Reflection & Personal Skills Analysis Global †Free Samples

Question: Discuss About The Reflection Personal Skills Analysis Global? Answer: Introduction Global management (GM) can be defined as the process adopted by the company to manage business globally with respect to hiring, sales, marketing, operation and finance. This essay will comprise of primarily three parts, the introduction, which will elaborate the aspects to be dealt in the essay, the body and the conclusion. The main body of the essay will comprise of literature review, evaluation and plan which will deal with examination of the global management capabilities in terms of both hard skills and soft skills required by managers in the global environment to conduct the business (Tsui, 2004). The essay further deals with the aspect of personality which is the trait of the mangers and the management has identified five dimensions to it and they are agreeableness, conscientiousness, extroversion, neuroticism and openness to experience. It is known as the Big five personality factors. In this essay my big five personality test result conscientiousness will be the one personality factor that will be focus of my global management skill development as manager (Tsui, 2004). In order to gain global capability, it is essential that manager conduct a SWOT analysis of oneself to know the strength and weaknesses to manage the opportunity and threat in the external environment globally. Thus this essay als o conducts a self reflection by undertaking self assessment to know my global leadership capabilities. It also helps to know the area of improvement. An action plan for improving my global capability skill in the future is also explained with the help of SMART tool. Finally the essay will provide with a conclusion that will brief the aspects which will be discussed in the essay. Literature Review Global management capabilities According to Bcker, Poutsma, (2010), Global management capabilities is the skill set required by the global managers to function effectively in the dynamic and complex global environment. The challenges in the global market including both internal and external force the managers operating globally to cultivate a specific set of skills, values, competencies and culture to improve the effectiveness of the management pertaining to global environment. The review of literature related with globalization state the discussion made by researcher about the global skill sets and it is found that the global mindset is one of the key element required for mangers to operate in the global environment effectively. According to Cohen, (2010), global mindset is considered as the significant skill set by more and more companies for successful global managers. Story and Barbuto, (2011) along with others state that there are umpteen model of global mindset found in the literature that have been proposed but it is evident from the review of literature that there is lack of consensus on any. It is found from literature that though there is an agreement in general where global mindset are considered as cognitive structures essentially but their actual dimension and background are subject of argument among researcher. As stated by Weihrich, Koontz (2005), managers operating in the global platform needs to develop further competencies to enhance global capability and these should include three key competency areas namely self awareness , inquisitiveness and engagement in personal transformation. The review of literature also identifies seven mental characteristics namely self regulation, optimism, social judgement skills, motivation to work in a global environment, empathy, acceptance of complexity and its contradiction and cognitive skills. It also state the three behavioural competencies required by global managers and they are knowledge, social skills and networking skills (Weihrich, Koontz, 2005). But again some scholars make an argument that these skills are required by mangers operating in the domestic market as well. Based on the argument it is stated by some researcher that motivation aspect can be considered as skill set relevant to global managers only. It was also stated further in the review of literature that acceptance of complexity and its contradiction plays a dominant role in the global environment compared to domestic environment. The cultural diversity is another area of concern for global managers. The literature review states that both hard skills and soft skills are essential for global mangers to function effectively. It can be different for different companies and industries. For example core engineering industries may demand technical skill of certain levels (Osland, 2008). Technical ability can be related with the use of equipment and machinery and application of software. On the hand the soft skills plays equally significant role and it include interpersonal skills, initiative and being dependable. The Personality Impact The personality of managers plays a significant role in the way one behaves in the workplace. The Big 5 personality factors helps to understand the personality trait of managers and they are openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism. It is depicted by the OCEAN (McAdams, Pals, 2006). The openness to experience if present in the trait of managers helps him to appreciate art and beauty and reception to novelty and such manager are high on creativity. The conscientiousness if present in mangers makes him to exhibit the trait of perseverance and organization in the work and such managers are hardworking and dependable. The extroversion if present in the trait of managers makes one more sociable and it energize them and such managers are often with other people. The agreeableness if present in mangers makes him trustworthy, compliance and honest and such managers are mild mannered (McAdams, Pals, 2006). The neuroticism if present in the trai t of manager exhibit mood swings and highly emotional and such managers are emotionally unstable. [Source: McAdams, Pals, 2006] Conscientiousness and Global Leadership This is the second element in the OCEAN model related with the Big 5 personality factors and it focus on the concept of perseverance and organization. The manger with Conscientiousness as the personality trait exhibits competence, order, dutifulness, achievement striving, deliberation and self discipline. In context of the global leadership such managers prove to be effective as they are capable of dealing with hardship and life challenges as their competence level is high (Osland, 2008). The trait order makes them apply methodical approach to the task and it goes well with the global professionalism. The dutifulness and self discipline as a trait make them work with values and limit distraction. The achievement striving nature of the trait makes the work hard to achieve the high global target. If the score on this personality trait is high it makes the manger hardworking and dependable while low score makes him laid back and impulsive. There is group of researcher who make an argume nt that though this trait makes the global manager effective but it does not establish the fact that other traits prove ineffective (Brewster, Sparrow, Harris, 2005). There are other factors that also play an important role in making global manager effective. Self Evaluation The self evaluation was based on the Big 5 personality test. The big five inventory (BFI) identified 44 statement related with the personality trait. It was