Managerial self-evaluation and leadership effectiveness in diverse organizations

Human Behavior in Organizations

Understanding human behavior is critical in organizations

The existence of an organization does depend on the employees; therefore, it is important to understand human behavior. Understanding human behavior will make it easy to work in an organization composed of employees with different personality, attitudes, values, perception, motives, and abilities. Managers should understand behavior because they work with people; interact with them in terms of communication, and in terms of work. Managers should understand the likelihood of individual differences arising among the employees. When a manager notes a difference, the next thing to do is learning the source of the difference. By so doing, the manager will leverage the difference effectively because the complexity is understood; therefore, managers may understand why people behave differently. This case is evident in organizations with a diverse workforce; therefore, managers should recognize the cultural differences that may exist (Brett, Behfar and Kern, 2006).

Behavior is unpredictable and managers cannot perform satisfactorily without understanding the people around him or her. Employees behave differently in their workplaces and the organizations may require understanding their individual differences. Instead of managers wasting time in judging the differences between individuals, job tasks, they should understand the factors in the organization that may influence their behaviors. In addition, managers being in power, have the ability to influence their employee's behavior as a mode of exercising their power. Organization design, training, and development have significant influence on the behavior of a diverse workforce because behavior is modifiable. Managers should choose the most appropriate strategies when it comes to multicultural organizations by avoiding single-culture-based strategies (Brett, Behfar and Kern, 2006).

Q.1 Benefits of self-evaluation as it relates to leaders today

Comprehending human behavior is vital to managers at all levels in any organization. For instance, individual managers can benefit when conducting self-assessments. When managers are self-aware and comprehend their behavior, they will adjust accordingly to work better with other employees. In addition, self-awareness allows improvement and recognition of strengths and weaknesses in order to maximize their leadership potential. Organizational behavior provides knowledge about individuals, groups, and the influence of structure on behavior in effective organizational leadership. In order for organizations to achieve their major goals of effective leadership, it is important to evaluate the working conditions of their employees as a crucial step to deal with challenges (Brett, Behfar and Kern, 2006).

There are several ways in which a manager can help improve organization leadership, and one of the ways is through self-evaluation. Managers conducting self-evaluation and analyze many of their features and their professional performance oversome time. For example, managers can assess their goals/targets, competencies, and their behaviors. In so doing, it encourages managers and in the process recognizes the areas where they need to improve. On top of that, grading oneself based on these different aspects will help managers determine where they stand and how smoothly they fit into a criterion.

Good leaders put a lot of effort into their work because they must show dedication and how much investment they are putting into their jobs. For example, leaders have the ability to determine how much they are putting into their jobs and if one realize they are not giving their best they know that they are lacking and need to enhance what they do. Leadership calls for exceptional comprehension and effective communication in the organization especially with the subordinate staff (Brett, Behfar and Kern, 2006).

Self-evaluation tests reveal the ability of a manager to get a message across effectively and indicate whether the manager is vague in his orders. Managers also need to take care of other people's requirements, and ensure the provision of all the information needed to execute activities along with effective supervision, to ensure completion of the task. When a leader understands their workers and subsequently cooperates with them, it leads to the creation of a good working environment. The workers develop a favorable perspective towards their managers, and this contributes to effective organizational leadership. In addition, this relationship will also lead to teamwork (Brett, Behfar and Kern, 2006).

When seeking independent assistance, the leaders can work on their weaknesses by utilizing the coaches' skills to further advance or improve their leadership and acquire mentoring skills. Managers who have a strong sense and ignore their weaknesses on the self-evaluation report should welcome the fact that people have weaknesses, and work on them to improve their leadership skills. Self-evaluation helps in discovering the abilities and disabilities of leaders. Therefore, leaders must welcome their disabilities. In so doing, managers become strong in leadership and provide effective leadership towards their subjects.

Example of prejudice in the workplace

Jane has been the head of marketing for the last three years at a Computer Products Firm. The company's turnover had increased by two times during the period, and its market share increased. Jane made instant reports with company dealers, but she often battled against all odds as far as her relationship with other employees and peers in the firm. She felt it was unfair because she proved herself regularly and the score was obvious to every employee. Three months ago, a diverse industrial group, which had many business interests and had a lot of funds, took over the firm.

This change of ownership led to replacement of the managing director, but the other managers retained their positions. The changes led to the creation of a general manager post, which Jane was to take. However, based on the vast experience she had in marketing, the manager should have made her vice president in the marketing department a post given to a male counterpart. This showed that Jane's importance in the company was diminishing because the manager denied her a rightful promotion.