Developing Skills for Effective Management in the Field of Education

The provided content discusses the importance of developing interpersonal skills such as leadership qualities, time management, stress management, and motivation in a particular field or industry. The study highlights the need to prepare a plan with objectives, timeline, and activities to enhance these skills under the guidance of specialists and review it regularly. Additionally, the content emphasizes the significance of diversity management and includes references from various books, journals, and online resources to support the findings.

PERSONAL MANAGERIAL
EFFECTIVENESS

TABLE OF CONTENTS
TASK 1............................................................................................................................................1
Introduction..................................................................................................................................1
Literature Review........................................................................................................................1
Discussion and Analysis..............................................................................................................3
Conclusion and Recommendations..............................................................................................5
TASK 2............................................................................................................................................7
Introduction..................................................................................................................................7
Discussion and Analysis..............................................................................................................7
Personal and Professional Skills................................................................................................10
Diversity Skills Audit By Applying the Managing Diversity Diagnostic Framework..............12
Conclusion and Recommendations............................................................................................12
REFERENCES..............................................................................................................................14

TASK 1
Introduction
Organizations perform number of operations with an aim to establish a prominent
position in the market place. Success and development of the firm depends on the efficiency of
higher authority in which they utilize resources and manages them effectually. One of the crucial
determinants that decide the productivity of organization is the personal and managerial
effectiveness. It is the combination of both leadership and management through which higher
authorities set goals, make decisions and articulate visions. Further, by enabling personal
managerial skills, organization is able to achieve goals and targets. At present, organization
works with diverse workforce in which it is required to manage people that belong to different
cultural backgrounds. Business group operating in different places encounter distinct cultures
that are prevailing in respective countries. Organizational performance significantly gets
impacted by the culture of nation. It gets affected in different dimensions specifically in its
operational functions and managerial activities (Krajewski, Ritzman and Malhotra, 2013). It can
be assessed by using Hofstede's cultural dimensions model. By stating nation's culture in
different dimensions, it enables an easy understanding of its impact on organizational
performance. This systematic and planned approach leads to the assessment of international
management and on deriving better results. Report focuses on different aspects of correlation
between culture and beliefs of nation and performance of the organization. In that respect, a
hospitality group, that is, Ritz-Carlton Hotel Company LLC is taken into account. It is a luxury
hotel chain that operates in 29 different countries and deals with diversity management.
Literature Review
Culture of nation refers to the values and beliefs possessed by individuals that are living
in a country. This reflects an ideology endowed by countrymen and the manner in which all their
operations are implemented. Each country has its own culture which is framed and evolved after
undergoing through several stages of historical developments. With the increase in globalisation,
boundaries between countries have been marginalized. Hence, there are many business entities
which function in different countries that are having its ventures around the globe. With regard to
this, they possess diverse workforce in nature having employees from many parts of the world
with distinct functional capabilities and skills (Cottrell, 2011). Heterogeneous workforce helps in
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the development of an important segment of operations, that is, diversity management in a firm.
In order to study this, Hofstede’s model of cultural dimensions is used. It analyzes the impact of
nation's culture in four dimensions that are power-distance, uncertainty avoidance,
individualism-collectivism and masculinity-femininity dimensions. It assesses the employee’s
values and behaviour on worldwide basis by considering the specification of each country.
According to Huber, (2013) it has been stated that this model effectually analyzes the
situation prevailing in different countries. Analyzing different dimensions with respect to the
selected country UK, impact of nation's culture on organization's performance can be evaluated
like power-distance measures the degree in which hierarchy among different levels of the firm
exist. It checks the distribution of inequality of power among different members of the
organization. In UK, there is less degree of power-distance index which states that in an
organization, each employee is treated equally with allocation of similar level of authorities and
rights to speak. Hence, any organization operating in UK experiences the culture of equality
which increases the performance level of employees. On the other hand, according to Keller,
Parameswaran and Jacob, (2011), low degree of power distance affects the regions negatively
where employee demands the system in which everybody has its own place and their tasks that
are required to perform and are clearly stated. Example of a country that possesses high degree
of power-distance is UAE where inherent inequalities are reflected in culture.
