Self Assessment In Self Management

Although it’s argued, a manager in the 21st century needs to possess a wide range of skills and attributes, theorist condense this into three skill levels consisting of conceptual, human, and technical skill sets pertinent to managing a department or organization effectively as to enable people to their best (Daft, 2014). Self-assessment of these skill sets help determine a prospective manager current aptitude in these areas and provide focus as to skills one may need to study, increasing the individual aptitude in said area of skill. Individuals and collective strengths play a vital role in the systematic incorporation to measure of business inputs and outputs of personnel and organizations meeting challenges of work value, culture impact,

Strengths and weakness of an individual’s personal style is a goal of these self-assessments to provide direction of growth. Self-assessments can promote desired cognitive development from this self-reflection. Adversely, emotional or social stressors in learning environments or work environments that observed by the individual as a hostile environment, could cause the inner resources of the individual to shut down from the stress, learning no longer will occur and the individual will become ineffective.

One study showed just that. “The present study sought to better understand relationships among neuroticism, negative career thinking, and coping and how these variables affect the career decision state … This study did make a significant contribution to better understanding how to assist clients with neurotic tendencies in the career development process … [A]ddressing a client’s negative career thoughts appears to be a viable pathway for attenuating client neurotic tendencies” (Bullock-Yowell et al.,

This indicates that my conceptual skills and the ability to think rationally and strategically on how one’s team meshes with the total organization and how the organization messes with industry and the community and the broader business and social environment, able to identify evaluate and solve complex issues, a good handle on organizational acumen, governance and processes. My human skills falls one point below my conceptual skills, and according to this relationship scale, should be a higher attribute for a middle to upper management position. This is a slight indication that I would need brushing up on communication, coaching, and teamwork skills to strengthen my inner resources and sharpen the interpersonal effectiveness of my management abilities and