University Management Research Report: MGMT6012 Assignment Two

This report, prepared for MGMT6012, delves into the challenges managers encounter in the workplace, emphasizing the significance of naturally occurring data from various sources such as emails and conversations. The study utilizes the Gallup strength test to identify the author's strengths, assessing their fit within Coles and critically evaluating their placement within the organizational setting. The report explores the impact of stakeholders on managerial decisions, analyzing the influence of naturally occurring data on behavior, and conducting a personal SWOT analysis. It assesses personal strengths and weaknesses, identifies the importance of continuous improvement for managerial skills, and discusses a plan to avoid feeling misplaced within the company. The report also examines the influence of organizational structure and politics on performance, and the importance of effective stakeholder management. References are provided to support the analysis.

Running head: MANAGEMENT RESEARCH
Assignment Two: Management Research
[Coles]
Name of the student:
Name of the university:
Author note:

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Executive summary
The main purpose of this study is to identify the challenges and constraints that managers face in
the workplaces. In serving this purpose, this study tries to understand the importance of naturally
occurring data coming from various resources like emails, conversations, corporate artefacts, etc.
This study highlights some of the strongest areas in me as obtained from the Gallup strength test.
These findings are being used to identify whether I am in fit with the chosen company Coles. I
found myself as fit on most occasions. The paper also critically assesses whether I am
appropriately placed or misplaced within the organisational setting. The paper identifies that to
feel misplaced within the chosen company is the least recommended activity to follow. Indeed,
this paper constructs a continuous improvement plan to help me avoid any such situation to
occur.

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Table of Contents
1. Introduction..................................................................................................................................3
2. Impact of naturally occurring data on the behaviour...................................................................3
3. Assessment of personal strengths and weaknesses......................................................................4
4. A critical assessment....................................................................................................................6
5. A discussion of self-improvement for continuous improvement................................................8
References......................................................................................................................................12

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1. Introduction
Stakeholders do not have any direct involvement in the management’s decision.
However, they really impact their decisions. Stakeholders have an interest or stake in the
organisation, which is why they want the performance to be at an acceptable level. Stakeholders
ensure that the work environment remains stimulating, dynamic and rewarding. Additionally,
they ensure that the working conditions are also good, so that, employees have enough
cooperation to perform (Henisz, 2017). The main purpose of this project is to think from
management perspectives in an organisational setting. In my view, the managers in an
organisational setting such as in Coles has to face a diverse situation where they are forced to
find ways to deal with the stakeholders and effectively conduct the decision-making activity.
Moreover, the study assesses the learners’ capability as a manager if he gets to work with Coles.
2. Impact of naturally occurring data on the behaviour
The naturally occurring data could affect diverse stakeholders differently. As far as I
know, the naturally occurring data could originate from resources like conversations, corporate
artefacts and emails. The pieces of data as originated from these resources can have different
views and opinions of the stakeholders. I think it is due to this complexity it is imperative for the
management to identify a framework where they can build up a relationship of trust with the
diverse stakeholders. Moreover, I also believe that they should also share effective
communication between them (Lim & Greenwood, 2017).
The naturally occurring data affect the managers differently under distinguished
circumstances. As I understand, the diverse behaviour of managers due to the naturally occurring
data can be understood from studying the management behaviour in the context of Coles. When

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Coles receives bad customer reviews for one or more of its products and services, the store
managers conduct a meeting with staffs to understand the real situation. If they found the
complaints to be true the store managers will communicate the minutes of the meeting to the
general managers in the Store Support Centre. This discussion does not end here but expands
over to discussing with the related stakeholders. This includes but not limited to seeking input
from all the stakeholders to get their feedback on the issue. The list of suppliers for Coles include
Suppliers, Controllers, Advisors, Advertisers and Customers (Wesfarmers.com.au, 2019).
Similarly, corporate artefacts like organisations’ behaviours, attitudes and beliefs also
affect management behaviour. According to me, different organisations have distinguished
attitudes, behaviour and beliefs. This is why the pressure of working as the manager is different
in different companies (Johansen et al., 2015). For example, Coles has a high focus on freshness.
I believe that they give utmost importance to offer fresh foods and vegetables to their target
market (Wesfarmers.com.au, 2019). If they receive customers' complaints about the quality of
products offered to them Coles will ensure that this is repaired on an urgent basis. They will have
communication with the supplier of the product and try to sort out the issue. However, they will
not pressurise them unnecessarily because this will affect the effective relationship between them
and their suppliers.
3. Assessment of personal strengths and weaknesses
Personal strengths and weaknesses can be identified by doing a personal SWOT analysis
of managerial skills. The personal strengths and weaknesses can also be obtained from the
feedback of supervisors, managers and also the colleagues. As far as personal SWOT analysis is
concerned I have used Gallup strength tools to identify the strengths. The Gallup strength tools
suggest that I am good at few skills. These are consistency, harmony, include restorative and

