Evaluation of Managerial Skills
By analysing my personality I will be able to discover whether or not
I have certain attributes within my personality to perform a
managerial type job by using set theories, such as Cattell and the
Backs analysis.
Management skills
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In order to perform the functions of management and to assume multiple
roles, managers must be skilled. Robert Katz identified three
managerial skills that are essential to successful management:
technical, human, and conceptual.
Technical skill involves processes or technique knowledge and
aptitude.
Human skills involve the ability to be able to work with people
effectively. Managers do not just delegate work to the sub ordinates,
they must also co-operate and empathise with their employees.
Conceptual skill involves the formulation of ideas. Managers
understand conceptual relationships, develop ideas, and solve problems
creatively. Thus, technical skill deals with things, human skill
concerns people, and conceptual skill has to do with ideas.
Back Analysis
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Baggage(past)
During my adolescent years I grew up in a well-structured, family
orientated environment. Throughout my life I had been given a high
level of responsibility (certain duties to perform in and around the
house, cleaning etc).
From a very young age I had been taught that to posses certain skills
would further my development.
From the age of 16 my first job within the catering industry educated
my hard work ethic. It taught me that to be able to work in a team
would enable me, and others to complete set tasks, and that certain
people are suited more to certain duties and tasks.
This I believe gives me the ability to be able to distinguish certain
features from individuals, and allocate work that best suits them.
Aspiration
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My main aspiration within life is to be able to support my self
comfortably financially, and to have a varied interesting work type.
Culture
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I grew up in a very stable household where family values and family
get along with people who are differnt than us. They made me realize that I could learn something
their knowledge of how the real world is supposed to be. In the real world, I live each and everyday to
perseverance I will overcome adversity. During that time this experience also taught me how to stay
There are many different assessment models developed which enable the coach to assess the client from a number of varied perspectives. The majority of these models are simply used as a tool, providing a schema for noting observations. An ideal assessment model is an instrument used to obtain structure within the framework of the coaching encounter. The coach is never limited to the parameters of the model, but the model should provide a guide in the evaluation of the client. In other words, the model allows the coach to develop a frame of reference for client observation. Although, there is no single correct coaching model, the coach must rely on a broad range of coaching techniques to adequately assess the client’s condition and present circumstance. It is the multiplicity of views that offers the greatest coaching models (Watts & Corrie, 2013).
The contemporary leadership we researched was Situational, Distributed, and Collaborative. We researched all these because we thought that this type of prInciples would make the game more interesting for the players and leaders. I felt that with these principles we would have a chance to show how to effectively apply it, the research we did supposedly told how each principle worked and how to effectively apply it. Some other examples of the research were that what games apply to these principles the most which were for situational was capture the flag, this game was that you had to get the ball and bring it to your side, but when the opponent gets the ball from your goal. The team would have to go from attacking to defensive instantly which show that when a situation changes how a person reacts to the change, for distributed was the four squared game In which the team with the ball had to get the other team out, in this game there was a use of two principles in one collaborative and distributed as an example some people would have to mark the opponent and work together to get the person out. We used Situational, Distributed, Collaborative, we delivered collaboratively and the distributed perfectly because we worked with each other and the rest of the class to work out an outcome since our game wasn't that good and people kept asking if they could change the rules which made us think if we needed more time to execute our game , since we only had 50 mins to play . I felt that we all had a say in how to apply the principles of the group Kent said by playing the game While I went into some depth to try and think how it would affect the game and we as leaders, which came to the conclusion to play more games that would high...
