Abstract
M.Com. (Economics)
The training of adults within business organisations is frequently done
according to principles and methods which could be described as outdated and
even not applicable. This becomes more evident when these methods are tested
against modern theories regarding adult learning behaviour.
These theories indicate for example, that the traditional pedagogic
techniques could not be applied to the training of adults as such. Wellknown
authors on adult learning theory have postulated that the adult learner has
certain unique characteristics which sets him apart from the typical child in
a structured learning situation.
The purpose of this study is to determine whether the application of some of
the principles and methodologies of these theories will actually contribute
to the personal development or growth of the managers within the organisation
where the study was conducted. This organisation utilises assessment centres
to determine the management potential of its managers. An important part of
this process is the identification of the individual developmental needs of
the participating manager. The process is structured in such a manner so as
to provide for a learning experience which will result in helping the
participant view himself objectively in terms of his managerial behaviour.
The underlying assumption is that in order to get the manager involved in
self-initiated learning activities, with self-development as the ultimate
goal, self-awareness regarding weaknesses and strengths must first be
developed. Effective mechanisms which provide feedback to the participant in
the assessment centre is an important contributing factor in the development
of this awareness...