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
their knowledge of how the real world is supposed to be. In the real world, I live each and everyday to
faith, I took every opportunity to attend church events and gatherings to speak with other
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).
Being able to talk and communicate writing and verbally this is where English comes in. All things that I needed to do in everyday
perseverance I will overcome adversity. During that time this experience also taught me how to stay
In organizations aspiring for growth and continual improvement, relationships are more intricate and alternatives more numerous than the either/or imposition implied by the notion of leaders and followers. Practically no one leads all of the time. Leaders also work as followers; all in all, “everyone uses a portion of their day following and another portion leading” (Galie and Bopst, 2006, p. 11).
many things leading me to gain the self-esteem slowly that I lost back in high school.
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)
The foundation for effective job performance and compensation system can be traced to effective job analysis process. Fundamentally, a job analysis should consist of a thorough examination of the job 's duties and knowledge, skills, abilities, and qualities that are required in order to be successful in a specific position, upon which appropriate rewards or compensation can be determined. For many perspectives, jobs are usually made up of requirements and rewards, where rewards may be regarded as a major recruitment strategy for motivating potential employees in order to influence them to stay the organization for a longer period as well as enhance their performance. The most common or basic form of rewards which attracts employees is extrinsic
Because of this, I have learned not only how to prioritize my activities along with time management, but consequently I have learned responsibility. I have constantly displayed my trustworthiness in different ways among my peers, and other activities in my life. I
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
I learned being proactive is a way healthier way of living. In addition I implemented habit 6: my dad and I went to NC to buy me a four-wheeler and on the way home we had to come up with a mutual solution to get it out of the truck, so my dad and I came up with a solution that we both agreed on. We back the truck in a ditch and used the lip of the ditch to roll it out on. I learned from habit 6 to work with people and don't be so self
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.
passion for working with student-athletes in my program. I have had the opportunity to see