Essay Wow!

Integration of learning summaries & personal action plan.

The importance of personal and management competence.

‘Management is the process of achieving organisational objectives, within a changing environment, by balancing efficiency, effectiveness and equity, obtaining the most from limited resources, and working with and through other people’ (Naylor, 1999: p.6). The increase complexity of the working environment and the increase need for better performance highlight the importance of the individual growth and learning processes. In addition, Picket (1998) adds that in today environment, managers, must identify the core competencies of their organisation. This action will ensure the adequate and appropriate corresponding between the organisational and the personal/managerial competences.

Khandwalla (2004) research results outline management competencies which have been highly oriented in successive managers in different organisations around the world. The core competencies seem to be goodwill enhancing” (p.12). Reliability has a great impact on the ability to earn respect which ultimately helps to mobilize scarce resources in tough situations. Planning ability and time management capabilities have shown appositive effect for taking personal responsibilities. Team building skills are a fundamental source for supportive, effective and comfortable environment. Before introducing the manger need for team work competencies. The author strongly declare that personal traits, values, believes and attitudes are the core personal competencies which may enhance or weaken one ability to manage others. Therefore, self awareness, personal orientation, motivation, emotional intelligence etc’ are to be firstly address and training focused in order to increase personal ability to perform, to learn and to enjoy his interaction with the surrounding. (fields supportive concepts from :Bandura, A.(2000);Covey, S. (1988);Gardner, W.L. and Schermerhorn. (2004);Luthans, F. (2002). Myers, L and Tucker, M. (2005);Pajares, F. (2002) Robbins, S.P. (2001) and Updegraff, S. ( 2004).

Dynamic and fast developed working environment demands for skillful and high potential personal traits and skills. Under these circumstances, performance excellence becomes personal and organisational comparative advantage. Khandwalla (2001) suggest, “Performance of the manager depends considerably on how well his/her multiple roles are played. In turn, how well these roles are played by the managers of an organization influences the performance of the organization” (p.11). Updegraff (2004), widen the concept of the managerial competence through join learning and the interaction among people in the organisation. “If employees can help employees maximize their personal effectiveness and success, it than follows that companies would stand to gain as well” (p.43). McLean, J and Davis, P (2000) emphasis the learning process through relationships when they wrote, “It is through our relationships (intrapersonal; inter-personal; intra-organisational and inter-organisational) that we achieve all of our important personal, organisational and societal goals (p.1)

Updgraff (2004) suggest, “The ability to build and sustain professional relationship is a vital component for personal effectiveness” (p.46) Covey (1988) supports another perspective to the management competence when he writes, “When more than two individuals are involved in the win-win agreements the psychological contact becomes a social contract” (p.9). From the above information it is clear that managerial effectiveness is a mixture of personal skills and environmental influence. The need for adequate balance between the two forces tests our personal and managerial competencies almost every day. In order to improve personal effectiveness Covey (1989) provides the concept of the P/PC balance. According to this principal “Effectiveness is a function of two things; what is produced and the producing asset or capacity to produce” (p.54).

Patterns from my learning journals -identified problems and supportive theories

From the summaries of my learning journals I’ve managed to identify several patterns that indicate the need for improvement. The identified skills and attitudes can by divided into two groups. The first one relates to inter personal skills such as motivation, self awareness, time management skills, learning behavior etc’. The second identifies weaknesses relates to my personal interaction and performance in a group. Here I will address issues such as; communication and conflicts and negotiations skills.

My weak communications performance has been identified through events along my learning journals. According to Updegraff (2004) humans have a natural tendency which creates barrier to both listening and communication. (Drucker, 1999 p.45) notes, “The ability to listen and ask questions when appropriate ensures that all parties are on the same page and allows communication to proceed more smoothly. My weak ability to listen well affected my team work performance was also been effected from bad cross-culture communication. This is due to the reason that a culture as the one in my country is collectivist (Samovar Porter, 1994), defined as ’societies in which a “we” consciousness is emphasized through interdependent values such as cohesive in-groups, mutual obligations and concern for one’s groups with unquestioning loyalty’ (Hofstede, (2001) cited in Fujimoto Hartel , 2004, p. 54). They invovmnet with differnet people from different cultures often creats conflicts which often is a result from miscommunication “Group diffrences can creat discomfort or conflict that comnsumes energy rather than releasing for creativity and new learning” (Seagal & David ,1994, p.35). The cross - cultural communication appears to have a significant influence on the group performance. As research indicates that language barriers are the second largest source of misunderstanding in cross - cultural communication, with ‘assumed similarities’ being the first one (Samovar Porter, 1994). According to Miall, et. al (2001) teams can sometimes have difficulty developing this understanding. Each member’s understanding is colored by his or her views, personal agendas and objectives. Understanding each other must be supported with listening skills.

