Learning Logs: Exploring Management Competencies and Theories

This assignment presents a student's learning logs from an Introduction to Management course, focusing on applying the competing values framework to various management competencies. The logs cover topics such as developing and communicating a vision, motivating self and others, managing execution and driving results, championing and selling new ideas, and negotiation. Each week's log analyzes relevant competencies (innovator, facilitator, coordinator, broker) and associated theories (goal setting, expectancy theory, rational goal model, human relations model). The student reflects on personal development, identifying areas for improvement in leadership skills, time management, and negotiation techniques. The assignment demonstrates an understanding of management concepts and their practical application in real-world scenarios. The student reflects on their ability to develop and communicate a vision, identify conditions for motivating workers, manage their time effectively, and use negotiation skills, enhancing their understanding of the importance of these skills for effective leadership.

Running head: INTRODUCTION TO MANAGEMENT 1
LEARNING LOGS
Name:
Institution Affiliation:

INTRODUCTION TO MANAGEMENT 2
Week 7
The competing value framework is one of the most influential and extensive model that has been
used particularly to the organizational culture. In this week there was application of the
competing values framework to this study (Cameron & Quinn, 2011). In this week it was
developing and communication a vision. As a manager in the organization there is need to vision
statement which could speak to the employee, and at the same time encourage them to feel a part
of the team.
In this competency is in the second quadrant. In this quadrant the manager does not control the
employees but rather inspire them. This leads to respect and commitment from the workers and it
is crucial especially in improving the productivity and increasing the productivity of the
organization.
The relevant competency highlighted was innovator and the theory is goal setting that is based
on the adaptability, growth and readiness for the manager (Tong & Arvey, 2015). They are
significant to the manager since they would be inspired and be able to effectively inspire other to
the vision of the organization.
I have discovered various things about myself in this week. I got some ability to craft vision and
at the same try develop and communicate a vision. This has been portrayed from the project
which we were undertaking I was able to guide the team members towards a focused objective to
be able to do the project.
Week 8
In this week reading on my take on the topic there was application of the competing value
framework to the study on motivating self and others. As a manager one of the competencies is
to motivate the employees which in turn affect the productivity positively.
We are in the internal quadrant. In this quadrant the manager are responsible in combining the
right combination of the motivational techniques along with rewards in order to satisfy the
workers needs and encourage them to perform (Ancarani, Di Mauro & Giammanco, 2009).
The competency which is discussed is facilitator and mentor and the theory which we looked at
was the expectancy theory. Based on this theory employees behaves in a given manner because
they are motivated to select a given behavior due to what they expect the result of the behavior
selected would be. As a manager this competency is important since they will identify the
conditions for motivating the workers and works towards that. When the employees are rewarded
based on the performance, they tend to behave in a certain way and they become more
productive.
I have learnt quite many things during this week topic in regards to motivation and this has made
me understand myself better. As a leader I need to channel motivation towards accomplishing a

INTRODUCTION TO MANAGEMENT 3
given tasks. It could be within even the classroom set up, I need to motivate my fellow colleague
in doing tasks and one way would be through motivating which could be intrinsic reward not
necessarily extrinsic. This way I will become a better leader and help change others perspective
to a positive manner.
Week 9
In this week it was on managing execution and driving for the results. There was application of
the competing values framework to this study. In this study the objective is driving and
implementing of the result to get things done (Billmeyer, 2006). The managers need to get done
effectively and efficiently rather than just doing things within the organization.
The quadrant that we are in is the external-control quadrant. The contemporary role of the
managers falls in this quadrant. Their role consists of working productively, managing time and
fostering a productive working environment.
The competency look at is that coordinator and the theory is rational goal model. This
competency makes a good manager because they are able to plan well and be able to manage the
execution of various projects within organization (Quinn, Bright, Faerman, Thompson &
McGrath, 2014). They are able to execute their own time and consolidate their time to meet those
tasks efficiently.
I have discovered about myself that I need to develop this competency, since it would enable me
manage my time well. Over sometime I have not been managing my time well in doing my tasks
and this competency has shaped on my perspective of managing tasks effective and efficiently.
Week 10
This week study on championing and selling new ideas applied the competing values framework.
It highlighted mainly on the substance and the style of communicating in regards to championing
and selling ideas.
The quadrant that is in this study is internal-control quadrant. This quadrant consists of building
and maintaining a power base, presenting ideas along with negotiating of the agreement as well
as commitment (Zohdi, 2017).
The competency which we look at innovator and this is significant to a manager to a great deal.
The manager needs to foster creative environment and create creative changes (Zohdi, 2017).
The competency comprise of the framework which help in improving the quality of the manager
communication and the ability to coach other employees in the organization.
Based on the reading of the study I have discussed that am an innovator. I always foster on
creating an environment and I sometimes offer a creative change. I always do things which could
challenge me to see the blind spot and from this I tend to become creative.

INTRODUCTION TO MANAGEMENT 4
Week 11
In this week study it is on negotiation and in this it has applied the competing values framework.
Negotiation is not limited to any sessions and individual more often negotiate anytime.
The quadrant is the external-flexible. The managers are responsible for facilitating participative
decision making and at the same time making decisions in both personal and professional life
(Kim, 2015).
The competency that was looked at was being a broker or the facilitator. The competency could
be helpful to the manager since they could use it to negotiating (Kim, 2015). They could exert
some impact in the organization especially in knowing what individuals are ready to accept. The
theory of focus is the human relations model where it is based on the cohesion and morale with
emphasis on human resource particularly when negotiating.
From this study I have discovered about myself that I have some negotiation skills. This has been
exhibited in the classroom and outside classroom. For instance, when buying something I tend to
use some negotiation skills to bargain a given item at a discounted price. This study has provided
with comprehensive content which would enhance these skills.

INTRODUCTION TO MANAGEMENT 5
References
Ancarani, A., Di Mauro, C., & Giammanco, M. D. (2009). How are organisational climate
models and patient satisfaction related? A competing value framework approach. Social
science & medicine, 69(12), 1813-1818.
Billmeyer, R. (2006). Strategies to engage the mind of the learner: Creating strategic learners.
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based
on the competing values framework. John Wiley & Sons.
Kim, K., & Kim, J. (2015, August). A Role of Information Security Committee based on
Competing Values Framework. In Proceedings of the 17th International Conference on
Electronic Commerce 2015 (p. 32). ACM.
Tong, Y. K., & Arvey, R. D. (2015). Managing complexity via the competing values framework.
Journal of Management Development, 34(6), 653-673.
Quinn, R. E., Bright, D., Faerman, S. R., Thompson, M. P., & McGrath, M. R. (2014). Becoming
a master manager: A competing values approach. John Wiley & Sons.
Zohdi, T. I. (2017). An agent-based computational framework for simulation of competing
hostile planet-wide populations. Computer Methods in Applied Mechanics and
Engineering, 314, 513-526.