7BE002 Strategic Management

Organisations currently face the challenge from increasingly growing market competition and the reducing number of skilled employees. The pattern or nature of work like the short-term contracts, increasing employee turnover and unstable career progression is the added worries. It is now a challenge to attract, maintain and retain the skilled professionals. Companies are paying more attention to training and development programs to facilitate the skills development (Alan and Baykal 2018).

            Appraisal system is used to assess the performance; however, this is not applicable to current events as it happens either in the middle of the year or annually.The utilization of a Personal Development Plan (PDP) is rather a much better tool in regards to fulfilling the employee goals and performance assessments. The use of PDP is advisable because it provides a structured path to proceed. That structured path is divided into two segments like reflecting on personal strengths & experiences and making the action plans for the future (van Aalderen?Smeets and Walma van der Molen 2015).

            I, being, a construction project manager can say that PDP helps me to identify the areas I am needed to work in. PDP is truly good at identifying the personal capabilities and weaknesses. It gives me an opportunity to work on my weak areas. Since PDP aims at improving the managerial skills, it is imperative to design and implement itcorrectly (Alan and Baykal 2018). The study aims to design an action plan for the future based on the critical reflection of my skills and previous experiences.

2. Critical Reflection

2.1 Myself as a Manager

            The first chapter is about ‘Organizations and Organization’ where four skills like structure, human resource, political and symbolic have been assessed. I scored average in political skills, which is an important skill to effectively deal with a number of critical organizational issues. Political skills could be required in managing job stress, improving organizational performance and resolving the work conflicts (Daft 2015).

            The second chapter assesses the skills like strategic formulator and strategic implementer. I am good at implementing solutions as I can work according to the guidance for a work or formula. However, I do not have a sound knowledge in formulating ideas or strategies. The experience will probably help me to become a strategic formulator. Chapter three assesses the capabilities to work in teams. I scored ‘4', which means that though I am comfortable working alone, I will be able to work in teams as well.

            The next chapter assesses the ability to adjust with the external environment. I scored ‘6', which means that I am suitable for an uncertain environment in organizations. The score of 5 or above recommends a higher mindfulness for an unstable environment. The fifth chapter assesses the personal networking capabilities. A network is a good way to access a variety of knowledge resources (Vangriekenet al.2017). I score 8 in this chapter, which means that I am good at social intelligence.

            Chapter 6 assesses cultural intelligence, which is one of the essentials of managerial skills nowadays. My scores in two of the variables are good but not in Cognitive. It is below than the minimum scores required to be considered as being at high levels of CQ. The results make me feel that I need to improve a bit in this area in order to be able to effectively work with diverse cultures.

            Chapter 7 assesses the ability to be fitted with both manufacturing and service technologies. My scores in either of the variables are below than 6, which mean that I am in an unstable situation. The next is chapter 8, which examines the ability to manage the goal-setting behavior. I score 8 in this chapter, which mean that I can efficiently manage my goal-setting behavior. 

            The next chapter 9 assesses on the ability to fit with the organizational size. I scored 4 in this chapter, which means I am suitable for reputed and big organizations. Chapter 9 speaks about the corporate culture. Corporate cultures can be divided into four variables like Clan culture, Adaptability culture, Bureaucratic culture and Mission culture (Welpet al. 2018). I am good at the Clan culture; however, not so good in the others. I will have to work in those areas as well.  

            Chapter 11 examines the ability to innovate. A person with scores 6-8 would be said to have a high desire for innovation. Such managers would look for the possible changes in order to hold the competitive advantage (Coventry, Maslin?Prothero and Smith 2015). I scored 6 in innovation, which means that I will have little or perhaps no difficulties in fulfilling the role of a manager.

Chapter 12 assesses the decision-making abilities, which is one of the critical factors to succeed in contemporary organizations. The chapter says that if someone scores between +3 to -5, then the person would use the model, which satisfies him or her the most. On the other hand, if scores are from +3 to +5, then the person would be said to have high desires for rational models. Since, my score fall in the range of +3 to -5, I am most certain to use working models, which is satisfactory to me. However, I should also work to improve my understanding towards the rational models. Chapter 13 speaks about the political skills and says that a person with scores 6 or higher can have a good start for his or her career. I score 6 in that regard, which means I can have a good start to my career as the manager.

2.2 Areas with Development Needs

2.2.1 Personal Networking

            Personal networking in organizational term is about accessing to diverse skills and resources by means of reaching to people on different levels of it (Willemseet al. 2015). Being a construction project manager, I am expected to face the challenges most frequently. In such situation, networking will help me to reach to people who are well versed with skills to deal with such situation. I am needed to work to improve my networking capabilities, which I can do by taking part in gathering like seminars, meetings, assemblies and fairs.

