1. Why is it important for an HRD practitioner to understand managerial roles and competencies? How are these assessed? How is this information used as a needs assessment in designing a management development program?
2. Efforts to completely describe the job of managing have met with considerable frustration. Why do you think the job of managing has proved so difficult to pin down? Which of the ideas and models presented do you believe to be the most useful in guiding management development? Support your choice.
3.Explain how management education prepares a manager for his or her role. What are the different forms of management education? In your opinion, can they be substituted by training or on-the-job experiences? Why or why not?
4. Describe the components of behavior modeling training. Then describe how you would use these components to design a behavior modeling session that trains supervisors to effectively obtain an employees agreement for improved performance.
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