Developing Management Capability Reflective Essay

Document Type:Reflective Writing

Subject Area:Management

Document 1

I need to make improvements on the empathy, openness to experience and neuroticism elements as they were found to have the lowest scores. However, theories supporting empathy and trust have been outlined from literature. Finally, an action plan was designed to make improvements on the weaknesses for a period of six months starting from February 2018 to July 2018. Moreover, progress on will be assessed using self-diagnosis instruments after completing the activities in the action plan. Table of Contents Introduction 4 Diagnostic tools 4 Analysis of diagnostic tools and identification of improvement areas 6 Literature review 6 Conclusion/ Action plan 9 References 10 1. The results of the two parts are listed as follows: • Solicits Feedback- 27 • Willingness to Self-disclose-19 From the results my score on solicits feedback was 27 which was the highest and willingness to disclosure was 19 this means that I actively participate in asking questions but I am not good at answering them.

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I am not committed to the activities in groups which make me to be unfamiliar to the members as they cannot figure out my stand. Using the results I perceive to be an interviewer which can result in the members distrusting me. Myres Briggs Instrument The instruments revealed my strengths and weaknesses in management capability. The overall outcome was that I am a defender. The Big Five Test It tested five traits that had the following scores: • Extroversion-3. • Agreeableness-3. • Conscientiousness-4. • Neuroticism-2. • Openness to Experience-2. I am an extrovert and agreeable person with an average score. Additionally, I like asking questions and have good listening skills as indicated in the high score on solicits feedback. Literature Review Empathy refers to understanding and relating to other people’s feelings and thoughts. An empathetic person understands and is ready to support individuals with compassion.

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Empathy is an important character of a leader. Managers build strong relationships with the staff which encourages them to share ideas, plans and goals they have for the organization. However, managers do not ignore the feelings of the employees which make them to feel safe in the work surroundings (Kellett, Humphrey & Sleeth, 2006). Communication within the organization improves as managers and employees have good relationships. Moreover, the skills and experiences of the employees improve through exchanging ideas and teamwork resulting in enhancing creativity and innovation. Employees are motivated through teamwork which leads to increased productivity in the organization. Individuals who give unclear plans and goals are not trusted by their employees. Leaders should give clear vision, goals, mission and daily routines for the organization to help employees work in meeting them leading to increased performance.

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A leader should be compassionate through showing concern to the employees, that is, taking into account how they express their feelings in various instances which will leads to improved attitude in approaching work. A leader should portray a good character by doing what is right for the employees to follow his/her ways. Individuals trust leaders who follow right ways consistently as they give good direction on conducting routines and managing the organization. A leader must show consistency in conducting the activities in the organization to meet good results for the employees to trust him/her. Consistent leaders carry out routines in without giving up on incase they encounter risks as they are passionate on meeting the firm’s goals. Conclusion/ Action Plan: Trust, neuroticism and openness to experience have been identified as my weak areas as improvements need to be made through designing an action plan.

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An action plan will give solutions on how to overcome my weak areas as follows: 1) I will build networks on online platforms to improve my weak area on openness to experience. I will purpose to attend the ‘Leadership Lunch Box Series’ and ‘Leadership Outlook Series: Creating a Mentally Healthy Workplace’ events. In Amartya Sen’s capability approach and social justice in education (pp. Palgrave Macmillan US. Brown, S. Gray, D. McHardy, J. Holt, S. Marques, J. Empathy in leadership: Appropriate or misplaced? An empirical study on a topic that is asking for attention. Journal of business ethics, 105(1), 95-105. Hurley, R. The Leadership Quarterly, 17(2), 146-162. Mahsud, R. Yukl, G. Prussia, G. Leader empathy, ethical leadership, and relations-oriented behaviors as antecedents of leader-member exchange quality. Personality and Individual Differences, 47(7), 711-716. Reina, D. S.

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Rebuilding trust in the workplace. Readhowyouwant.

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