HRM4001 Developing Personal and Management Skills

Introduction:

This assignment emphases on the knowledge outcome of developing personal and management services. The self- management skills are an individual’s ability which helps to control and regulate the actions, thoughts and feelings (Mien & Thao 2015). With the help of these skills, an individual can follow the work which they like. In the same way, if an individual is able to manage themselves it helps them to become more successful in their goal- setting efforts. Personal development is a life- long procedure which help the individual to assess their qualities and skills (Asah, Fatoki & Rungani 2015).  It also helps an individual to have a personal vision about their future, which provides a clear idea of what or where an individual will be in new few months or years. Knowing personal targets and destination in life helps to create a plan on how the individual will achieve their goals (Sainz, Ferrero & Ugidos 2019).

In addition to this, the report will identify the areas which will reflect own leadership and management skills as well as the rank of a personal development plan for a real leadership and management. The second part of this assignment will present the theory as well as an application of the transferable skills with the use of best practices within the organization.

Task 1:

Sub Section One:

In the contemporary world of business, management and leadership are the most common terms that is heard than any other words. Both of these concepts are not the same, but they go hand- in- hand. These terms can be differentiated by making efforts and it can be more complicated (Husebø, O'Regan & Nestel 2015). The role of management can be explained as organizing, planning, controlling and directing. On the other hand, the role of a leader is to motivate and inspire people to move into the right directions. As an organization, both the concept of management and leadership are important for their success. Reflection of leadership and management skills are significant for the organization in order to drive success. The organizations must be focused to enhance the knowledge of employee by applying learning processes in the company. There are several organizations who maintain the learning as well as developing department under the firm’s human resource department in order to improve their learning management.

There are numerous models that have been presented by the specialists in order to define the management and leadership skills (Husebø, O'Regan & Nestel 2015). All of the models explain reflection of the learning of leadership and management services. Kolb’s experiential learning cycle model has two levels which includes a four- stage cycle of learning as well as four different learning styles. This theory is worried with the internal reasoning procedure of the learner (Kolb & Kolb 2018). The following diagram represents and explains the relationship of four models of Kolb’s experiential learning cycle.

Every learner has their own path whether it is correct or wrong. In the experiential learning cycle, there is no correct or wrong path. The individual who has entered into the experiential learning does not depends upon their hidden preferences (WIDIASTUTI & BUDIYANTO 2018). Among all the for stages, I connect with Assimilating as this learning preference includes a brief and reasonable approach as well as the concepts and ideas are more vital than the people. I have leadership and management skills in me to some extent. 2 years ago, I was selected as a Sales executive in a multinational organization where my main job was to look after the sales part of the organization. In addition to this, I also had to guide my team which was of 5 people. The job role that I got included a lot of tasks such as communication with my team members as well as the customers, decision- making, vision, responsibility, integrity and more. With the role as a Sales executive, I had to face different types of challenges that were set by the top management in the organization. I gave unique ideas and concepts to my organization for the sales but I had a weakness with the people. It was not able to mange my team in an efficient manner and as a result I thought that I am not able to fulfil my job role and I was also not able to guide my team in a proper manner. In my organization, I felt that my team does not approach to me if they are facing any issues and I felt very bad about it. I wanted to become more of a transformational type of leader who will help their team members through their tough times and will also help the organization to achieve success. Therefore, this is the main reason of a personal development plan which will help me to achieve the qualities of leadership for my personal growth.

Sub Section Two:

The personal development plan is an applied tool that helps to identify the learning requirement within an individual. It also helps to improve performance and achievements within an employee (Lejeune, Beausaert & Raemdonck 2018). Nowadays the employers are attentive of the importance of capitalizing in their employees and often they have constructions as well as procedures in order to deliver the opportunities for the development and training of their employees. Nonetheless, the managers also need to take their individual responsibility for informing as well as reviving their knowledge and skills through their lives of working. Personal development plan is a continuous and lifelong process of improving, shaping and nurturing skills and knowledge in order to guarantee a maximum efficiency as well as ongoing employability. This procedure is very cooperative for all the specialists and it will support the individual to correctly organize their educational, personal as well as career development (Tasker, 2015). Personality development plan is an action plan that is founded on the values, self- consciousness, setting of objectives, planning of personal development with growth in career, self- education and relationship management.  It also engages the idea that has exact enhancements of knowledges in order to satisfy the shared targets of the career development of an individual as well as organizational growth. As per my current situation and existing role, Personal development plan is the most important tool that will help me to build leadership and management skills through I will be able to help my organization as well as my team members.

The personal development plan can result from the production of skill audit and SWOT analysis.  A skill audit is the systematic assessment of the learner’s researcher’s knowledge and skills. It is mainly a written document that clearly states all the skills that an individual has and how advanced are those skills (PLANNING, 2018). In addition to this, it also documents all the skills that are required for the future career development. On the other hand, SWOT analysis explains the individual’s personal assessment on their strengths, weaknesses, opportunities and threats (Gürel & Tat 2017). A personal development plan always helps to motivate an individual in their job whether it’s an inside organization improvement or an external training requirement planning. In order to develop the skill audit and SWOT analysis, it is important to improve the planning and decision- making services of the individual who is performing the role. In order to implement this, the individual must gain a detailed knowledge about the organization. The individual working on this role must move with the upper- level management team in order to gain knowledge about the business so that they can apply the learning to improve decision making and planning process.

