Self-Assessment Report: Production Manager Leadership and Development

This report presents a self-assessment conducted by a production manager in an automobile spare parts manufacturing facility. The assessment focuses on the manager's leadership style, particularly its authoritative approach, and its impact on employee relations and organizational performance. The manager reflects on their current position, recognizing the negative consequences of their leadership style, including high staff turnover and poor employee engagement. The report identifies the need for changes in leadership approach, emphasizing the importance of stakeholder engagement and inclusivity in a multicultural environment. The manager evaluates the traits of an outstanding leader in a multicultural context, highlighting the need for adaptability, collaboration, and resilience to ethnocentric ideologies. The conclusion emphasizes the importance of self-assessment in identifying strengths and flaws in leadership capabilities and suggests modifications for operating effectively in a multicultural environment. The report references key literature on leadership and multicultural environments to support its analysis and recommendations.

Running head: SELF ASSESSMENT
SELF ASSESSMENT
Name of the student
Name of the university
Author note

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Activity 5
Introduction
Self assessment and reflection are important activities for an individual seeki8ng to
identify the current position of the same. The changes that are undertaken by the individuals are
critically reliant on their strength of assessing their personality, behavior and approach. Drucker
(2005) stated in a research that improvements in the current performance is facilitated through
the self assessments that are made by the individuals. The assessment of the current position of a
person and the urgency of the environments are important factors that support an individual in
bringing forth modifications in the approaches. In this relation, the research my current position
and the areas that require change is being discussed.
Current position
I am currently holding the post of a production manager in a automobile spare parts
manufacturing facility. I have been into my current job position, in the organization, since a year
and most of the staffs and colleagues are well aware of my short temper. Most of my
subordinates are of the view that they cannot take up courage to discuss their issues with me. I
believe in my prior experience as a production manager in another organization. Maybe, it is
because of the work pressure or other stresses that I feel frustrated and even more depressed to
hold conversation with the subordinates.
I believed in authoritative form of leadership and thereby I look forward to see my
subordinates fulfilling the orders that are made by me and the hierarchy. However, since one
month I can sense that my leadership style was not working on my subordinates. I believe they
resisted over my authoritative approach. In the duration of four months, the organization lost half

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of its workforce from the manufacturing facility of which I was the in-charge. Therefore, I
planned to take a meeting with the existing employees and my subordinates. To my surprise I
found that most of the subordinates did not appear in the conference room for the meeting and
the reason was me. Most of the subordinates holds the viewpoint that I have limited patience of
undertaking communication with them and identifying their problem. Moreover, one of my peers
also remarked me as an ‘yes-person’ for the organization as I do not judge over the decisions
made by the hierarchy but authoritatively implement the same in the structures.
After undertaking the self assessment test, last month, I came to understand that my
approach of leadership is the only reason for the losing inter-trust mutual bonding between the
employees and me. I personally believe that the engagement of the stakeholders in every work
process is crucial for improvements in the organizational performance. However, after assessing
the current position that I and the workforce is going through, I believe that pushing the work
force and showcasing authoritative leadership might fetch negative impression on the workforce.
It might also affect the performance of the organization while increasing the rate of staff
turnover. Therefore, the assessment of my current leadership skills through self reflection
enabled me in identifying the different changes that I might undertake for improving my
performance in my job role.
Critical needs for an outstanding manager in the multicultural environment
The different traits of becoming an outstanding leader in a multicultural environment is
based on upholding the diversity while entertaining inclusion (Mathews, 2016). I believe that the
multi-cultural environment requires an adaptive leader who would manage the different activities
through collaboration and coordination among the workforce and the management. However, I
presume that my leadership style is not adequate for maintaining the inclusiveness due to my

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authoritative style of managing people. Lokkesmoe, Kuchinke and Ardichvili (2016) opined that
the engagement of the stakeholders in the different organizational processes are the chief
qualities of a multi-cultural leader. However, I believe that the work and duties must be enforced
on the workforce while disregarding the issues that are being faced by the same while operating
in their respective job designations. Again, the resilience to ethnocentric ideologies are one of the
greatest qualities of a leader in a multi-cultural environment. Mehta et al. (2016) defined
resilience to ethnocentric ideologies as a concept that opposes being judgmental of the different
cultures based on an individual’s own culture. However, I feel myself a bit inclined towards my
culture and background which is reflected from my leadership approach. The favors that I meet
out to the people belonging to the same culture, as me, have brought about significant issues in
my leadership style. Therefore, I believe that for being an efficient leader in the multicultural
environment I must take steps to develop resilience towards ethnocentric ideologies and build on
the inclusiveness in the design of people management.
Conclusion
Therefore, from the above assessment it might be stated that leadership approach and
design along with resilience towards ethnocentric ideologies permits a manager in sustaining the
multi- cultural environment. A self assessment is being developed as a part of the discussion for
identifying the strengths and flaws in the leadership capabilities of me and the manner in which
the same might be modified for operating in multi- cultural environment.

4SELF ASSESSMENT

5SELF ASSESSMENT
References
Drucker, P. (2005). Managing Oneself. [online] Signallake.com. Available at:
https://signallake.com/innovation/managing_oneself.pdf. Pp.100-109 [Accessed 4 Oct.
2019].
Lokkesmoe, K. J., Kuchinke, K. P., & Ardichvili, A. (2016). Developing cross-cultural
awareness through foreign immersion programs: Implications of university study abroad
research for global competency development. European Journal of Training and
Development, 40(3), 155-170.
Mathews, J. (2016). Toward a conceptual model of global leadership. IUP Journal of
Organizational Behavior, 15(2), 38.
Mehta, A., Yoon, E., Kulkarni, N., & Finch, D. (2016). An exploratory study of entrepreneurship
education in multi-disciplinary and multi-cultural environment. Journal of
Entrepreneurship Education, 19(2), 120.