Management: Qualities of a Positive Leader, Strategies for Work and Goal Management, Time Management Tools, and More

This guide on management covers topics such as qualities of a positive leader, strategies for work and goal management, time management tools, and more. It also includes information on personal learning styles, maintaining work-life balance, and the value of participating in networks.

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Table of Contents
Qualities of a Positive Leader................................................................................................................2
Strategies to Ensure Work, Goals, and Activities..................................................................................3
Methods to Access Own Skills and Knowledge....................................................................................4
Maintaining Work-Life Balance and Managing Stress Effectively........................................................5
Techniques of Prioritizing Demands.....................................................................................................5
Tools used for Time Management.........................................................................................................6
Contribution of Performance Management System...............................................................................6
Value of Participating in Networks........................................................................................................7
Personal Learning Styles.......................................................................................................................7
References.............................................................................................................................................9

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Qualities of a Positive Leader
Present a positive attitude
A good leader possesses the quality of a positive attitude so that the employees can also work
with positivity.
Earn and Build Trust
A leader is required to earn trust in order to become the role model for his/her employees. If a
leader has gained the trust of employees then achieving the goals and objectives becomes
easy and employees are also convinced from all the decisions taken by their leader.
Exhibit Integrity
A good role model tends to make decisions for the improvement of the whole team and
business and not only for himself/herself.
Lead and Inspire
A good leader always tries to encourage his team instead of criticized them. Such leaders are
always respected and valued by the team members.
Make Time for Employees
A leader should always establish an effective process of communication among his/her team
members. He/she is also required to make time for employees to know their grievances and
problems (Sanders, 2017).
Support and Encouragement
A leader should always support the innovative and appropriate ideas of his/her team
members.
Stand for Something
A good role model should be fair and objective and also have the courage to stand for the
right things.
Self-Confidence

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A positive role model should also be self-confident and be able to make decisions
confidently.
Strategies to Ensure Work, Goals, and Activities
Directs them away
The main way to keeping everyone focused and goal oriented in to provide them with a
direction to work on. This helps the employees up to a great extent, as they feel monitored
and motivated by their leaders. This also makes them unable to know their accountabilities
and responsibilities towards the organization (Tseng and Lee, 2014).
Effective and Constant Communication
To ensure the completion of work on time, it is required to have an open and effective
communication system among the employees, it would help them to share their problems
with each other and ask for help without any hesitation.
Making Fun
Goal setting should not be overburdened on the employees. Organizing team activities can
help in developing a positive attitude of employees towards each other. This can also help in
the completion of work within the time frame (Chuang, Jackson and Jiang, 2016).
Avoid Multitasking
In order to get positive and accurate results, it is required to avoid provide multitasking work
to employees. In multitasking, the employees are not able to concentrate on a single task and
thus their productivity tends to be distributed which results in negative or inappropriate
results.
Getting Feedback
Getting and providing feedback is the most appropriate technique to ensure the organizational
plans and future activities.
Installation of Discipline
There should be discipline in doing every task and activity to ensure the completion of such a
task on time.

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Performance Management
There should be the arrangement of measuring the performance of all employees so that they
can work in a more dedicated manner to get appreciation to form his/her managers and
leaders.
Track the Progress
The management should track the form the point of view of employees as well as of customer
values.
Methods to Access Own Skills and Knowledge
Performance Reviews
Formal sessions and reviews that are performed at least once a year between employees and
managers to discuss professional development needs and performance can provide a detailed
understanding of the skills and knowledge possesses by an individual. A performance review
can help a person to determine the gaps in skills and knowledge in achieving the goals and
objectives. It also provides an opportunity to introduce a learning plan for the next 6 or 12
months. A person might need some extra training in provided opportunities to develop their
skills with enhanced responsibilities (Nielsen, 2014).
Recognition of Prior Learning (RPL)
It is a formal process that enables a person to analyze their existing knowledge and skills
recognized by delivering evidence of their capabilities such as demonstrations or certificates.
During this process, the knowledge and skills are checked and compared with a list of
specified skills. These skills can be derived from personal competency standards or an
individual’s list of important skills in his/her own manner. Along with identifying the
prevailing knowledge and skills, the process also helps in identifying gaps between the
desired results and actual results (Park et al, 2015).
Feedback from the Employees and Peers
An individual can also access his own skills and abilities by getting feedback from his/her
team members and peers. Such feedback would help him/her to identify leadership skills and
the abilities to keep the team coordinated and with one another.