Communication plays an important role for the managers and it helps to maintain the leadership situation of the team, pass a correct and right message within the team as well as drives performance. According to the SWOT analysis, it is important to develop communication skills and personal development plan will help to achieve it with the help of training. The upper management must align with the requirements and simplify it with the help of providing opportunities. The mentoring and coaching skills will help to drive performance of the team members. This is very important skills for an effective leader or a manager. It will also help the team members to keep their respect and trust on their managers or leader that will be based of the skill of developing and coaching them (Grit, 2019). If the leader has a good skill in coaching, then they can motivate a team to perform high and will ultimately drive success to the organization. The skills of work prioritization will initiate a well-organized utilization of the worker’s time. It is very important to have leadership and people management skill as it helps to drive the team to their stated goals. The knowledge of leadership and team management skills can be gained from the external sources but the practical applications as well as experience are gained by developing a personal development plan.

Task Two: 

Supportive Communication-

Supportive communications are the style of communication which has a precise set of techniques and goals. The initial objective of a supportive communication is to determine the conflicts or achieving change in the condition while strengthening, conserving and making a connection between the communicating persons (De Neys, 2017). The advantages of supportive communication are that, they promote understanding. When a person communicates clearly, it is clear to understand their message and work accordingly. On the other hand, the disadvantages include a negative acknowledgement. A supportive communication may not always be enough to make the person heard; the circumstances, audience and the timing can impact this process.  The dual process theory of supportive communication seeks to develop a positive relationship with the communicator as well as the listener by addressing the issue, providing an opposing feedback or engaging in a challenging problem. According to GRADINARU (2019), there are eight characteristics of a supportive communication which includes:

• Congruent, Not incongruent
• Descriptive, Not Evaluative
• Problem- oriented, Not person- oriented
• Validating, Not Invalidating
• Specific, Not global
• Conjunctive, Not disjunctive
• Owned, Not disowned
• Supportive listening, Not one- way listening

The company always encourage the supportive communications as it helps to determine a higher productivity, speed the problem solving, generate a high- quality output, lessen conflicts among employees and develops a strong relationship within the team members. For instance: Amazon which is a well- known brand keeps encouraging their employees for a supportive communication. The organization always use the rules of meetings and constructively builds their discussions in the meetings. The main goal of the management is to generate a positive discussion within the team members. This also helps to drive the innovation among employees.

Motivation- 

Motivation is one of most significant issues for the development of organization. Peters (2015) describes motivation as the factor that occurs within an individual and have the potential to affect their way of strength as well as an eagerness of behaving towards their work. Nowadays every organization focuses on employee motivation within their workforce but sometimes they do not have an actual understanding of motivating their employees. The advantages of motivation include responsible employees with good productivity. If the employees are motivated then the origination will be able to perform efficiently and smoothly. On the other hand, the disadvantages of motivation include employee turnover, spread of rumors about the organization and many more.  Herzberg’s motivation theory model which is also known as two factor theory provides a two factor that affects the motivation within the workplace (Ozsoy, 2019). The Herzberg’s theory of motivation tries to get to the root of motivation within the organization. This theory can be used by the organization to get a best performance from the team members.

The organization uses various techniques to enhance their employee’s motivation. The motivation factor can be categorized into two categories namely: monetary and non- monetary. Some of the leaders might believe that only the monetary factors can improve employee motivation, but through experiential evidence, it has been shown that most of the times non- monetary rewards and recognition plays a vital role in the motivation rather than the financial factors. The monetary or financial factors are a short- term motivation for the employees. These factors include incentives, increment in salaries, bonus or more. A manufacturing firm in America, Sturn, Ruger & Company uses the financial motivation aspects within their workplace. In the year 2015, the CEO of the organization acknowledged a profit sharing for their employees, where he mentioned that their organization will provide them with 15% of pretax profit in every four months. This has helped the organization a lot as the employees are paying attention to their work and they are driving together in the same direction to achieve success for the organization. In addition to this, there are numerous non- monetary factors of motivation as well which includes job rotation, job enlargement, employee recognition and more.

Empowerment- 

Empowerment is the procedure through which the growth as well as inspiration expand with the abilities of teams which helps to progress the performance towards a continuous development (Hasani & Sheikhesmaeili 2016). The idea of empowerment is based on the idea that provides the employees with the authority, resources, opportunity and motivation to perform their work. It also helps the organization to hold their employees accountable for their actions which makes them happier and more proficient. Empowerment is one of the effective tools which is used by an organization to bring more ability into their skills and it helps to change employees mind from being powerless to believing in themselves with their personal strengths. The organizations are focusing on employee empowerment due to rise in world- wide competitiveness. The current business environment keeps on changing rapidly and to face the success and keeping up with the competition in the marketplace, it is very important for the organization to go beyond their traditional directive concept of management. Employee’s contribution is not only expected within their workplace, but also required in order to assume an active role in the firm. There are several benefits of employee engagement which includes improved creativity, motivation, improved morale, increased productivity, higher quality of products and services and an improved teamwork (Fernandez & Moldogaziev 2015). There are several disadvantages of empowerment which includes interpersonal relations, abusing power, arrogance, extra cost of training and many more. John Lewis 7 Partners which is a UK based organization call their employees as partners within the organization as they share the same responsibility within the development of organization. This helps the organization to successfully collaborate with their employees and management.

