

o REJECTION

o REWORK

o GRIEVANCES/COMPLAINTS

WHAT IS COMPETENCIES?
A SET OF BEHAVIORS THAT ENCOMPASS KNOWLEDGE ,SKILLS,
ABILITIES,EXPERIENCES,ATTITUDE& PERSONAL ATTRIBUTES
THAT ARE CRITICAL TO ONE’S PERFORMANCE.

COMPETENCY IS COMPANY SPECIFIC& POSITION SPECIFIC.

GAP BETWEEN DESIRED/REQUIRED COMPETENCIES& EXISTING


COMPETENCIES IS CALLED TRAINING NEEDS GAP OR SKILLS
DEFICIENCY

COMPETENCY PROFILE IS DYNAMIC (EVER CHANGING )DUE TO


INDIVIDUAL’S ROLE ,RESPONSIBILITIES OR ORGANISATIONAL
STRATEGIES.

COMPETENCIES:-IT MEAN THE COMPLETE /WHOLE EMPLOYEE IN


TERMS OF :-
 KNOWLEDGE –ABOUT A TOPIC/SUBJECT

 SKILL-ABILITY TO DEMONTRATE A SEQUENCE OF BEHAVIOR


RELATION TO OBJECTIVES /GOALS.

 SOCIAL ROLE- VALUE OF A PERSON & THE IMAGE


DESPLAYED ON THE JOB

 SELF CONCEPT-VIEWS OF A PERSON OF HIMSELF& IDENTIFY

 TRAITS- CHARACTERSTICS OF A PERSON, HABITUAL


BEHAVIOR CONSISTENTELY DISPLAYED

 MOTIVES- UNCONCIOUS THOUGHTS PREFERENCES THAT


DRIVE THE BEHAVIOR.
HOW ARE COMPETENCIES IDENTIFIED?

 BY STUDING-BEHAVIOUR OF BENCH MARKED BEST


PERFORMER.

 DISCUSSION /INTERVIEW WITH FUNCTIONAL HEAD.

 OBSERVATION/ INTERVIEW WITH THE CONCERNED


EMPLOYEE

 SKILL MATRIX

 STRUCTURED QUESTIONNAIRE

WHY TRAIN THE TRAINER?

TRAINING IS A SPECIALITY HAVING SPECIAL SKILL, ART


&DISCIPLINE THAT CAN BE & MUST BE MASTERED BY EVERY
ONE WHO IS INCHARGE OF OTHERS.

IT IS UNDISPUTED FACT THAT MOST MANAGERS ARE HIGHLY


COMPETENT BUT THAT DOES NOT AUTOMATICALLY TURN THEM
INTO EFFECTIVE TRANSFEROR OF SKILLS.

SIX PRINCIPALS OF ADULT LEARNING

1. LEARNING MUST BE PROBLEM CENTERED.


2. LEARNING MUST BE EXPERIENCE CENTERED.
3. EXPERIENCE MUST BE MEANING FUL TO THE LEARNERS
4. LEARNERS MUST BE FREE TO LOOK AT THE EXPERIENCE.
5. GOALS MUST BE SET.
6. LEARNERS MUST HAVE FEED BACK & PROGRESS
TOWARDS GOALS.

LEARNING PRINCIPLES-

TELL ME, I FORGET

SHOW ME , I REMEMBER

INVOLVE ME, I UNDERSTAND

DIFFERENCE BETWEEN ADULT& CHILD

CHILD (PEDAGOGY) ADULT (ANDRAGOGY)


RELIES ON OTHER WHAT DECIDE THEMSELVES WHAT
IS TO BE LEARNED IS TO BE LEARNT

ACCEPT THE INFORMATION NEEDS TO VERIFY THE


PRESENTED BEING IN FACE INFORMATION BASED ON THE
VALUE. BELIEVES & EXPERIENCE.

EXPECT WHAT THEY ARE EXPECT LEARNING WILL BE


LEARNING&WILL BE HELP IMMEDIATE USEFUL.
FUL IN LONG TIME.

NO EXPERIENCE TO DRAW ADULT HAS


THEIR TRAITS.

LESS ACTIVELY INVOLVED. ACTIVELY INVOLVED.

PLANNING IS DONE BY SELF PLANNING


TEACHER

LEARNING IS SUBJECT CEN- LEARNING IS TASK /EXPERIENCE


TERED CENTERED.