From my observation of my team work performance and personal communication skills a correlation between communication and responsibilities and relationship has been outlined. Thus trust and personal attitude have a significant impact on my personal communication. The outcome of good communication skills can increase my ability to build and sustain personal relationships. Updgraff (2004) suggest, “The ability to build and sustain professional relationship is a vital component for personal effectiveness” (p.46). The author also relates to personal accountability issue which strongly correlated with. The paper stats that accountability for one action will allow to be “objectively analyze and modify choices and behaviors “(p.49). Drucker (1999) adds to Updgraff (2004) concept by noting, “Even people who understand the importance of taking responsibilities for relationship often do not communicate sufficient with their associates.” (p.72).

The journals also indicated a pattern of weak time management skills. According to Pickett (1998), time management is on of the key factors that increase individual growth and managerial effectiveness. Updergarff (2004) notes that understanding personal values are the driven force behind behavior and choices and it a key step for improvement of self awareness. In relation to understanding personal values, the issues of self awareness and self confidante have been also emerged through the journals. “self awareness is not only an understanding of who a person is and what the person is about, but also how information fits in to his understanding of himself” (Updegraff , S. 2004, p.44). From theories self awareness and self esteem affects personal motivation. Thus the use of self efficacy can increase personal performance and achievement of personal goals. According to Robbins (2001), Motivations theories try to explain what motivates an individual, why, and how this motivation is dependent upon both external and internal factors of the environment in which the individual is acting. Furthermore, according to Pajares (2002), Bandura (2000) and Agrdner & Schermerhorn (2004), self efficacy beliefs provide the foundation for human motivation, well being and personal accomplishment. Luthans (2002) adds that positive perceptions lead to positive choices, motivational effort, perseverance, positive thoughts patterns and resistance to stress. He also notes, “Hope or optimism/self efficacy is a leader in psychological capacity for development and effective performance” (P.59). Furthermore, according to Pajares (2002), “Self efficacy beliefs also influence an individual thought patterns and emotional reactions. High self efficacy helps creating a feeling of serenity in approaching difficult tasks and activities” (p.21).the self efficacy concept can have a significant effect not before a person realize maturity continuum where he distinguished among dependence, independence and interdependence. According Pfeiffer (1991a), as an interdependent person u can share your self deeply, meaningfully with others and have the access to vast resources and potential of other human beings. It becomes clearer when he clarifies that “Self awareness allows an individual to see and identify problems as well as solutions”(ibid, p.44).

My personal learning habits and techniques had surfaces along my learning journals. My learning journal shows that I haven’t established a successful learning technique that suits my learning style. Pfeiffer (1991a) introduced the concept of adult learning concept where it’s based assumption that adults want to learn” (p. 38). The success of managers is not only determined by their knowledge and skills, but also by their ability to learn new things (Kolb, Rubin and Osland, 1991). Hawkins (1994) states that learning is not only happen to children; it is a long live process for individual. However, different from child learning/pedagogy, adult learning/Andragogy requires adults to be aware of their abilities and to draw from their experiences (Pfeiffer, 1991a). Furthermore, adults need involvement and reflection in the learning process (Pfeiffer, 1991a).Hawkins (1994) amplified the significance of learning abilities by suggesting “Learning is a process that permeates not only all of our individual lives but can be seen as a process which is critical for our lives of teams, org and communities” (p. 10). Pfeiffer (1991a) and Hawkins (1994) basic assumption is “Adults are a ware of their abilities and their experience and they require more involvement in their learning process” (Pfeiffer, 1991a, p. 38). My need to learn a suitable learning technique has also effected on my abilities to create a clear action plan. According to Tame (1993), “Personal long-range planning or life planning addresses issues of life dissatisfaction by providing frame work for the individuals to clarify their priorities in life and develop a plan for realizing them. The key is development of inner direction so the values and life goals reflect the individual’s personality rather than external issues” (p.93). However, life planning emphasis action directed toward an outcome. Therefore there is always a danger that too munch focus “is placed on the ends and insufficient attention paid to the process of getting there” (ibid, p.96). Time management technique is an integral part of a personal action plan. Yagan (2001) notes that time management is enables a feel of control of your life. Improvement of time management skills helps to experience fewer stressful situations resulting from procrastination and/or overextending (trying to do too many activities). In addition, Goal et. al (2002) suggested that time management does require self-discipline and control until the behavioral changes are internalized and time management becomes an everyday habit. Plans and schedules for managing time are useless if one does not follow them.