According to Wiig, (2012), one of the crucial factors that affect the performance of
organization is uncertainty avoidance. It reflects the nature of country to deal with the
anonymous or ambiguous situations. Taking the reference of selected country that is UK, it has
low score in the factor that states about the nature of avoidance of uncertainty which means that
country possesses the tendency to get prepared to deal with the strange situation with which it is
not aware. Further, it has been accounted that existence of less degree of uncertainty avoidance
induces the performance of organization that desires to get established at that place. Due to low
resistance power, it minimizes the cost of further adjustments. However, according to the views
of Sallis, (2014), there exists a high degree of uncertainty avoidance in some country which is
also beneficial on some grounds. For instance, UAE is high on the index of uncertainty
avoidance which means that country is resistant towards the change possessed by outsiders. As
per the values of employees, they have busy nature and cater to achieve materialistic goals and
needs. They are not ready to accept change with respect to the acceptance of organization with
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which they are supposed to compromise with the qualities such as punctuality, hard work and
precision.
According to Hartnell, Ou and Kinicki, (2011), factor that affects the performance of
organization significantly is Individualism. It refers to the extent in which interdependence with
the society exist in the country. There is high degree of individualism that exists in the selected
country UK. It refers that an individual is associated with society in terms of achieving goals and
targets. Each individual has different approach towards accomplishment of targets and desires.
When an organization enters to these regions, it has to make efforts for its establishment. On the
other hand, articulating the views of Belbin, (2012), it is stated that low degree of individualism
in country states that employees work in a collective form. Hence, organization intending to
establish in regions such as UAE which has low degree of individualism and people follow the
idea of adopting collectivism. Policy framed will be uniform in nature without any sub clauses
and divisions.
Last factor about nation's culture that dominated organizational performance is the nature
of beliefs that prevails in the country. It can be stated in terms of masculinity and femininity.
Masculinity refers to the countries driven by the success, achievement and competition. On the
other hand, femininity states about the quality of life. It is about liking the work which is done by
employees. Both features contrasting in nature also affects the performance of organization’s
working. Countries such as UK are masculine in nature which states that countrymen have the
values that is being focussed towards work and to possess clear performance ambition. This
results in the enhancement of efficiency and productivity of organization in a considerable
manner (Watson, 2013). Countries with the dominance of femininity have the focus on
organizational capabilities rather than on achieving outcomes. At the same time, there are
countries which are moderate in nature such as UAE in which both types of employees exist with
no dominance of any single group.
Discussion and Analysis
Organizations having diverse workforce enables higher authority to manage diversity in a
lucrative manner. It further derives significant results and outcomes for the organization in
different dimensions. It facilitates the firm with various benefits that affect the profitability and
productivity of organization by trickling down its effects on other dimensions of the enterprise.
For that purpose, Ritz-Carlton is taken into account. Ritz-Carlton is the chain of luxury hotels
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and resorts around the globe in 29 countries. In order to create last memory for the guests, Ritz-
Carlton appoints exceptional employees for different departments. In that, it has not kept any
resistance for the appointment of employees from any country. Hence, workforce of Ritz-Carlton
is diverse with people belonging to different groups. Management of organization has the focus
of enhancing efficiency and productivity with effectual management of resources. In that
process, one of the crucial elements is the diversity management in order to maintain harmony at
the place and to derive optimum results and outcomes (Child, 2012). There are many benefits of
diversity management which accrue significant results to the organization.
Increases the domain of talent base
Recruiting employees from different regions and backgrounds enables the organization to
have talented employees without limiting to any particular section. Thus, it proves to be very
helpful in selecting efficient and capable employees to provide personalized and thoughtful
services. Further, it makes recruitment easier due to wide availability of applicants. It is
beneficial in the environment of fierce competition and volatile market situation.
