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MGT 356 Management Development Methods and Strategies

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MGT 356 Management Development Methods and Strategies MGT 356 Management Development Methods and Strategies Harry Peasley, M.S.H.R.M Adjunct Professor Ageno School of Business GOLDEN GATE UNIVERSITY Contact Information Email: [email protected] Office: Vacaville, CA Office Hours: By appointment, email or phone request Phone: (707) 448-1959 Important Dates: First Day of Class: September 4, 2008 Last Day of Class: December 18, 2008 l. Instructor’s Bio Harry Peasley, MSHRM Harry Peasley is the Owner, Principal Consultant and Speaker for New Heights. He is a seasoned professional who brings more than 20 years of experience in business management and consulting in a career that spans the private sector and the federal government. Harry’s worked with large companies such as Microsoft, Pfizer, Wachovia, and Marriot Vacation Club International and small companies like Z-World Inc. (develops and manufactures Single Board Computers) and LANCO General Contractors (construction). His experiences span public companies, high-tech, financial services, manufacturing, and construction. His government groups include The City of Sacramento, The City of Vacaville, and The County of Solano. Harry has a sincere passion and love for helping develop individuals and organizations reach their fullest potential. As a skilled communicator, facilitator and trainer, Harry is a frequently invited guest speaker at national and international conferences and workshops and has trained thousands of executives, managers and practitioners in results-based management principles by using a combination of sound theory and real-world exercises. Harry’s current consulting focus is on assisting clients in implementing management and leadership practices that improve strategy, corporate culture, and internal decision-making to support bottom-line results. Like all of you, Harry is a life-long learner and received his education while being a working adult. His Masters of Science in Human Resources Management from Golden Gate University has given him information, practical experiences and a mechanism to apply several of the things Harry has learned while being a practitioner of Human Resources and Management in his vocation. Harry has conducted numerous workshops for HR practitioners and Managers focusing on , but not limited to, the following courses: • Behavioral Interviewing, recruitment and selection • Management Effectiveness • Leadership Development • Organizational Change • Workforce Diversity • Manager’s Toolbox – Employment Law for Managers • Team Dynamics and Decision-Making • Managing Time • Presentation and Facilitation Skills • How to Communicate Effectively without Conflict • Navigating Through Workplace Politics Harry received his BA from the Golden Gate University in Human Resources Management and has held memberships with the Society for Human Resources Management (SHRM), the Northern California Human Resources Association (NCHRA) and American Society for Training and Development (ASTD). Professionally, Harry was employed by United Parcel Service for 15 years as a line manager in the East Bay District of California. He started his HR profession as an HR Generalist at US Computer Services in Sacramento for 3 years, and was the national leadership/management trainer for The Money Store for 2 years. Harry has been consulting and training for his business, New Heights, since September 2000. For hobbies, Harry enjoys music and singing. Harry has sung with his church choir for a number of years and currently sings with a barbershop quartet/chorus – all for fun and interest. He also has a love for competitive sports and ran his first half-marathon in August of 2007 in San Diego. Harry’s wife (whom he met in high school and married 5 years later) and two collage age children (nope – they’re not going to Golden Gate) also keep him busy by allowing him to still be a mentor and now a friend. Sometimes the greatest leadership lessons are learned by people who once followed. As leaders, we need to be on the lookout for our continued learning – we’ll talk more as the class goes on… Harry truly looks forward to working with each of you and hopes you’ll find this to be a very exciting journey. 2. Text Books • Handbook of Leadership Development , McCauley, C.D, & Van Velsor, E. 2004. Greensboror, N.c.: Center for Creative Leadership. • The Leadership Challenge . (4th edition)., Kouzes J.H. & Posner, B.Z(2008). San Francisco: Jossey- Bass. • Additional articles and case studies as assigned 3. Course Description In a world where the need to innovate and change is constant, the concepts and processes of management development continue to evolve. The work environment holds many challenges for supervisors, managers, and leaders of all levels. While approaches to management and leader development differ across individuals, organizations and cultures, the need to stay current and maintain individual and organizational capabilities is a necessity. These challenges specifically necessitate enhanced knowledge, skills, and abilities for the 21 st Century manager and leaders. Organizations and their leaders are challenged to provide a wide-range of developmental opportunities to employees at all levels. This course will explore both current things on what constitutes a leader in a wide range of settings and activities, and what are the ways to broadly develop the capacity of leadership for personal and professional growth. 4. Objectives The following are the objective for this course: • Compare leadership styles from various backgrounds, associations, industries, and possibly eras to examine why that particular leadership style was effective or ineffective. • Contrast a variety of "today's challenges" in Leader Development and identify the skills, knowledge and abilities needed in one's personal practices of personal growth. • Examine your own, or another organization for best practices in Leader and/or Management Development. • Associate and develop your own ideas and thoughts about developing future leaders. 5. Recommended Prerequisites/Co-requisits Management 346 - Human Resources Management - 3 units Provides an overview of the critical functions and activities of human resource management from the perspective of the general manager. Illustrates the need for an integrated approach towards human resource planning, staffing, training, performance management, compensation and benefits, labor relations and employee separation. Special attention paid to the role of HR in assuring compliance with legal regulation of the employment relationship. 6. Grading Policy Course grades will be based on five components: 1. Discussion/Participation 2. Homework/ Case Studies 3. Research Paper 4. Group Project 5. Final Exam ** A maximum of 1000 points can be earned from all graded components ** COMPONENT POSSIBLE POINTS Discussion/Participation 300 Homework 100 Individual Research Paper and Presentation 300 Case Studies 100 Group Project and Final Presentation 200 Total 1000 ** Total points will be converted to a letter grade ** A 96% and above A- 90% - 95.9% B + 87% - 89.9% B 83% - 86.9% B- 77% - 79% C+ 77% - 79% C 73% - 76.9% C- 70% - 72.9% D+ 67% - 69.9% D 63% - 66.9% D- 60% - 62.9% F 59% and below 7. Course Procedure, Requirements, Student Responsibilities & Evaluations Course Procedure, Requirements and Student Responsibilities For each class, the instructor will present brief lecture related to the assigned readings and topics – drawing upon the texts, his experience and outside materials; this will be followed by a discussion of the topic by the students, who will be expected to present their views on the topics based upon the texts, their own personal experiences and any other relevant content. Students will also be asked to reflect and report on the reading assignments through a written journal that will be sent to the instructor via email or brought to class to turn in. Each class will also contain exercises facilitated by the instructor and students designed to give the students hands-on experience in facilitation and intervention with individuals and groups. Students will also be asked to offer supportive and constructive feedback to each other. The students will be required to analyze and discuss approximately three relevant case studies as assigned by the instructor throughout the course; choose, research and present on an individual project; and as part of a small team choose, research and present on a group project. It is strongly encouraged that all projects be applied to an actual individual or in an organization, e.g., developing a coaching program or organizational intervention. Students are responsible for their own learning as facilitated by the instructor. It is assumed that the student will have read the assigned readings before each class meeting. Please make the appropriate time allowances for preparing for each session. Being adequately prepared for each meeting is a key part of your responsibility in this course. The class format is one of active learning, rather than memorization. Attendance and Participation University Policies WRITTEN ASSIGNMENT GRADING CHART A range (A+ to A- 90% - 100%) The writing shows excellent in-depth analytical thinking. Shows solid grasps of subject matter, and is well written and organized. Additional input is provided relevant to the subject, for outside sources or personal experience. B range (B+ to B- 80%- 89.9%) Shows good thinking and analysis. Is well written, but room for improvement in terms of organization and clarity. Some additional input. C range (C+ to C- 70%- 79.9%)
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