Manager development strategy using Management by Objectives

Personalized Manager-Development Plan:

In today's global society, management plays a crucial role in controlling the inter-dependence of the relationship between businesses and the society. The management of this interdependence is increasingly important for managers in today's corporations, public administration, and organizations. Preparations to be effective as a manager would require management education that provides knowledge regarding management principles and functions. In light of the increased globalization in today's society, the most important skills a manager should possess include strategic thinking, emotional intelligence, collaboration, critical thinking, communication, motivation, feedback, and coaching. Moreover, managers' perspective of the world should be as a group of national marketplaces as well as knowledge, competence, and information hub (Churchwell, 2003). To improve these skills, I will undergo formal training in a university while consulting management journals and articles for more information.

As an all-inclusive administrative system, Management by Objectives involves integration of vital managerial activities in a systematic way towards efficient and effective realization of individual and organizational goals. The strengths of this strategy include clarification of organizational roles and structures, improved management, development of effective controls, and promoting personal commitment. On the contrary, the weaknesses of the strategy include difficulty in setting goals and likelihood of inflexibility. However, it can be used to influence others establishing groundwork objectives, expounding on roles in the organization, setting lower-level goals, and integrating important managerial activities in the management process. The negative responses this strategy can generate include focus on short-term objectives and poor goal setting because of failure to provide guidelines. Nonetheless, the theory can bring effective responses by enabling employees understand the design of their jobs and performance targets, improving communication, helping managers to establish objectives, and enabling every organizational member to be aware of organizational objectives.

My leadership and management style basically revolves around perfectionism because of my temperament. As a multidimensional construct, perfectionism has both positive and negative aspects that contribute to strengths and weaknesses respectively. The strengths of perfectionism both as a leader and manager include self-motivation, confidence, high self-esteem, emotionally secure, and ability to communicate effectively. The weaknesses of perfectionism include interpersonal problems, putting self-interest above others' interests, general mistrust of others, and tendency to view the environment as unpredictable, unfair, and unjust (Sandell, n.d.). I would incorporate these into my management-development strategy by examining what is desirable for the workplace and developing it. This would involve identifying personality traits and matching it with appropriate or relevant leadership style for improved efficiency and effectiveness.

Ethical and logical decision-making in a management context requires observation, interpretation, evaluation, inference, and metacognition. Through these skills, a manager identifies problems, collects relevant information, identify unstated values and assumptions, interpret information, and develop conclusions, examine them and reconstruct them if necessary. The available opportunities to enhance and sustain organizational performance include promoting organizational change, developing effective recruitment and career advancement strategies, and commitment to sustainable management respectively.

The management of teams towards achieving optimal performance and developing positive workplaces through various methods is important in today's working environment because of increased diversity. These methods include establishing a recruitment strategy that incorporates diversity, developing career development strategies, modeling and enforcing cultural sensitivity, providing cultural sensitivity training, encouraging open communication and teamwork, and seeking feedback. Distributive bargaining, conflict management, and using power during negotiations are strategies that can be employed to achieve positive, ethical results despite of differences in beliefs, values, and culture.

Managers use various techniques to facilitate change such as technological, people-oriented, techno-structural and socio-technical change, and structural or procedural changes. Technological strategies incorporate the introduction of new technologies while structural or procedural strategies focus on organizational design and means to coordinate work. The main people-oriented techniques focus on enhancing employee attitudes, motivation, skills, and behaviors (Pierce, Gardner & Dunham, 2002, p.632). Information gathering, showing empathy, being assertive, readiness to negotiate, use of suitable verbal and non-verbal communication techniques, listening, and remaining calm and focused can be used to communicate in different managerial scenarios.