Improving the

Organization and
Management of Extension
* effective implementation of extension services
usually requires a complex organization
* AE services are established for the purpose of
educating the rural community with new
knowledge and skills by influencing their
behavior to improve their living conditions
SCOPE and RESPONSIBILITIES of
ES
1. Agricultural Production
2. Marketing, distribution and utilization of farm
products
3. Natural resource Management
4. Farm Management
5. Youth and Women Development
6. Improvement in living standards of rural families
Characteristics of a strong Extension
System
◦ Effective Linkages with research organizations.
◦ Legal Basis and mission
◦ Stable enabling linkages
◦ On-the-Job-Training
◦ Adequate field instruction
◦ Incentives for professional advancements
◦ Effective Communications with Staff
Common Deficiencies in Extension
Organization
◦Failure to establish a sound National Extension
Policy
◦Lack of continuity of extension service
Programme due to political instability
◦Weak enabling linkages
◦Weak organizational structure
Common Deficiencies in Extension
Organization……
◦ Untrained extension staff
◦ Lack of institutional linkages with agricultural research
and education
◦ Lack of on-the-job training

*** effective management, to overcome constraints and

improve efficiency of extension organization
Management
the process by which people, technology, tasks and
other resources are combined and coordinated so
as to effectively achieve organizational objectives
Management Functions
Can be categorized by the acronym POSDCORB

PLANNING – Outlining philosophy, policy,

objectives, and outcomes to be accomplished and
the techniques for accomplishment of outcomes
Management Functions
ORGANIZING – Establishing structure and
systems through which activities are arranged,
defined and coordinated in terms of some specific
objectives
STAFFING – Fulfilling the personal functions,
which include selecting and training staff and
maintaining favorable work conditions
Management Functions
DIRECTING – Making decision, embodying
decisions in instructions and serving as the leader
of enterprise
COORDINATING – Inter-relating the different
parts of the work
Management Functions
REPORTING – Keeping those informed of
extension activities for whom the extension service
is responsible including public and those who
provide resources
BUDGETING – Making financial plans,
maintaining accounts and management of revenue
and keeping cost in line with objectives
Responsibilities of Managers
1. Need to obtain recent, relevant information that
exists in books, journals and people heads
2. Make decision based on information
3. Get cooperation from subordinates, peers,
superiors and people
Factors that influence performance
and motivation of field workers:
1. Adequate incentives
2. A secured environment to work in
3. Good relations with fellow field workers and
superiors
4. Feeling of success in work and its recognition
by the superiors
Dissatisfying Influences:
1. Poor inter-personal relationship with supervisor
or other field workers
2. Incompetent supervisor
3. Inefficient Administration
4. Poor working conditions
5. Problems in worker’s personal life
 Improving the
Organization and
Management of Extension
Training
Training is the process of acquiring specific skills
to perform a job better (Jucious 1963)

It helps people to become qualified and proficient

in doing their jobs (Dahama 1979)
Training
A process teaching, informing or educating people
so that (1) they may become as well qualified as
possible to do their jobs and (2) they become
qualified to perform in positions of greater
difficulty and responsibility (Van Dersal 1962)
Training vs Education
Training vs Education
Training is concerned with those activities which are
designed to improve human performances on the jobs that
employees are presently doing
Education is concerned with increasing general knowledge
and understanding of the total environment. It is the
development of human mind and it increases the powers of
observations, analysis, integration, understanding, decision
making and adjustment to new situation (Flippo 1962)
Training Approaches
1. Traditional Approach
2. The Experimental Approach
3. The Performance Based Approoach
Training Approaches
Traditional Approach
in this approach, the training staff designs the
objectives, contents, teaching techniques,
assignments, lesson plans, motivation, tests and
evaluation
Training Approaches
Experimental Approach
in this approach, the trainer includes experiences
wherein the learner becomes active. It emphasizes
real or simulated situations in which the trainee will
operate. This model, objectives are jointly determined
by the trainers and trainees. Trainers primarily serves
as facilitators, catalysts or resource persons.
Training Approaches
Performance Based Approach
in this approach, emphasis is given to
acquiring observable skills for a task. This is
mostly task or skilled centered which is practiced
by non-formal educational organizations such as
extension
Need for Training
When and Why conduct training?
Deficiencies in knowledge, skills, ability and
poor educational background of extension
personnel necessitates training
Types of Training
1. Pre-Service Training
2. In-Service Training

Assignment:
Research what is Pre-Service and In-
Service Training