A manager is the path finder of individuals within an organization. The manager must understand that he bears the torch light for leading his people to the right way. The organizations that are able to have a long term existence in its industry, are able to develop such leaders who’s leading skills and managerial competencies help them in sustaining their position in this industry. The four most essential managerial competencies are empathy and trust, the ability to manage groups as well as teams, the ability to manage conflicts among members, the ability to develop the skills of others in the team. Among these competencies the most effective competencies are the ability for managing teams and groups and the other one is the presence of empathy and trust.
In “The Model of Effective Performance”, Richard Eleftherios Boyatzis (Boyatzis (2016),) has offered a total system approach that is beneficial for determining the key characteristics that are required to be an efficient manager. In his books the author has stated the management roles and characteristics that make a manager more competent (Drennan et al., 2012).
He states that the competency of a manager is dependent on the underlying characteristics of a person. It indicates to the managers’ ability for managing and showing the skills, tools, motive that makes him stand apart from others. The generic behaviors of a person determine his capability and competency as a manager. The organizations that wants to have a sustainable position in the highly competitive market scenario, must understand the roles a manager play in retaining attention of the employees and their high level of dedication at the workplace.
Managing Teams and Groups is one of the core competencies of a manager. A manager must understand how to manage his team in such a way so that they follow their instructions willingly. Richard Eleftherios Boyatzis Boyatzis, Rochford & Jack (2014), states that the competency of a manger depends on the way he is engaging his fellow people in the internal activities. Managing teams and groups, therefore requires the effective engagement of the members of a team (Roberson & Williamson, 2012). This theorist has stated that the core competency of the manager is categorized into three segments that are organizational environment, job demands and individual requirements. The competency of managing team and groups falls into the category of the ability to manage organizational environment. The behavioral characteristics that this competency requires are the ability to manage the team members, the ability to manage effective communication and unite them, the ability to lead a group and make the obey instructions without for them to do so.
Daniel Goleman is a journal scientist and author. In order to make an effective team work there has to be a sense of identity. The employees should be able to meet to the needs of the organization. It is important for the manager to make an effort to ensure that there is a trust among the employees in the organization. With the help of this, the manager will be able to enhance the communication and coordination among the employees. This will increase the effectiveness of the employees. Goleman et al (2015), has also stated that it is important for the team to create emotionally intelligent norms. In order to manage the team, it is important for the manager to have the belief that the team is capable of performing well in the organization. There should be effective working together than working apart. The author has also described that it is important for the team leader to constantly balance harmony along with the productivity. In order to increase the productivity, it is important for the manager to make the positive working environment in the workplace. With the help of this, the manager will be able to motivate its employees and at the same time, they will be able to encourage employees.
Goleman, (2017), has further stated that if there is 1 percent improvement in the service climate then it will help in increasing the revenue by 2 percent. So, it has become mandatory for the manager to make changes in service climate. The manager should be able to provide better reward and incentive system to the employees (Goleman, 2017). This will help in increasing the job satisfaction of the employees. With the help of this, they will be able to increase the productivity of the employees in the organization. In order to manage the team and group, it is important for the manager to enhance the coordination and cooperation in the organization. Daniel Goleman has also stated that how the employees are feeling in the organization can also change the performance of the business by about 20-30 percent. So, it can be stated that if there is effective working environment in the organization then it can be stated that the working condition should be improved to fulfill the interest of the employees. Due to this, employees will be able to work efficiently. In order to increase the effectiveness of the work, it is important for the manager to keep employees in track. Additionally, the manager should also facilitate required input to increase the productivity of the employees.
The management of teams and groups is dependent upon their works roles. The manager should be able to distinguish between the characteristics and work functions of teams and groups. This particular technique is responsible to upgrade the skills of the managers. The distinguishable characteristics and work roles of teams and groups are as follows:
The term team may be defined as the group that is joined for achieving a common goal within a stipulated period, each of the members having collective accountability. There can be more than one leader in a particular team (Katzenbach & Smith, 2015). The members working in the teams are considered to be interdependent. The team functions in the following manner: They start working within a particular task by discussing, Then the members decide on the facts, on which they were discussing, They finally start doing the task upon the collected data. The members are responsible to work upon the task under the collective concern. The members existing within the teams are shifted towards the accomplishment of team goals. The team members have cohesion, confrontation, and collaboration characteristics.