Enhancing creativity and innovation
Inculcating employees from different regions derives innovative and creative solutions
for different process and activities. Each employee has different cultural and professional
backgrounds and hence, it is endowed with diverse knowledge and skills (Burke, 2013). When
they are pooled into one organization, it results into effective solutions and ideas.
Consolidate large market
One of the direct impacts an organization face is the enhancement of share in the global
market. Ritz-Carlton established in different corners of the world with diverse workforce is able
to communicate with the people of respective regions and connect with them effectively. Healthy
conversation and interaction enables the organization to consolidate with larger number of
people and makes prominent position in hospitality industry by providing distinguished services.
Avoid high turnover
Organization is hiring diverse workforce that is employees belonging to different
backgrounds. It proves to be beneficial with low scores in index showing employee’s turnovers.
Turnover is high in degree in which group of employees has uniform choices and preferences
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along with the similar kind of needs. If these requirements are not fulfilled in an appropriate
manner, it leads to high turnover of employees with increasing speed. On the other hand,
organization such as Ritz-Carlton has diverse workforce and thus having employees with
different needs and requirements. Hence firm adopts different steps to retain them. With an
inclusive approach, all the needs and requirements are addressed (Siemens, 2014). Ritz-Carlton
has developed different policies and practices to implement the commitment towards
management of diversity.
Technical advancements
Inculcating employees belonging to different technical backgrounds leads to
enhancement of efficiency and productivity of organization by utilizing their skills and
knowledge, improvement in the delivery of services and enabling good communication with
large number of clients.
Along with benefiting the organization, there are many challenges faced by Ritz-Carlton
which act as an obstacle in diversity management. One of the crucial factors that hinder the
effectiveness is communication barrier. People belonging to different culture and ethnicities
possess different atyles of communication. Hence, it becomes challenging for management to
communicate with each employee effectively. Secondly, it is imperative to prepare an effective
plan to manage the diversity in order to derive optimum results. Many times, organization falls to
make plans as per the requirements and fails to address every clause and element which leads to
the considerable amount of loss. Lastly, Ritz-Carlton faces challenges with respect to the
behaviour of some employees who have resistance towards the people from different culture and
backgrounds (Stahl and et.al., 2012). In that situation, organization has to deal with high degree
of conflicts and disputes which are occurring in the firm.
Conclusion and Recommendations
By the above study which is made with respect to the impact of nation's culture on the
performances of organization, various dimensions are being assessed. For the purpose, culture of
UK and for comparison, UAE is taken into consideration that further imparts its effects on the
firm desiring to work in the region. In that, factors such as uncertainty avoidance, masculinity,
individualistic and power-distance are considered. It can be inferred that relatively UK is more
resourceful for organizations to work. Further, benefits of diversity management are elucidated
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with reference to selected organization, Ritz-Carlton which states that in-spite of facing certain
challenges such as disorganization, lack of proper communication and resistance towards
change, Ritz-Carlton has been facilitated with diverse workforce that accrue increased market
share, low employee turnover, technological advancements, better recruitment and enhancement
of creativity and innovation.
In order to enhance the results and outcomes, various steps can be adopted with respect to
diversity management such as identifying and acknowledging different kinds of diversity;
enabling better communication, making understand value of diversity to employees; adopting
effectual diversity management strategy and planning and building the environment of trust and
support in the organization.
