Management and Leadership

Management and leadEffective Management and leadingThe most powerful and successful headache organizations involve understood the importance of a key attribute in their mas limitents and accomplishments. This is the importance and signifi washbowlce of efficient worry and leadership. Empirical and theoretical studies have found evidence that the prevailing zero(prenominal)ion some leadership and caution was masked in air of secrecy (Mulec, 2006 Pg 67). Such an attitude has persisted until late when research has found that a set of competencies and skills argon essential for trenchant steering and leadership. Leadership requires the maximum utilization of innate and intrinsic potential. air leaders moldiness(prenominal) be dynamic and proactive with their ability to quicken confidence in their followers. They mustiness have a clear fantasy and mission statement in ensn ar to strain occupation and organisational goals. They should make everyone part of the organis ational process. Leaders focus on the encompassing aspects of acquiring operational excellence. The democratic schema of leadership calls for respecting the enterprisingness and feedback of employees. The ability to enhance the productivity and output of the strain organization has been place as a major dexterity of leadership. The advantages of such an begin argon that the leaders can distribute and allocate tasks to distinguishable squad members. Each squad member will run towards the strivement and accomplishment of the major p arntage goal. Empirical and theoretical studies have rate changeational leadership as creation effective and efficient as opposed to other leadership zeals (Trevino, Hartman Brown, 2000 Pg 129). Transformational leadership seeks to apply diversity and creativeness in order to light upon occupation and organizational goals. It in some(prenominal) case seeks to provide an honest and simple appraisal and death penalty of the employ ees. Management is another important skill which must be innovate in order to achieve byplay and organizational goals. The basic competency of passenger vehicles is their ability to engage in systematic and orderical formulation. This involves identifying barriers to progress and backcloth targets. A target oriented approach cares management to achieve business and organizational goals. some other important competency for managers is that of organization (Watson, 2001 Pg 386). They must consistently find the various dally processes and requirements. Each task should be divided up and distributed to the work force. moreover managers are successful by their ability to impute and receive reports from employees. This is a multi level approach which seeks to achieve business and organizational goals. Management must be able to handling strategic management in order to create vision and direction for the guidance of the organization. They must be able to understand the exter nal and internal factors that affect the operation and success of business organizations. They must be able to apply innovation and creativity in order to result problems. Effective management likewise requires a system of checks and controls to monitor the work process (Watson, 2001 Pg 386). This provides the managers with real eon information about the success or failure of any business process.From the list of skills that you have generated, select three individualised skills and three overlord skills a manager ineluctably to be effective in their case (support with individualized examples where you can). Explain how these skills contribute to meeting both organisational and person-to-person goals. dissertate what methods you can use to alter both your individualised as salubrious as nonrecreational skills. ad hominem and master copy SkillsManagers request to have different personal and professional skills in order to accomplish the goals and objectives of the bu siness organization. They must be able to successfully implement these skills for resolving business problems (Wilson Holton, 2003 Pg 123). foster managers should seek to integrate and ordinate various skills to produce optimum solutions. At the basic level, management should have clear idea and vision about the organizational goals. This is necessary because it identifies and recognizes the external and internal factors bear on the business organization. As a manager, I sought to change our market access to China. This was do finished a systematic audit and analysis of the business environment. Managers should alike be able to jeer confidence and trust amongst their employees. This is done by directly linking employee growth with the organizational growth. The ability to motivate and inspire team members is now considered a vital component of effective management (Wilson Holton, 2003 Pg 124). At the professional level, managers should be able to work with teams. They sho uld apply intuition and unfavourable thinking skills in order to achieve business and organizational goals. eventually the management must have first-rate levels of stick outning, organization, and coordination (Wilson Holton, 2003 Pg 126).Accomplishing Organizational and face-to-face GoalsManagers must seek to work with teams by motivating and inspiring them. Such a process helps to create an atmosphere of collaboration and cooperation. It as well as can resolve potential conflicts in the work place. It also leads to exchange of information. get along the tasks are divided in order to prevent some employees from being overburdened. Advice and initiative from employees should be appreciated in order to promote efficiency and potence (Wilson, Lenssen, Hind, 2006 Pg 134). Management must also empower employees to apply innovation and creativity in resolving business and organizational problems. A multi level approach in management helps to resolve business problems. It also assists in maintaining the private-enterprise(a) edge of the business organization.Improvement of personal and Professional SkillsManagement suppuration is a crucial and significant element of the entire business process. This is because managers are the agents of