The assemblage of people working, interacting, cooperating with one another with a common aim to achieve a particular goal in a specified time, each having an individual identity is known as groups (Thibaut, 2017). It is mandatory for the group to have only one leader. The members working within a group are said to be independent. The group functions in the following manner: They start working within a particular task by discussing, then the members decide on the facts on which they were discussing, and they finally delegate upon the collected and discussed facts on a working upon a particular task. The members are responsible to work upon the task under the individual concern (Hall, 2018). The members existing within the groups are shifted towards the accomplishment of individual goals. The group members collaborate with others to finish the task in a specified time.
The management skill of the officials responsible to manage the teams and groups is dependent upon each and every detail of distinctions as well as the similarity. The groups and teams are present within the organizational boundary and the managers are responsible to fetch the team management skills that are required within each of the Planning-Organising-Leading-Controlling (P-O-L-C) functions (Ardagh, 2017). The POLC Framework is as follows:
Planning is done in the teams, mainly in less centralized organisations or rather higher levels of a particular firm. While taking the initiative to make decisions about the structure of the organization and particularly the individual jobs, managers conducts their organising functions that determine that how the teams are going to be used within the organisations. Thus, it can be said that the teams and groups are the facet of the leading function and it is essential that the today’s managers needs to be a good team members as well as good team leaders. Hence, Managing groups and teams is a key component of leadership.
Empathy and Trust makes the manager develop a bonding among the employees of the company. This is also one of the key characteristics of emotional intelligence. The theory of emotional intelligence was developed by the Goleman (Goleman et al., 2013). Emotional intelligence refers to the ability of understanding the emotional requirements of the employees and the ability of understanding own emotional requirements. Empathy and trust are the two key characteristic that enables an employee for understanding the requirements of people. The importance of emotional intelligence is also emphasized by Salovey and Mayer (Mayer, Caruso & Salovey, 2016).
Both of the three authors, Golema, Salovey and Mayer, the presence of empathy makes a manager emotionally intelligence as this helps him to improve the ability of understanding the psychological state of the team members. This is also essential for analyzing the core characteristics of a manager.
Empathy refers to the ability of understanding the psychological state of people and the ability for understanding the concerns and worriers of people. If a manager is able to have this skill then, he would be able to gain more popularity among its members. He would also be able to understand their psychological state and this would help him become more like a leader and less like a commander. Showing empathy would help a manager gain trust from its employees. If the employees trust their manager, they would share their concerns and worries. This may help the manager identify the possible and present loopholes in the current working system and the relationship among the members. If a manager is not able to build and gain trust from its members, the employees or his fellow workers remains reluctant to work with the manager and to respond to his quarries.
According to Boyatzis, empathy plays an important role in leader in making connection and increasing the capacity and willingness to understand the situation. The leader of the organization should also accept the proposed changes and they should consider others opinions. With the help of this, the leader of the organization will be able to make changes in the workplace, which will help in increasing the productivity and performance of employees. Empathy also enables the leader of the organization to be more sensitive towards others, which will create positive atmosphere of openness and making leaders more flexible. This will also help the leaders to be open for new perspective and ideas (Guinalíu & Jordán, 2016). With the help of these progresses, the leader will be able to more effective and they will also be able to enhance the working condition of the workplace. Empathy also implies of understanding the emotions of another person. IF the leader is open to new ideas, then they will be able to meet to the requirements of the business activities. Boyatzis has also stated that there are many leaders that put make more effort to impress the other people then they are able to meet to the business needs (Singh, Sengupta & Sharma, 2018).
It is important for the leaders to connect with the employees of the organization as well as they should ensure that the works assigned to the employees are completed properly. By building the trust, the manager will be able to communicate with the employees. This will help effective communication in the organization, which will help in building trust among the employees. If the leader of the organization trusts employees then there will be more effectiveness in the workplace. There will be also more of cooperation and coordination between the leader and employee. With the help of this, the employee will be able to work with more efficiency.