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TASK 2
Introduction
In the present scenario, due to advancement of technology and increased connectivity,
competition has become fierce in nature. Changing trade situations and volatility in market has
made the organizations to hire employees which are possessing skills and talents that fit as per
the professional standards. In that regard, each individual caters to develop talents and
knowledge to establish its prominent position in the market. For that purpose, a systematic and
planned approach is adopted that is personal development plan. It is a structured way of
proceeding towards the enhancement of personal attributes which are required for career
progression and self improvement. This is a set of activities prepared under the supervision of
specialists and expertise in the fields with certain segments such as identifying goals and targets
that are to be achieved; analysing current situation and future needs and making plan to convert
the desired goals and targets into actions by sectioning into short term and long term objectives
with a particular time frame (Evertson and Weinstein, 2013). Further, frequent monitoring and
reviewing along with the required updating makes the plan more effective. Report is prepared to
audit the current diversity skills and to prepare the managing diversity diagnostic framework.
Discussion and Analysis
I am aspiring to pursue my career in hospitality industry as a HR manager. Realising the
need of effective recruitment to the upliftment of organization and to enhance profitability and
productivity of organization, I would like to bring efficiency in the skills and talents of
employees. For that purpose, I have prepared development plan in different segments that
inculcates into desired goals and activities which are required to be done with respect to the
obstacles encountered in it and the particular time frame.
Goals Activities needed to
be done to achieve
Obstacles Time frame
To imbibe theoretical
knowledge about the
management
hospitality industry.
 Attending
professional
courses.
 Practical
 Seeking authentic
and reliable
sources.
6 Months
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To gain knowledge
about different
components of human
resources.
experience.
To develop
interpersonal skills.
 Identifying needs
and requirements.
 Developing
attributes to the
selected industry
and organization.
 Methods adopted
to identify needs
are not precise and
reliable.
5 months
Enhancing
relationships and
networking.
 Developing
proficiency in
communication
skills.
 Building relational
constructs.
 Unable to
communicate with
people due to
nervousness and
consciousness.
3 months
There are certain goals and targets which are decided with respect to the accomplishment
of desires. Fundamentally, I have three goals that are to be achieved and for that, set of activities
are mentioned under a particular time frame and hindrances are occurring in the process as well.
Gaining knowledge
The foremost step to proceed further is gaining theoretical knowledge about the industry
and work profile in which I am willing to work. This is processed in two stages that is
acquisition of theoretical knowledge and practical experience. Theoretical knowledge is gained
by reading books and surfing through internet from authentic sources. Theoretical knowledge is
not sufficient to proceed, practical application is imperative. It can be gained by getting training
under the supervision of expertise and specialists in the field. It is required to be completed in the
time frame of 6 months. While processing, seeking authentic sources and reliable content is the
major challenge. Imbibing intimate knowledge about the field helps in establishing distinguished
position in the market. With the application of certain principles and scientific theories, better
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and effectual models are framed. It creates the base for further process (Hoffman and et.al.,
2011).
Developing interpersonal skills
While working in any organization, interpersonal skills play a crucial part in getting
success and growth. It refers to the ability to get connected with the people that can be processed
by attaining certain attributes such as leadership skills, time management, decision making,
problem solving and stress management and other related. It is implemented by identifying the
current situation and future needs as per the situation and joining professional courses for that. It
is required to be completed in the time frame of 5 months with covering the obstacles such as
using precise plan and methods. In the present scenario, when along with knowledge and
information about the related field, other skills and talents are required by organization,
acquisition of interpersonal skills play a considerable role in career progression.
Networking and connectivity
Nowadays, when there is high degree of personal and professional interaction, it is
required that I develop an effectual networking and relationships with people. For that purpose, I
need to get involved in group discussions and can communicate with people to get engaged in
concerned field by overcoming with the hindrances such as ineffectiveness in communicating
with other and similar reasons in the time frame of 3 months. Relationship and networking leads
to widening of domain of working and operational areas with different trading partners, suppliers
and other concerned institutes.
Short term, medium term and long term goals
With reference to the above goals, short term, medium term and long term objectives are
framed.
Short term goals Time frame
Attending professional courses for bringing proficiency in
communication skills.
