The Personal Development Plan Management Essay

The Personal Development Plan Management Essay This report explores ideas about the leadership skills required by a manager to operate efficiency at strategic level. In this report we will describe strategy, its purpose and the strategic skills required of the leader to achieve the strategic ambitions. Introduction:- The personal development plan, in relation to the middle manager are very important, though these enable the managers to identify their training developmental needs, and then it offers the opportunities for the development of the skills, competencies and capabilities of the middle managers, i.e. PDP (Personal Development Plan) facilitates and supports the development of the Personal Development Record of the individual or the middle manager. (Rucchell and Richard, 2002) Strategy: strategy is a term that refers to a complex web of thoughts, ideas, insights, experiences, goals, expertise, memories, perceptions, and expectations that provides general guidance for specific actions in pursuit of particular ends. Far too many companies either have no goals at all, other than cost reduction or their boss hides them in his head. Theres no hope for companies in Britain unless more top managements accept the need for a widely communicated set of clear objectives. (Peter Beek, ex-Chairman, The Strategic Planning Society, 1987) The organization is influenced by the strategic leader, and in the context of an ideally clear vision and direction, the organization draws its resources (employees, managers, plant, supplies, finance, etc.) from a competitive business environment. It has to compete with other firms for labour, supplies, loans etc. And its operates in a network which includes its suppliers and financial backers, with whom one would expect it to have strong and robust relationships. There is one old saying: People learn to managers by managing under the guidance of a good manager. Good strategic leader also need to use knowledge about the skills and the aspects of managing people, activities and themselves that they need to understand. To become a better leader it is necessary to develop skills and knowledge .The leader will be better prepared to do this if they have a general understanding of the process of management. The personal development plan:- The personal development plan, in relation to the middle manager are very important, though these enable the managers to identify their training developmental needs, and then it offers the opportunities for the development of the skills, competencies and capabilities of the middle managers, i.e. PDP (Personal Development Plan) facilitates and supports the development of the PDR (Personal Development Record) of the individual or the middle manager. (Rucchell and Richard, 2002) Bush (2003) reflects that the Personal Development Planning is the structured, systematic and planned process undertaken by the individual to reflect upon their own learning, performance and/or achievement to plan for their personal, educational and career development. Thus it can be said that the main purpose of the Personal Development Plan for the middle manager is to help the middle manager to learn more effectively and efficiently, and to be able to (Mabey and Less, 2007): To learn through a large variety of ways and in the large variety of the contexts Recognize the own learning of the middle managers and then list evidences for the learning of the managers and the progress which they are making through the learning Review, plan, and bear the responsibility by the middle managers for their own learning development of the skills Identify, define and recognize the training, learning development needs of the middle managers Draw upon and use the expanded pool of the personal knowledge by the middle managers in order to achieve the particular career or learning development related goals In the context of the organisation, the purpose and role of the Personal Development Plan is to enable the organisation to identify, plan and recognize the developmental and growth needs, and then adopting the effective strategies and initiatives in order to make the all people or the workforce having the level of learning development up to the required standards. Thus, the personal development plan in order to the organisation is associated with the learning and development of the whole workforce of the organisation, so that it can contribute the maximum for the accomplishment of the strategic and operational objectives of the organisation. (Kellerman, 2010) Leadership: Leadership occurs whenever one persons attempts to influence the behavior of an individual or group, regardless of the reason. Leadership and management are fulltime responsibilities that must be practiced every hour of everyday. The most effective leaders will be people who use their energies to accomplish desired able to use the leadership style appropriate to that situation. Peter f.drucker pointed out that leaders are the basic and scarcest resources of any business enterprise. According to George R.Terry:-leadership is the activity of influencing people to strive willingly for group objective. Acc.to Harold Kountze and Cyrill ODonnell state that-leadership is influencing people to fallow in the achievement of a common good. Leaders must know where they are going if they are to achieve their purpose. Jack Welch, chief executive officer of general electric, stated-the effective leader leads through a vision, a shared set of values, and a shared objective. Role of leader: Leaders need to think about how and to what they can manage the development of the capabilities of their organization. Good leader manage themselves as well as other people. They cannot delegate everything. They have get support, advice and assistance from their staff. Good management necessary