Time Management Question Posed from a Forensic Management Course - Assignment Example

LONG TERM CONSEQUENCES OF POOR TIME MANAGEMENT: Poor time management one way or other can lead towards unfavourable consequences and may results in missing deadlines, overall failure in finishing projects, failing in terms of keeping schedule and may also result in giving less production then one should be in normal circumstances. Furthermore poor time management can also result in losing one’s job or a person may end up making less money or in other words the person may not be able to achieve what he desires. Therefore proper time management is essential in every walk of life. Moreover if an individual is unable to manage time he is likely to lose his goals and his chances of reaching to the top is always at stakes. However given below are some of the main long term consequences of poor time management. Inefficient workflow: The first and foremost problem that results because of poor time management is inefficient workflow. As a person is unable to manage tasks properly i.e. he is unable to perform similar tasks at the same time. Therefore results in creating miss management of time, moreover this further leads towards catastrophic situation in which a person is not sure of completing task in terms of setting priorities and overall result comes as a failure and less productivity (Griffin and Moorhead, 2011). Wasted time: Another consequence of poor time management is wasted time. Poor time management always ends up in wasting time and energies. As usually task is not completed so therefore the end result comes up in the shape of losing business and therefore results in wasted time (Griffin and Moorhead, 2011). Missed deadlines: Poor time management always leads towards doing thing in the end, which results in missing deadlines and losing business goals or any other goal depending upon the field. It also affects the credibility of the business (Griffin and Moorhead, 2011). Poor quality work: Poor time management one way or other affect the quality of work. As usually person has to meet several deadlines. His failure upon doing so creates extra stress. Therefore managing different task under given time is not very much possible. As a result poor quality of work is eminent in order to complete all the tasks in the given time (Griffin and Moorhead, 2011). SEVEN PERSONALITY ATTRIBUTES: Different individuals have different kind of perception regarding doing work and also have different kind of personality attributes. Given below are the seven different kinds of personality attributes of an individual that are likely to affect individual’s performance in his job. Locus of control: There are two different types of person. The first type (internals) believes that they are the one who are responsible in writing their own destiny and controlling as well. The other type (externals) believes that there life is controlled by outside factors for instance luck, chance etc. The first type (internals) are more likely to get jobs because they are motivated in achieving goals and writing destiny for themselves whereas the other kind is usually complaining and showing lack of interest on their working because they are less motivated (Robbins and Judge, 2008). Machiavellianism: An individual type who in order to gain or propel in his career is prepared to do whatever it takes to go ahead is called Machiavellianism. Usually these types of individuals are likely to achieve goals as they are focused and are usually not distracted by emotions or other psychological needs. They usually manipulate in order to gain resources or goals (Robbins and Judge, 2008). Self Esteem: The ability to like or dislike oneself to a degree is called self esteem. Different people have different kind of self esteems some have high self esteem while other has low self esteem. Individuals that have high self esteem are likely to opt for unconventional jobs than compare with low self esteem. Moreover high self esteem individuals have strong belief that they possess what it takes in order to get successful. On the other hand low self esteem individuals are usually dependent upon positive evaluation of others. As a result they always seek appreciation or are concerned with pleasing others (Robbins and Judge, 2008). Self monitoring: The ability of individual to adopt external environment in order to progress in his career is called self monitoring. This is very important factor which leads towards the growth of an individual in different kind of organizational setting. As ability to adopt and respond to situation can give wonders and result in growth of the individual and failing in doing so can lead towards limited growth regardless of the hard work that individual has done. (Robbins and Judge, 2008) Risk taking: Different people have different kind of ability in order to take risk. As risk can either make or break things for a person. The ability of risk lies in one’s own hand, usually individuals who are not satisfied or who are opportunity seekers tends to take loads of risks on the other hand individuals who are satisfied or they are happy towards whatever they have are likely to avoid risk in terms of taking decisions (Robbins and Judge, 2008). Type A personality: Refers to people who always seem to be experiencing a sense of urgency in terms of time for doing their work can be categorized as type A personality. They also possess many characteristics some important one are enlisted below (Robbins and Judge, 2008): Always in a rush regardless moving, eating etc Always striving to do more things at once. Usually have no idea how to cope with leisure time Always concerned about their success and always are measuring in terms of what they have achieved. On the other hand type B is exact opposite to type A. Proactive personality: The ability of a person to take initiative in order to improve his current situations or circumstances rather than waiting and sitting for responding to situation is called proactive personality. They create positive change in an environment regardless how many obstacles or troubles they face (Robbins and Judge, 2008). HOW GOAL SETTING CAN GO WRONG (FIVE EXAMPLES): There are various different examples on how goal setting can go wrong given below are some common ones: 1. Goal setting in terms of outcome rather than performance: An individual who is worried about outcome rather than focusing on performance is likely to deviate or fail in terms of achieving goals. 2. Setting unrealistic goals: An individual is best judge of his own ability. If he sets unrealistic goals he is likely to fail. It does not mean that one should not set up goals. If goals are to be set then one should plan accordingly, and give more than hundred percent in order to achieve the desired goals. 3. Setting vague and ambiguous goals: Another example is individuals who sets goals and are not specific enough to lead action or to plan action accordingly. In other words they set vague and ambiguous goals. This might lead them towards distraction as these types of goals cannot be measured in terms of performances. 4. Unorganized approach for measuring and setting goals: Usually managers or individuals at some point do not plan goals systematically therefore they end up losing goals. As systematic planning will always give an idea that what went right or what went wrong. Therefore measuring goals is an important factor. 5. Setting too many goals: Setting too many goals is another important hurdle faced by many managers and individuals. Therefore if proper consideration is taken in this regard it may leads toward more success and more productivity. Moreover goal displacement policy should be adopted rather than setting too many goals as after achieving one goal one must plan and set new goal. List of References Griffin, R., and Moorhead, G. (2011). Organizational behavior: managing people and organizations. Mason, OH: Cengage Learning Robbins, S. P., and Judge, T. A. (2008). Essentials of organizational behavior (9th ed.). Upper Saddle River, NJ: Pearson Prentice Hall. Read More