Identifying management strengths and weaknesses that need to be developed
Learning outcomes assessed:
Complete three of the self -assessment tests listed below and identify three areas where you need to develop your skills for future management and leadership.
double spacing) describing
(1) why the skills are important to business.
(2) where you could access mentoring to learn to develop the skills
(3) what you can do during your degree to help you with these skills
Chapter 2.2 Managerial Assumptions
Chapter 4.5 Global Readiness Index
Chapter 8.3 Time Management Profile
Chapter 13.4 Emotional Intelligence
Chapter 14.4 Assertiveness
Chapter 15.5 Work Engagement Survey
Chapter 17.5 Team Leader Skills
The Need for Managerial Skills, Time Management Skills, and Team Leadership Skills
Management skills help professionals evolve into efficient organisational leaders and managers in the future. Every manager including me on conducting a self assessment feel the need to have three important qualities namely, managerial skills, time management skills and team leadership skills. The managers are the actual business strategy and decision makers and these three skills qualities help the carry out their functions effective which ultimately lead to organisational excellence. That is why these skills of the managers hold great importance in the organisations like Australian Catholic University and require continuous mentoring to develop and enhance them(Acu.edu.au. 2017). The aspiring managers can start acquiring these skills by taking their own initiatives like attending seminars held on these skills while pursuing their management degrees. The knowledge gained from these initiatives proves helpful when they join organisations are junior managers.
The skills of effective managers are important to the business organisations because the managers make strategies and lead the organisational teams towards execution of those strategies. I feel that their skills like decision making power, communication skills, analytical power, leadership qualities, conflict management and motivational power play great role in ensuring appropriate decision making process and execution of strategies. Upon self assessment I can point that as a manager that I am good in all these skills other than conflict management. Fredrick Taylor in his theory of scientific management points out organisations should manage their resources including human resources and the production processes in a scientific manner(Witzel and Warner 2015). As a manager at the Australian Catholic University in North Sydney, Australia I can opine that application of scientific management can be applied in all fields including education institute. The apex managers can streamline the process of education (product) by aligning the curriculum according to the need of the professional world. The managers in these institutes can ensure that the professors provide the students with education in the most modern ways like online method which would allow the students to accede the materials at their convenience(Trivellas and Reklitis 2014). I as the manager in charge of the management studies department motivate the professors to arrange for seminars and company visits which promote better development of practical knowledge among the students. This way I streamline class curriculum and practical training to ensure that the students who aspire to become managers develop the basic qualities of managers. I can point that the effectiveness of the departmental managers ensures that the university is able to serve a large number of overseas and in-campus students. This ensures that Australian Catholic University generates maximum revenue by catering to these two categories of students. Thus, the skills of the managers in organisations to lead their teams under them are very crucial for their high performance, revenue generation and goodwill(Trujillo 2014).
As a manager I can point that mentoring in the organisations plays a very important in developing and enhancing managerial skills in managers. The human resource departments in the organisations provide with training to junior managers about their job responsibilities, expectation of the management from them and the line of authority which they have to follow. Management skills cannot be gained within a short of time and the senior managers mentor the junior managers on management skills. This continuous mentoring makes the managers expert in managerial functions like decision making and conflict management. I can point that this continuous mentoring and strengthening of managerial competencies help the managers to gain promotions, appraisals, career development and job satisfaction(Menges 2016).
The Importance of Management Skills in Business Organizations
The aspiring managers can take initiatives to develop managerial skills during pursuing management courses. They can take part in seminars and conferences to develop knowledge about management skills. I can opine that the aspiring managers can also take part in company visits arranged by their colleges and speak to managers. This interaction would help to develop practical idea about management which would help them to get through interviews for posts of junior managers in the organisations( Black and Warhurst 2015).
Time management profile is a very significant managerial quality to the business because it ensures achievement of targets within specified time period which leads to generation of revenue. I can opine that time management is important because productivity achieved within the predetermined time frame leads to generation of revenue. For example, as a manager of the management education department at the Australian Catholic University I ensure that the total management course content is streamlined to enable the students to cover it within three years. This ensures that the university is able to serve a large number of students simultaneously and generate huge revenue for its educational services. Thus, time management is crucial to the business organisations to provide services and goods within specified time and generate profits in return(Il-Hyun, Kim and Yoon 2015).