There are four distinct areas that explain how empathy and trust can improve the manager reputation and experience. They are as follows:
The principle of management is to drive the results at any costs. But the managers should keep in mind that the employees that are working under the manager are at first human beings in the same way the managers are (Warren). There is a requirement of good managers who acknowledges and incorporates the social emotions of the employees are important so that they can work efficiently. According to Brene Brown, empathy is said to be the driver of connections that creates bonds to strengthen the relationship. “Empathy is an acknowledgement without judgment”.
The managers who believe in empathy and trust are said to be confident and humanistic. The manager ignores the traditional view of management and they relate with the employees to inspire and motivate (Fontana& Suwinyattichaiporn, 2015). There are three elements that drive the characteristics of an empathetic Manager, they are: Empathy is humanistic, Empathetic managers ignore the traditional view of management, and the managers want to relate with the employees working under the managers so that the employees are inspired and motivated.
As mentioned above, the good managers are responsible to recognize that the “Human drive to bond” acts a motivating element in the workplace. The managers need to create a particular work environment through which the employees will come to know and believe that they are wanted or more precisely they belong to the group. Some of the social factors that connect empathy of the employee to the management roles of the managers are belonging, well-being, cooperation, positive social regard, and even fairness (Collins, 2016). According to Matthew Lieberman‘s study, it is stated that “connection is fueled by empathy as well as curiosity”. The empathetic manager can help to be the cause for connection that is vital to be present in a particular team.
The managers are liable or rather responsible to help their team members so that they help effectively to let the members to achieve their personal and professional goal. This particular skill enhances the leadership quality of the managers. With the help of the skill, the managers are able to deepen the commitment to and develop belief in the employee’s own contributions and sense of belonging (Arasli et al., 2017).
It is essential for the managers to improve their empathy skills with the course of time. A particular manager can improve its empathy skills through three ways:
The managers need to consider and appreciate the human qualities of the employees working under them. The managers should show more interests in learning the hobbies, passion, details of the family members of the employees. The managers should also spend some time with the employees outside the work area to know them better (Fahlstedt et al., 2016).
There are certain conditions when the employees need to bring the ideas and concepts alone. The managers should learn about those ideas by deliberately listening to the employees (Schweitzer et al., 2016). The managers will be able to learn if they stop and hear about the ideas when the employee is talking, this way the mangers will not only have the idea but also will gain respect and attention from the employees.
The managers can improve their empathy skills by simply giving themselves few minutes to think and introspect so that it becomes easy for them to take right decisions in certain critical situations (Weaver, 2017).
PART: B (minimum 1700 words)
PLEASE Divide Part B in the format as under.
Reflection of Diagnostics tools (Minimum 10 Diagnostics tools): please reflect all diagnostics tools with proper heading (Describe all diagnostics tools one by one and make headings)
In this section students must use a minimum of 9-10 diagnostic tools related to the specific competencies chosen in section 1 (2 can be general personality types, e.g. MBTI, or Big 5, the remaining 8 must be specific to your selected competency. )
Like…
upto 1.10
For example
In Big five personality test: Extroversion (E) is the personality trait of seeking fulfilment from sources outside the self in which I have scored low which shows my preference to work on my projects alone. Agreeableness (A) reflects much individuals adjust their behaviour to suit others which demonstrate that I speak exactly what I feel not bothering others’ thoughts. Conscientiousness (C) is the personality trait of being honest and hardworking in which I have scored 4 which discloses I am quite clean and do not want to cheat others. Neuroticism (N) is the personality trait of being emotional. Through this score I understand that I am not a very emotional person to make decisions emotionally and I need to be emotionally stable. Openness to Experience (O) is the personality trait of seeking new experience and intellectual pursuits (refer to appendix 1).
Incident 1.
