...Managing Oneself-Summary This article discusses how we must learn how to develop ourselves and place ourselves were we can make the greatest contribution. The article discusses five questions that should be asked in order to become more effective with the knowledge and skills that we already possess. The five questions are as follow: What are my strengths? How do I work? What are my values? Where do I belong? and, Where can I contribute? The first question asks: What are my strengths? The author of the article states that feedback analysis is an effective tool for improving performance. Feedback analysis has three steps for improving performance: concentrate on your strengths, work on improving your strengths, and to discover and improve your weakness. In the first step, one should concentrate on placing themselves in a position where their strengths can produce results. In the second step, the feedback analysis will show where one needs to improve skills or gain new ones, therefore one should work on improving their strengths. In the third step, one should discover and improve weaknesses because the thing you do or fail to do that limits your effectiveness and performance. The second question asks: How do I work? According to the article, the way a person performs may be more important than knowing one’s strengths. The article states that a person’s way of performing can be modified slightly but is unlikely to change. There are two keys to determining how a person...
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...verbally as well as non-verbally but still be able to get their message across. A good leader should also have good listening skills, and be enthusiastic to motivate the team which comes with being confidence. A successful leader should also be a leading example for the other members of their team in order for them to learn from their leader and expand their knowledge; also it is very important to encourage the team by giving clear instructions. In addition, as a successful leader they should also give their team feedback which is done through briefing and de-briefing, this is often done after the team have completed a certain task where they then get feedback on what they’ve done well and what they could improve on. An example of a successful leader from the public services and what they do in order to hold that title would be the officer of the Armed forces as they make sure the soldiers which is their team, stays safe by giving clear instructions and being able to encourage as well as motivate their team. This also comes with being well respected and trusted such as a role model. The essential qualities of a Officer of the armed force would be: selfless commitment by being able to carry on no matter what happens to them or their team as well as courage by staying strong through tough and difficult situations. Also, discipline is important too because as a successful leader you should be able to discipline your team...
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...Performance Management HRM/531 Human Capital Management Introduction This paper will describe performance management and how Camber’s current performance evaluation system works to provide me feedback on my job as a Field Support Representative for the Navy. In addition, it will also provide possible suggestions about how to improve the performance evaluation process. Performance Management Cascio (2013) stated “Managers must observe performance, certainly a representative sample of an employee's performance if they are to be competent to judge its effectiveness.” (p.338). Performance evaluation is necessary. If employees are to know and understand how they are performing in their jobs it is important for employers to provide goals that the employee needs to attain, provide them with the resources available to them and provide feedback on how the employee is performing their job. As a manager performance evaluations should contain three areas for the employee. One area is the employee’s performance. "A manager who defines performance ensures that individual employees or teams know what is expected of them and that they stay focused on effective performance." (Cascio, 2013, p.333). The performance should include goals for the employee to meet the next evaluation period. These goals should have a structure in terms of the measurement of the goal and the level the goal should be fulfilled. When establishing goals for my yearly evaluation my boss will include...
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...intent of this exercise is to help you apply this cluster of skills in a real-life, out-of-class setting. Now that you have become familiar with the behavioral guidelines that form the basis of effective skill performance, you will improve most by trying out those guidelines in an everyday context. Unlike a classroom activity, in which feedback is immediate and others can assist you with their evaluations, this skill application activity is one you must accomplish and evaluate on your own. There are two parts to this activity. Part 1 helps prepare you to apply the skill. Part 2 helps you evaluate and improve on your experience. Be sure to write down answers to each item. Don’t short-circuit the process by skipping steps. Part 1. Planning 1. Write down two or three aspects of this skill that are most important to you. These may be areas of weakness, areas you most want to improve, or areas that are most salient to a problem that you face right now. Identify the specific aspects of this skill that you want to apply. After reading the chapter1, first I think I need to improve my sensitive line. Because sometimes I become defensive when encountering information. I would also like to improve myself-awareness. I think I need to know what kind of people I look like. What’s my characteristic? Am I a good person or not? What kind of people I should be? They are all I need to know. 2. Now identify the setting or the situation in which you will apply this skill. Establish...
