Assignment 6 Self Assessment: Contemporary Management
Assignment 6 Self Assessment Assignmentcontemporary Management Issues
Self-Assessment exercises can be used as an opportunity to evaluate your own managerial skills. The point of these exercises is to challenge you to think about how you can improve these skills. Please respond to the questions below to include your thoughts, feelings, and experiences. Take this as an opportunity to reflect upon your perceptions about your own communications as well as communications in your workplace.
1. What is the difference between a traditional manager and a contemporary manager? Why is this important?
2. We have learned over the course of this term that understanding the generational differences is crucial to success in both our professional and personal lives. In your opinion, why is this important? Please discuss.
3. Why is Emotional Intelligence Important?
4. What are the most important concepts that you have learned in this course? What are the most important things you have learned about yourself? Please fill out your Personal Action Plan: Contemporary Management Issues CONTRACT WITH MYSELF (Personal Action Plan) TO: ___________________________________________ FROM: _______________________________________ SUBJECT: Personal Action Plan DATE:________________________________________
Name three ideas that you have learned in Contemporary Management Issues that appeal to you:
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List two ways you can turn these ideas into better work habits:
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I intend to do the following things immediately:
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I intend to do the following things within the next six months:
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By doing these things, I will achieve the following results:
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I have the following long-term professional goals:
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Personal Notes:
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Paper For Above instruction
Contemporary management practices have significantly evolved from traditional approaches, emphasizing adaptability, emotional intelligence, and an understanding of generational differences. In this reflection, I explore these key concepts, their importance in today’s workplace, and personal insights gained from this course.
Differences between Traditional and Contemporary Managers
The fundamental distinction between traditional and contemporary managers lies in their leadership styles, communication methods, and adaptability to change. Traditional managers often relied on hierarchical control, strict supervision, and a command-and-control approach rooted in bureaucratic systems (Fayol, 1916). Their focus was primarily on efficiency, structure, and stability. In contrast, contemporary managers emphasize flexibility, collaboration, and empowerment. They adopt participative leadership styles, fostering innovation and creativity (Ulrich & Dulebohn, 2015). This shift is important because modern workplaces are dynamic and diverse, requiring managers to adapt quickly and manage teams with varying perspectives and skills.
The Importance of Understanding Generational Differences
Understanding generational differences is vital for fostering effective communication, collaboration, and conflict resolution. Different generations—Baby Boomers, Generation X, Millennials, and Generation Z—bring unique values, work ethics, and technological proficiencies (Twenge, 2010). Recognizing these differences helps managers tailor their leadership approaches, motivate employees, and create inclusive work environments. For example, Millennials value meaningful work and work-life balance, whereas Baby Boomers may prioritize loyalty and experience. By understanding these perspectives, managers can leverage the strengths of each generation, resulting in increased productivity and job satisfaction (Nelson, 2014).
The Significance of Emotional Intelligence
Emotional Intelligence (EI) is crucial because it enhances interpersonal relationships, self-awareness, and decision-making. Goleman (1995) defines EI as the ability to recognize, understand, and manage one's own emotions and the emotions of others. High EI enables managers to handle stress, resolve conflicts effectively, and foster positive work relationships. Research indicates that EI correlates with better leadership performance, employee engagement, and organizational success (Cherniss, 2010). In an increasingly complex and interdependent work environment, EI serves as a vital competency that complements technical skills and strategic thinking.
Key Concepts Learned in This Course
Throughout this course, I have gained insights into leadership styles, organizational behavior, change management, and ethical decision-making. The importance of adaptive leadership—being able to respond flexibly to organizational challenges—stands out as particularly relevant. Additionally, the concept of emotional intelligence as a core leadership competency has reinforced the importance of self-awareness and empathy in managing teams. I have also learned about the impact of cultural diversity on organizational success and the importance of fostering an inclusive workplace.
Personal Self-Discovery
Personally, I have learned that effective communication is critical in leadership. I recognized my tendency to be overly detail-oriented, which sometimes hampers timely decision-making. The course has also emphasized resilience and adaptability as essential traits for contemporary managers. These insights have encouraged me to develop emotional intelligence skills further, particularly self-regulation and empathy, to improve my leadership effectiveness.
Personal Action Plan
My ideas of developing inclusive leadership, leveraging emotional intelligence, and fostering innovation appeal to me most. To turn these ideas into better work habits, I plan to engage more actively in feedback and coaching sessions, practice mindfulness to improve self-regulation, and seek diverse perspectives to stimulate creativity. Immediately, I will identify opportunities for collaborative projects, improve my active listening skills, and reflect daily on emotional responses. Over the next six months, I aim to attend training on diversity and emotional intelligence, mentor junior colleagues, and implement team-building initiatives.
By executing this action plan, I expect to improve my communication skills, foster a more inclusive team environment, and enhance my leadership capacity. Achieving these goals will prepare me for more advanced managerial roles, aligned with my long-term aspirations of becoming a transformational leader who inspires innovation and drives organizational change.
Conclusion
This course has provided me with a comprehensive understanding of contemporary management issues, emphasizing adaptability, emotional intelligence, and generational awareness. The insights gained will guide my ongoing personal and professional development, enabling me to become a more effective and empathetic leader in today's complex organizational landscape.
References
- Fayol, H. (1916). General and Industrial Management. (Trans. C. Storrs Nelson). Pitman Publishing.
- Goleman, D. (1995). Emotional Intelligence. Bantam Books.
- Cherniss, C. (2010). Emotional Intelligence: Toward Clarification of a Concept. Emerging Leadership Journeys, 3(1), 1-8.
- Nelson, T. (2014). Managing Multigenerational Employees. Harvard Business Review. https://hbr.org/2014/11/managing-multigenerational-employees
- Twenge, J. M. (2010). Generation Me: Why Today’s Young Americans Are More Confident, Assertive, Entitled—and More Miserable Than Ever Before. Free Press.
- Ulrich, D., & Dulebohn, J. H. (2015). Are We There Yet? What's Next for HR? Human Resource Management, 54(2), 137-148.
- Robinson, S. L., & Judge, T. A. (2019). Organizational Behavior (18th Edition). Pearson.
- Northouse, P. G. (2018). Leadership: Theory and Practice (8th Edition). Sage Publications.
- Hersey, P., Blanchard, K. H., & Johnson, D. E. (2012). Management of Organizational Behavior: Utilizing Human Resources. Pearson.
- Carmeli, A., Brueller, D. N., & Dutton, J. E. (2014). The Relationship Between Transformational Leadership, Positive Psychological Capital, and Creativity. Journal of Organizational Behavior, 35(2), 188–209.