When it comes to management and leadership within any organization, there are fundamental components to consider, of which, managers of all backgrounds embody. One way to briefly assess these foundations is through Personal Assessment of Management Skills (PAMS), allowing examination of skill competencies from a number of strengths and weaknesses that can be brought to attention. This analysis will briefly discuss the strengths and weaknesses of the PAMS examination results and analyze the skill competencies and how they impact the role as an ethical leader. For the purpose of this examination, strengths will be assumed to be topics where the quality is in abundance. This comes with the assumption that while their importance may
One thing I learned is how to calculate discounts with money. When I go shopping and see something I like on sale, instead of running around searching for a price check I can easily calculate its price in my head. Another thing I have learned is how to write a resume. When applying for a job I need to write a resume; it’s an essential part of my future and career. One last thing I learned was the importance of compromise. When working in a group, and not only that, but anywhere you will find people who don’t always agree or even like you. However, if you learn to compromise you can work with anyone, no matter who they are or what they believe. In the workplace, in the grocery store, even at home, you will constantly find people you don’t agree with, but you cannot always dismiss them but must work with
Management and leadership skills in nursing and other healthcare professions are becoming a more and more widely spoken of subject, as they are essential skills for everyday practice in delivering care (Gopee and Galloway, 2009). Effective management requires the nurse to be able to draw on evidence based knowledge and experience to develop the ability to manage competently during practice. Skills without knowledge, appropriate attitude and understanding will not equate to competency (Watson, 2002).
The practices of a leader can have wide spread implications. They can impact individual stakeholders and the organization as a whole. Clark (2013) states that “you must be the role model you want others to grow into” (para. 9). A strong leader leads by example, is ethical, and earns the trust and respect of their followers. They are also conscientious of the impact they have on the world around them. They practice impeccable communication and learn to inspire others with a positive vision for the future. Clark (2014) describes leadership as the methods of influencing others to accomplish objectives in a collective manner in the direction of the organization's vision.
trust. Growing up, they always reminded me that I was a reflection of them and that statement has
Mintzberg(2013, P.44) stated that managing combines all these skills, like leading ,doing, thinking, and deciding and more, together, not applying individually. A good manger should be able to mater all these skills to fulfill the job of management. But the thing is what helpful competencies should a manager have to be able to fulfill? Mintzberg stated his own theory which is managing can be known from on three main aspects : information, people, and action. For the information aspect, a manager should be able to communicate and control; for the people aspect, a manager should be able to lead and link; and for action aspect, a manager should be able to do and deal. These are the good methods for a manager to actually manage something well.
What made me into the person I am today? I have asked myself this question many times before, yet it all leads back to the same concept. In fact, I came to the conclusion that it is simply a summarization of our developing years. For example, some of our biggest influences, especially in those years, are our parents and friends. Our parents help shape us into the people we are today and, in most cases, we share the same values as them. In addition, our friends are also part of the reason we are who we are. They are the first group of people we interact with and whether we mean to or not, we try to imitate them as much as we can. As a result, the three values of my personal culture that make me into who I am are respect, work ethic, and joy.
Managers nowadays do not actually do what a manager really should do back in the eighties. Changes that occurred in the new economy, the increasing use of technology in business, and the effects of globalisation towards business world have led management into a whole new dimension. New managers are expected to be able to manage on an international scale, act strategically, utilize technology, establish values, and of course, act responsibly as well. (Crainer, 1998) Henry Mintzberg once asked, "What do managers do?" After conducting his research based on a study of five CEOs, he concluded that managerial work involves interpersonal role, decisional role and informational role. And the fact is that, managers get things done through other people. Therefore, managers are required to possess certain skills and competencies which allow them to play these roles effectively and efficiently throughout the four functions of management. (Mintzberg, 1998)
I learned my strengths and weaknesses along with how to overcome failure. When I accidentally
Proper evaluation of a leader starts with understanding how leadership and a leader are defined. Rue and Byars (2010) state, “leadership is the ability to influence people to willingly follow one’s guidance or adhere to one’s decisions” (p. 255). Rue and Byars (2010) determine a leader as someone who, “obtains followers and influences them in setting and achieving objectives” (p. 255). These two definitions pointed in the direction of evaluating someone who is influential and trustworthy.