change and dynamism in the business organization. The improvement of personal and professional skills requires the constant application of intuition and critical problem solving skills. Managers should often use a number of techniques like brainstorming, analogizing, and discussions in order to improve their skills (Wilson, Lenssen, Hind, 2006 Pg 135). Analogizing refers to the use of personal experiences in solving business problems. A working and scenario based approach will assist the management in boosting and upgrading their skills. This is a multi level approach that seeks to optimize the various competencies of business managers.Personal Skills scrutinizeRating Your Management and Leadership SkillsSkillVery Go od all rightNeeds ImprovementPoorNot TestedTeamworkRequires some sweeteningResolving ProblemsNeeds to be proactive and dynamicMotivate and inspire othersThis is the core competencyPlanning and preparationKnowledge of key planning concepts requiredOrganizingUnable to effectively and efficiently organizeCoordinationCan coordinate and integrate various work processesCritical problem solving baron to identify problems in a proactive and dynamic manner discourse skillsRequires knowledge of basic communication skillsPresent an analysis of the various personal and professional skills of which you have carried out a self- judicial decision in the class including an assessment of your learning style. Based on the rating and the results of the self-assessments write a truncated overview of your leadership and management skills in terms of strengths and weaknesses.Analysis of Personal and Professional SkillsMy personal skills as a manager involve the use of teamwork and resolving problems in an efficient and effective manner. It also involves the use of smart and judicious strategies that can analyze and audit the business environment. Managers need to have strategies which can assist the organization in achieving its targets (Hickman, 2006 Pg 67). This involves the application of robust and energetic strategies. It also seeks to identify the appropriate actions and thoughts that enable managers to have high levels of perception and cognisance about the dynamics of the business organization. set ahead in that respect should be a management lesson in the organization that identifies and recognizes the skills required. My personal and professional skills seek to accomplish high levels of transparency and fairness in the business organization. Personal and professional skills should be enhanced and boosted in order to produce shining business outcomes. Managers should be able to generate motivation and stimulus in the work force instead of attempting to discipline a nd intimidate them. This is the management style of twenty first century that seeks to produce flexible, open, and dynamic business models. This should be the context in which personal and professional skills should be developed and enhanced.Strengths and Weaknesses incite and inspiring the work force is my core competency in the field of operation of management. This involves providing adequate and competent instructions to the work force regarding the targets and goals. It also seeks to oral communication employee concerns and take feedback from them. Motivation and inspiration are the main attributes that are identified in empirical and theoretical studies about modern management styles (Jung, 2001 Pg 21). It helps to transform rigid and inflexible hierarchies within organizations into dynamic and robust business models. Another core competency is coordination which seeks to interrelate and interlink the various business processes. It seeks to achieve business goals in a pruden t and smart manner. Organization of work processes and communication skills need to be boosted and augmented. This is a major weakness of my management skills which needs to be effectively and efficiently remedied. Organization of the work processes is identified as a major competency which seeks to distribute and allocate the work processes. There is a need to heighten and augment various business and organizational skills in order to achieve efficiency and effectiveness.Personal victimization PlanEstablish your career goals and objectives and the skills required to meet these objectives. Put in concert a realistic Personal Development Plan to demonstrate how you call up to address the learning and schooling needs that you have identified. Consider your preferable learning style when establishing learning actions.Establishment of Career Goals and ObjectivesMy career goals and objectives are to improve and augment my management and leadership skills. Management should seek to i mprove productivity and output while reducing the administrative and structural cost (Bass, 2005 Pg 26). It also seeks to identify and recognize the changes in the business and market environment. growth and boosting skills requires the use of innovative and creative learning methods. Problems and scenarios should be employ in order to augment and develop management skills. tho there needs to be significant improvement in communication and organization skills. Managers need to have efficient and effective planning, organization, coordination, and preparation skills. These objectives and goals can be achieved through a systematic and methodical appraisal and audit of the various factors. This calls for the discipline of team work, interpersonal, monitoring, checking, and evaluation skills. A comprehensive and broad system of checks and balances should experience which would provide managers with real time information. It helps to them to modify or change strategies that are not achieving their targets. yet career goals and objectives should be implemented in a systematic and methodical manner in order to produce superior outcomes. This will also increase the chances of producing better business outcomes. Such a strategy adopts a multi level approach towards the resolution of business problems.Personal Development PlanGiven the rapidly evolving business landscape, it is essential that any personal development plan take into account the new variables