Conflict Management- 

Madalina (2016) states that conflict management includes having an office that prevents conflict as well as a management crew that can positively handle as well as resolve the matters within a workplace. The role of conflict is identified by inappropriate and inconsistent behaviour which can occur as a result of several unified issues. An organizational conflict rises when the employees cooperate within the operations. Researchers have a made different conflict classifications in several ways. The classification includes process conflicts, relationship conflicts and task conflicts. The other form of conflicts is interpersonal conflict, intra group conflict, inter departmental conflict and many more. There are many reasons due to which conflicts occur in the workplace such as the roles and responsibilities, objectives or goals, common resources, differences, authority relationships and many more. In an organizational context, there are many advantages and disadvantages of conflict. The disadvantages of conflicts include waste of time on employees and management, affect in organizational performance, demotivation, employee dissatisfaction and more. On the other hand, the advantages of conflicts include improved performance, creative and innovative ideas, business productivity and more. Establishing a better conflict management helps the organization to initiative all the employees in a common direction. For instance: Coca cola company which is a well- known brand across the globe has familiarized a whistle blowing policy that provides expert to speak up against any mis practices or partial treatment about the employees. This strategy implemented by the organization helps to reduce the conflicts among them.

Team Effectiveness- 

Team effectiveness is the volume of a group of individuals with matching skills who work together to achieve their goals which are set out by an expert, leaders or members of the team (Alsharo, Gregg & Ramirez 2017). In other words, team effectiveness can be distinct as the people who exist in order to perform pertinent tasks, share a shared goal, exhibit task, interact socially, manage and maintain boundaries and influences exchange with the other parts of the organization. The advantages of team effectiveness includes more productive employees with more resources, whereas the disadvantages includes an unequal participation of employees, intrinsic conflict maong them and many more. The team effectiveness model helps to understand the best techniques of management in order to get an optimal performance of the teams.  This model was projected by Rubin, Plovnick and Fry in the year 1977 (Kash et al. 2018). The team effectiveness model is known by acronym GRPI that stands for Goals, Roles, Processes and Interpersonal relations. The GRPI model is great while starting a team or when leader has to encounter a team- related problem with an unknown cause. The organizations use this model top enhance their performance which requires a combination of knowledge, skills, experience and competencies. For instance: Ansell company which is an American based organization takes help of specific project- based team, assignments in order to measure the performance of their group members in the manufacturing division of their organization. There are several advantages of team effectiveness such as gaining a new perspective, developing of leadership qualities, shared work, improved communication skills and more.

Conclusion:

Lastly from the above discussion it can be said that management and leadership skills are very important for an individual and also for the organization to have a great success ahead. In order to implement these skills, it is very important for an individual to have a personal development plan. This plan helps the individual to analyses their strengths, weaknesses, opportunities they have to implement their skills and the threats which could affect them. This paper has discussed clear objectives that are focus on personal skill development. In addition to this, it has also discussed plan through which those objectives could be achieved. A number of theories have been discussed for the personality development plan. This assignment also includes several topics which are related to leadership and management skills and they have been supported by theories.

References:

Alsharo, M., Gregg, D., & Ramirez, R. (2017). Virtual team effectiveness: The role of knowledge sharing and trust. Information & Management, 54(4), 479-490.

Asah, F., Fatoki, O. O., & Rungani, E. (2015). The impact of motivations, personal values and management skills on the performance of SMEs in South Africa. African Journal of Economic and Management Studies.

De Neys, W. (Ed.). (2017). Dual process theory 2.0. Routledge. 

Fernandez, S., & Moldogaziev, T. (2015). Employee empowerment and job satisfaction in the US Federal Bureaucracy: A self-determination theory perspective. The American review of public administration, 45(4), 375-401.

GRADINARU, I.A., 2019, January. The Principles of Supportive Communication: A Critical Perspective. In Argumentum: Journal the Seminar of Discursive Logic, Argumentation Theory & Rhetoric (Vol. 17, No. 1).

Grit, R. (2019). Managing your competencies: personal development plan. Routledge.

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Lejeune, C., Beausaert, S., & Raemdonck, I. (2018). The impact on employees’ job performance of exercising self-directed learning within personal development plan practice. The International Journal of Human Resource Management, 1-27.  

Madalina, O. (2016). Conflict Management, a new challenge. Procedia Economics and Finance, 39, 807-814.

Mien, N. T. N., & Thao, T. P. (2015, July). Factors affecting personal financial management behaviors: Evidence from Vietnam. In Proceedings of the Second Asia-Pacific Conference on Global Business, Economics, Finance and Social Sciences (AP15Vietnam Conference) (pp. 10-12).

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