Regional President Speech

‘5* ^ > ^iT / # ./ f ^ ^ Executive Training Program I. Meed for an executive training program. A. Large organisations highly departmentalized do not produce «oil rounded executive* — ^ cUK ' ' <^. + ^ &S v*Wr 2j* v</“-- j 3 *~>4 |Tf*iuu/ i. Opposition to going outside to fill h— t* rT*~~ top positions. ®* R*P&d changes and adjustment to them. IX* Support of the progmam by chief executive officer. Ill .Adaptation of a program to the particular institution concerned. A. tjrpo of work perforated and ability required. B. Probable openings. ^ C. Supply of individuals with potential execu­ tive ability. D. Selection of individual a to be trained. 1. Determination of desirable», executive traits. a. Inherit - no compromise ad­ missible. (I) Character. (II) Intelligence. (III) Intuition. b. Traits susceptible of devel­ opment - compromise admissible. (I) Experience (II) fecial skilled. 2. Usefulness of tests. a. Inotwii^ivc tssts - E. K. Strong, Stamford University. b. Intelligence tests - £. F. tfon- derlicj^, Household Finance Corp. Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis 7**-^ ^ c « *« L a ‘Z^+yêuèy j n Ja*- ^>i««m.mi< <^. ^ c > >-g l,^<.-«</» jâ4*44jt++*'-è'"* ' 0*4^pk. **+ -) P* /¡¿m n 'd** /ft<n<4^w^ tÍT^^’ * *+ H pC * #6 4u m >«/ TTq / . ^<*a x m m / Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis h ò ì firPYi jr*^ -Tfií*1*^ e^~y — --V "v* ^ -? I P ? 7 & v n > Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis c. The Humfcn - Yiadsworth Temperment Scale. d. Achievement tests - English usage - Vocabulary. e. Clerical tests - Patterson of Minnesota. 3.Practical aids to selection. a. Group judgment. b. Trial on a series of jobs. Training program A. Training on the job. 1. Extensively used - English Civil Service Working with outstanding executives Decentralization of responsibility. 2. Requirements of: a. Supervisory ofiieers must de­ vote attention to the problem. (I) Explained fully to sub­ ordinates the nature of problems and the reason for decision. (II) Constructive criticism of ideas advanced by subordinate S (III) Delegation of authority. b. Assignment to jobs that have training opportunities and value. (i) Jobs should be anal- ized from this point of view. 3. Executive conferences as a part of Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis training on the job. a. Extenji(r*e lower down for as­ signments - Junior Board of Directors ( McCormick & Co.) Executive conference program of Socony Vacuum Oil Company B. Transfer 1. Change in function. 2. Advantages. a. Secure over-all point of view. b. Secure experience in departments to b- supervised later. c. Adaptability. d. Appraisal of men 3. Limitations. a. Reduce opportunity (Some activities are intricate and others require personal contacts.) b. Some men adapted to one kind of work only. c. Immediate expopgcnoo may be increased. C. Visits on special assignments to other institutions. D. Formal courses. E. Other means of development. 1. Participation in outside organizations. 2. Teaching. 3. Outside reading. Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

Karl R. Bopp (1942, November 9). Regional President Speech. Speeches, Federal Reserve. https://whenthefedspeaks.com/doc/regional_speeche_19421110_karl_r_bopp

@misc{wtfs_regional_speeche_19421110_karl_r_bopp,
  author = {Karl R. Bopp},
  title = {Regional President Speech},
  year = {1942},
  month = {Nov},
  howpublished = {Speeches, Federal Reserve},
  url = {https://whenthefedspeaks.com/doc/regional_speeche_19421110_karl_r_bopp},
  note = {Retrieved via When the Fed Speaks corpus}
}