Developing Managerial Skills: Reflection on Traits and Qualities

Introduction
With the changing and diversified development of industries, every organisation strives to
stand unique in the competition and wants to achieve a success both in terms of monetary as
well as reputation. This is only possible when the organisation have innovation as their exist a
cutthroat competition in the ramified economy. However, the innovation ideas should have a
powerful Human resource with experienced workforce. The reflection essay brings out
discussion on skills of manager and how to develop them while opting for a career. A
manager should be jack of all the traders as a manager undertakes to perform not only his
responsibilities but also supervises members of the team. I started leaning through my
inspirational role models that the authority and autonomy undoubtedly brings accounting and
responsibility. All the artefacts emphasizes on why do we just work. Is this the reason that we
just work to earn a livelihood (Pomeroy, 2015).
Qualities of an manager
Manager has to be an effective to achieve organisational objectives. He should pay attention
to management facets such as leadership, a good communicator, and motivator. A manager
should ensure that how employee performs their tasks as per the organisational objectives
effectively and efficiently. The artefact focuses on the importance of emotional intelligence
for a manager. EI is the capability of a manager to identify and manage the emotions of
others in the organisation. EI focuses on the ability to harness emotions, cheering up the other
people, which can include and regulate emotions to solve problems. The key functions that a
manager needs to address effectiveness in their career is an effective leadership, clear visions,
motivation, and forming the strengths of the team by having a deep insight in ethnicity and
cultural background (Abeysekera, and Dawson, 2015).
The dynamic business environment requires the leaders who are strong and effective
communicators. I, as a manager will try to understand the strengths and opportunities to

develop expertise in knowledge. A management is an activity that manages and coordinates
the operations of business to achieve the organisational goals and objectives. The size and
level of managing the organisations depend on its size. The artefact and source focuses on
effective decision-making. The source describes the seven-stage model, which is generally
used in groups, teams, and organisations. Decision-making plays an important role in
forwarding the business operations; it is not only concerned with the expansion of business
firms but also considers decisions regarding regular activities (Wlodkowski, and Ginsberg,
2017).
To solve a particular problem, all the alternate possible solution includes brainstorming and
idea generating process. A manager should be effective and efficient enough to have
expertise knowledge in all the areas in which the required workforce works. It is believed that
a manager has more responsibility because a manager enforces and promotes the activities to
achieve organisational goals (Abedi et al., 2016). To develop traits of a manager, I studied the
HR theories in my learning process to understand how time management and risk
management affects the organisational objectives. A manager gathers the up-to-date and
relevant information for decision-making. The process of decision-making requires
appropriate knowledge of statistical tools because insufficient knowledge can lead to serious
consequences resulting into wrong decisions (Thebalancecareers, 2018).
The artefacts highlights the responsible phase of all the employees by claiming accountability
in their workplace. It is reported in the artefacts that a manager believes that more than half of
the employees avoid responsibility. Accountability has become a major issue in the
workplace, which leads to mistrust and low morale between the employee and the manager
(Lorincová, and Lelková, 2016). Low morale and devaluation among the employees can lead
to low productivity. Employees can never be comfortable with a dominating and autocratic
leader. A leader should have the traits to lead the organisation as well as become an example

for the employees. A manager should be frank enough to listen to the idea and innovation to
add value addition in the environment of operations where motivation can increase the
efficiency of the employees. Reward system can add inspiration among the employees in
order to grab the incentives, rewards, and awards (Fairhurst, and Connaughton, 2014).
Apart from the Myer-Briggs theory is an adoption of psychological theories that is based on
16 personality types and each type has four preferences to deal with such as People and
things (Extraversion) and introversion. The preferences is based on facts, reality, potential,
logic, truth, relationships, value, judgement, perception, and possibilities. Combination of
extraversion and introversion directs the energy of a manager to deal with things, situation,
and people and the outer world (Joseph et al., 2015). Whereas, introversion deal with inner
world such as idea, explanation, beliefs and information. I would opt for the extraversion
where I can be more into my work with the support of employees. As to deal with the
external environment through situations and interacting with people outside, it would enable
me to become an effective and good communicator because I would learn from other`s
experiences (Teamtechnology, 2018).
A second pair of sensing and intuition where sensing preferences deal with facts and to build
a clarity you describe what you see. Whereas, intuition prefer to deal with the new
possibilities, look into unknown situations, deal with ideas, and anticipate the risk, which
cannot be obvious. I would develop sensing because intuition will create unnecessary risk,
which might not remain valid with facts (Deursen et al., 2015). Another combination of pair
of thinking and feeling, third pair reflects the process of decision-making. A manager should
have objective logic, detached approach, and analytical mind to plan a well-structured
decision and then judge. Judgmental differs from judging, they both have different criteria.
To maintain the flexibility, people generally prefer decisions that are based on the preferences
(Tourish, 2014).