and factors affecting management. The personal development plan involves transforming management into a role model that can be successfully emulated by subordinates. It should seek to empower employees by making them owners of the work process. Further management should implement a system of appraisal and evaluation which would assist in streamlining and automating the work process. A personal development plan can be achieved if assessment instruments are used to test and gauge the levels of efficiency and effe ctiveness. Such instruments would create benchmarks that need to be modified and altered in order to produce superior outcomes. Further the personal development plan should utilize strengths in order to subordinate weaknesses and limitations. It should also use appropriate strategic management skills in order to effectively assess the business problems. Communication skills need to be upgraded in order to compress communication gaps. Further it should also focus on resolving conflicts in teams. Communication skills can assist in the development of competencies that seek to improve interaction and interface with upper management, colleagues, subordinates and customers. It seeks to apply proactive and dynamic approaches in order to achieve business and organizational goals. paygrade and ReviewImplement your personal development plan and maintain a reflective record on ongoing basis. At the end of the term present an evaluation of the whole learning process including the effectivenes s and violation of the learning on your career path as well as the impact of learning styles on personal developmentImplementation of Personal Development PlanThe personal development plan should clearly identify and recognize objectives and goals. It should seek to break the objectives into long term, medium term, and short term. Further the goals should be realistic and accurate based upon the strengths. It should seek to utilize these strengths in overcoming limitations and hurdles. After this it is vital to conduct research into the various strategies that can help accomplish these objectives. The barriers and hurdles to progress should be highlighted in order to achieve efficiency and effectiveness (Burns, 2005 Pg 154). Skills should be divided and prioritized in order to achieve maximum results. The skills that are in immediate need of improvement and augmentation should be applied in order to produce superior outcomes. Further there is also the concern that some strategies m ight not work. In this case, the personal development plan should have contingency plans which can respond to unpredictable circumstances. An important component of personal development plans is the division of large tasks into piddling ones. This helps to motivate and stimulate the manager in learning new competencies and skills. Further it also seeks to facilitate and assist in the process of learning and development. The use of a multi level approach will help the manager in achieving efficiency and effectiveness (Kuhnert, 2004 Pg 649). Personal development plans should integrate and utilize creativity and innovation. This calls for the use of critical thinking skills which produce solutions to business and personal issues. Further the personal development plan should take into account the ground realities. The manager should study new literature on management and business. They must also attend short trainings, seminars, and workshops which focus on improvement of vital skills . Further the business environment provides ample ground for the manager to test and upgrade skills. Making extra efforts will enable the managers to develop their business and personal skills. The personal development plan should be smart and prudent to understand the manager limitations and weaknesses. It should seek to adopt a formal and informal method of ensuring that business goals are accomplished and achieved. It should seek to rationalize the various strategies that are used to boost and upgrade the skills and competencies. Any personal development plan can succeed only if the management has motivation and stimulus to execute at optimum levels. Managers should be able to forecast any changes in the business or work environment. They should have contingency plans which can reduce or mitigate adverse circumstances. Also it is essential that a proactive management philosophy be adopted in order to achieve organizational and business objectives.ReferencesMulec, K. (2006), Posi tive professional leaders aspects to consider in leadership development, Leadership and Organizational Development Journal, Vol. 27 No. 1, pp. 66-81.Trevino, L.K., Hartman, L.P. and Brown, M. (2000), honourable person and moral manager how executives develop a reputation for honourable leadership, California Management Review, Vol. 42, pp. 128-42.Watson, T.J. (2001), Beyond managism negotiated narratives and critical management education in practice, British Journal of Management, Vol. 12, pp. 385-96.Wilson, A. and Holton, V. (2003), Changing Manager Mindsets Report of the Working convention on the Development of Professional Skills for the Practice of integrated Social Responsibility, department of Trade and Industry/The Corporate Responsibility Group, London.Wilson, A., Lenssen, G. and Hind, P. (2006), Leadership Qualities and Management Competencies for Corporate Responsibility, Ashridge/EABIS, Berkhamsted.Hickman, Gill Robinson. Transforming Organizations to Transform Soci ety. In Kellogg Leadership Studies Project, Transformational Leadership Working Papers, The throng MacGregor Burns Academy of Leadership, 2006.Jung, Dong I. Perceptions of Transformational Leadership Among Asian Americans and Caucasian Americans A Level of Analysis Perspective. The Journal of Leadership Studies 8, no. 1 (2001) 3-21.Bass, B. M. (2005). From transactional to transformational leadership Learning to share the vision. Organizational Dynamics, (Winter) 19-31.Burns, J. M. (2005). Leadership. New York Harper RowKuhnert, Karl W. Transactional and Transformational Leadership A Constructive/Developmental Analysis. Academy of Management Review 12, no. 4 (2004) 648-657.