Effective Management: Prioritization, Skill Development, and Goal Setting

This article discusses effective management techniques such as prioritization, skill development, and goal setting. It emphasizes the importance of aligning personal goals with business goals and using technology for efficient working. It also provides tips for improving time management and organizational skills to reduce stress and increase productivity.

Introduction:
The manager’s are required to be systematic, organized and skilled for the effective
management, the main emphasis is on setting and gathering priorities, information analysis and
use of the strategies range for the development of further competences (Klee, 2010). Manager in
an organisation act as the role model for others and the behaviour is analysed and copied by the
other employees working in the organization. For the management of others, the manager should
be able to manage him and the employees and should be focused on the task that is meaningful.
For the achievement of the business goals, there is need that all employees’ goals should be
aligned with business goals that include the skills development and knowledge of filling any
gaps which can occur or continuous seeking to improve their job performance.
Maintenance of the professional competences
There is constant requirement that managers should examine their goals and skills as they are on
right track or not. The manger should ask him that either he has skills and attitude according to
the requirement of their jobs (Klee, 2010). If they have the skills and attitude then do the
preparation for the next job and for the career opportunity. As the mangers are the role model for
their team, there are some simple ways that support being a role model.
Good managers listen more than speak. If the managers have knowledge of both verbal and non-
verbal then he can know about the reaction of the employees and know how he can help best
with his team (Klee, 2010). The best leaders guide the team by the examples. If the manager
represents the attitude and behaviours that he wants from his team then he will establish the
standards for his team. The managers should always follow the rules that are implemented by
them. If they do not do so then it has a negative impact on the team (Klee, 2010).

Many of the people feel stressed in their jobs as they have improper time management and
organizational skills. There are some points that support the organizational skills management.
Allow the employees to be efficient in the chosen job. Let the staff have complete track of the
completed projects, in process projects and the projects that need to be started, as they can
properly manage the resources and time. To be organized, the strong skills of the managers help
a lot as they support time management, projects prioritization and stay on the top schedule
Improve your ability to prepare lists and set goals. It support easy understanding of time structure
through prioritized to do list that is listing of the work according to urgency, deadline and or it
just an alphabet. The capacity of identification of the tasks that will take longer time than the
others and provide the time for the accomplishment is the important personally, academically
and in workplace. Ensure that the personal goals, activities and the plan reflect the
organizational plan and manager’s own accountability and responsibility
For the proper management of the personal work priorities and professional development, the
manager should discover his skills of time management and project management. The manager
should use the SMART concept, key performance indicators, priority analysis, time management
and project management tools for efficient working (Altounian, 2014). The manager should also
use the technology for the achievement of the goals that are aligned according to the
organizational goals.
Answer no 1:

For evaluating the positions as the role model on can improve the skills and the knowledge
through setting goals and alignment of goals towards business goals, Management of time and
work priorities; Seek for the feedback and identification of the development opportunities
Answer no 2:
Personal work Goal for the reflection of organization goal
Goal setting is the powerful motivation of the manager. The managers should follow the
SMART goal setting theory that the goal should be specific, measureable, action-oriented,
rewarding and time bound. There are five principles for the goal setting by taking the SMART
concept further are clarity, challenge, commitment, feedback and task complexity (Goerg and
Kube, 2012).
Clarity means clear goals that are unambiguous and measurable
Challenge means the challenge level as the people are motivated by the achievements, during
setting of the goals, each goal should be taken as the challenge
Commitment means negotiation and approval of each goal from the employee as the agreed
goals reveal to commitment (Goerg and Kube, 2012).Feedback provides the opportunity for the
clarification of expectations, adjustments of goal difficulties and the recognition of the gain.
Task complexity is the special care to the highly complex tasks for the assurance that task does
not turn into an overwhelming task (Goerg and Kube, 2012).
Personal work goal
First frame the picture that the manager wants to achieve in future and identification of the large
scale goals then divide the large scale goals into smaller ones for the achievement of the large
goal, design plan for their achievement and then start working on the same (Taing et al., 2013).

Answer no 3:
After that try to align the personal goals to the business goals direction, there should not be any
clash between personal and organizational goal despite they should favour each other. The
organization goals are always based on key performance indicators that indicate the
achievement of the goals (Taing et al., 2013). KPI should be established to measure the all
organizational aspects such as financial, employee behaviour and performance management,
productivity, return on investment and so on.
Answer no 4:
Take initiative for the prioritization and facilitation of the competing demands for the
achievement of the personal, organizational and team goals (Taing et al, 2013).
It is the essential skill that the manger can use to make the best use of resources and time. This
skill much important when the time is limited but the demands are unlimited. The prioritization
tools are as follows
Paired comparison analysis
It is most useful analysis in which the decision criteria is subjective, inconsistent and vague. It
helps in prioritization trough comparison of each item with the others (Klee, 2010).
Grid analysis
This analysis supports to prioritize the tasks that need consideration of numbers of the factors.
Action priority matrix
This analysis gives the diagrammatic represents the task value of the efforts required (Altounian,
2014).

