Organisational Needs

Hawdon Hague

Chapter 4 in Executive Self-Development, 1974, pp 46-63 from Palgrave Macmillan

Abstract: Abstract One of the shortcomings of the traditional approach to the diagnosis of training need is that managers are looked at individually while the organisation, as such, is not considered to have needs. But organisations do have needs and possibly there would be less resistance to spending money if it was seen as being for the benefit of the organisation and not just for individuals. Because there is always the chance that individuals may leave, training is thought of in altruistic terms and something of a gamble but there are good reasons of self-interest for developing the organisation by the only way possible — through its people.

Keywords: Organisation Structure; Succession Planning; Wastage Rate; Manpower Planning; Power Game (search for similar items in EconPapers)
Date: 1974
References: Add references at CitEc
Citations:

There are no downloads for this item, see the EconPapers FAQ for hints about obtaining it.

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:pal:palchp:978-1-349-02027-0_4

Ordering information: This item can be ordered from
http://www.palgrave.com/9781349020270

DOI: 10.1007/978-1-349-02027-0_4

Access Statistics for this chapter

More chapters in Palgrave Macmillan Books from Palgrave Macmillan
Bibliographic data for series maintained by Sonal Shukla () and Springer Nature Abstracting and Indexing ().