DEVELOPMENT MANAGEMENT

Learning in Development Management



Leaning contributions in Development Management with respect to Strategy

Development Management

Development management can be defined as the management in which the efforts are done deliberately for the progress by any agency, to manage the interventions efficiently and effectively for the social change in order to resolve the conflicts of goals, interests and values in an organisation. It provides styles of management by which every activity is carried out in such a way which contributes towards the development.

Description

The main aim of development management is to develop managers and others who are directly or indirectly a part of an organisation. When we talk about to develop the managers then we take it as in a broad sense for the managers who work in international development but in actual it goes beyond in sense. It is normally understood that the development is done intentionally but it was the concept of past that it is done with a person's own willingness. But now, it has become a mandatory part of any organisation and is concerned with the essential processing of development.

(Research Skills for Policy and Development, Thomas (2007), p. 13)

Contribution of Learning in DM Interventions

Now, as we know that what is Development Management so we will discuss that how learning can contribute in managing development in order to make a better and superior difference? In part 1 it is discussed that how do managers know what to do for development and how they be sure that their efforts are according to the things they have planned before? And this question has been elaborated in Part 2 by discussion about the planning and guiding of intervention at small level. But here we will discuss on these intervention in detail as its focusing more deeply on learning. Learning contributes in examining that:

How an evaluation can be practiced for better results.

How a development manager as an investigator develop an idea of development.

How to reshape the practices and policies which emphasizes the value for organisations and individual both.

Here, you find three different but interrelated competencies for managing development. These are:

Evaluation, i.e. making good and comprehensible judgments about development.

Advocacy, i.e. making good cases for development.

Strategy, i.e. making good frameworks for development.

Every competency depends upon learning as learning is also a core competency of any organisation. It provides analysis on the problems, understanding those problems and making use

Learning is very mandatory for development managers as it is used to resolve conflicts, uncertainty and complexity of work. In short, learning is an important part of development management.

(Learning in Development Management, Pinder (2007) p. 7)

Seeing the learning in public action frameworks assist us to understand that learning is a thing which leave the real world for a selected space and that space is some training session or our study. Typically it happens much in daily interactions. It is arbitrated by the papers that arrived, the emails which received, the meeting attended, and the experiences of failure or success in particular ...