for good and successful company. So if the staff members well trained and qualified there are lots of benefits to the company. The role of the well trained and qualified leader in any organization involves the acceptance of many responsibilities. The responsibilities and duties of leader: Leader has the duty of rising an atmosphere that improves the effectiveness of the workers and employment force. This is complete by, cooperation and inspiration with the staff. For this Leaders conduct and work force. This is done by, cooperation and originality among the workers. For this Leaders arrange meetings with staff, listening and addressing the troubles of every section and most important the staff by example. Leaders have the extra duty of chalking out the in service financial plan of a business or company. This refers to manipulative how much money was spend and how much money can be spend for given that the services or goods to consumers. Leaders have even more duties when the entire position of work is not fine in the Company. Dealing with issues like client complaints, delivery delays and worker grievance are element and package of Leaders job. Throughout these situations, Leaders leadership skills are actually tested. Leaders have to make hard, quick and efficient decisions for serving to run the corporation easily and for solving troubles and preventing them from re-surfacing. Leader is a highly answerable and totally essential part, as well as a very commendable location in a company or organization. Leaders objectives are to find out ways by which the company can become more creative. Successful Leaders require having a well-built wisdom of leadership, along with fast and effective investigative abilities. Another significant feature that businesses seem for in Leader is vast communication skills. The leadership skills:- The leadership involves a lot of skills. These include thinking about what the business is setting out to achieve aims and objective. These also include organizing, taking decisions, monitoring and giving direction in order to lead an organization. Management leading the organization and giving direction to employees. It involves the control of all type of resources. Leader need to think about how to communicate with staff to get the best results. Business knowledge is also extremely important. If the leader has good knowledge about the business, they provide advice about what is best for its future. The skills involved can be divided into three areas: Conceptual skills: conceptual skills the is the cognitive capability to notice the business as a entire and the dealings along with its parts. Conceptual skills involve the leaders idea, knowledge processing and development abilities. Conceptual skills are essential by all leaders but are particularly significant for leaders at the top. They must observe major fundamentals in circumstances and broad, intangible patterns. For example he Software Company of Microsoft reflects the conceptual skills of its founder. The company overall business goals clearly stated and effectively communicated. These also help to contributing to Microsofts leadership status and billion dollar revenues. But the advert capability will be narrow. A senior engineering leader who is held up in scientific matters slightly than ideas deliberately will not do well at the top of the company. Many of the duties of top leaders, such as decision making, resource allocation and innovation, need a broad view. Human skills:- Human skills are the leaders capability to work with and throughout other individuals and to work efficiently as a team members. This skills is established in the way a leader relate to other workers, including the capability to motivate, make possible, organize, direct, communicate them without fear of ridicule and encourages contribution. The leader with human skills likes other individuals and is liked by them. EBay CEO Meg Whiteman believes her mainly significant involvement to the organization is creating a work values and culture to facilitate is fun, open, and trusting. Human skills also important at all levels, and for that person who work with workers directly on a daily basis. Organizations commonly misplace good workers because of front-line bosses who fail to show respect and concern for workers. (Sue Shellenbe 2000) Technical skills:- Technical skills are accepting of and ability in the act of specific tasks. Technical skills include mastery of the methods, techniques and tools concerned in definite functions such as manufacturing, mechanized or finance. Technical skill also includes specialized information, logical capability and the knowledgeable use of tools and techniques to solve difficulties in that specific regulation. Organization has to stay on their toes and use all their skills and competencies to benefits the organization and its stakeholder-employers, customers, investors, the community and so forth. According to Edward Elgar There is music in the air, music all around us, said composer.The tune heard most often by todays leaders may be the constant ring of a cell phone tying them to the organization .leaders can become a leader who set the pace for an organization and lead people in a different kind of performance. Leaders also find the off-key notes, bring people together and inspire them to act in ways that accomplish the organizations vision. Understanding people, communicating, building team work and inspiring others are the essentials of effective organizational leadership. By developing leadership skills in understanding human behaviour, communication, teamwork and motivation, leaders can boost an organizations chance of hitting all the right notes. The benefits of well trained and qualified leaders are: Make clear objectives and plan Organize work Command the people under them by giving instructions