3 months
Acquisition of technical skills through reading books and journals. 3 months
Medium term goals Time frame
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Internship for practical experience of concerned field. 6 months
Connecting with large number of people for wide consolidation. 5 months
Long term goals Time frame
Increase the domain of networking and connectivity. 1 year
Become proficient with interpersonal skills. 1 year
Short term, medium term and long term objectives are framed with respect to the goal of
attainment of adaptability with the work and profession. Short term objectives are to be fulfilled
in the time frame of 3 months. It is described in two different fields such as for developing
interpersonal skills and gaining technical knowledge. Desired skills are developed within time
frame of 3 months by joining the professional courses. Through scientific approach and methods,
it can be gained in a lucrative manner. Medium term objectives are framed that are needed to be
fulfilled in the span of 6 months. It is attained in the form of practical knowledge through
internship and training under the expertise and specialist in the field. It is attained by getting
training at the organization of concerned field. Further, long term objectives state a
comprehensive goal that is to be achieved with a wide vision and mission. In order to execute
them effectively, the plan is evaluated on a frequent basis through precise monitoring and
reviewing. It is done under the guidance of mentors and also, plan is updated as per the
requirements and changing scenarios. Skills and talents are added with respect to the need while
proceeding in the following steps (Hartnell, Ou and Kinicki, 2011).
Personal and Professional Skills
Skills that help in the development of personality for the self improvement of an
individual are referred as personal skills. It is generally developed by articulating the experiences
attained so far in the previous time period. Professional skills are the attributes that affect the
operations and performance of an individual at all areas of working. Professional skills are
developed through joining professional courses or diplomas. There are certain personal and
professional skills that are crucial for the career progression and upliftment. I aspire to work in
hospitality industry as a HR manager. HR manager is endowed with slew of duties and
responsibilities for which preciseness and perfection in work is essential. For that purpose, below
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mentioned are the prerequisite that aids to establish a prominent position in the organization’s
working in this industry.
Personal skills
Time management
With the large number of tasks to be performed by the manager, it is essential to be
managed by using effective strategies. It can be processed by using methods such as using
electronic planner to detail account of work, prioritizing work as per their importance and
preferences as per the time frame, avoiding procrastinations and delays and delegating work to
subordinates as per their strengths and functional areas (Krajewski, Ritzman and Malhotra,
2013).
Motivation
Motivation is an important attribute that keeps employees dedicated towards works.
Employees can be motivated by using different methods and scientific approaches such as
Maslow’s and Herzberg's theory.
Adaptive to change
At present, market conditions are volatile in nature with frequent changes. In this respect,
it is essential to endow the adaptability to change. Diversity and change is a significant skill that
is required to be possessed by the manager (Hoffman and et.al., 2011).
Professional skills
Leadership skills
One of the crucial attributes that is required in a manager is leading his subordinates
effectively. Organization is a large family of employees which works under the supervision of
their respective managers (Dabbagh and Kitsantas, 2012).
Decision making
Endowing with number of duties and responsibilities requires HR manager to be efficient
in taking decision at regular and crucial times. It involves the ability to resolve problems in an
effective manner to derive better results and outcomes for the organization.
Communication skills
Communication manifests in both verbal and non verbal manner. Proficiency in both the
mediums is essential to work in human resource departments. HR manager is required to
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communicate with the employees belonging to diverse backgrounds and in different departments.
Further, HR managers are supposed to report the happenings to their senior management and
authorities in an effective manner. Good communication skills also help in developing better
relational constructs with other organizations and customers and consolidate them for longer
duration.
Diversity Skills Audit By Applying Managing Diversity Diagnostic Framework
Diversity diagnostic is a planned approach in which through answering different
questions, perception of an employee towards diverse employees can be identified. It is assessed
on three parameters that are focusing on personal working style, identifying degree in which
diversity is valued and the manner in which differences are managed (Managing diversity, 2016).
I have gone through skills audit and figured out the following inferences:
Pursuing the considerable amount of knowledge and information, I have the confidence
of being endowed with sense of doing right things at work but at the same time, I possess the
quality of accepting opinions of others with respect and develop the solution of any problem.
