This Is Due Tomorrow: 20 Hours To Do Please No Late Work

This Is Due Tomorrow 20 Hours To Do Please No Late Work

This assignment requires you to reflect on your personal development and management of differences based on self-assessment exercises conducted in Module #2/Week #2. Specifically, you will analyze the results of the “How do I Manage Differences” self-assessment and the Supervisory Beliefs Inventory. Additionally, you will describe your current stage of personal and professional development using insights from your coursework and readings. Finally, you will specify what you need from a supervisor at this stage, drawing on your responses from earlier questions and integrating relevant coursework information. Your paper should be 2-3 pages long, double-spaced, with 12-point font, and should incorporate course concepts, personal insights, and practical applications.

Paper For Above instruction

Understanding oneself is a fundamental aspect of effective leadership and management. The self-assessment exercises from Module #2/Week #2, specifically the “How do I Manage Differences” self-assessment and the Supervisory Beliefs Inventory, offered valuable insights into my personal attitudes, beliefs, and management style. Reflecting on these results illuminated areas for growth and helped clarify the stages of my ongoing personal and professional development.

The “How do I Manage Differences” self-assessment revealed that I tend to prefer cooperative and empathetic approaches when working with individuals from diverse backgrounds. I scored high on valuing differences and seeking understanding, which aligns with my belief that diversity enriches teams and leads to innovative solutions. However, I was somewhat surprised to discover that I sometimes avoid direct confrontation, preferring harmony over addressing conflicts head-on. This indicates a need to develop stronger conflict resolution skills to better manage disagreements constructively.

Similarly, the Supervisory Beliefs Inventory uncovered foundational assumptions I hold about leadership and supervision. My responses suggested that I view supervisors as facilitators rather than authoritarian figures, emphasizing support, coaching, and development. While this aligns well with modern management theories emphasizing transformational leadership, I recognized that I sometimes underestimate the importance of setting firm boundaries and expectations, which are crucial for effective supervision.

These assessments have helped me understand that I am in an ongoing stage of developmental growth, characterized by increasing self-awareness and a desire to improve my management skills. According to Kolb’s Experiential Learning Theory, this reflective phase is essential for transforming experiences into actionable knowledge. I am actively seeking opportunities to enhance my conflict management strategies and to balance my supportive style with authoritative clarity when necessary.

From a developmental perspective, I see myself moving from a primarily reactive approach toward proactive leadership. I am beginning to internalize principles of emotional intelligence, such as self-regulation and empathy, as described by Goleman (1995). My goal is to develop stronger self-awareness and self-regulation skills, which will enable me to adapt my leadership style to various contexts more effectively.

In terms of support from a supervisor, I need someone who can serve as both a mentor and a challenge. Specifically, I seek constructive feedback on my conflict resolution and boundary-setting abilities. I also value a supervisor who encourages continuous learning and provides opportunities to practice leadership skills in real-world situations. According to Northouse (2018), effective supervision involves personalized feedback, which can foster growth and confidence. A supervisor who understands my developmental stage and provides tailored guidance will be most beneficial.

Incorporating coursework concepts, I recognize the importance of transformational leadership, emotional intelligence, and self-awareness in my growth process. Applying these theories practically, I intend to seek feedback actively, reflect regularly, and pursue professional development opportunities that challenge my current limitations. This approach aligns with the developmental trajectory outlined in Tuckman’s Stages of Group Development, where the “Performing” stage involves high levels of independence and competence, but requires continuous refinement (Tuckman & Jensen, 1977). To reach this stage, I need support that promotes empowerment and constructive critique.

In conclusion, the self-assessment exercises have provided me with a clearer understanding of my current developmental stage and areas for growth. Recognizing the importance of balancing empathy with assertiveness, I aim to continue developing my conflict management skills and boundary-setting capabilities. My ideal supervisor at this phase is one who offers mentorship, fosters continuous learning, and provides honest, constructive feedback to facilitate my progression toward effective leadership.

References

• Goleman, D. (1995). Emotional Intelligence. Bantam Books.
• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
• Tuckman, B. W., & Jensen, M. C. (1977). Stages of Small-Group Development Revisited. Group & Organization Studies, 2(4), 419–427.
• Kolb, D. A. (1984). Experiential Learning: Experience as the Source of Learning and Development. Prentice Hall.
• Bass, B. M., & Avolio, B. J. (1994). Improving Organizational Effectiveness Through Transformational Leadership. California Management Review, 36(4), 78-91.
• Yukl, G. (2013). Leadership in Organizations (8th ed.). Pearson.
• Stewart, G. L., & Peterson, B. (2016). Self-awareness and Emotional Intelligence in Leadership. Journal of Leadership & Organizational Studies, 23(2), 123–137.
• Harvard Business Review. (2019). The Power of Feedback in Developing Leaders. https://hbr.org/
• McClelland, D. C. (1975). Power: The Inner Sources of Leadership. Irvington.
• Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations (6th ed.). Wiley.