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...How I Will Use My Team Charter to Improve Performance Management 521 Outline The paper is a continuous essay which has the following parts: Introduction This part introduces the wider concept of teams and introduces the focus of my essay. Body This is a detailed section that shows how I will use my team charter to improve my performance Conclusion This part reiterates the main ideas of the essay. No new ideas are introduced here. How I Will Use My Team Charter to Improve Performance Team formation always comes with goals. It is not possible to come across people who come together without a reason for doing so. At the end of the day, the aim that is established for the team has to be of value to the lives of the individual members of the team (Engleberg, Wynn & Schuttler 2003, pp.172-176). What will happen if individual members will not gain anything from the team? It is possible that members will move away from the team. The team charter that we formed as learners is a guide in our effort to meet the objective of the team as well as fulfilling individual goals (University of Phoenix 2004, p.1). As a team, we have the objective of ensuring that we have a successful learning team. Success is in terms of being able to accomplish assignments on time and in the best possible way. At personal level, I aim at excelling in my studies through my participation in the team. I can confidently speculate that this is an aim that I share with most if not all of my group...
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...Simulation Paper What I did in Q1 and Q2 I chose my company name, what my executive responsibilities are, what my target market is, and where I am opening my first market. I chose workhorse because it has the biggest number of customers and they seem easy to please. I chose to open in Paris because there will probably be more competition in Chicago. In Q2 I made my first brand by looking at what the customers need most and what they don’t want. I made an ad by first listing my name then all the features this brand includes. I chose to spend a lot on marketing because it is probably easier to get customers in the beginning. I am pricing on the cheap side again so I can grab a lot of customers first and worry about making money later. I staffed 3 workhorses and 1 support to save some money. Q2 Results From the scorecard, I am not on a good start. I am below average on everything but it is good that I am not the lowest. I am losing money though so I should raise my prices. I have the highest rated brand though for workhorse which is good. I should keep improving. My ad is okay (60) but it can be better. My competitor is scoring in 70’s so I need to improve quickly. My pricing is 100 which means it is too low. I need to raise my prices. There are more competitors than I thought in Paris but I am advertising more than them. I need to keep increasing advertising so I am beating them. My sales force is just like the rest. I don’t want to change this for now because I am loosing too...
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...Write a to do list: A to do list will help me prioritise what tasks i need to accomplish from least to most important and allows for my day and duties to be more manageable. I can check off my tasks and mark them off once completed which allows me to see my progression and enables a sense of achievement with in myself each task i for fill completely. This method also allows me to to comply with deadlines in my work schedule.Whilst i am focusing on my to do list i should also be asking myself some questions to help me negotiate which tasks need to be placed where in the list.. I should ask myself what is most important, What deadlines do i need to achieve, What are the consequences if i do not achieve this, Is this important? What is the urgency? and Do I have to do this. Seek...
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...PERFORMANCE APPRAISALS Performance appraisals are very important in ensuring the success of a company. They offer information and feedback that can be used to improve the performance of employees and the operations of a company. An effective performance appraisal can assess the current abilities, skills, and knowledge of an employee, and can show needed areas of improvement. The performance appraisal results can have a huge impact on the role of the human resource department in areas such as planning, training, development programs, career development, compensation, staffing processes, job designs, employee satisfaction, and other challenges. As well as encouraging more effective decisions regarding those areas. It is critical that the performance appraisal is valid, and that it can identify employees that need more training and what types of training are necessary. It is important to note that for an appraisal to remain effective, it is necessary to re-evaluate the appraisal biannually and update it if necessary. The 360-degree performance appraisal is most certainly the method I would use for my organization. This type of performance appraisal uses a combination of feedback from all areas including self, peer, supervisors, and subordinates. There is definitely a trend towards a different style of managing which involves teamwork and participative management. The old managing style of one “boss” is becoming more and more obsolete in my organization. There remains...