Being professional towards work, I am indifferent towards the ethnicity of cultural background
of any person. Hence, while believing in equality, I do not hesitate in giving genuine feedbacks
to diverse employees and also, at the time of criticism, I prefer it correct to colloquy with the
person to resolve the issue rather than holding back due to their diverse ethnicity (Diversity
auditing and strategy management. 2016).
I value diversity and seek out variety of perspectives without being rigid in-spite of
finding effective solutions. I believe in considering each individual equally and providing them
opportunity with seeking their feedback. All are acknowledged for their achievements as well as
for the areas of improvements. Along with this, I have made certain goals and targets with
respect to the increment in diversity management skills. I am comfortable with all the employees
that are working in the organization and maintain equal relationships with them. I consider that
each culture has its own significance and value and it cannot harm any other, unless it is used in
a wrong manner.
Conclusion and Recommendations
Personal development plan is prepared with the managed approach that is inculcating
several components in it such as identifying current situation and future needs. It states that there
are certain attributes and skills that are required to be possessed in order to pursue any particular
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field or industry. Few are developing proficiency in interpersonal skills such as leadership
qualities, time management, stress management, motivations; attaining knowledge and
information about the concerned field of working and developing relationship and networking.
Identifying the needs and requirements plan is prepared including objectives, time scale and
activities required to be performed. Further, skills audit was done for analysis of diversity
management. From the above study, it can be articulated that to enhance the skills, plan is to be
prepared under the guidance of specialists and needed to review it on timely basis.
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REFERENCES
Books and Journals
Belbin, R. M., 2012. Management teams. Routledge.
Krajewski, L. J., Ritzman, L. P. and Malhotra, M. K., 2013. Operations management: processes
and supply chains. Pearson.
Wiig, K., 2012. People-focused knowledge management. Routledge.
Siemens, G., 2014. Connectivism: A learning theory for the digital age.
Sallis, E., 2014. Total quality management in education. Routledge.
Burke, R., 2013. Project management: planning and control techniques. New Jersey, USA.
Keller, K. L., Parameswaran, M. G. and Jacob, I., 2011. Strategic brand management: Building,
measuring, and managing brand equity. Pearson Education India.
Evertson, C. M. and Weinstein, C. S., 2013. Handbook of classroom management: Research,
practice, and contemporary issues. Routledge.
Cottrell, S., 2011. Critical thinking skills: Developing effective analysis and argument. Palgrave
Macmillan.
Stahl, G. and et.al., 2012. Six principles of effective global talent management. Sloan
Management Review. 53(2). pp.25-42.
Hartnell, C.A., Ou, A.Y. and Kinicki, A., 2011. Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's theoretical
suppositions. Journal of Applied Psychology. 96(4). p.677.
Watson, T., 2013. Management, organization and employment strategy: New directions in theory
and practice. Routledge.
Huber, D., 2013. Leadership and nursing care management. Elsevier Health Sciences.
Dabbagh, N. and Kitsantas, A., 2012. Personal Learning Environments, social media, and self-
regulated learning: A natural formula for connecting formal and informal learning. The
Internet and higher education. 15(1). pp.3-8.
Child, J., 2012. British Management Thought (Routledge Revivals): A Critical Analysis.
Routledge.
Hoffman, B. J. and et.al., 2011. Person-organization value congruence: How transformational
leaders influence work group effectiveness. Academy of Management Journal. 54(4).
pp.779-796.
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Online
Managing diversity. 2016. [Online]. Available through:
<http://ec.europa.eu/justice/discrimination/files/factsheet_business_diversity_en.pdf>.
[Accessed on 18th February 2016].
Diversity auditing and strategy management. 2016. [Online]. Available through:
<http://www.enei.org.uk/pages/diversity-auditing-and-strategy-development.html>.
[Accessed on 18th February 2016].
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