Individual Analysis: Assessing and Developing Yourself as a Manager

The self-assessment tool is effective in assessing the gaps in skills essential for performance optimization. Such an importance is realized through immediate assessment of the superior which can be done another person to help in comparing the results and one’s perception about him or her. Therefore, it is a powerful tool that needs to be used for analyzing the feedback and identifying any problem.

This managerial profile will give me a better understanding of who I am as a person, what style of learning and communication work best for me, and how to handle conflict as it arises in my career in lower level positions or leadership level. The results of four self-assessments will assist me in developing a personal growth plan that will benefit my future personal and professional endeavors.

For an organisation to succeed, self assessment plays an important role. An organisation should know the various ways to achieve its goals. An assessment report is one way for an organisation to keep records and to find out if its activities are performing well. According to the skilled and experienced members, an organisation system needs to be designed and decided. A company cannot be confident before knowing that their verified process are effective. Against the objective the assessment need to be done to determine the extent of the achievement.

A commanding performance evaluation is obtained from several different resources. A proper evaluation is not issued only from management but also with input from peers and subordinates. It is also not uncommon to have customers; both internal and external contribute to the appraisal process. Self-appraisal is also an effective tool for appraisal as it can assist with establishing goals for the future. This type of 360º degree appraisal process can provide a complete assessment of the employee’s strengths and weaknesses. Often times, this type of appraisal process can assist to identify area of concern that traditionally would not have been recorded. All evaluations should be recognized for their source. A self evaluation may be slightly biased and not overly critical where an appraisal from a peer could be affected by the employee’s willingness to properly cooperate with the process. The self evaluation has a tendency not to be objective in relation to the requirements of the position. An affective self evaluation must be based on the requirements of the position and not based on the judgment of the individual performing the activity.

The self-assessment I chose to do was on online team roles preferences self assessment. They had one in the book, Chapter 8 on pages 259-260. I prefer to do the online assessment. This one came from a website called Pscyh Test. The url is http://testyourself.psychtests.com /testid/3113.

In Module 1, I completed the Teacher Leader Self-Assessment (2009). At that time, I felt I fit into the “developing” or “proficient” category in the skills and knowledge areas. With the knowledge and skills gained through this course, I now feel I have moved into the “proficient” or “refining” categories of the skills and knowledge areas. At this time, I am confident I would enjoy and strive in a coaching role, with my confidence and knowledge, to help the adult and student learners in my current (or any) district. I am more comfortable in all of the categories of this self-assessment, which include: Working with Adult Leaders, Collaborative Work, Communication, Knowledge of Content and Pedagogy, and Systems Thinking (2009).

Assessment is the on-going review by a line manager of the work an employee or a team has performed that is measured against expected outcomes. It is a two way communication channel that gives a shared understanding of what is to be achieved, it provides an opportunity to get employees to buy in to the process. It is a useful tool that can highlight development needs. It can highlight good practice, and bad practice and if there are deficiencies in the process, on either side. This means there is an opportunity to recognise achievement and where problems are identified, how these can be

The purpose of self-assessment is to find strengths and weaknesses in oneself. When a strength is found, the person can find ways to further improve it. When a weakness is found, the person can reflect on it and figure out ways to improve the weakness. Some weaknesses I have are in collaboration and initiative. To improve my collaboration I can try to be more involved in class discussions, which includes volunteering to answer questions. Another way to improve my collaboration would be to share my ideas more. This means during group work, I should share my ideas instead of just listening to other people share their ideas. To improve my initiative would be to further my thinking. This means that when I come across something I find interesting in class, I can go home and research more on that topic. Another way to improve my initiative would be to respond better to risks. This means that the next time I am faced with a challenge I should face it positively instead of trying to avoid

Dr. Kenneth Allard’s Conceptual Foundations of Management course has improved my performance as a manager and future as a leader. I have learned the distinction between managers and leaders and what skills are required to fulfill each position. As a result of this course, I have made plans to continue my development as both a great manager and leader.

During our Read section (Bethel University, 2014) we were introduced to a self-assessment. This self-assessment was organized into thirty separate areas of concern. You were then asked to rank yourself between one and five, with five being good, on the perception of how developed you are in those specific areas. I felt this is a good way to reflect personally on your strengths and weaknesses. In completing this self-assessment I didn’t learn anything new, but did reinforce what areas I need to focus on improving.

Before beginning my portfolio, I completed the Self-Assessment of Leadership Qualities and Skills. To determine how the foundations of leadership course improved my competency I was asked to complete the task. Comparing the two results, I found that my communication and relationship leadership style definitely improved. Earlier in the course I listed my personal relationship skills as low. I believe I have developed personal relationship skills to better round out my leadership style. In my first entry, I listed three leadership objectives which I wanted to improve on. I believed that these objectives would have helped with my career/leadership goals when I become a human resource practitioner.

Management's assessment of staff: managers evaluate employees are not traditionally known in the workplace, but this idea has spread is between the organization recently. This strategy gives workers the right to evaluate the managers where they can feel that there is equality in the organization. As a result, it may increase the performance of employees.

Self assessment plays an important role in our life because it helps us to identify the strengths and weaknesses of our personality. Based on these identifications, not only we can try to improve on them but we can also set goals of our life according to our strengths. Once the goal is set, and we start working towards achieving it, the periodic self assessment helps us in monitoring our progress. This report describes the phases of analysing and developing me as a manager based on the results of self assessment tasks.

Module Leaders: Miss. Noor Unit No: 3 Title of Module: Organization & Behaviour Word Limit: 2000-2500 Assessment Method: Word Document Report Academic Year: July 2012/ Jan 2013 Assessment Period: Semester 2/1 Assessment No: 1 Submission Date: 19-03-2013

Assessment can help organization to eliminate redundant training efforts, substantially condense the redundant spending of training and assist managers in identifying performance requirements that can best be satisfied by training and other approaches. It also defines performance problems or issues based on occupational group or individual; describes critical behaviors needed to affect problems/issues and lastly describes how the