As I already have experience of working with a company for two and held years I have some memorable experience to share. At that time, I was an expatriate employee in one of the famous resort located in Australia. At that point of time, the resort was severely running in the loss as the local employees who played an important part in the operation of the outdoor services in the resort. I was among the few employees who came there to work. In this context, I identified some different outlook of the local employees who could not indulge in talking with us nor they work collaboratively. The management also could not handle this stern outlook of the employees hence we felt the actual pressure as we had to function both indoors and outdoors. This actually created many hues and cried among the expatriate employees but neither support my peers nor I go against the local employees. This reveals my low esteem and low confidence in myself as well as my opinion. (compare this with the result of diagnostics tools)
Incident 2
As I have experience of working in the company, I have come across different kinds of people. I have come across people telling lies to benefit them. There was a lack of coordination and cooperation among the people in the organization. Due to this, communication among the employees was decreased, which affected the performance of the company. The management of the company was not taking any action and they preferred not to notice these situations in the workplace. I have identified that I should not trust anyone in the organization. I have identified that I should not depend on others for conducting my work.
Incident 3
Having an experience by working in the company, I am more confident. I confidently communicate with the upper management of the company. Last month, there was problem in the workplace due to discrimination among the employees. I observed the situation and thought that the matter should be brought in front of the management. This helped in solving the issues existing in the workplace. This incident reflects I judge things that are going against the rule of the company.
Incident 4
It is always hard for me to describe my feeling and it is always important for me to understand what my feeling means. I prefer sitting alone to analyze the things that has not gone my way. Moreover, it is always difficult to communicate my feelings to others. This shows that I am more emotionally self-aware and I do not like to communicate about my feelings with others.
Incident 5
However, I should also consider that, being sympathetic to other people’s concern is not always required for being one of the key people of the organization. A manager should also have the ability to be harsh in some times as in this highly competitive market scenario, being open to other people’s concern can lead to delaying work. Sometimes people also try to use sympathetic nature of a manager if he is too sympathetic towards. I have encountered this situation from the past two months of my work experience. Some of my co-workers tried to entrust their work on me, making an excuse of their physical conduction. They used to give fake excuse of sickness so that I feel sympathetic and share their tasks. In a workplace, it is also mostly evident that the fellow workers keep making excuse for shrugging of their tasks and take frequently leaves. This experience from the work arena has helped me gain the understanding that being too empathetic can ultimately harm the ability for being a manager and the ability of controlling people as well as commanding them.
Identify Learning outcomes: I need to develop one area that is self-awareness. This would help me develop more empathy towards others. Self-awareness is also required for enhancing the ability for an effective leader, as a leader needs to understand its people. This would help me develop the capability of managing a group and a leader. The action plan for developing this ability is provided in the next section.
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Activities |
1st-3rd month |
3rd-6th month |
6th to 9 month |
9th to 12th month |
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Participating in social intercourse |
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Proper scheduling of tasks |
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Counseling with psychologists |
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Reading successes stories of eminent personalities and taking noire of the way they have achieve their goals |
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Counseling with experts |
The study shows that I have deficit in self-awareness and empathy. For this purpose, I would undertake some effective steps for enhancing them. Another aspect that I would like to improve is the ability for leading a group. The ability to be commanding and have a control over the activities of team members is one of the key requirements of the employees. Several strategies can be used for enhancing this capability. For example, I would take suggestions of successful managers for enhancing my skills.
For enhancing myself awareness skills, I would like to frame out my won requirements and try to integrate them in my workplace activities. I would try to give priorities to my works and activities. I would like to frame out the ways that are required for enhancing my ability to understand self-requirements.
I have been currently working within the organization for the past five months as a relationship manager. The purpose of my managerial role is to build good relations with the employees so that I am able to fetch the causes of the problems faced by them inside and outside the organization. I consider that art and psychology are the most essential components of humanity since a particular employee is known from its talents and creativity as well as their social emotions. From my work experience, I have learnt that being artistic a, unselfish and persuasive will allow the understanding the emotions of the employees.
With the course of time, the role has made me to be compassionate and understanding towards others. I am very creative since birth; therefore, I am will be more comfortable if I am provided with projects that highlight my artistic performance. I believe in the kind of government that will improve spiritual growth among the employees. I have been working in a climatic environment that has build respect for other’s feelings and emotions within me.