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positivity. As I believe, these skills can be extensively useful in becoming a part of and for
attaining a leadership career in the chosen company Coles. However, there are a few areas where
I will be needed to work especially when I will be at my desired job position. As stated earlier,
my desired job position is to work as the store department manager in one of the stores of Coles.
However, this goal should not stop me from taking more risk and acquiring even a higher
position in Coles or in some other companies. To be able to take the expected risk I must have to
improve on few skills that are very important for a major platform as such a leadership position
in a major company. Moreover, I can classify these skills as my weak zones. These are
innovating capability, leadership skills, problem-solving capability and decision-making skills.
As the Gallup strength tools suggest, I am good at “Consistency”. As far as my
knowledge is concerned, being consistent with things could be helpful in effectively
communicating to diverse people, adopting a range of strategies and implementing these
strategies despite the barriers (Afsar, Badir & Kiani, 2016). Consistency makes me a fit for Coles
provided that I am able to develop other managerial skills as well. In my opinion, the critical
success factors (CSFs) to remain consistent in long-term will be to remain calm and composed
under the diverse business situation, maintain an effective relationship with the stakeholders and
keep identifying the areas of improvement.
The Gallup strength tools identify me as an “Includer”. This means I am good at
including people in groups and promoting a teamwork spirit. I am at an entry level can join Coles
as a store department managers provided that I have prior experience for the post. I am as an
effective “Includer” will be able to keep the motivation of the team members alive during
challenging situations. Any issues related to a particular department in Coles mean the
department manager will be questionable for these things. I am being good as ‘Includer' would

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not just be able to follow an appropriate protocol of reporting and handling an issue but would
also guide people in the right direction. It is like creating an asset for the company while being at
the managerial position (Custódio, Ferreira & Matos, 2017). Includer also makes me a fit for this
position.
I am also good at “Positive Thinking” as being found from the Gallup strength tools. As
I believe, positive thinking is required mostly at times when there is a clash of thought between
the management and employees. In my view, positivity will help to remain more analytical and
objective to a situation (Helfat & Peteraf, 2015). I am as understood from the Gallup strength test
has positivity in me; however, I will be tested for his positivity in diverse business situations. I
should have a proactive attitude to receiving feedback from the higher management officials
(Helfat & Peteraf, 2015). I think feedback will help to identify the weak areas and apply
continuous improvement process.
As identified from my personal SWOT analysis there are areas where I need to work.
These are leadership skills, innovating capability, decision-making skills and problem-solving
capability. I will be able to improve my capability in these areas with my experience in Coles as
one of the store’s department manager. As the manager of a particular department, feedbacks
from my colleagues, my supervisors and the store support manager will help me understand
whether I am improving in these areas or what levels do I still need to cover to overcome these
weaknesses. My weak zones are mostly related to group activities and handling a project. The
project could be anything from just a normal project and making decisions for an innovation
solution to taking care of a crisis situation. I am just needed to give adequate time to me while
being in Coles and attain excellence in dealing with these different areas.
4. A critical assessment

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A well placed or misplaced status will be decided upon my performance being a store
department manager, and consequent lateral and vertical promotions. This can happen that the
performance review process is biased and does not have transparency as well. I believe that
under such circumstances, the organisational structure would not just be the determinant of
performance but also organisational politics. As I believe that despite all these being the facts the
organisational structure cannot or should not be changed. It is to be noted that changing a
company’s structure to promote a more transparent performance review process and to meet a
strategic goal can actually become problematic. This in my view can exacerbate problems rather
than providing solutions to the issues (Ashkenas et al., 2015).
I am in order to feel well placed rather than misplaced should be at a fair distance away
from the employees who use nasty politics to strengthen their position in the company. I believe
that such employees can be problematic for me in numerous ways. I also believe that they can
affect concentration. Under such a political situation, this will become difficult to concentrate on
the work (Cacciattolo, 2015). As far as my opinion is concerned, those employees who are not
diligent but use nasty politics to succeed can spoil the image of other employees in front of the
supervisors. I should stay away from these people as these people are bound to make more
mistakes due to being more focused on somewhere else. I am being good at positivity should be
in control under such circumstances. Moreover, I would find little or no time for worrying about
such issues. I expect that I will have busy work schedules in Coles as there will be more work
pressure.
At Coles, managers believe in gaining a firsthand understanding of the people, process
and culture. I think it helps them work closely with employees. By being able to work closely
with employees they get to know the issues and challenges as faced by employees. The

