Master of Agribusiness / Department of Agricultural Economics / Vincent R. Amanor-Boadu / Companies use various methods to prepare their new management recruits to take
on and succeed in their jobs. Some are formal, but most involve some form of informal
arrangements such as mentorship. This mentorship approach is used by General
Merchandising LLC as the principal preparation program for its new management recruits.
This program is the Junior Management Trainee Program (JMTP). Apart from building the
management capacity of its new managers, the JMTP aims to ensure that the management
procedures and managerial skills at all the elevator and terminal locations across the
organization are standardized, such that transferring individual across the organization is
smooth and demands little or no learning of general operations and procedures.
The JMTP has been ongoing for a fifteen years and has, generally, produced
excellent results. The factors that contribute to its performance, however, have never been
studied. This research seeks to understand the factors that contributed to the success of the
program, with the view to streamlining the management and operation of the JMTP. The
study was conducted using primary data collected from current participants in the JMTP
and people who have served as mentors to new management recruits over the past three
years. The survey was on the population of all people in the company who fit the
foregoing description. The survey instrument was a structured questionnaire delivered
electronically using Axio™, a survey software operated by Kansas State University. The
data was analyzed using Stata® 12.0.
The effectiveness of the JMTP was determined through an assessment of graduates’
ability to effectively operate their own grain terminal facility upon graduation. The factors
considered as explanatory variables for peoples’ responses to this included their current
role – whether they were management trainee or a mentor – and their demographic
characteristics, as well as their perceived relationship with their mentors or mentees. The
learning style of individual mentees was also determined to influence perceptions about the
effectiveness of the current program in preparing them to independently run a terminal
facility.
The results suggest that personality types and learning styles should be taken into
consideration and used when recruiting trainee managers and assigning them in order to
maximize the effectiveness of the JMTP. It is additionally important that improvements
and/or changes in the program be organized in ways that accommodate the different needs
of both mentees and mentors in order to achieve high capacity improvement as a result of
the training program. The study results specifically point to a sequence of initiatives that
may be employed to enhance the outcomes of the JMTP:
1. Implement a psychometric questionnaire for mentors and incoming JMTPs to
ensure maximum compatibility between mentors and mentee to enhance learning
and capacity development.
2. Use the results from this study to initiate a process of collecting relevant data on
performance of new managers and the training program itself on a regular basis to
ensure the continuous improvement in the JMTP.
3. Use the results to develop mentorship education programs for the company’s
mentors to help mentors do a better job to enhance new managers’ performance.
| Identifer | oai:union.ndltd.org:KSU/oai:krex.k-state.edu:2097/35233 |
| Date | January 1900 |
| Creators | Davis, Travis |
| Publisher | Kansas State University |
| Source Sets | K-State Research Exchange |
| Language | en_US |
| Detected Language | English |
| Type | Thesis |
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