Principles and Techniques of Management and Organization

This document explains the principles and techniques associated with various areas of management and organization, including performance measurement, performance management, personal behavior, self-awareness, personal development plan, and personal goal setting. It also discusses the difference between activist, theorist, reflector, and pragmatist learning styles, methods to maintain work-life balance and manage stress, management development opportunities like job rotation and coaching, and work methods and practices to improve personal performance like Johri Window, Eisenhower Matrix, networking, and seeking feedback.

Personal leadership

Contents
Q1. Explain the principles and techniques associated with each of the following areas of
management and organization.....................................................................................................1
Q.2 Explain the difference between activist, theorist, reflector and pragmatist learning styles..2
Q.3 Define two methods that help to maintain healthy work life balance and manage stress.. . .3
Q4. Describe two management development opportunities. In your answer, discuss the
advantages for different individuals taking part in these options................................................3
Q5. Describe the following four work methods and practices that can help improve personal
performance.................................................................................................................................3

Q1. Explain the principles and techniques associated with each of the following areas of
management and organization.
The tools and techniques that are connected with the each of the following areas of
enterprise are termed out in following way that are mentioned as:
Performance measurement-It is defined as set of principles that are needed to be
followed in relation to offer effective improvement, implementation and operations of execution
evaluation system. Therefore, systems of performance measurement are graphic rating scales and
management by objectives etc.
Performance management is a tool that consisted numerous phase to assist the employees
to acknowledge and develop what the company do. For instant, how well employees are
performing if they are accomplishing their set objective, if the consumers are able to fulfill their
needs and where developments are required. Moreover, it is concerned with process
optimization by maximized effectiveness of the work. These activities arise in an incessant cycle,
letting options for enlargement and development of the work activity.
Personal behavior, self awareness and personality traits identification- The key
principle of these terms is comprehensive of earning an acknowledgement and improves insights
into stable feelings, thoughts and behavioral outlines. Along with it, the two system
comprehensive of administrating conducting and finding out personal demeanor is self
awareness and personality skills and quality.
Self awareness is related to improvement an acknowledgement and knowing employees in
different areas as personal values, capability, weaknesses, habits, feelings and many more. It I
about a sense of who the workers are and an objective of the individual that they want to
become. Furthermore, a self awareness permits employee to encourage them and administrate
their stress better, assists them with their intuitive determination devising and enable them to
direct and inspire others more appropriately. Personal behavior is activities of an individual in
response to extrinsic or intrinsic behaviors or manners. It consisted several phases for safe and
effective behavior administration and remaining professional during stimulating conditions. For
instant to be mindful of employees own reaction, utilize favorable self task.
A personal development plan-The motive of PDP is termed out as document that aids to
undertake self determination, personal reflection and aids to appraise capability and weaknesses,
therefore, the techniques of personal development plan are as setting of schedules and to
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determine the success etc. Moreover, PDP is a plan that framed to accomplish employees
personal and professional aims and objectives by including a priority and it is a plan which is
based on the HOW and tools to utilize. A growth and development plan needed concentrates to
assist employees map out a path regarding their version of growth. Also permits them to devise
effective determinations and prevents them from taking backwards phases. A good plan permits
them to reflect to see what they can do effective and more beneficial next time.
Personal goal setting (SMART goal strategy)-A goal is a purpose and objective that
would like to accomplish within a certain time, goals are as form of encouragement that sets the
standards for self fulfillment with execution. The main principle of personal goals setting is as to
devise particular aims that in form of measureable and observable. Therefore, it also aids to
utilization of short term goals to attain long term plans. In order to set personal aims, the efficient
tool is as Smart objectives that develops the outcomes and foster the clear acknowledgement.
There are five principles of goal setting and they are as following:
Accordant to Goal Setting concept, particular goal plus challenging goal equal effective
task execution which states in reference to accomplish the goal require to be more specialize in
describing the aim and have a straight extent of complexity to encourage and challenging but
actual, important and achievable.
Time (4Ds) - The principle of time is to attain the needed aims in set time duration.
Therefore, the tools and systems are as creation of time administration aims and prioritize time
aids to achieve things effectively. An effective manner of implementing 4Ds is to look at daily
task list, to get information that which task has requirement of deleted, finished, delegated and
delayed and then check which task are most essential and requires to be completed. Therefore
again by deleting. This will assist the task that might just have been sucking time.
Q.2 Explain the difference between activist, theorist, reflector and pragmatist learning styles
Activist is referred to those people who learn by doing things. This kind of people has an
open mind and also opens to group discussion and problem resolving. Pragmatists are mentioned
those people who work as to put what they are learning in to the activities. Therefore, they are
experiment with thoughts concepts and tools or systems. Apart from this, reflector is learning