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Maintaining Work-Life Balance and Managing Stress Effectively
Plan the strengths
An individual cannot be perfect in all aspects of life. Thus he/she should try to use his/her
strengths to perform better at the workplace. For example: if a person is not good at graphic
design or accounts, then he/she should outsource the same to another person. This will help in
saving time as well as to prevent the stress that could be occurred by dealing with the
problem of such scenarios (Bagger and Li, 2014).
Prioritizing the time
The tasks can be prioritized on the basis of four main categories named as:
 Important and urgent
 Not urgent but important
 Not important but urgent
 Neither important nor urgent
By prioritizing the tasks, one can save himself/herself from the situation of being
overburdened. The problem of missing the deadlines can also be resolved by following this
technique of time management (Bochantin and Cowan, 2016).
Stick to the Working Hours
An individual should set the working fixed working hours and should try in the best possible
way to become punctual them. This would help the professionals to concentrate on their
families time and to spend time with them. It will also help is maintaining the physical help
of an individual as they would able to get the food and sleep on time (Agrawal and Lenka,
2015).
Techniques of Prioritizing Demands
Prioritize by Customer Value
The competing demands of employees can be prioritized on the basis that which of the
demands provide customer value in most effective manner. Working out with this technique
is simple and it can be done in a number of ways. Such ways include verbal communication,
written or non-verbal communication, surveying the lack of current facilities provided to the
customers and verifying the consumer’s needs by user testing. The self-demand can also be

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prioritized on the basis of this framework on the basis of the level of effectiveness of such
demands on the personal life. The manager can simply conduct a discussion with the team or
can also use a technique such as “Importance versus Satisfaction”. This framework helps in
comparing the satisfaction and importance of the related to the competent demand (Mayoh
and Onwuegbuzie, 2015).
Prioritize by Profits
The demands of sled and team can also prioritize on the basis of estimated profits of such
demands. The demands that are considered as high profit generating can be treated on priority
over other demands. This framework can be applied in finding out the personal as well as
group demands and can help in good decision making (Mardani et al, 2015).
Tools used for Time Management
Online Calendar:
The online calendar can help an individual to keep track of his/her appointments and can also
help in coordinating and scheduling business as well as personal meetings. These online
calendars can be accessed through mobile phones and tablets in a very easy manner. Such
calendars also have a reminder facility while approaching any special event or meeting or any
other prespecified activity. By using an online calendar in an appropriate manner, an
individual can manage and save his/her time and can become punctual in personal and
professional life (Jarzabkowski and Kaplan, 2015).
Web-based Document Sharing Applications
The use of online document share application can save the time of all the employees and
individuals involved in a project or in a team. Such applications also enable each member to
see the comments and changes made by any other person. These applications provide a
hassle-free way to share the same documents among a number of persons without sending
multiple files to multiple persons (Silver et al, 2016).
Contribution of Performance Management System
Performance management is related to the measuring performance of employees against the
targets given to them. It also includes analyzing the personal behavior of employees towards
the management and other employees. At the time of feedback, the employees get to know

