Thursday, May 9, 2019

Management Assessment Essay Example | Topics and Well Written Essays - 750 words

Management Assessment - Essay ExampleFrom my personal Jungian personality lawsuit, I am a loyal, amiable, and willing to make sacrifices for the greatest good. This means that I am a dedicated person to the god of my job, especially in the struggle to achieve results. Management style therefore is a dedicated type of attention that does not offer room for laxity. As a passenger vehicle with these qualities, I expect my team to be team players in their work, show dedication and willingness to work. However, this type of management style is suitable for cargoners such as a masseur, vet, painter, mechanic or clerical supervisor. This means that I have few lot to manage in my daily operations. This helps in avoiding overworking others, as I would expect them to show equal dedication to work just like their manager. In most cases, this type of management leads to coercion and pushing other people, some times to the extreme limits. Although this type of management achieves results an d targets at an early stage, employees feel more used and exploited, leaving them demotivated. It could lead to a laid-back employee turnover in a large organization. Five traits, described as The Big Five genius Model experience the personality traits of a manager. They determine the strengths and weaknesses of a of the leadership qualities as a manager. Extroversion means that an item-by-item is gregarious, assertive and sociable. This contradicts with introversion, which holds that people atomic number 18 reserved, timid and quiet. Managers who portray extroversion qualities are good managers, as they do not limit themselves to their own soulfulness perceptions. Introverts are weak managers who are unsocial, reserved and timid. Agreeableness refers to an individuals propensity to differ with others. People who possess a utmost level of agreeableness break away to be cooperative, warm and trusting. This defines the characteristics of a strong manager as they can cooperate with others easily, show high levels of warmth and trusting enough. However, weak managers forms the group of people who score low on the agreeableness surpass tend to be cold, disagreeable and antagonistic. This type of managers thus cannot compare with high levels of agreeableness. Conscientiousness measures the level of faithfully of a person by others. Characteristics of a manager with a high level of conscientiousness complicate responsibility, organization, dependability, and persistent. Such managers are strong and highly reliable. On the other hand, weak managers score lowly on the conscientiousness scale. This is because they are easily distracted, disorganized and unreliable, qualities defining poor managers. Emotional stability described with its hold forth neuroticism taps into a persons stability, the tendency of calmness, self-confident and secure. Strong managers are those possessing high ablaze stability, and are calm, self-confident and secure. Openness to expe rience addresses an array of interests and fascination with novelty. Thus, managers with extreme openness are highly creative, curious and artistically sensitive. On the other hand, weak managers have weak emotional stability. Personality determines the management style people prefer applied to them. People scoring high on emotional stability are happier than those scoring low. Compared to other big five, the association of this trait to the job satisfaction is high. Thus, people lows on emotional stability are hyper-vigilant and are more prone to physical and psychological effects of stress. Extroverts tend to be happier in their jobs as well as their lives than the introverts are. They tend to perform better than the introverts and pack strong interpersonal interaction. Since they have a high level of social dominance, they show exhibit a high level of assertion than the introverts. Thus, they are more likely to engage in more unfounded behaviour and miss from work more than th e introverts. Managers who score high on openness to experience are more creative in science rather than in art. Since creativity

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