MDP Summary 2

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Management Development Plan (Outline)

TOPIC	Key learnings/takeaways from class about this topic	Describe your values and attitudes	How do your values and attitudes impact how you work as a TEAM MEMBER?	How do your values and attitudes impact the way you work as a TEAM LEADER?
Chapter 2 Values & Attitudes	There is a need to hire individuals whose values entirely match the standards that underline the company's culture. Also, every manager must understand that employee commitment is sturdily aligned with emotional links at work. Thus, they should stay positive and model participation. Everyone must be able to identify their core values.	Description Our class describes various personal values and their roles in an individual's life. For instance, it is clear that personal values contribute significantly to workplace attitudes and behavior in a given organization. The chapter has further described various theories and their role in influencing a person's behavior in any context. Schwartz's value theory proposes that comprehensive values tend to motivate a person's behavior across varied contexts.	Description As a team member, values play a central role in enhancing employee engagement. From this chapter, employee engagement is aligned with focus, intensity, and enthusiasm. Personal factors such as personality and positive psychological capital are critical drivers of employee engagement. There is a need to avoid stressors in the workplace. This is because employee engagement is adversely affected when employees are confronted with stressors.	Description As a team leader, your values and attitudes will significantly affect your job satisfaction. Based on this chapter, job satisfaction is positively correlated with job performance and organizational citizenship behavior. As a team leader, knowledge of core values helps in making decisions and managing others.
TOPIC	Key learnings/takeaways from class about this topic	Describe your individual differences & emotions	How do your individual differences impact the way you work as a TEAM MEMBER?	How do your individual differences impact the way you work as a TEAM LEADER?
Chapter 3 Individual Differences & Emotions	Managers must explicitly consider the individual differences that matter most in job descriptions. This entails one is well served to list job responsibilities. When choosing and training workers, they should note the expertise of the continuum. They should further assess their emotional intelligence and pay explicit attention to social and personal competence. Everyone should try to enhance their self-awareness.	Description This chapter shows that individual differences include behaviors and traits that typically describe an individual. Individual differences give every person unique identities. Thus, they are pivotal in understanding and applying organizational behaviors. Individual differences include cognitive abilities and intelligence, which are comparatively fixed.	Description Emotions and intelligence affect the majority of outcomes in an organization. When trying to study a person, there is a need to consider broad or narrow concepts. Narrow concepts are preferred when describing a person since they are more precise. The core self-evaluations signify various individual traits such as locus of control, emotional stability, self-esteem, and self-efficacy. Other fundamental individual differences at the workplace that a team member must have include personality, emotions, and attitudes.	Description The team leaders should always be wise and intelligent to pay attention to employees' emotions and attitudes. This is because low job satisfaction and increased negative emotions predict which workers are likely to quit. All team leaders should understand that emotions and attitudes might be altered more quickly than other individual differences. Again, leaders must explicitly incorporate individual differences, which matter most in every job description.
TOPIC	Key learnings/takeaways from class about this topic	Describe how you approach being aware of stereotypes and forming perceptions	How does your approach to being aware of stereotypes and forming perceptions impact the way you work as a TEAM MEMBER?	How does your approach to being aware of stereotypes and forming perceptions impact the way you work as a TEAM LEADER?
Chapter 4 Social Perception and Managing Diversity	Managers should make various judgments by using stereotypes or without bias. There is a need to understand that diversity management is quite suitable for managers, employees, and the entire organization. Every person must know that their professional and personal victory relies on others' perceptions.	Description From this chapter, understanding how one processes information helps see how perception impacts various fundamental processes and upshots in an organization. Perception is central to organizational behavior since it influences a person's decisions and actions. Social perception has various steps such as selective attention, storage and retention, encoding and simplification, and retrieval and response.	Description Every team member should recognize how stereotypes influence their perception since they utilize them without intending to. There is a need to understand that stereotypes might cause poor decisions in the workplace. Team members must further note that their personal and professional victory relies on others' perceptions of them. Also, it is customary to be impacted by stereotypes in the workplace and so should learn how to respond to them.	Description Person perception is pivotal for all team leaders or managers in decision-making. For instance, hiring managers make hiring decisions founded on their impression of how the candidate suits the job requirements. However, leaders should not consider that faulty perceptions and stereotypes regarding performance might result in inaccurate performance appraisal. Perceptual biases in performance appraisal might be eradicated through the use of more objective performance measures.
TOPIC	Key learnings/takeaways from class about this topic	Describe what motivates you	How do your motivations impact the way you work as a TEAM MEMBER?	How do your motivations impact the way you work as a TEAM LEADER?
