A comparison of in-company and university training programs as a means of attaining the objectives of executive development. - Page 93 |
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and of releasing latent abilities which are sometimes
eck by a man's not being listened to with
I graduates indicates that the effectiveness of programs
|varies directly with the amount of meaningful discussion
wide variation exists in subject matter from one to another.
All have, as important elements, subjects relating to
human relations, accounting and finance, and to the economic
and social implications of business. Professor
Andrews' research indicates that a high degree of interest
exists on the part of participants in each of these areas
and almost unanimous opinion by them that these are the
most profitable areas of study.^ The success of such
programs depends to a large extent on their length, the
degree to which personal involvement is required, and the
amount of personal effort that is required and expended.
Generally, programs of less than one month duration produce
generally unfavorable results.
"J "” o Q 1” U ”' ' ^Kenneth L. Andrews, "Is Management Training
Effective? II. Measurement, Objectives and Policy,” Harvard Business Review, Vol. XXXV, No. ii, Mareh-April,
Management Training Effective? I. Evaluation by Managers and Instructors,” og>. cit., p. 88.
31ibid.. p. 90.
He goes on to remark that the personal testimony of
and with the competence of discussion leadership.^9
Analysis of Individual programs Indicates that a
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| Title | A comparison of in-company and university training programs as a means of attaining the objectives of executive development. - Page 93 |
| Repository email | cisadmin@lib.usc.edu |
| Full text | and of releasing latent abilities which are sometimes eck by a man's not being listened to with I graduates indicates that the effectiveness of programs |varies directly with the amount of meaningful discussion wide variation exists in subject matter from one to another. All have, as important elements, subjects relating to human relations, accounting and finance, and to the economic and social implications of business. Professor Andrews' research indicates that a high degree of interest exists on the part of participants in each of these areas and almost unanimous opinion by them that these are the most profitable areas of study.^ The success of such programs depends to a large extent on their length, the degree to which personal involvement is required, and the amount of personal effort that is required and expended. Generally, programs of less than one month duration produce generally unfavorable results. "J "” o Q 1” U ”' ' ^Kenneth L. Andrews, "Is Management Training Effective? II. Measurement, Objectives and Policy,” Harvard Business Review, Vol. XXXV, No. ii, Mareh-April, Management Training Effective? I. Evaluation by Managers and Instructors,” og>. cit., p. 88. 31ibid.. p. 90. He goes on to remark that the personal testimony of and with the competence of discussion leadership.^9 Analysis of Individual programs Indicates that a |