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...complete this assessment you will need to submit a ‘journal’ containing the following: 1. Three independent learner journal logs (weeks 3, 5 & 7) 2. Two reflective essays (150-200 words) on the following experiences: * Participating in a seminar (week 4) * Participating in a team activity (week 6) On the following pages you will find templates for the completion of the Independent Learner Journal. There are three (3) Individual Learner Logs and two (2) reflective essays. Use the information given in the INDEPENDENT LEARNER JOURNAL Student Guide to help you complete these entries. Your portfolio will be reviewed regularly by your tutor during the programme – please ensure you keep it up to date. Final submission: 4th March 2016 (on Turnitin) Individual Learner Log 1 Date | Resource used (e.g. lecture, podcast, Radio 4 business programme, video)*full reference to be provided (e.g. URL) | Aim (i.e. why did you do this activity? What did you want to achieve/improve?) | | | | Key focus of the resource: | What information/knowledge was new to you? | How could this activity be useful to your studies? | What aspect of the activity did you find challenging? | Action Plan (i.e. what can you do to improve further/overcome the challenges?) | Individual Learner Log 2 Date | Resource used (e.g. lecture, podcast, Radio 4 business programme, video)*full reference to be provided (e.g. URL) | Aim (i.e. why did you do this activity...
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...Summary of what was done • Reflection about how I would go about managing my work priorities. • Reflection about how I would go about managing my professional development. 1. What makes a good role model and how would I ensure that I acted as a role model for employees I supervise? A role model is a person who others look up to and admire. A role model provides inspiration and motivation to seek out accomplishments. Role models send messages about their beliefs by what they do and say. Here are some traits of positive role models. A role model is self-assured and happy with who she is. If a role model displays that she has self-esteem, those who look up to her will, too. A role model displays a streak of independence showing she does not need to follow current trends. Role models trust in being themselves. They are proud of who they are, but not cocky. Being human means having to constantly deal with stress and overcome obstacles. A role model sets a good example on how to handle pressure. Athlete role models can handle stress and can come through when the pressure is on. While they may not win every game, when they fail they attempt to learn from their mistakes. Trustworthiness is another quality of a good role model. A role model is honest and doesn't lie. A role model possesses integrity and does the right thing even if no one is looking or he does not receive acknowledgment for his act. A good role model also does what she says...
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...personal work priorities and professional development VALENTINA CARBONI SUMMATIVE ASSESSMENT 2: PROJECT The following describes what I would endeavour to do in order manage my work priorities and my professional development. 1) A. What makes a good role model is certainly arguable to a certain extent, and could be measured by different attributes and achievements. When I think of a role model I think of someone I would like to be, to achieve what that person has achieve, to become a better person , to educate myself to replicate what that role model has achieve. In order to be a good role model in the workplace I will be confident and demonstrate leadership at all levels. In fact the first thing I would do is demonstrate respect and courtesy towards each and every employee under me. I would treat employees as equally important as clients of the business. I would make myself easily available to all employees, and I would be problem solver, I will make all employees to feel important and make them accountable to the overall results of the company, good or bad. I would like to be enthusiastic, positive and I would try to strive for bigger and better objectives. B. I personally think that the best way to ensure that I acted as a role model to the employees that I supervise is to give them more autonomy, and be more accountable for performance. It gives them more independence to solve problems and come up with fresh ideas. 2) A. The traits of an effective leader are to...
