Development as a First Line Manager - Essay Example

?Introduction The development of leadership and other necessary managerial skills and attributes plays an important role for the implementation of aneffective human resource management in any organization. Managers and leaders become one of the main representations of the entire organization to their customers; they establish communication and interaction with the most number of individuals inside and outside of the company, and create the foundation for employee morale and motivation (Purcell and Hutchinson 2007). Proper management has been linked to various organizational outcomes such as worker performance and other employee attitudes that can positively contribute to the firm’s success (Bowen and Ostroff 2004). Furthermore, the practices demonstrated by front-line managers who are given supervisory responsibilities create a significant impact on employees and how their perceptions of management in the organization. The manner with which front-line managers carry out their tasks such as employee selection, appraisal, and development, communication, and involvement, to name a few, has been significantly associated with a wide range of leadership behaviors that generally intend to influence the attitudes and behaviors of workers as well as to provide them with direction (Longenecker and Neubert 2003). Employees tend to be influenced by HR practices that are evident in the workplace as well as the leadership behaviors of their managers, and they can either respond to this in a positive or negative manner. Thus, there is a crucial need for future front-line managers to obtain the necessary and adequate knowledge, skills, and experience to successfully assume their roles and help contribute to favorable organizational outcomes. The SMART objectives stated in this paper will be outlined in the final portion. Leadership Styles When developing leadership skills, it is of great importance to recognize and understand leadership styles. For instance, the transformational, transactional, and laissez-faire approaches to leadership have been commonly identified as leadership styles that each has its own outcomes (Leong and Fischer 2011). For instance, the laissez-faire approach is characterized by a “hands-off” view with which the leader allows his followers to make decisions and accomplish tasks on their own; although this style may be applied among individuals who are highly capable and motivated, the laissez faire approach brings about the lowest productivity among most workplaces. There is little guidance provided by the leader and the members are left to manage activities and solve problems on their own. The transactional leadership style, meanwhile, is highly based on the mutual exchange between leader and followers. Members consequently are motivated by punishment and reward, whose purpose is to follow what the leader tells them to. Finally, the transformational approach to leadership has been shown to be the most effective style with which members are empowered by the leader, increasing their motivation to work and allowing them to participate in decision making. The needs of the subordinates are addressed by the leader while challenging and creative tasks are provided to increase their enthusiasm and commitment to achieve goals. When the most appropriate leadership style is chosen in a given workplace, a number of favorable outcomes can be obtained, including increased motivation, productivity, and performance. Risk Management In relation to leadership, risk management is a process which is characterized by effective identification of and solution to workplace problems. For instance, with regards to risk management in workplace health and safety, it is essential that a number of steps are followed. First is to identify the problem or hazard followed by the assessment of risks, thereby determining how critical the problem is. Finally, decisions should be made with regards to how the problem will be solved; such process is referred to as the risk elimination or control. Risk management should be efficiently carried out when planning work processes, setting up a workplace, and making changes in the workplace itself and the processes at work. On the whole, it is important to for an organization to identify the members who have the responsibility to address health and safety. Plans for working safely and involving employees during the process are also fundamental. Similarly important is the development of procedures, the training of individuals who are responsible for such procedures, and the regular monitoring and improvement of systems. This way, it can be assured that effective risk management can be achieved and workplace health and safety is maintained (Zhu, Fan, Fu, and Clissold 2010). Personal Development Plan Reflecting on my interests, skills, and attributes have been assisting me in providing a clearer picture of the factors that I am looking for in the professional role that I want to take. To be an effective front line manager, I believe a number of my own personal characteristics and experiences can positively be of great use to me especially when dealing with tasks and human resources. First, I have achieved an adequate amount of education and opportunities for hands-on experience that can serve as a guide for carrying out managerial tasks in the future. Technical aspects of management still play a crucial role in dealing with a wide range of organizational processes, thus, competency and actual experience are still valuable when assuming a managerial role. I also value my problem solving skills that allow me to provide the most basic solution or drive me to seek innovative and creative ones. A problem that is commonly encountered does not need a single solution alone; rather, through several experiences, I learned how it is better to create newer and more flexible options to answer to such challenging matters. Aside from these, I also give much importance to several of my soft elements such as creating strong relationships and communication with others. I enjoy establishing interpersonal relationships, learning from other people, and giving them my advice as well. To be of assistance to others and provide help to those who seek it is one of my strongest motivators in accomplishing my tasks. Communication, as a leadership attribute, is of valuable use as it allows for goal clarity and enables members to understand what they should be working for and how it should be done (Guest, Michie, Conway, and Sheehan 2003). A leader that possesses weak communication skills will experience more difficulty in managing both tasks and human resources; effective communicators easily connect with other people, hence and increase in trust, respect and confidence on the part of the leader’s subordinates. Strong communication is also likely to boost morale and enhance conflict management; this way, people are inspired to perform better, stay committed to their organization, and remain resilient despite adversaries and inconsistencies (Pavitt, High, Tressler, and Winslow 2007). However, if I possess such positive characteristics, I have also realized the need to improve my weak points. For instance, I believe I possess a low level of confidence especially when carrying out my plans even when others believe in my capabilities for coming up with answers to problems. I am somehow unsure of my ideas and decisions and I think my avoidance for uncertainty will become an obstruction f I choose to demonstrate my technical knowledge and skills. Even when an individual possesses a wide range of competencies, a low level of trust and confidence in his own self will certainly act as a