Personal Statement : Self Management

The Christian Coach Institute offers a worksheet to help a person realize his or her core values. From this exercise, my top values were Integrity, Stability, Security, Spiritual Growth, and Health and Wellness. Another site, ValueCentre.com offered a similar assessment. This model, Barrett Seven Levels of Consciousness Model, showed

The strengths that I have gained this semester in psychology are: assertion, leadership, and time management. At the beginning of the semester my assertion level was in the develop stage. I was not able to clearly communicate my thoughts to others in an effective way that promoted a better understanding of my feelings. I am typically a shy individual when I am introduced to people I have never met I am not able to properly communicate with them. After improving on this skill level; I am able to make conversation with people not only at school, but customers from my job. The second strength that I have gained from this class is being a leader. My leadership skills have definitely improved this semester. Before this semester I would stay to myself and follow the crowd, but now I have a major influence on my friends and coworkers. I have influenced my sister not to follow the crowd like I once have, but to be a leader and make a positive difference in our community. The last strength that I have developed over this past semester is time management. Time management was a big issue at the beginning of the semester. I was overwhelmed with all of my homework for each of my classes and going to work. I was completing all of my assignments at the last minute, but the third week I began to get a schedule to complete my homework before the due date. Overall, gaining strengths this semester will help me have a successful college experience and it will also give me skills in my future.

The purpose of the interview is to gain knowledge and experience in management related competencies and personal management styles from the manager who is in the workplace, specifically, in the healthcare management position. Because there are many challenges that the managers are now facing, especially in the healthcare organizations such as limited resources, complex, specialized and more diverse teams, and the rise of a highly competitive environment, it’s my pleasure to meet one of the most powerful management personnel in the area of the diverse population group. Therefore, I challenged my in-class experiences by visiting the manager at Center of African-American Health and gained one-step-move on hand knowledge based experience

Of the 7 challenges to being an exceptional manager listed in my text, I see challenge # 7: Managing for Your Own Happiness & Life Goals as the greatest to overcome. I chose challenge # 7 because I am not sure if I can handle the career path that corporate America has to offer like Ann Garcia in our text (Kinicki & Williams, 2003). According to Reh (2014), “A manager is the person responsible for planning and directing the work of a group of individuals, monitoring their work, and taking corrective action when necessary”. I do not have any managerial experience professionally but, I am a full-time stay at home mother of eight children in the age ranges from 2 years to 18 years old. I do not think that I could maintain my sanity without

During my hours studying and reviewing for my management class I have came across countless amounts of triumphant people, in addition to many diverse characteristics to exemplify ideal management skills. Respectively, I came across several leaders and CEO’S who both stunned me and overwhelmed me with their techniques they used. However, none other than Tony Hsieh CEO of Zappos had me intimidated the way he did. For those of you who do not know what Zappos is, Zappos.com is an online shoe and clothing superstore that is based in Las Vegas, Nevada. At 41 years old today Tony is a man of knowledge, humbleness, respect, and most importantly a man who owns a company worth working

Last week I had two shadowing experiences that fell in line with my competencies and two experiences that did not, but were still extremely important to client management. I worked alongside the Sales Coordinator Ksenia, the Convention Sales Manager Teagan, the Banquet Manager Luis, and the Sales Manager Ashley.

In his paper, Managing Oneself by, Peter Drucker demonstrates how to establish your own career path by when to capture opportunities and when to change course. This helps us unlock our full potential by discovering our strengths, understanding how best we work with others, identifying work habits and other work environments that fulfills our needs. Peter Drucker also introduces us a deep insight in different comparisons on what values and contributions we succeed on the way we perform. And their are many different challenging tasks in understanding the business life.

The benefit of self-management is the creation of an empowered environment for the employee. Whetten defines empowerment as “providing freedom for people to successfully do what they want to do, rather than getting them to do what you want them to do” (pg. 366) By empowering your employees they are given the option to show their capabilities. When a manager provides this freedom it affords the employee the opportunity in most cases to show their capabilities helps build their confidence in their job. A more capable and confident employee will perform better and along with taking a certain amount of pride in their work, they will enjoy coming to work. Whetten identifies five qualities that must be possessed in order to skillfully empower others (pg. 368S: self-efficacy, self-determination, sense of personal consequence, sense of meaning, and a sense of trust. When a manager has the opportunity to utilize these five qualities, the employee has the ability to succeed on their own. There are risks involved with this especially if there is a communication break down between the manager and the employee. In most cases, all leaders have made mistakes, however they were afforded the opportunity to learn from them usually in the coaching/mentoring phases of their professional or personal development. Every leader’s goal should be the development of their employees to either replace them or be provided the opportunity to excel in their current position or in

I thought about each one for quite some time, and came to realize that these first five values were the most personal of the value topics. The list reflects my self-schema, which is influenced greatly by my personal beliefs, and the self-awareness and my self-perception, “what I know and believe about myself.” (Myers, 2013, p. 37) I consider faith and salvation the top of the list, because I am a Christian, and my perceptions of the world and ideas about human nature, life after death, and ultimately our purpose in life are deeply rooted in my

“Self–awareness means having a deep understanding of one’s own emotions, strengths, weaknesses, needs and drives” (Goleman, 1998, p. 95). This translates into several important characteristics of a successful leader. According to Goleman (1998) people with strong self-awareness:

Self-management is the next quadrant and is defined as the ability to control your own emotions and being able to motivate yourself. The competencies in this quadrant are emotional self-control, trustworthiness, conscientiousness, adaptability, optimism, achievement orientation, and initiative. Emotional self-control is the ability to control your own emotions in high stress situations. Trustworthiness is a quality characterized by the ability for coworkers and superiors to trust that you will complete the job in a timely and proficient manner. Conscientiousness is the characteristic of being detailed oriented and punctual. Adaptability is the ability to adapt to change. Optimism is being able to see situations as opportunities instead of risks. Achievement orientation is the ability to recognize when it is the right time to take a risk, and being able to set goals that are obtainable. The last competency in this quadrant is initiative, which is the characteristic of being the first to act and take risks. Overall, self-management is the ability to control your emotions and manage impulses (Citation- skills you need). My scores in this section show that I am competent at managing my own emotions; however, I am deficient in remaining positive and taking initiative. These scores show my managing style would lean towards having each person responsible for themselves, and I would lead strictly to the rules set forth by higher management without straying.

Throughout our research, we have discovered what are generally considered good and bad traits for managers to possess, as well as researched the similarities and differences in opinion based on age range, position, and industry. Our goal for this report is to demonstrate what traits enable managers to be most effective in all aspects.

Self-awareness is the first step for creating beneficial changes in managers that are needed in developing the skills they require. (Goffman 8-10). There are four values of self-awareness linked to effective management as follows:

Success in business happens because of successful employees. That being said, strong managers are one of the most very important pieces of a business success. Every business need ‘good’ managers in order to keep their organizations on track by making sure that everything that 's being done is ethically geared toward providing what customers want. The objective of this research is to explore what personal attributes managers possess which leads them to become ‘good’ managers.

Studies have found that self-awareness is a necessary skill for managers to succeed. Managers that are self-aware are more in-tune with their staff, more adept at recognising inefficient processes, and highly effective overall. Self-awareness helps managers see their own strengths and weaknesses and achieve their goals quickly. Since employees are often a reflection of their management, managers that are self-aware will also have more self-aware staff.