Answer no 5:
For the management of the priorities and commitment use the advance technology. These
technologies are as follows
Creation of folders for the emails and faxes
Creation of the folders for e-documents
Filing of the e-document in the corrected folder
The folders that are usually used should be placed on the desktop
The database should be arranged in such way that it is oriented and secure. This helps you to get
information regarding your questions (Altounian, 2014).
Design tables
Create forms
Produce reports
Completion of searches and the analysis
Word processor is the best processor that helps in the dissemination of the communicated
information and maintenance of the copy of the event that is going in the organization. These
documents are produced quickly and have improved efficiency and impact in the workplace
(Altounian, 2014).
Online services reduce travelling and time consumption as the video calling help to communicate
the person that works at the distant plant of the organization

Answer no 6:
For the management of the workplace life and stress, the manager should follow the following
tasks
Time management
Time management is a major task for the achievement of the goals. The person who can properly
manage his time can get maximum achievements (Altounian, 2014). The time management tool
is required for the same. First when the manager notices the time running out daily, weekly or
monthly. Effective time management helps the manager to choose which work is to do and
when.
Distribution of the task
Distribute the task according to the skills and educational qualification of the employees. The
manager is not alone in the organization; there is a number of the employees that have different
types of skills but them not enough chances (Altounian, 2014).
To-do list
Try to distribute your task according to their importance and prioritization. If the manager starts
writing his all work according to the importance and uses to do list then it will support time
management personal productivity and achievement of the objectives (Altounian, 2014).
Answer no7:
Many of the people feel stressed in their jobs as they have improper time management and
organizational skills. There are some points that support the organizational skills management
Allow the employees to be efficient in the chosen job

Let the staff have a complete track of the completed projects, in process projects and the projects
that need to be started, as they can properly manage the resources and time
To be organized, the strong skills of the managers help a lot as they support time management,
projects prioritization and stay on the top schedule
Improve your ability to prepare lists and set goals. It supports easy understanding of time
structure through prioritized to do list that is listing of the work according to urgency, deadline
and or it just an alphabet (Altounian, 2014).
The capacity of identification of the tasks that will take longer time than the others and provide
the time for the accomplishment is the important personally, academically and in the workplace.
Ensure that the personal goals, activities and the plan reflect the organizational plan and
manager’s own accountability and responsibility
Answer no 8:
As discussed that obtaining feedback from their work associates is the best way to improve the
skills. As from their feedback, the manager knows about their skills and weakness and also
support the decision making process that which skills are strength and which weakness are to be
improved for the development and achievement of the goals (Altounian, 2014).
Answer no 9:
If the manager thinks that he lacks some skills and attitude that are essential for his development
then he should try to improve them through training, seminars, and conference. The manager

should use different types of policies and practices for their improvement. For the skills
improvement should design a development plan (Altounian, 2014). He should also use the
modern technologies that will help him a lot. He can also take a suggestion from the person that
has skills and attitude. Sometime exercise, music and meditation also help in stress management,
the creation of positive attitude.
Answer no 10:
For the improvement of the skills, the person should use a development plan. In this
development plan, he should first critically analyse his strength and weakness through the
feedback and other suitable methods (Altounian, 2014). After analysis of the skills and weakness
than he should design a development plan that includes training, attending seminars and
conferences, education for example if a person lacks the time management skill and feels stress
then for the skill improvement he should follow the prioritization method, distribution of work,
use of to do list and for the stress, he should do exercise, meditation, and music listening that will
help in relaxation of mind (Altounian, 2014). This development plan should be for a particular
period after that the person again does the feedback and conclude either the plan is working or
needs change or some improvement.
Answer no 11:
For the new skill development, the person should different types of seminars, conference, and
training program and also he can do any additional part time degree or diploma that help for the
same.

References
Altounian, D. (2014). Goal Development Theories and the Use of Terminal Goals in
Organizational Goal Setting. SSRN Electronic Journal.
Goerg, S. and Kube, S. (2012). Goals (Th)at Work – Goals, Monetary Incentives, and
Workers’ Performance. SSRN Electronic Journal.
Klee, G. (2010). Establishment of Outcome-Related Analytic Performance Goals. Clinical
Chemistry, 56(5), pp.714-722.
Taing, M., Smith, T., Singla, N., Johnson, R. and Chang, C. (2013). The relationship
between learning goal orientation, goal setting, and performance: a longitudinal
study. Journal of Applied Social Psychology, 43(8), pp.1668-1675.