The personal value analysis is required for understanding what the moral are and psychological values that I priorities the most. This personal value analysis has helps me gain an insight into my own psychological status and the factors that I value the most in my professional life. I have marked the psychological aspects as the most preferred aspect of humanity. A person’s psychology makes the person individual and different from others.
Unselfishness is one of the core values that I prefer to follow in my life, both in professional and personal. One of the key reasons for this is that, a manager should always priorities greater good over the interest of individual. Being a manager I must give emphasize to retaining and prioritizing the requirements of my team members as well as the organization I work for.
I find Dalai lama a quite inspiring character, as he is able to gain respect and adoration of a huge population. His leadership skills are something that magnetizes me. Due to his leadership skill and his peaceful way of leading his follower to a right way is something that makes him stand apart from the common mass and leaders. I have love for anthropology, which shows that I have particular interest in understanding human behavior. This again establishes my core managerial competencies that are the ability for building trust and empathy.
I also like art and review over other type of leisure. From the above analysis, after completing the test, I have come to know that I would like to use such managerial strategies that emphasize more on the human element. Understanding the requirements of others, empathy and trusts is the core moral values on which my managerial skills are dependent.
I have analyzed whether I am empathetic towards other or not. I try t determine if I am able to make effective decision based on the outcomes or not. I am able to understand the requirements of people. The empathy tests show that I have a moderate level of empathy and therefore I should take measures for enhancing my level of empathy and concern.
A manager should always have trust over his or her fellow workers and build trust factor. The employees have the understanding that their works are being appreciated and they do not have to hide thing from their manger. Building trusts would help in gaining effective information from other people. Therefore, I have initiated the trust test in order to understand whether I am able to build trust over my people and whether I have the ability to gain trust from others. This test has helped me gain knowledge regarding the factor that if I have the character traits of developing faith over others. A manager has to lead people and therefore he should have the ability to trusts its people. A manager should understand that without trusting people, he would not be able to entrust their work to them and their ability for making people work for him. The manager should have trusts over the capabilities of his people and over their commitment towards him as well as the organization.
I have initiated self-awareness test for understanding whether I am self aware enough for being a potential manager or not. A manager has to be aware of his or her won pros and cons in characteristics and his personal life goals. A manager has to be efficient enough for understanding how to manage his own skills and capabilities as well as for managing how to use the characteristics of the behavior for enhancing my ability for being a manager. One of the most important aspects of the managerial skills is that the manager has to be aware of his own achievement and requirements. The ability for managing own emotional outcomes makes a manager efficient and influential. Along with self awareness skills I also have evaluated some other skills like the ability for organizing activities, which is known as organizing skills. I have initiated emotional intelligence tests for analyzing four major competencies expected of a manager. Self-regulations are also one of the key competencies expected of a manager. The emotional intelligence test has enabled me to understand four major skills.
From this test, I am able to determine that I have a little deficit in self-awareness. This is also evident in my workplace. For example, in my workplace I have experience that sometimes I become unaware of my won requirements. Most of the time, I dedicate myself to work and try to enhance the profitability of the organization or firm I am working for. Most of the time, I remain engaged in workplace activities and forget to give myself time and care. This should be considered for amendment as improper balance may deteriorate my health status as well as the ability for being proactive at workplace. Several delimitations are their regarding defining, Empathy. It has many definitions, which includes a huge range of emotional outcomes.
Compassion and sympathy are terms associated with empathy. Definitions vary, contributing to the challenge of defining empathy. Compassion is often defined as an emotion we feel when others are in need, which motivates us to help them. Sympathy is a feeling of care and understanding for someone in need. Some include in sympathy an empathic concern, a feeling of concern for another, in which some scholars include the wish to see them better off or happier.
Empathy would enable me to work for a better future and work for a better purpose. This would help me understanding the requirements of the workers. This ability would help me improve relationship among the team members of an organization. This is beneficial for enhancing the relationship among the members. This would also help me gaining trust from them. For developing this skill, I would take several steps. The first step would be communicating with my associated for understanding their psychological requirements.