Time management is a managerial which can only be developed by continuous mentoring by senior managers in organisations. As a manager I can point out that time management is a managerial skill which requires a lot of time and effort to master. The senior managers mentor their junior managers to manage multiple job responsibilities effectively within a short time. Thus, mentoring of junior managers helps them to master time management which allows them to execute multiple job responsibilities and enhance their efficiency(Boniwell and Zimbardo 2015).
The aspiring managers during pursuing management education can participate in seminars and read books to develop the skill of time management. They can start learning time management by distributing their various responsibilities like attending lectures and company visits within specified time periods. These initiatives would improve their time management skills which would help them become efficient managers(Rote and Smetana 2015).
Team leader skills are important to organisations because the organisational teams like departments forms and execute the business strategies with a given time frame which leads to revenue generation and organisational growth. Upon assessing my skills I feel that team leadership skills of like strong communication skills and strategy help managers to lead teams of subordinates like professors towards achievement of target which provision of quality education to students. I can also point that team leadership skills like conflict management help me to manage conflicts among professor and students and ensure smooth flow of education services(Hoch and Kozlowski 2014).
Team leadership skills can be developed only with time and mentoring by seniors in the organisations. The senior managers train and mentor the junior managers to lead the teas towards achievement of specific targets within specified time limits. The seniors train their subordinates with team leadership skills like forming strategies, allocating of job responsibilities among team members, motivating and managing conflicts. This mentoring makes the junior managers more efficient which help them to gain promotions and career development(Dinh et al. 2014).
The aspiring managers can obtain mentoring and training in developing team leadership skills during pursuing their degrees. They can lead teams of students while doing researchers and internship programmes. This develops team leadership and management skills in them which helps them to become future managers when they join organisations.
The management skills, time management skills and team leadership skills are essential skills of managers which take time to develop. The effectiveness of the managers in applying these skills to take appropriate decisions play significant role in organisational success. I can point out that the students during pursing the management courses can take initiatives like attending seminars which helps them to develop management skills. Finally I can opine that the continuous mentoring of the senior managers in the organisations help the junior managers in increasing their efficiency and become successful professional managers.
Acu.edu.au. 2017. Our university - ACU (Australian Catholic University). [online] Available at: https://www.acu.edu.au/about_acu/our_university [Accessed 25 Aug. 2017].
Black, K. and Warhurst, R., 2015. The meaning of mentoring in middle-managers’ learning: mentoring as identity-formation.
Boniwell, I. and Zimbardo, P.G., 2015. Balancing time perspective in pursuit of optimal functioning. Positive Psychology in Practice: Promoting Human Flourishing in Work, Health, Education, and Everyday Life, Second Edition, pp.223-236.
Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. and Hu, J., 2014. Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), pp.36-62.
Hoch, J.E. and Kozlowski, S.W., 2014. Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership. Journal of applied psychology, 99(3), p.390.
Il-Hyun, J., Kim, D. and Yoon, M., 2015. Constructing proxy variables to measure adult learners' time management strategies in LMS. Journal of Educational Technology & Society, 18(3), p.214.
Menges, C., 2016. Toward improving the effectiveness of formal mentoring programs: Matching by personality matters. Group & Organization Management, 41(1), pp.98-129.
Rote, W.M. and Smetana, J.G., 2015. Acceptability of information management strategies: Adolescents' and parents' judgments and links with adjustment and relationships. Journal of Research on Adolescence, 25(3), pp.490-505.
Trivellas, P. and Reklitis, P., 2014. Leadership competencies profiles and managerial effectiveness in Greece. Procedia Economics and Finance, 9, pp.380-390.
Trujillo, T., 2014. The modern cult of efficiency: Intermediary organizations and the new scientific management. Educational Policy, 28(2), pp.207-232.
Witzel, M. and Warner, M., 2015. Taylorism revisited: culture, management theory and paradigm-shift. Journal of General Management, 40(3), pp.55-70.
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