Suggested models and theories to overcome my weaknesses and strengthen my personal effectiveness

Team work strategies.

Seagal & David (1994) suggested that in order to increase team performance it is essential to understand the human dynamic and the members persenolaties types through : systems thinking where “human dynamics looks at people as distinct learning systems”(p.37). the authores suggets the use of the mental model which helps to make the distinctions clearer so the the individuals actions and words would be understood according to the context. This assure greater mautal understanding and emaphtic communication, shared vision. vision must include peopls’ needs, team learning and awarnes of difrences.

Pfeiffer (1991c) manage to widen this perspective by his introduction of the Johari window. Using this model helps people to provide framework in which people can practice giving and receiving feedback. Feedback can be used to measure self communication performance. Therefore training with this model will develop a receptive attitude and encourage feed back. In addition, cultural seminars, multiple communication channels and diversity training can help team members of different nationalities to build better relationships with their colleagues (Barczak & McDonough, 2003). Furthermore, Programs relating to listening skills featuring modules such as evaluating emotions have been deemed important by Neil Thompson (2002). The importance of listening skills has also been emphasized by Updegraff (2004, p.47) in the context of team work effectiveness, where he suggests that ‘listening is just as important as speaking’.

Time management strategies.

Nicholls (2001), suggested the use of “The Ti-Mandi Window”. this model is an extension of the management version of the Johari Window. The model enables to classify management tasks as to whether, or not, they are urgent and/or important. The Ti-Mandi Window distinguishes between four tasks categories: priority for action (I), neglected essentials (II), trivial hot potatoes (III), and — the lighthearted — goofing off (IV). The use of this model managers have to be responsible and alert to the labeling process they choose. By doing soothe confront their tendency and behavior to often use the “urgent” labels and replace them with other labeling options. The model consists two processes: breaking away and reducing fake urgent labels behavior and as a results its permits better time usage to handle the real urgent matters. The processes ensure managers to concentrate on activities that are both urgent and important. Pickett (1998) suggested additional activities such as identify objectives, priorities, assess current performance and analyze the knowledge and skills required to increase time management and performing action plan skills. Teplitz (2002) suggested the S.M.A.R.T method as another tool for strengthen one time management and action planning skills. Under this method, Personal goals must be Specific and clear as possible. They goals also have to be Measurable and Achievable. It also important that the setting goals will be Realistic. Unrealistic goals are doomed for a failure. Finally, one needs to make sure that goals are framed with an appropriate Time limit.

Learning process strategies.

Hawkins (1994) provides the double loop learning concept. The learning under the double loop learning circle occurred when the individual managed to distinguish between the “before theory” (espoused) and theory in use (their real performance) .The learning out come is increases effectiveness in decision-making and better acceptance of failures and mistakes. Smith (1992) also suggested learning diaries as adult learning method. The author notes that dairies “modify previous guides to behavior to suit new situations and observe and learn from the outcomes of these “informed experiments” (p. 149).

Rose and Louise (1992) provide an additional learning strategy through their six stages of accelerated learning process. According to this model getting into the right state of mind is the initial step toward learning, after doing so their is the need to create learning map, explore the subject with the seven intelligences- find your strength and weaknesses ,memories key facts, share the learning and the knowledge with others and finally exercise personal reflection on the learning process.. Pfeiffer (1991b) experiential learning cycle adds the element of the “opportunity to examine feelings and behaviors related to interactions with other individuals” (p. 222).

Motivation, self efficacy/positive thinking and the concept of EQ.

Self efficacy - Bandura (2000) provides four sources for increasing self efficacy: 1. mastery experience through interpreting results 2. Vicarious experiences by observing others perform tasks 3. Creating models to learn of better ways for doing things and 4. Verbal judgments through awareness of social persuasions one receives for others.

Motivation & Emotional Intelligence - According to Salovey & Mayer, (2005) EI is “a type of social intelligence that involves the ability to monitor one’s own and others’ emotions, to discriminate among them, and to use the information to guide one’s thinking and actions”(p.2-3). Furthermore, the authors notes that emotional intelligence is a theoretical model that enable to increase both intrapersonal and interpersonal communication skills through emotions in the workplace because “identifying, understanding, regulating, and expressing one’s emotions are inherently communicative actions.” (ibid, p.50). Goleman (1998) found his research that “EI not only distinguishes outstanding leaders but can also be linked to strong performance” (p.94). According to the author research results, the identified competencies of EI are self awareness, self regulation, motivation, empathy and social skills. He also suggested that improving EI needs to be through breaking old behavior habits and establish new ones, thus it is a long process which required individual approach. The author also suggests the use of the use of coaches/mentors, feedbacks, listening to other’s critics and analyzing one self behavior as useful techniques to increase learning and change behavior.