barrier for the implementation of valuable ideas. Self-confidence remains as one of the strongest foundations with which leadership is developed and maintained (Mayseless 2010). Leadership revolves around possessing a considerable amount of confidence, adequate enough to make major decisions for the entire organization; moreover, when an individual fears to commit to huge responsibilities and make decisions, any form of motivation, empowerment, or communication will not be of much use (James, Mann, and Creasy 2007). In my case, I do not believe that I lack the passion or commitment of task accomplishment; rather, it is most certainly my lack of confidence in making decisions for others, let alone, for my own self. Therefore, I want to improve on my weak points through the use of more training and on-the-job experiences to prepare me for the front-line managerial tasks. I aim to be able to confidently act and talk regardless of any situation and to suggest my ideas assertively. I also aim to seek and accept more relevant opportunities for both my personal and professional development. Consequently, I will be able to influence and inspire others because of the increased confidence that I desire to demonstrate. I can achieve these goals through my own efforts and with the assistance of others as well such as attending workshops and programs that will enable participants to interact with each other and express their ideas, with which their full participation and contribution are accepted. Undergoing actual experience of managerial responsibilities can also help build up my morale as it will help improve both technical competency and emotional maturity, hence increasing the likelihood of participants being able to cope with work-related pressure and other sources of stress. To provide individuals with adequate opportunities for learning and development will give them a clearer view on how to build a positive working environment and improve overall organizational performance (Noe 2008). Learning Outcomes Time Management Managing my time and ensuring that I achieve my goals through time management, I will allocate at least 1 hour for my personal study time with which I can emphasize the concepts that I need to improve on. I am a morning person so much of the time that goes into studying and training will be in the morning, allowing myself to function better and have a stronger grasp of all necessary points. I also intend to make some time for feedback, such as when certain subjects are causing me difficulty and I will arrange short meetings with supervisors for everything to be cleared out. Weekly routines should also be adapted to all deadlines and activities; therefore, weekly updates and reviews can also be a relevant strategy to keep me and my supervisors aware of my progress towards goal achievement. Unexpected activities that are unnecessary will not be tolerated as I am easily distracted by people and certain events; such activities will most probably be agreeable once all tasks are accomplished. Utilizing my free time may also be very helpful; aside from taking breaks, finishing a book on trust and confidence or signing up for leadership programs might as well be valuable in the future. Interpersonal Relationships Further improving my communication skills can be attained by establishing relationships with individuals who play a relevant role in the work that I have to take up in the future- front-line managers themselves, organizational members at a more senior level, or employees who have had experience working with front-line managers. To recognize the roles of these individuals and how my responsibilities as a future front-line manager can influence each other may also be helpful in understanding the impact of managerial obligations on employees and the organization itself (Cangemi, Davis, Sand, and Lott 2009). In building relationships, it is also crucial that I present information in a clear and accurate manner that will promote understanding and that I allocate some of my time in supporting others. This way, they can also reciprocate this amount of time in providing counsel in relation to my future goals. Understanding the needs, expectations, and motivations of others, keeping my promise and staying true to my commitments, as well as considering the impact of my decisions and actions on other people will certainly give way to the creation of strong and healthy working relationships that will yield favorable outcomes such as a sense of trust, respect, helpfulness, and mutual support. Leadership programs that allow participants to practice interpersonal skills, adaptability, stress and conflict management, coaching, and feedback will further increase my knowledge on building and maintaining long-term relationships with both colleagues and supervisors (Muyia and Kacirek 2009). For instance, being trained to give feedback to co-workers as well as asking for feedback for my own performance will help both parties in identifying the areas necessary for improvement. Leadership training programs can also help increase my emotional maturity and enable me to maintain connections regardless of any difficulty or disagreement. Sorting out any conflict can minimize the potential risks that adversaries can have on the goals that are to be achieved; moreover, maintaining constant exchange of information will ensure that everyone can work efficiently. Positive Working Environment Having effective communication skills is one of the most important factors that contribute to leadership effectiveness (Drucker 1999). Clarity about goals and mission is essential if the organization is expected to demonstrate consistency in their actions and decisions. An atmosphere where open communication exists builds a sense of trust that is also essential for building relationships. Asking people to share their ideas while providing them with my own will establish positive perceptions about each other’s openness and motivation to help and contribute (Bailey and Fletcher 2002). Sharing my commitment, work ethics, and values can also set a strong example of what I expect from others and what they can expect from me as well. Verbal and written communication along with opportunities to carry out plans or celebrate events together is a good way of demonstrating my skills for communication and establishing a closer and more attached staff members. Moreover, a positive environment is also created when recognition and appreciation of good performance is evident (Luthans 2000). Through these activities, a dynamic atmosphere can be developed with which overall performance may be enhanced. SMART Objectives I will allocate at least 1 hour for my personal study time with which I can emphasize the concepts that I need to improve on. I will set at least one update and review per week to keep me and my supervisors aware of my progress towards goal achievement. I will sign up for a leadership program that will be undertaken for 14 weeks that will include modules for actionable leadership and building of skills. This way, skills for risk management, personal coaching, and effective decision making will be enhanced. I will read at least 3 to 5 books per month regarding the skills necessary for effective leadership, communication, and other management skills in the workplace. I will download from the Internet at least 3 risk management training resources and modules per month for self-review. I will attend risk management training programs that are offered through 5- to 7-day courses that will cover the risk management process, risk planning, risk identification, risk analysis, risk handling, and risk monitoring. 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