ranked on scale of 1 to 5 where 5 represent agree strongly while 1 represent disagree strongly. The rating of 2, 3 and 4 represent agree, neither agree or disagree and disagree a little. The BFI scale scoring also had R that denoted reverse scored items. The statement was ranked by me using the scale of 1 to 5 to evaluate my personality trait with respect to the big 5 personality factors namely are openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism are openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism. On evaluating the BFI scale scoring it was found that I scored 35 in openness to experience, 44 in conscientiousness, 27 in extroversion, 32 in agreeableness, and 20 in neuroticism. The details are mentioned in the table below and the detailed questionnaire is attached in the appendix 1. The result derived from my Big 5 personality test was real surprise to me as I scored the highest in conscientiousness with 44 though I was of the opinion that I will score highest on openness to experience. From the evaluation of BFI scoring it was evident that I scored the lowest in neuroticism. A high score on conscientiousness state that I am hard working and dependable and low score on neuroticism make emotionally stable. Similarly the stress management competency test was conducted using the same scale of rating. It has three statements namely integrity, managing emotion and considerate approach. On evaluating the score of stress management competency test it was found that I scored 84.71 % and it state that my ability handle stress in reasonable. The details are mentioned in the table below and the detailed questionnaire is attached in the appendix. Plan Plan is the action taken to achieve a set goal. The plan is made more effective by using the SMART goals framework. The Smart goals stand for specific, measurable, achievable, and realistic and time bound nature of the goal. In the case the action plan is made to improve my global leadership capability. Based on the self evaluation conducted above using the Big 5 personality test and stress management competency test it was found that my personality trait is Conscientiousness (Zhao, Seibert, 2006). It has six elements namely competence, order, dutifulness, achievement striving, deliberation and self discipline. I feel I need to improve my achievement striving, and self discipline to enhance my global leadership capability. It will help me aim for higher goal in the global environment and manage the stress related with the challenges in the international business. Thus my action includes two goals and they are achieved with the help of SMART goal framework (Zhao, Seibert, 2006). Growth With the objective of improving my global leadership capability I will develop the action plan to further develop my Conscientiousness with respect to achievement striving so that I will able to achieve the high goal set in the global perspective. Specific By the next quarter I will aim to achieve 10% more growth by adding more customers. This will be done by putting in more hard work. Measurable This will be measured by comparing it with the last quarter result Achievable This is attainable in the sense the quarter is broken down into month wise action plan and each month a growth of 3.3% is aimed. Realistic I will train my team members to establish better customer relationship management with the help of CRM tool and it will motivate them to achieve the growth target. Time bound The time for achieving the goal is next quarter and review will be done every month. Self discipline To improve my stress management skill with respect to managing emotion I need to work on improving self discipline related with Conscientiousness. It will help me to be more considerate towards my team members. Specific To improve self discipline. I will read books on Yoga and other self management books like Seven Habits of highly effective people. Measurable I will measure this by undertaking stress management competency test after reading the book and practicing self discipline for next one month. Achievable - It is attainable as I can buy the book, complete reading it and applying self discipline for the next one month before taking the stress management competency test. Realistic It is really possible as reading book to improve ones skill is most easy thing to do. Time bound The time period for completing this activity is one month Conclusion The significance of global leadership capability and personality in global management should not be underrated. It is not enough for the manager to have the domain knowledge and technical skill or the multi culture experience although they help the global manager in being effective. It is essential that the global manager needs to work on the global management and personality aspect to be more successful (Cabrera, Bowen, 2005). As stated in the literature review it suggested that the global manager needs to develop global mindset and improve the hard and soft skill. The soft skill namely interpersonal skill, initiative and being dependable. The motivation and acceptance of complexity and its contradiction also are important capability needed in the global environment. On the other hand the big 5 personality factor is important to understand the personality impact. It identify five personality namely openness to experience, conscientiousness, extroversion, agreeableness, and neurotic ism that impact the global manager. In my case it is observed from the BFI scoring that my personality trait is Conscientiousness and my stress management score is 84.71%. I need to improve on achievement striving, and self discipline to enhance my global leadership capability and it was done by setting two goals. It will make better global manager (Levy, et al., 2007). References Bowen, D. E., Inkpen, A. C. (2009). Exploring the role of global mindset in leading change in international contexts. The Journal of applied Behavioral science, 45(2), 239-260. Brewster, C., Sparrow, P., Harris, H. (2005). Towards a new model of globalizing HRM. The International Journal of Human Resource Management Group, 16(6), 949-970. Bcker, J., Poutsma, E. (2010). Global management competencies: a theoretical foundation. Journal of Managerial Psychology, 25(8), 829-844. Cabrera, ., Bowen, D. (2005). Professionalizing global management for the twenty-first century. Journal of Management Development, 24(9), 791-806. Cohen, S. L. (2010). Effective global leadership requires a global mindset. Industrial and Commercial Training, 42(1), 3-10. Levy, O., Beechler, S., Taylor, S., Boyacigiller, N. A. (2007). What we talk about when we talk about global mindset: Managerial cognition in multinational corporations. Journal of International Business Studies, 38(2), 231-258. McAdams, D. P., Pals, J. L. (2006). A new Big Five: fundamental principles for an integrative science of personality. American psychologist, 61(3), 204. Osland, J. S. (2008). Overview of the global leadership literature. Global leadership: Research, practice, and development, 34-63. Story, J. S., Barbuto Jr, J. E. (2011). Global mindset: A construct clarification and framework. Journal of Leadership Organizational Studies, 18(3), 377-384. Tsui, A. S. (2004). Contributing to global management knowledge: A case for high quality indigenous research. Asia Pacific Journal of Management, 21(4), 491-513. Weihrich, H., Koontz, H. (2005). Management: A global perspective. Tata McGraw-Hill. Zhao, H., Seibert, S. E. (2006). The big five personality