LOGISTIC OF TRAINING:-

 SPACE- CLASS ROOM, LAYOUT, SITTING ARRANGEMENT

 SCHEDULING- TIME, LENGTH& FREQUENCY OF THE


TRAINING

 EQUIPMENT- AUDIO VISUAL, OHP, FLIP CHART


,COMPUTER, WRITING, BOARDS,MARKING PAPER,

 MATERIAL- HANDSOUT READING MATERIAL.

 CLASS SIZE- LARGE, SMALL, BY MIX,DEPTT. ACROSS


DEPTTS.

 STOMACH- MEALS, SNAKS, TEACOFFE BREAKS ETC.

 LOCATION- PROXIMITY TO THE WORK PLACE.


RETENTION OF INFORMATION IN INDIVIDUALS
PARTICIPATING IN DIFFERENT METHODS-

LECTURES 5%
READING 10%
AUDIO VISUAL 15%
DEMONSTRATION 20%
DISCUSSION GROUP 30%
PRACTICE BY DOING 50%
TEACHING OTHERS 90%

SOURCE:-NATIONAL TRG. BETHEL, MAINE (U.S.A.)

BEING A SKILL FULL FACILITATOR /TRAINER.

 BE WILLING TO LEARN YOURSELF AS WELL.

 ENCOURAGE PARTICIPATIVE LEARNING, PROVIDE


FREEDOM & OPPORTUNITIES FOR EVERYONE TO
CONTRIBUTE, INFLUENCE THE PROCESS.

 ALLOW ADULTS TO DRAW FROM THEIR EXPERIENCES.

 ENSURE LEARNING OBJECTIVES ARE RELEVANTS TO


THE TASKS & PROBLEMS.

 RECOGNISE SUPPORTIVE CLIMATE, ADULTS LEARN


EQUALLY FROM EACH OTHER NOT ONLY FROM
TEACHER.

 PEOPLE LEARN MUCH MORE IN INFORMAL SETTINGS.


 EVALUATION OF LEARNING SHOULD NOT BE VIEWED AS
PASS OR FAILED BUT RE-ASSESSED NEEDS.

 ACKNOWLEDGE THE FACT THAT LEARNING IS ALWAYS


VOLUTARY & CAN NOT BE FORCED UPON.

 RECOGNISE OTHERS SELF WORTH.

 AVOID EFFORTS TO DOMINATE, INTIMIDATE OR


HUMILIATE THE PARTICIPANTS.

 NEVER ASSUME THE FACILITATORS /TRAINETR HAR ALL


THE ANSWER.

 EQUIP YOURSELF WITH KNOWLEDGE OF HUMAN


BEHAVIOR.

 A SENCE OF CO.OPERATION IS AMUST, REMAIN


FLEXIBLE, & RENEGOTIATE THE AGENDA IF REQUIRED.

SOME COMMONLY USED TRAINING METHOD:-

 LECTURE

 DISCUSSION GROUP

 ROLE PLAYING

 CASE STUDIES

 WRITTEN ASSIGNMENT

 QUESTIONNAIRE

 INCIDENT PROCESS
CLIMATE SETTING FOR LEARNING:-
A PREEQUISITE FOR EFFECTIVE LEARNING TO TAKE PLACE IS
THE ESTABLISHMENT OF A CLIMATE THAT IS CONDUCIVE TO
LEARNING-

 CLIMATE OF MUTUAL RESPECT RATHER THAN


EMBARASEMENT OR DENIGRATED.

 CLIMATE OF COLLABORATIVENESS RATHER THAN


COMPETITVENESS.

 CLIMATE OF SUPPORTIVENESS RATHER THAN


JUDGEMENTALNESS.

 CLIMATE OF MUTUAL TRUST RATHER THAN MISTRUST.

 CLIMATE OF FUN RATHER THAN STRICT DICTATORS.

 HUMAN CLIMATE NOT OF OBJECTS.

 CLIMATE OF MUTUAL PLANNING BECAUSE PEOPLE FEEL


MORE COMMITTED TO DECISIONS THEY HAVE TAKEN
RATHER THAN ENFORCED DECISIONS.
COVERING POINTS

 WHAT IS TRAINING& WHY IT NEEDED?

 PROCESS OF TRAINING

 WHAT IS COMPETENCIES?

 HOW ARE COMPETENCIES IDENTIFIED?

 WHY TRAIN THE TRAINER?

 WHAT IS THE PRINCIPLES OF LEARNING


 DIFFERENCE BETWEEN ADULT& CHILD

 LOGISTIC OF TRAINING:-

 RETENTION OF INFORMATION IN INDIVIDUALS

 PARTICIPATING IN DIFFERENT METHODS

 TRAINING METHOD

 CLIMATE FOR LEARNING

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