| Abstract: | The present study was based upon Luthans' (1988) model of effective management, which has implications for managerial training and development, but has not been examined cross-nationally. A sample of New Zealand managers was surveyed to explore job-related and off-the-job experiences which they perceived to have affected their skills development. In addition, questionnaires were distributed to subordinates of these managers to assess their perceptions of managerial performance levels. Managers attributed most of their development to on-the-job experiences, which were often haphazard and unplanned, with formal education and training accounting for considerably less skills acquisition. Few links were found, however, between learning experiences and perceptions of managerial performance. Implications of the findings for managerial development and the design of constructive learning environments within organisations are discussed.The authors are from the University of Waikato, New Zealand and the Copenhagen School of Economics and Social Science, Denmark, respectively. Financial assistance for this project from the Electricity Corporation of New Zealand is gratefully acknowledged. An earlier version of this paper was presented at the International Personnel and Human Resources Management Conference, Hong Kong, 1989. The authors wish to thank Paul Taylor and Elizabeth Brady for their helpful comments. Correspondence should be addressed to Michael P O'Driscoll, Department of Psychology, University of Waikato, Hamilton, New Zealand. |
