Strengths and Weaknesses a Manager

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Leadership is a responsibility-based procedure aiming solely at the successful development and preparation of economic rules in an organization to attain the desired goal. It is a complex phenomenon consisting of various parts and processes distinct from operational responsibilities like accounting, promotion, and purchasing (Lloyd & Aho, 2020). Furthermore, Dolechek et al. (2019) insinuate that management is a complex phenomenon composed of a set of interconnected functions.

The method by which administration forms, develops, and steers a purposeful institution using methodical, organized, and cooperative human actions (Dolechek et al., 2019). As a result, management can be viewed as a method of individual influence on a group of individuals aiming at achieving individual or professional goals (Olanrewaju & Okorie, 2019). When I examine my skills and limitations as a manager, I discover that I have more strengths than disadvantages. However, I am well aware that allowing my flaws to take control makes me a horrible and ineffective manager.

First, focusing on my strengths as a manager, I am a team player. At my place of work, I demonstrate higher levels of team playing since it has proven pivotal in the success of many organizations. Burke et al. (2017) enumerate that many people have fought about the value of management in fostering cohesiveness. Furthermore, Burke et al. (2017) suggest team leaders’ action processes that include following up on accomplishments, defining what needs to be accomplished, and keeping team members informed for better organizational performance.

At various stages of my organization’s mission completion, the different teams that I have organized participate in several forms of work. There are moments when group members are engaged on tasks related to goal achievement and other occasions when they are concentrated on strategizing for the subsequent measures they must undertake.

Another personal strength I got as a manager is that I am time conscious and effective. Aeon and Aguinis (2017) insinuate that the effective management of time has aided people in organizing their work careers for decades. According to Aeon and Aguinis (2017) research on time management, competent time managers effectively handle their patriotic responsibilities and the corresponding interactions that arise from these activities.

Furthermore, Aeon and Aguinis (2017) found a correlation between time management and increased creativity. Finally, in their study, Aeon and Aguinis (2017) concluded that time management training had been proven in a few studies to reduce delinquency. Time effectiveness has enabled my organization to achieve greater heights in executing work on time with a high standard of quality, increased productivity, and less depression and anxiety.

Lastly, the ability to be a well-organized individual at my place of work has proven to be a greater personal strength. I occasionally write out what I need to undertake and order it from most critical to least attractive. Therefore, this allows me to better plan and complete my activities and fulfill critical deadlines. Being well-organized has seen my colleagues at work imitate my work presentation, hence generally improving the internal environmental workplace within my organization. Furthermore, the excellent organization has helped incorporate and set standards of work culture of tidiness among the newly recruited employees.

Talking about my weaknesses, working in a diversified cultural environment has always been my major weakness. Associating with people of different cultural backgrounds and practices has seen me fail in understanding their norms and appreciating the diverse cultures that may exist within my social environment and place of work. Culture comprises overt and covert characteristics of ancient times generated and chosen concepts and their manifestation in institutions, rituals, and objects (Hamedani and Markus, 2019).

Furthermore, Hamedani and Markus (2019) elaborate that cultural differences are discussions about the significance and influence of social category distinctions and how these variations are frequently used to create inequity and discrimination. Failure to understand my colleagues because they react to their situations and surroundings and their social conduct is always circumstantial has worsened the relationship between us. Ooi (2019) suggest that as one cooperates with the surrounding, one will engage in various social behaviors that one finds suitable and effective. The shortcoming and the inability to identify with different cultures in my workplace have seen the coexistence of a poor relationship and no cohesion among team members at my place of work.

My other weakness is that I am short-tempered and get irritated with minor issues at my workplace and colleagues. Over the years, my short temper has always been attributed to the fact that I hate seeing employees not being at their best and that the quality of work is poor. Most of my colleagues have complained to me about the issue claiming that I am too tough on them and that my short temper scares them away.

The aftermath is that a poor relationship has been built between my colleagues and me. Feedback on work assigned or delegated is essential in improving weaknesses, areas requiring an immediate attention, and job satisfaction (Leh & Ibrahim, 2019). I rarely get feedback from my junior employees concerning duties assigned and delegated, thus derailing the internal performance of my organization.

References

Aeon, B., & Aguinis, H. (2017). It’s about time: New perspectives and insights on time management. Academy of Management Perspectives, 31(4), 309-330. Web.

Burke, C. S., Georganta, E., & Hernandez, C. (2017). The importance of time in team leadership research. In Team Dynamics Over Time, 18, 95-122. Web.

Dolechek, R., Lippert, T., Lloyd, R., & Vengrouskie, E. (2019). Solving a whale of a problem: Introducing the four functions of management in a management principles course. In International Forum of Teaching and Studies, 15(2), 29-35. Web.

Hamedani, M. Y. G., & Markus, H. R. (2019). Understanding culture clashes and catalyzing change: A culture cycle approach. Frontiers in Psychology, 10, 700. Web.

Leh, L. Y., & Ibrahim, Z. H. B. (2019). The influence of feedback environment towards job satisfaction in Tvet education organization. Jurnal Pendidikan Indonesia, 8(1), 96-104. Web.

Lloyd, R., & Aho, W. (2020). The four functions of management: An essential guide to management principles. Management Open Educational Resources. 1. Web.

Olanrewaju, O. I., & Okorie, V. N. (2019). Exploring the qualities of a good leader using principal component analysis. Journal of Engineering, Project, and Production Management, 9(2), 142. Web.

Ooi, C. S. (2019). Asian tourists and cultural complexity: Implications for practice and the Asianisation of tourism scholarship. Tourism Management Perspectives, 31, 14-23. Web.

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