Effective Management: Prioritization, Skill Development, and Goal Setting

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).