Co-ordinate the resources such as money,people,time for which they are responsible Control activities and people by measuring and correcting them to enable performance to fit the plans. The leadership strategy:- The leadership strategy should concentrate on what line leaders have to do as leaders in order to play their vital and immediate part in increasing levels of engagement. This will include the implementation of learning programmers that help them to understand how they are expected to act and skills they need to use. The strategy should therefore include the steps required to make performance management more effective by increasing the commitment of leaders to it and developing the skills they require. Opportunities for personal growth:- A strategy for providing development and growth opportunities should be based on the creation of learning because it is recognized by top management, line leaders and employees generally as an essential organizational process to which they are committed and in which they engage continuously. (Reynolds, 2004: 21) the strategy defines the steps required to ensure that people have the opportunity and are given the encouragement to learn and grow in their roles. Opportunities to contribute:- Creating a work environment that gives people a voice by encouraging them to have their say, and emphasizes as a core value of the organization that management at all levels must be prepared to listen and respond any contributions their people make. Organization development strategy:- Organization development strategy is based on the aspiration to improve organizational capability, which is broadly the capacity of an organization to function effectively in order to achieve desired results. The process of integrated strategic changes as conceived by Worley et al (1996) can be used to formulate and implement organization development strategies. Impact of encouraging the team welfare on achievement of the objectives: The team welfare is associated with the welfare of the members of the team. The welfare of the team means the respect, mutual trust, co-operation coordination, and congruence between the team members, which enables the team to accomplish the desired team objectives. The team members when having the effective transfer of the knowledge and communication in between each other practice their tasks with the level of cooperation and congruence, develops the environment for the team favourable, and hence, then the accomplishment of the strategic objectives of the business are well supported with the desired team performance results. (Thornton, 2003) Employee effectiveness Employees make a major contribution towards the achievements and goals of an organization. Involvement of employees in the decisions of an organization is not its goal but it is important to manage employees so as to make sure that they contribute in an expected manner. There are various ways that help in improvement of employees contribution in decision making like suggestion systems, continuous meetings, discussions and events and taking corrective action when required. The most significant method to do this is to recognize the efforts of the employees and reward them for those efforts, this motivates them to work hard as he is being praised and recognized for his work. It is impossible that each and every employee of an organization takes part in all the decisions. A change is required in the organization to try and improve employees contribution. Change management is a key to increase employees involvement in decision making. This process involves a few steps Create such a plan which leads in involvement of maximum people. In change management, only a small number of employees have access to important information about change. If only these people make plans of change management, the other employees wont get the time to think about and adopt new ideas. Although it is no possible to involve employees in the change decision of an organization, but they can be involved in the meaningful decisions regarding their work. Measurement systems should be brought in the organization which helps the employees to know about their work. Employees should be recognized and rewarded for their extra ordinary work. Organisational Behaviour Decision Making Decision making in organisation behaviour is very vital and it is one of the most important function for any organisation. Decision making is a process of choosing alternative course of action from different alternatives available and it should be kept in mind that the decision made should be effective and efficient for the organisation. According to the Herbert A.simon decision making involve three steps which are mentioned below. Identifying the problem- This step includes the identification of the problem that the organization is facing Identify and examine the different alternatives available to solve the problem. At last when the problem is identified and the various options are available then the organization decides which alternative to choose and that alternative should be effective for the organization. Conclusion:-Being good strategic leaders has knowledge all those skills, they putting them together and gaining the best possible results. The skills are not just for use by leaders-they can be used by everyone to improve their chances of success, in whichever type of organization they work. Leaders spend about 80 per cent of their time working with and through other people, assisting their organizations to reach organizational goals effectively and efficiently. Developing interpersonal networks and believing in abilities of subordinates are all ways in which leaders can become more effective leaders. Perhaps the simples and best advice is that: Good leaders sleep well at night-because they have clear consciences after the decisions of each working day.