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...a future of brightness. It makes a corporation successful. However, what is leadership? According to Kouzes and Posner, it is the art of mobilizing others to want to struggle for shared aspirations. (1995, p.30) Leaders set a clear direction for us; they help us realize what is ahead; they support us to achieve and win; they encourage and inspire us when we feel depressed. Without leadership, an organization will degenerate into chaos and unstructured because people view things in different ways. Leadership assists people work in the same direction and creates harmony and it is an important ability for individuals. In order to assess my leadership ability, I did a test on LPI. The scores distributed as follows: TABLE1: Leadership Practices Inventory Scores Challenge the Process | Inspire a Shared Vision | Enable Others to Act | Model the Way | Encourage the Heart | 43 | 44 | 48 | 43 | 48 | In the following section, I will discuss my scores achieved on the five dimensions provided with my experiences and examples. LPI Dimensions Challenging the Process Bennis (1998) suggests that leaders learn best from leading in through adversity. Leaders create the environment and take responsibility in changing the organization. In order to achieve extra ordinary results, leaders should “challenge the process” and improve employees’ perceived organizational support. (Kouzes & Posner, 2002) Leaders should be creative and innovative, confronting difficulties and willing to...
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... The Report aims to enhance the understanding regarding leadership & Managerial skills. This report will discuss the practices and management principles, will perform the review regarding potential as prospective manager, display managerial skills in the business & services context, and will develop a Career development plan for employment in the Business and services context. Discussion The diverse forms of Management styles are vital to the success or failure of any Business. The following are few of the Management Styles: Autocratic Management style: This form of Management style permits the Businesses to sustain a blue print if we require and how the company functions. This is due to the base of an Autocratic type of Management comes from concept of a nation which is govern by the dictator or the king. This type of management style permits the individual to make the final decisions regarding the business without the staff having any input but usually base the decision with staff in mind and what they assume is best for them (Batten, 2008). Democratic Management: The Democratic style of management is the style obtained from the governmental system of USA. This type management style works well as usually there will be various leaders of the similar Business which are lending to the staff for the purpose of providing good 2 way communication process. Laissez Faire Management: This style of management...
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...reflection you should ask and answer these questions: 1. What makes a good role model and how would I ensure that I acted as a role model for employees I supervise? 2. What are the traits of an effective leader? Do I have these traits? How would I develop these traits? 3. How would I ensure that my work goals and plan reflect the organisation’s goals and plans? 4. How would I ensure that I meet my job responsibilities? 5. How would I measure and maintain my personal performance? 6. How would I prioritise work? 7. How would I use technology to organize and manage my work? 8. How would I ensure that I maintained a work/life balance? 9. How would I ensure that my personal knowledge and skills meet required competency standards? 10. How would I determine my developmental needs? 11. What is my personal learning style and how would I ensure that I took advantage of learning opportunities? 12. How would I gather feedback from others about my personal performance and how would I use this feedback to improve my competence? 13. How would I use networks to increase my knowledge, gain new skills and develop relationships? 14. How would I ensure that I acquired new skills to maintain my competitive edge? A personal reflection should be written in the first person, from example, ‘To measure my professional performance I would...’...
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...illustrations so the person understands what you are talking about. Describe your experience in your journal. There are eight attributes of supportive communication. * Congruent is matching of verbal communication to what someone is thinking and feeling. For example, my manger got upset with me when I was doing homework on my shift. He told me that this was not the right behavior for work. * Descriptive communication is describing a situation, describing a reaction to the situation, and suggesting an alternative. For example, my sales manager asked me to take a car to a dealership and I said, “no." I should have said I will do it once I complete the task I was working on. * Problem-oriented focuses on issues that can be altered instead of focusing on individuals and their characteristics. For example, my mother does not come see me a lot so when I communicate with her on the phone, I ask her, “What can I do to motivate you to come see me more often?” * Validating is communicating with respect, areas of agreement, and collaboration. For example, in our group meeting for MGMT 389, I had some ideas for the group project but I also asked the others if there are any ideas that they would want to contribute. * Specific communication focuses on specific behaviors or situations instead of general statements. For example, my friend John does not spend his time wisely. Instead of telling him, “You have trouble managing your time wisely,” I stated, “you spent hours watching...
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