I need help in my homework ( management skills class )

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Developing Management Skills

Chapter 1:

Developing Self-Awareness

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Learning Objectives

Increase personal awareness of your:

Sensitive line

Emotional intelligence

Personal values and moral maturity

Cognitive style

Orientation toward change

Core self-evaluation

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Keys to Self- Awareness

“Know Thyself”

Carved on the temple to the Oracle at Delphi

“He that would govern others must first master himself”

Messinger

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The Enigma of Self-Awareness

Seeking self knowledge is a prerequisite for personal growth.

However, we avoid seeking information about ourselves because it may make us feel inferior.

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The Sensitive Line

The point at which individuals become defensive when encountering information about themselves that is inconsistent with their self-concept.

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Crossing the Sensitive Line

Our sensitive line is less likely to be crossed…

When information is verifiable, predictable and controllable.

When we self-disclose.

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Appreciating Individual Differences

Differences

We observe differences

Appreciating differences helps eliminate social barriers

Distinctions

We create distinctions

Making distinctions creates social barriers

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Five Areas of Self Awareness

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Emotional Intelligence

Difficult to measure and define.

Considered to be an important measure of managerial success.

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Components of Emotional Intelligence

The ability to diagnose and recognize your own emotions.

The ability to control your own emotions.

The ability to recognize and diagnose the emotions of others.

The ability to respond appropriately to emotional cues.

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Values

Foundation for attitudes and personal preferences

Basis for important life decisions

Help to define morality and ethics

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Trompenaars Cultural Value Dimensions

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Personal Values

Instrumental Values: desirable standards of conduct for attaining an end

Terminal Values: desirable ends or goals for the individual

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2 types of instrumental values relate to morality and competence. Violating moral values (behaving wrongly) causes feelings of guilt. Violating competence values (behaving incapably) causes feelings of shame.

Terminal values are either personal (peace of mind)

or social (world peace).

Values that Managers Desire

Sense of Accomplishment

Self-Respect

A Comfortable Life

Independence

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The instrumental value managers held highest for themselves was ambition.

Personal values (rather than social values) and those oriented toward achievement predominate among managers.

Kohlberg’s Stages of Moral Development

Preconventional (Self-Centered)

Conventional (Conformity)

Postconventional (Principled)

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The stages are sequential and each stage represents a higher level of maturity.

Moral reasoning and instrumental values are based on personal needs or wants and on the consequences of an act. Stealing $50,000 is worse than stealing $500 in this level because the consequences (losses) are more negative for someone else. Most children operate here.

“Law and order level”. Based on conforming to and upholding the expectations of society. Stealing $50,000 and stealing $500 are equally wrong. Most American adults function at this level of values maturity.

Most advanced level of moral reasoning and most mature set of instrumental values. Judgments are made on the basis of a set of core values that take precedence. Stealing $50,000 and stealing $500 are still wrong because of a set of comprehensive consistent, universal principles developed by the individual. Few reach this highest level of maturity on a consistent basis.

Recent Examples of Unethical Decision Making

Enron collapse

Bernie Madoff

Lance Armstrong

Hewlett-Packard spying scandal

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Ethical Decision Making And Values

Most managers feel they are under pressure to compromise standards to meet company goals*

Conflict between maximizing economic and social performance

* Study by American Management Association.

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The American public rates the honesty, integrity, and concern for moral values of American business executives as abysmal.

Standards for Making Ethical Decision

Front Page Test

Golden Rule Test

Dignity and Liberty Test

Equal Treatment Test

Personal Gain Test

Congruence Test

Procedural Justice Test

Cost-Benefit Test

Good Night’s Sleep Test

Virtuousness Test

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Front Page -Would I be embarrassed if my decision became a headline?

Golden Rule-Would I be willing to be treated in the same manner?

Dignity and Liberty-Are the dignity and liberty of others preserved by this decision?

Equal Treatment-Are the rights and welfare of minorities and lower status people given full consideration? Does it benefit those with privilege but without merit?

Personal Gain-Is an opportunity for personal gain clouding my judgment?

Congruence-Is this decision/action consistent with my espoused personal principles?

Procedural Justice-Can the procedures used to make this decision stand up to scrutiny by those affected?