Self esteem test: I have undertaken test for analyzing self-esteem. My score is 10, this shows that I have moderate level of self esteem. I need to develop more regarding this.
Personality test: I have initiated personality test for understanding five major traits in my personality. They are the level of energy, mind, nature, tactics and identity. After giving this test, I have come to know that the major character traits I have are assertive, judging, thinking, observant and extravert. I have gain more percentage in judging that thinking. While I have scored 56 in judging, I scored 53 percent in judging ability.
Humanmetrics Jung Typology test: The test shows that I have a slight preference of extraversion over introversion, intuition over sensing, and more preference of thinking over feeling and judging over perceiving. This shows that I am more like a realistic person and less like a person who depends on feeling and irrational staff. This again indicates that I need to improve more empathetic nature.
In Big five personality test: Extroversion (E) is the personality trait of seeking fulfilment from sources outside the self in which I have scored low which shows my preference to work on my projects alone. Agreeableness (A) reflects much individuals adjust their behaviour to suit others which demonstrate that I speak exactly what I feel not bothering others’ thoughts. Conscientiousness (C) is the personality trait of being honest and hardworking in which I have scored 4 which discloses I am quite clean and do not want to cheat others. Neuroticism (N) is the personality trait of being emotional. Through this score I understand that I am not a very emotional person to make decisions emotionally and I need to be emotionally stable. Openness to Experience (O) is the personality trait of seeking new experience and intellectual pursuits (refer to appendix 1).
Reference list
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Collins, P. H. (2016). Toward a new vision: Race, class, and gender as categories of analysis and connection. In Race, Gender and Class (pp. 65-75). Routledge.
Drennan, L., Kelly, S., McNamara, R., & Martin, M. (2012). Effective corporate monitoring: Independence, motivation, and means. International Review of Business Research Papers, 8(5), 65.
Fahlstedt, M., Halldin, P., & Kleiven, S. (2016). Comparison of multibody and finite element human body models in pedestrian accidents with the focus on head kinematics. Traffic injury prevention, 17(3), 320-327.
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Goleman, D. (2017). Leadership That Gets Results (Harvard Business Review Classics). Harvard Business Press.
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Goleman, D., Kim, W. C., Mauborgne, R. A., & Christensen, C. M. (2015). HBR’s 10 Must Reads 2015: The Definitive Management Ideas of the Year from Harvard Business Review (with bonus McKinsey Award–Winning article” The Focused Leader”)(HBR’s 10 Must Reads). Harvard Business Review Press.
Guinalíu, M., & Jordán, P. (2016). Building trust in the leader of virtual work teams. Spanish Journal of Marketing-ESIC, 20(1), 58-70.
Hall, M. (2018). The theory of groups. Courier Dover Publications.
Katzenbach, J. R., & Smith, D. K. (2015). The wisdom of teams: Creating the high-performance organization. Harvard Business Review Press.
Mayer, J. D., Caruso, D. R., & Salovey, P. (2016). The ability model of emotional intelligence: Principles and updates. Emotion Review, 8(4), 290-300.
Roberson, Q. M., & Williamson, I. O. (2012). Justice in self-managing teams: The role of social networks in the emergence of procedural justice climates. Academy of Management Journal, 55(3), 685-701.
Schweitzer, F., Palmié, M., & Gassmann, O. (2016). Beyond listening: the distinct effects of proactive versus responsive customer orientation on the reduction of uncertainties at the fuzzy front end of innovation. R&D Management.
Singh, A., Sengupta, S., & Sharma, S. (2018). Empathy and Mindfulness: Exploring the Possible Predictors of Authentic Leadership. In Multidisciplinary Perspectives on Human Capital and Information Technology Professionals (pp. 290-307). IGI Global.
Thibaut, J.W., 2017. The social psychology of groups. Routledge.
Warren, C. A. (2015). Conflicts and contradictions: Conceptions of empathy and the work of good-intentioned early career White female teachers. Urban Education, 50(5), 572-600.
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Boyatzis, R.E., Rochford, K. & Jack, A.I., (2014). Antagonistic neural networks underlying differentiated leadership roles. Frontiers in human neuroscience, 8, p.114.
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