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about the negatives and positives of their personalities. They are also provided training to
improve the same. The training sessions help to grow the personality of employees and they
become more oriented towards their goals and target. Along with this, at the time of
evaluating the performance, employees are compared with each other on the basis of
professional capabilities. This motivates the employees to get their goals as no one wants to
feel inferior because of his/her performance. The employees tend to become more goal-
oriented in the organizations where performance management practices and techniques are
followed on regular basis. Such employees are also found more organized and developed in
their personal life as they are quite active and motivated in comparison to others (Vivares-
Vergara, Sarache-Castro, and Naranjo-Valencia, 2016).
Value of Participating in Networks
Networking is a term, which is being used in business circles from a very long time. It
indicated the process of establishing a joint and beneficial relationship with potential clients
and other business groups. Networking is performed for assisting the organization in getting
more customers and contracts form the industry in which it is working.
For example, when a salesperson interact with new people, they have a positive potential to
become customers which forces the salesperson to develop a relationship with them.
Networking is the main reason for increasing the business of an organization as developing
relationships often have a positive impact on business (Phillips et al, 2015).
Personal Learning Styles
At the time of learning, planning and skills improvement, it is required to have a clear
understanding of the best possible ways in which the knowledge and skills can be accessed
and internalize. Understanding and introspection of self help in increasing the chances of
learning the things one should need to know. Personal Learning styles are one of the most
important aspects of personality. Every individual has a personal learning style for auditory,
visual and tactile learning mediums. A proper understanding of learning style is important to
determine the learning pathways and developing and designing pathways for others. It is
important to learn continuously, for developing greater understanding and new competencies
for the works to be performed in near future (Kirschner, 2017).

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References
Sanders, J.O., (2017) Spiritual leadership: Principles of excellence for every believer. Moody
Publishers.
Tseng, S.M. and Lee, P.S., (2014) The effect of knowledge management capability and
dynamic capability on organizational performance. Journal of Enterprise Information
Management, 27(2), pp.158-179.
Chuang, C.H., Jackson, S.E. and Jiang, Y., (2016) Can knowledge-intensive teamwork be
managed? Examining the roles of HRM systems, leadership, and tacit knowledge. Journal of
management, 42(2), pp.524-554.
Nielsen, K., (2014) Self‐assessment methods in writing instruction: a conceptual framework,
successful practices, and essential strategies. Journal of Research in Reading, 37(1), pp.1-16.
Park, G., Schwartz, H.A., Eichstaedt, J.C., Kern, M.L., Kosinski, M., Stillwell, D.J., Ungar,
L.H. and Seligman, M.E., (2015) Automatic personality assessment through social media
language. Journal of personality and social psychology, 108(6), p.934.
Bagger, J. and Li, A., (2014) How does supervisory family support influence employees’
attitudes and behaviors? A social exchange perspective. Journal of Management, 40(4),
pp.1123-1150.
Bochantin, J.E. and Cowan, R.L., (2016) Acting and reacting: Work/life accommodation and
blue-collar workers. International Journal of Business Communication, 53(3), pp.306-325.
Agarwal, S. and Lenka, U., (2015) Study on the work-life balance of women entrepreneurs–
review and research agenda. Industrial and Commercial Training, 47(7), pp.356-362.
Mayoh, J. and Onwuegbuzie, A.J., (2015) Toward a conceptualization of mixed methods
phenomenological research. Journal of mixed methods research, 9(1), pp.91-107.
Mardani, A., Jusoh, A., MD Nor, K., Khalifah, Z., Zakwan, N. and Valipour, A., (2015).
Multiple criteria decision-making techniques and their applications–a review of the literature
from 2000 to 2014. Economic Research-Ekonomska Istraživanja, 28(1), pp.516-571.

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Jarzabkowski, P. and Kaplan, S., (2015) Strategy tools‐in‐use: A framework for
understanding “technologies of rationality” in practice. Strategic Management Journal, 36(4),
pp.537-558.
Silver, D., Huang, A., Maddison, C.J., Guez, A., Sifre, L., Van Den Driessche, G.,
Schrittwieser, J., Antonoglou, I., Panneershelvam, V., Lanctot, M. and Dieleman, S., (2016)
Mastering the game of Go with deep neural networks and tree search. nature, 529(7587),
p.484.
Vivares-Vergara, J.A., Sarache-Castro, W.A. and Naranjo-Valencia, J.C., (2016) Impact of
human resource management on performance in competitive priorities. International Journal
of Operations & Production Management, 36(2), pp.114-134.
Phillips, W., Lee, H., Ghobadian, A., O’Regan, N. and James, P., (2015) Social innovation
and social entrepreneurship: A systematic review. Group & Organization
Management, 40(3), pp.428-461.
Kirschner, P.A., (2017). Stop propagating the learning styles myth. Computers &
Education, 106, pp.166-171.