style in which people learns by watching individual and thinking about what is occurring. In it,
learns make observation from gathering information, side lines and several experiences.
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Q.3 Define two methods that help to maintain healthy work life balance and manage stress.
There are two methods that can assist to keep healthy work life balance and assists to
administrate stress such as:
Time management- In order to keep work life balance and to cope up with stress, this is
essential to assure each thing in granted time. Thus, time management is the most valuable
products that direct to people regarding the path of success.
Set career goals- In forms to stay fulfilled, it is important to have forward thinking and must be
equipped with aims and vision of the firm. By setting the goals, people designs that way that aids
to achieve career aims and objective within provided timeframe.
Q4. Describe two management development opportunities. In your answer, discuss the
advantages for different individuals taking part in these options.
Job rotation- It refers to the transfer o one worker from one job to other similar learning
purposes. Before making promotion as administrators, the trainees are turned in the company in
different jobs in a division or function. It assists them in obtaining a wider outlook and
diversification of the abilities that is more essential at top extent of company. The most crucial
benefit is that it allows a good acknowledgement of different practices in a company. It assists
individuals to be get ready for to adopt more accountabilities. Even their capabilities are also
known so their best use can be made out of them.
Coaching- The trainee is placed under a senior administrator who assists in associating issues
and performing in an effective way. The manager assists the individual to obtain knowledge
about the job and assists in developing abilities and tools needed. The administrators work like
coaches and leads that observe, determine and develop the execution of their trainees. This tool
and system of development is quite rewarding. As the administrators learn by doing things and
work. It also generates the growth for high extent integration and quick response on execution.
But this has a limitation also as the employees cannot expect that all effective administrators will
be efficient coaches. Therefore, the efficiency of this tool feels on the capability of concerned
coach.
Q5. Describe the following four work methods and practices that can help improve personal
performance.
(a) Johri Window (Self awareness model)- The Johri window is mentioned as a
disclosure model of self awareness and it is beneficial techniques to develop self
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awareness and designing or framing efficient work relationship with other teams.
This model basically mentions data, views, attitudes, emotions and encouragement
about persons. There are four Johri Window viewpoints that are described as under:
1. What is known by the individual about him/herself and is also known by others- open
area, open self, free area, free self or the arena.
2. What is unfamiliar by the individual about him/ herself but which others know blind
sphere, blind self or blind spot.
3. What the individual knows about him/herself that others p not know hidden area,
hidden self, avoided area, avoided self of facade.
4. What is indefinite by the person about him/self and is also unidentified by others-
unknown region or unfamiliar self.
(b) Eisenhower Matrix- An urgent essential matrix is a simple but efficient technique
and system for prioritizing employees to do list based on the extent of urgency and
essential for each task and work. It is mentioned as the Eisenhower Matrix and
Eisenhower Decision matrix and is one of the simplest time administration plans of
action to impalement. Acknowledging the clear the clear diversification among
urgent and essentiality is the main to acquiring precious results.
Urgent states that a task needs immediate attention. They are things that cannot be put off
and are frequently for others. The unfavorurable penalty of not doing them is instant.
Urgent work is hasty, suspicious, quick, diminutive term and has a less concentration.
Essential tasks contribute to employee’s long term mission, values and aims. They are
sometimes urgent but basically are not. Important practices are positive and direct to long
term advantages. The unfavorable consequences of not performing them tend to
accumulate over a longer period and can then become a issues and complexity.
( c) Networking- It is about transmitting, not taking. It is about building trust and
assisting each other regarding aims and objectives. Frequently involving with sub
ordinates contacts and searching growth options to help to make string the relations. This
can be perform by referring contacts for roles that the person hear about sharing articles
reliable to the interests or career, organizing introductions with mutual contacts and
basically congratulating the individual’s networks through LinkedIn when they reach a
career milestone or get a new job. By doing this, the people sow the seeds of mutual help
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when an individual require assistance to attain aims. Regularly attending professional a
social events will assist in mailing the person’s face familiar. Increasing the profile in
professional circles will also assist the people stand out to recruiters that are always on
the lookout for strong talent and which may be more closely to approach the people with
provide.
(d) Seeking feedback- Obtaining feedback is an essential manner to develop executing at
task. But sometimes, it can be had to search and even complex to hear. One of the biggest
mistakes that is devised by individual in term of assuming things are going perfect. By
not asking, the person is missing out on growth opportunities. For deep response, the
complex, critical response that gives the person constructive manners to make
development. Getting response is about developing the execution, not turning it into a
“you versus them” mentality. The person’s reaction is complex and difficult. This is also
essential if the response is complex to hear and consuming time to digest and activity
before the person respond to assist an individual’s reaction beneficially. Some of the
effective and most delightful response will come from sub ordinates and lead reports.
These are the individual who get to see and interact with individual the most.
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