Chapter 5 The What and Why of Motivation	Managers should recognize that intrinsic motivation might have enduring impacts than extrinsic motivation. Again, they must acknowledge the wants needs to drive worker motivation. Therefore, they should find better ways of determining worker needs. They should also uncover employees' perspectives regarding justice and equity. When people are initially hired, there is a need to consider their needs.	Description Motivation is a pivotal concept in every organization. Like other people, internal factors, including satisfaction and needs, tend to energize worker motivation. Understanding motivational perspectives are vital since they give different solutions to handling motivational challenges. Self-actualization, love, esteem, physiological, and safety are other components that motivate people.	Description Team members should know that they are motivated in order to behave in manners that generate desired combinations of anticipated outcomes. All team members must note job crafting, which signifies their attempts to shape their work traits proactively. They should also talk with their leaders regarding possible changes in work activities to increase their motivation to perform at a higher level.	Description As a team leader, using motivational strategies is central to keep employees motivated in the workplace. For instance, there is a need to give flexibility when talking about work hours, recognize and reward good performance accordingly and incorporate workers when making decisions. Indeed, all team leaders should understand that employee perceptions count a lot in matters related to equity, the organization's processes, and procedures.
TOPIC	Key learnings/takeaways from class about this topic	Describe your approach to giving feedback	How does your feedback style impact the way you work as a TEAM MEMBER?	How does your feedback style impact the way you work as a TEAM LEADER?
Chapter 6 Performance Management	Managers need to instantly increase their management efficiency by ensuring they set precise anticipations and give regular and effectual responses for those they manage. They should further make explicit and precise connections between the rewards they offer and the behaviors or upshots the rewards are expected to signal. In their day-to-day operations, managers must ensure individuals set SMART objectives. Employees should compare whatever managers and firms say they value and whatever they reward.	Description Self-assessment helps in one's coaching, whereby it aids in the identification of your development opportunities. Therefore, coaching becomes one of the development opportunities that a person has as an individual. Once it is done in the way it is supposed to be done, it benefits one in effective performance management.	Description Feedback style has two positive impacts on team members: one is instructional, and the other one is motivational impact. Feedbacks give clarification roles and teach new behaviors. For instance, if it is an assistant accountant, he /she might get a piece of advice on how to handle entries in a capital item instead of an expense item. Feedback motivates in terms of a reward like job recognition or reward promise.	Description A leader should not use feedback to punish but the other employees down or even embarrass them. They should also not provide feedback too late that they cannot do be of any help or provide feedback that is beyond the control of the people.
TOPIC	Key learnings/takeaways from class about this topic	Describe your approach to increasing your effectiveness through positive organizational behavior	How does your approach to increasing your effectiveness through positive organizational behavior impact the way you work as a TEAM MEMBER?	How does your approach to increasing your effectiveness through positive organizational behavior impact the way you work as a TEAM LEADER?
Chapter 7 Positive Organizational Behavior	Managers should precisely identify prevailing positive practices, including suitably and frequently recognizing general performance and emphasize them accordingly. They should also comprehend one's emotions and contagiousness in order to build a positive setting for their individuals. They should continuously encourage their employers to recognize and train workers in mindfulness manners and techniques. Furthermore, managers should understand and use their strengths and those of others they manage. For others, they must share central information and give effective responses.	Description It is important to practice positive emotions as they enhance and broaden thinking instead of having negative emotions that narrow your focus. Positive emotions can be easily increased since they are contagious. Numerous positive experiences are required in overcoming or compensating for the negative emotions.	Description As team members, we should focus on how to increase positivity in everything we do in the workplace through the creation of high-quality connections. We should try some tips such as making a person the only one in the room, supporting, giving trust, and goofing off through playing and having fun.	Description A leader should look for ways to cultivate kindness to the employees in order to enhance effectiveness in the organization in terms of positive emotions. This can be achieved through goal setting to perform the five acts of kindness each day. He can as well develop distractions through brainstorming and thinking of ways to distract himself from negativity.
TOPIC	Key learnings/takeaways from class about this topic	Describe how you build and repair trust	How does the way you build and repair trust impact the way you work as a TEAM MEMBER?	How does the way you build and repair trust impact the way you work as a TEAM LEADER?