Cost-Benefit-Does a benefit for some cause unacceptable harm to others?

Good Night’s Sleep-Whether or not anyone else knows about my action, will it produce a good night’s sleep?

Virtuousness-Does this represent the best of the human condition or the highest aspirations to which human beings aspire?

Cognitive Style

An individual’s inclination to perceive, interpret, and respond to information in a certain way

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Based on 2 key dimensions:

Manner in which you gather information

The way you evaluate and act on information.

Cognitive styles can be altered and changed through practice and conscious development

Dimensions of Cognitive Style

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Knowing style: Excel at problems that have one correct answer. Multiple choice exams over essay exams. In college, tend to major in the physical sciences, engineering, law, and computers

Planning style: Well prepared. Tend to major in economics, accounting, operations, mathematics, engineering, and medicine.

Creating style: Tend to be imaginative and emotional and prefer working in groups in order to hear a variety of different opinions. Tend to major in the arts, history, political science, English, and psychology.

Most people use their preferred cognitive style to approach decision situations and problems.

Attitudes Toward Change

Graduates of management schools today will face an environment unlike any person has ever experienced before

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Change Orientation

Tolerance of Ambiguity: The extent to which individuals are comfortable coping with unclear situations.

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In general, the more tolerant people are of novelty, complexity, and insolubility, the more likely they are to succeed as managers.

Change Orientation (cont’d)

Locus of Control: The attitude people develop regarding the extent to which they control their own destines.

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Locus of Control

Internal Locus of Control:

“I was the cause of the success or failure.”

External Locus of Control:

“Something else caused the success or failure.”

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Internal: Reinforcement received to be contingent on their own actions.

External: Interpret reinforcement as a product of outside forces.

Internals are: less alienated from their work environment, more satisfied with their work, have better relationships with their managers, enjoy better health. And experience less job strain and more position mobility.

More likely to be leaders and groups led by internals were more effective than those led by externals.

Internal Locus of Control

Associated with…

Managerial success (at least in North America)

Less alienation from work environment

More satisfaction at work

Less stress

More position mobility

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External Locus of Control

Most commonly found in managers from Eastern cultures

Tend to use coercive power more than internal leaders

Perform poorly in stressful situations

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Personality

Personality: The relatively enduring traits that makes an individual unique.

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Determinants of Personality

Some of our personality may be attributed to biology and genetics

However, people can make changes to their personality if they are determined

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Personality Traits

The Big Five Dimensions of Personality

Extraversion

Agreeableness

Conscientiousness

Neuroticism

Openness

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Inclined toward gregariousness and sociability instead of quiet and reserved.

Extent to which people are friendly and affable as opposed to being disagreeable and aggressive.

Extent to which people are careful, task oriented, and orderly as opposed to being disorganized, flexible, and unreliable.

Extent to which people are emotionally fragile, negative, and fearful as opposed to being optimistic, positive, and emotionally stable.

The extent to which people are curious and open to new ideas as opposed to being rigid and dogmatic.

Core Self-Evaluations

Core evaluations subconsciously influence people’s appraisal of themselves, the world, and others.

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Core Self-Evaluation

Four Components

Self-Esteem

Generalized Self-Efficacy

Neuroticism

Locus of Control

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The extent to which people see themselves as capable, successful, and worthy.

The sense of one’s ability to perform across a variety of circumstances.

Reversed scored. The tendency to have a negative outlook and pessimistic approach to life.

Extent to which a person can control his/her own experiences.

Core self evaluation scores tend to be a very important predictor of personality differences, job satisfaction, job performance, and life happiness.

When people have developed a positive self regard--- when they feel valuable, capable, stable, and in control---they tend to function better at work, in relationships, and in life.

The Effects of Core Self-Evaluations

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Self-Awareness and Managerial Implications

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Behavioral Guidelines

Identify your sensitive line

Use the dimensions of national culture to understand differences between your values and those of other cultures

Identify a set of principles on which you will base your behavior

Seek ways to expand your cognitive style, tolerance for ambiguity and locus of control

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Behavioral Guidelines

Enhance your emotional intelligence by monitoring your responses to others

Develop your core self-evaluation by capitalizing on strengths and accomplishments

Engage in honest self-disclosure

Keep a journal for self-analysis

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