Motivation Through Positive Thinking - The WIN-WIN approach (Mclean, J. 1992) derive it basic assumption of the differences view between Myopic and Enlightened self interest. The first focused on the short term benefits while the later focused on the broad and long term benefits. The distinction between the two can also be identified egoism vs. altruism. However, according to McLean, the “over all behavior resulting from operating based on Myopic Self interest tend to be aggressive and overly competitive” (p.7) Therefore, the ideal outcome is for a balances of interests - WIN-WIN results. The Enlightened Self-Interest paradigm has been suggested to provide an appropriate theoretical paradigm. According to the author, the self interest paradigm can assist us to criticize and reflect our own underlying assumptions. Therefore it would help us to enhance awareness which later can promote the desire for a behavioral and theoretical change. The final positive outcome from the implementation of the WIN-WIN approach appears in the symbiosis between the (W.I.I.F.M) and (W.I.I.F.Y) approaches. Here individuals as well as organisational practice consider their activities from both outcomes and results perspectives. In that way by considering self and others benefits greater understanding and motivation will develop.

Exercise of my personal action plan.

From my previous action plan I’ve identified my weaknesses in time management ability to write a clear action plan and decision making processes. In order the address this issues, I’ve decided to conduct an analytic dairy (Smith,1992) for informal learning from experience. For the last 2 months I wrote down every weekend a brief description of my weekly experience by analyzing event of learning and personal behavior patterns. By the end of every month I’ve analyze and conceptualize my weekly notes. Through the diaries I’ve managed to understand my decision making behavior. Through the diaries I’ve noticed that my decision making process was weaken because I didn’t search for enough and relevant information. This caused frustration which later lead to unsatisfied outcome. By acknowledging that, I have started to advised friends and colleagues, along to gathering of formal information. I’ve noticed that my decision making has been significantly improved through this process. It has also affected my capabilities to write a clear action plan and time management skills. I’ve learned how to prioritized my tasks (which I consider to be the outcome from strengthen my decisions making). After managing to do so it was much easier to manage my time. My personal acknowledge to my positive progress motivates me for my future accelerated learning. Although I’ve managed to see some progress with my exercise of the action plan I’m aware of the need for my behavioral change in order to make these changes meaningful and a long term ones. My next step for accomplishment of my action plan will be focusing on increasing my networks. At the moment I’ve joined several trade communities. As a member of these communities I will have the opportunities to meet key and interesting people in our future events and gathering. I order to maximize this occasions will concentrate on increasing my communication skills through the use of common feedback from friends and also my personal analysis of my day to day interaction. This process will be supported with a reflection dairy.

Conclusion.

Increasing Managerial effectiveness as well as personal effectiveness is shown to be important not only from a business point of view but also from the influences of our personal achievement and satisfaction from our personal life. As the most theories suggested personal changes in attitudes, values and believes are cognitive and behavior driven. Thus altering or increasing our personal effectiveness requires firstly our cognitive decision to undergo through the process. It has been also stipulated that positive attitude and personal awareness have a significant influence to our successes.

The personal capabilities to exercise changes as been addresses through various theories and concept. Self awareness and self efficacy theories provides an insight to one abilities to modify his behavior through analyze and critical evaluation of one behavior and activities. Furthermore, personal achievement to change is also suggests to be rooted in ones understanding of his emotions. According to the EI theory, understand our own emotion can leverage our abilities to analyze gathered information to guide one’s thinking and actions. The concept of self awareness is also supported by the enlightened self interest paradigm which enables us to reach WIN-WIN relationships. The last adds the relationship importance to the processes. As the theory suggested, positive changes should be supported not only for one personal gain. The supportive assumption stipulates that a successful and positive change have influence on our own environment and relationship. Thus our own decision will eventually affect our surrounding and our relationship development process.

Other managerial and personal competence focuses on our abilities to mange time, learning process, communication skills, leadership skills etc’. However, in order to address these issues we have to make a decision base on our personal values, believes and attitudes. After all, every positive change is an outcome from our own motivation and desires. Hence, positive change can not be exercise without them. This paper has shown that motivation, self awareness and self efficacy have the ability to modify/change ones’ behavior for a long time.

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