2.2.2 Political Skills

            At the organization level, the skill is used for various purposes like resolving the role-conflicts, developing organizational performance and managing job stress. According to Poolet al.(2015), managers with political skills can manage the demands even in stressful situations. I am aware of a fact that to obtain good skills in political capabilities, I need to be good in social intelligence. This is the one area, which I need to improve to attain my long-term goal of becoming the construction project manager.

.2.3 Innovativeness

            Managers are expected to strictly follow the organizational rules and policies. Managers are also required to use the creative and innovative skills to bring in the fresh ideas for the sustainable development of businesses. Managers cannot just stick around the same policy while others organizations are heading to innovation. Managers are expected to add values to the organization by bringing in the fresh and creative ideas (Diale, Pillay and Fritz 2014). To perform better in this regard, I will have to remain updated with emerging technologies.

I will also be needed to take part in workshops, so that, I am exposed to a variety of technologies and the innovation making capabilities. This would help me bring in the valuable ideas for my company. I would also spend a few times with experts who are good at innovation and also have the relevant experience. I would try to identify their attitudes, perceptions and approaches towards innovating ideas.

3. Action Plan

References

Alan, H. and Baykal, U., 2018. Personality characteristics of nurse managers: The personal and professional factors that affect their performance. Journal of Psychiatric Nursing/PsikiyatriHemsireleriDernegi, 9(2).

The article speaks about the personality characteristics of leaders, which affect their perceptions of change and decision-making capabilities. This is why theytake the innovative approaches and make the impactful decisions. However, the article highlights a fact that there are inadequate data about the personality characteristics.

Coventry, T.H., Maslin?Prothero, S.E. and Smith, G., 2015. Organizational impact of nurse supply and workload on nurses continuing professional development opportunities: an integrative review. Journal of advanced nursing, 71(12), pp.2715-2727.

The article speaks about the supply and demands of nurses in the healthcare sectors. Withregard to the healthcare sector, the article points out towards a fact that to have a prosperous career, one will need to participate in professional development programs on a continuous basis.

Daft, R.L., 2015. Organization theory and design. Cengage learning.

The book finds out three most important factors to maintain the success in long-term. Those three factors are immaculate discipline, productive thinking and pragmatic creativity. The author suggests that this is how big firms continue to succeed despite having short-term losses in regards to crisis, instability and uncertainty.

Diale, B., Pillay, J. and Fritz, E., 2014. Dynamics in the personal and professional development of life-orientation teachers in South Africa, Gauteng Province. Journal of Social Sciences, 38(1), pp.83-93.

The article with regard to social issues like teenage pregnancy in South African schools suggests the need for Personal and Professional Development (PPD) for teachers. It says that teachers can play the significant roles in fighting against such social challenges.

Pool, I.A., Poell, R.F., Berings, M.G. and ten Cate, O., 2015. Strategies for continuing professional development among younger, middle-aged, and older nurses: A biographical approach. International journal of nursing studies, 52(5), pp.939-950.

The article with regard to nurses in healthcare sectors suggests that to understand the need for a continuous Personal and Professional Development Program (PPD), it is important to know the motivating factors behind their learning practices. Nurses have indeed a lot of motivating factors for being involved in a continuous learning process.

vanAalderen?Smeets, S.I. and Walma van der Molen, J.H., 2015. Improving primary teachers’ attitudes toward science by attitude?focused professional development. Journal of research in science teaching, 52(5), pp.710-734.

The article with regard to teachers suggests that training is a good resource to a profound learning. Teachers when put into the training, they could learn a more positive thing about the science subject.  The article, therefore, recommends for professionals to undergo the possible learning process on an occasional basis. 

Vangrieken, K., Meredith, C., Packer, T. and Kyndt, E., 2017. Teacher communities as a context for professional development: A systematic review. Teaching and Teacher Education, 61, pp.47-59.

The article suggests the importance of a supportive community for implementing regular professional development programs. With regard to teacher communities (TCs), the article points out towards a fact that the work environment can encourage or motivate for undergoing the professional development program.

Welp, A., Johnson, A., Nguyen, H. and Perry, L., 2018. The importance of reflecting on practice: How personal professional development activities affect perceived teamwork and performance. Journal of clinical nursing.

The article emphasizes the importance of personal and professional development programs. It also identifies the importance of teamwork and performance for a professional career. It explains the impact of reflective thinking on development activities.

Willemse, T.M., ten Dam, G., Geijsel, F., van Wessum, L. and Volman, M., 2015. Fostering teachers' professional development for citizenship education. Teaching and Teacher Education, 49, pp.118-127.

The article shows the importance of learning across both cognitive and affective domains. With regard to critical pedagogy, it indicates towards the importance of theories to attain the transformative skills. With regard to teachers, it identifies the importance of deep learning for the development of professional skills.