American International Group

AIG holding company deals with insurance as well as other activities that are related to insurance in America with its operations through several subsidiaries. The primary activities of the company incorporate the general insurance as well as life insurances and the operation services dealing with retirement. The company also undertakes financial services as well as financial management. The operating segments of the company allows for the provision of insurance, the provision of services as well as products to business bodies and the individuals alike in over 130 countries together with their jurisdictions.The company was involved in a sale of about a half of its stakes in the city airport of London. The company also made a sale of the security portfolios that backs the residential mortgage to Maiden Lane (David & John 7). AIG happened to be on of the reputable insurance organizations in America just prior to the sudden collapse of the company around the ninth month of 2008. The act ual cause of the collapse was a heavy weight involving bad debts as a result of the insurance that the company made against securities backed by mortgages.Federal Reserve initially took the initiative of bailing the company with an infusion involving over eighty five billion US dollars. Despite of this initiative, the trend of the losses was on the increase leading to the announcement by the treasury of a fresh rescue package in November of the same year. This package was a result of the escalating cost to the extent of US $ 150 billion (The NY Times par. 1). On the third month of 2009, the federal states government made an agreement for the provision of an extra US $ 30 billion to the company with more soft terms.The extent of the loan was on the upward side and the extent of the loss of the company was in the tune of US $ 61. 7 billion (The NY Times par. 2). This was a mega loss on a quarterly basis that was recorded in history. In its history, the company received an intervention from the American government for four times for the purpose of the aversion of its bankrupsy. The interventions have resulted to the escalation of the government shares in the company to the extent of 80%. The interventions occurred in the form loans amounting to over US $ 60 billion, preferred shares acquisition amounting to US $ 40 billion.An additional US $ 50 billion was invested in the company with the objectives of soaking up of the toxic assets of the company (The NY Times par. 2). This company was faced by outrage of significant magnitude on the realization of the fact that bonuses amounting to over US$ 165 million had been paid in the recent past to the members involved in the unit of trade that was instrumental to the collapse of the company. This was an incident that took place in the 15th day of March. This prompted President Obama to direct the treasury to assess the possibility of the blockage of the payments as well as its recovery (The NY Times par.4). This was foll owed by a hearing composed of a highly emotional congress led by the chief executive Edward Liddy. The executive requested all of the employees whose annual income is above US $ 100 000 who had participated in the payout of the bonus to refund half of it. This had the reflection of the disgust the public as well as the political arena were exposed to due to the action of rewarding the individuals who took part in the collapse of the company and distressing the economy. Majority of them expressed their desire to refund the full amount of what they had been awarded (The NY Times par.6). Although this company has its roots in the United States, its origin is actually Asia. The founder of the company was a veteran of the First World War named Cornelius V. Stars. The focus of the company in 1960 was the increments of the share of the company of the business of life insurance as well as writing unusual coverage. These include examples of kidnapping insurance as well as protection suits by the officers and the directors of companies. The problems of this company have their accommodation in the financial units that are based in London.The group offering financial services ties the security and value of the homes of the vendor. The decline in the value of the homes as well as the value of the mortgages was the contributing factor of the problems of the company. The distress of the company was preceded by the unusual period associated with turmoil (The NY Times par. 12). The early part of 2005 was characterized by questions regarding the company’s financial transaction that brought about the improvement of the earnings of the company.The complex structure of the company as well as its aggressive approach is a reflection of the company’s determination for the creation of an empire of a global standard whose operations were to complement the business (The NY Times par. 12). Works Cited The NY Times. American International Group 26th March 2009 March 19 2009 David, Frost. John, Greenya. American International Group. NY: U. S. News and World Report, 1988.

Leadership and power Essay

We have described power as the capacity to cause change and influence as the degree of actual change in a target’s behaviors. Ho Ching’s power as a leader has been recognized by many, but would you describe Ho Ching as an influential leader? Why? Yes Ho Ching would be an influential leader because she has the capabilities to persuade others to follow her lead 2.Based on the excerpt from Ho Ching’s speech, what type of tactics does she use to influence the behavior of others? Ho Ching use coercive power to direct her followers 3. Ho Ching has been named one of the most powerful leaders in Asia. What are her major sources of power? Her major resource of power came mainly on her connections mostly her husband Review the Leader Motives in Ch. 5 of Leadership: Enhancing the Lessons of Experience. How would you characterize Ho Ching’s motives? Her motives were to build a better relationship with India and help Singapore grow. Review Highlight 5.3 in Leadership: Enhancing the Lessons of Experience. What role, if any, do managerial differences based on gender play here? There are managerial differences based on gender Females tend to act with the organization’s broad interests in attempt mind, consider how others felt about the influence, involve others in planning, and focus on both the task and interpersonal aspects of the situation. Male managers, on the other hand, were more likely to act out of self-interest, show less consideration for how others might feel about the influence attempt, work alone in developing their strategy, and focus primarily on the task alone. Malemanagers, on the other hand, were more likely to act out of self-interest, show less consideration for how others might feel about the influence attempt, work alone in developing their strategy, and focus primarily on the task alone. Female managers were less likely than male managers to compromise or negotiate during their influence attempts. The female managers were actually more likely to persist in trying to persuade their superiors, even to the point of open opposition. Although their managerial styles were different neither group was more effective than the other.

Definition and Examples in Rhyme in Prose and Poetry