Chapter 8 Groups and Teams	All managers should identify the pivotal tasks and maintenance roles in several teams they manage or even belong to. While in the workplace, they should minimize frustrations whenever working with teams by always understanding the group development course. Managers must habitually evaluate those they manage in terms of competence, collaboration, and commitment. They should further ensure the tangible and intangible rewards they give support teamwork and collaboration. As a team member, we should develop our teamwork competence and apply our expertise to curb social loafing.	Description We are supposed to acknowledge whatever leads to trust being compromised, allow our emotions and feelings to be deliberated productively, and receive as well as offer support to others. Reframing our experiences and not being part of victims to take looks at options and choices, taking responsibilities, forgiving oneself and others, and finally letting go and moving on helps build trust.	Description We should learn to trust the other employees or members of the organization to consider how their interactions and character will affect us. We should also focus on the three forms of trust, that is, contractual, communication, and competence, for us to build and repair our trust.	Description A manager or a team leader is supposed to use the seven-step process to repair damaged trust. They are always required to be mindful of trust, use team charters to set different winning teams, and identify the essential role and maintenance tasks in different management teams.
TOPIC (Continued here)	Key learnings/takeaways from class about this topic	Describe your approach to communication	How does your communication style impact the way you work as a TEAM MEMBER?	How does your communication a style impact the way you work as a TEAM LEADER?
Chapter 9 Communication in the Digital Age		Description Based on your learning, what are your development opportunities as an INDIVIDUAL??	Description Based on your learning, what are your development opportunities?	Description Based on learning, what are your development opportunities?
TOPIC	Key learnings/takeaways from class about this topic	Describe your conflict handling style?	How does your conflict handling style impact how you work as a as a TEAM MEMBER?	How does your conflict handling style impact your role as a TEAM LEADER?
Chapter 10 Managing Conflict & Negotiation		Description Based on your learning, what are your development opportunities as an INDIVIDUAL??	Description Based on your learning, what are your development opportunities?	Description Based on your learning, what are your development opportunities?
TOPIC	Key learnings/takeaways from class about this topic	Describe your decision-making style	How does your decision-making style impact the way you work as a TEAM MEMBER?	How does your decision-making style impact the way you work as a TEAM LEADER?
Chapter 11 Decision Making and Creativity		Description Based on your learning, what are your development opportunities as an INDIVIDUAL?	Description Based on your learning, what are your development opportunities?	Description Based on your learning, what are your development opportunities?
TOPIC	Key learnings/takeaways from class about this topic	Describe how you influence others	How does your approach to influencing others impact the way you work as a TEAM MEMBER?	How does your approach to influencing others impact your effectiveness as a TEAM LEADER?
Chapter 12 Power, Influence & Politics		Description Based on your learning, what are your development opportunities as an INDIVIDUAL?	Description Based on your learning, what are your development opportunities?	Description Based on your learning, what are your development opportunities?
TOPIC	Key learnings/takeaways from class about this topic	Describe your leadership style	How does your leadership style impact the way you work as a TEAM MEMBER?	How does your leadership style impact your effectiveness as a TEAM LEADER?
Chapter 13 Leadership Effectiveness		Description Based on your learning, what are your development opportunities as an INDIVIDUAL?	Description Based on your learning, what are your development opportunities?	Description Based on your learning, what are your development opportunities?
TOPIC	Key learnings/takeaways from class about this topic	Describe your use of mentoring	How does your use of mentoring impact the way you work as a TEAM MEMBER?	How does your use of mentoring impact your effectiveness as a TEAM LEADER?
Chapter 14 Organizational Culture, Socialization, and Mentoring		Description Based on your learning, what are your development opportunities as an INDIVIDUAL?	Description Based on your learning, what are your development opportunities?	Description Based on your learning, what are your development opportunities?
TOPIC	Key learnings/takeaways from class about this topic	Describe how you encourage innovation	How does your approach to encouraging innovation impact the way you work as a TEAM MEMBER?	How does your approach to encouraging innovation impact your effectiveness as a TEAM LEADER?
Chapter 15 Organizational Design, Effectiveness, and Innovation		Description Based on your learning, what are your development opportunities as an INDIVIDUAL?	Description Based on your learning, what are your development opportunities?	Description Based on your learning, what are your development opportunities?
TOPIC	Key learnings/takeaways from class about this topic	Describe how you manage change and stress	How does your approach to managing change and stress impact the way you work as a TEAM MEMBER?	How does your approach to managing change and stress impact your effectiveness as a TEAM LEADER?
Chapter 16 Managing Change and Stress		Description Based on your learning, what are your development opportunities as an INDIVIDUAL?	Description Based on your learning, what are your development opportunities?	Description Based on your learning, what are your development opportunities?