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information thus gathered is used to give more input to the feedback paper and thereby, asking
more questions to employees (Wesfarmers.com.au, 2019). This is according to me is a good way
to be informed on the self-performance. I think that this will inform on both the positive and
negative areas in me with respect to the workplace demand. Positive feedback will act as
motivation to me whereas negative feedback will encourage for continuous improvement
process. I am good at few skills like positive thinking, harmony, includer, etc. These set of skills
can be helpful in developing professional skills such as teamwork. However, as I believe that the
findings of the Gallup strength test cannot alone help in pursuing a professional career as the
store department manager of a hugely popular company like Coles. The position according to me
rather demands to tackle a wide range of challenges on a regular basis. Indeed, an opportunity to
work with Coles should be a learning experience for me. I should be open to feedback from the
store manager and store support manager.
A situation may arise like I find myself being misplaced in Coles. This happens at times
when a professional face challenges that they have never faced. Being clueless about such
challenges and unaware of how to seek the assistance of seniors in all such situation as I believe
that can ultimately lead to low motivation. To me this is the time when someone feels like being
misplaced or should have given some other responsibility to take care or perhaps the kind of job
is not feasible to the person (Vernuccio & Ceccotti, 2015). According to me, to all such issues
two fundamental strategies should be followed. The one is to identify the right person to seek
assistance from and the other being conducting a continuous improvement process to improve
the areas of weakness (Vernuccio & Ceccotti, 2015).
5. A discussion of self-improvement for continuous improvement

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Working as a store department manager in Coles would require me to have a proactive
attitude towards the continuous improvement process. I think that this is necessary to constantly
work on areas that are less competent in context to the job role. Moreover, the outcomes of the
continuous improvement program can also be communicated to the supervisor-in-charge
(Hutchins, 2016). This according to me will create a positive impression on them. Moreover, this
will also help to get their required assistance on the plan.
I have in this project assumed working with Coles. The possible position for me would be
working as one of the stores’ department manager. However, as I think to be able to get hired for
the position I should have adequate prior experience in the chosen area along with it must also
possess the relevant qualification. I believe that there are certain areas where continuous
improvement is required to become a successful professional. I think that these areas include
effective communication, motivating people to work, promoting teamwork spirit and sound
technological knowledge (Herlina, Syarifudin & Kartika, 2019).
Continuous improvement plan:
Purpose:
The purpose is to conduct the performance improvement plan on a regular basis and
thereby, acquiring the ability to deliver under diverse business circumstances (Dessinger &
Moseley, 2015).
Identifying Opportunities:
The performance improvement plan will help to gain skills those that are utterly required
to be resilient and consistent under diverse business circumstances. I think that this helps to

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leverage the opportunities that come in the form of challenges and trending facts (Dessinger &
Moseley, 2015).
Exploring Ideas:
Furthermore, I believe that the development of a continuous improvement plan does not
just help an individual in developing new skills but also the organisation in improving its
customer service standard (Cohen-Vogel et al., 2015).
Short-term
Goals Milestones and Deliverables Intended Outcomes Timeframe
Effective
communication
 By actively taking part
in meetings, feedback
session and all
 By carefully listening
to the queries of staffs
 By following how
managers communicate
 Interaction
with team
members will
become easier
 Ability to
coordinate
effectively
will improve
1 year from 5th
of July
Motivating
people to work
 By taking part in
problem-solving
sessions
 By spreading positivity
in the group
 Employee
motivation
level will
improve
 Ability to
tackle a team
2 yrs.

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will also grow
Promoting
teamwork spirit
 I am already good at
promoting teamwork
spirit. However, with
passing times more
understanding of
working in teams will
grow
 Ability to
lead teams
will grow and
hence, the
leadership
skills will
also improve
3 yrs.
Sound
technological
knowledge
 To participate in
brainstorming sessions
to know how people
identify and make
decisions on
technologies
 To keep learning about
the technologies that
exist and those that are
emerging
 Technological
development
skills will
grow
4 yrs.
Table 1: Strategic Goals
(Source: As crated by the author)

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References
Afsar, B., Badir, Y., & Kiani, U. S. (2016). Linking spiritual leadership and employee pro-
environmental behavior: The influence of workplace spirituality, intrinsic motivation, and
environmental passion. Journal of Environmental Psychology, 45, 79-88.
Ashkenas, R., Ulrich, D., Jick, T., & Kerr, S. (2015). The boundaryless organization: Breaking
the chains of organizational structure. John Wiley & Sons.
Cacciattolo, K. (2015). Organisational politics: The positive & negative sides. European
Scientific Journal, ESJ, 11(1).
Cohen-Vogel, L., Tichnor-Wagner, A., Allen, D., Harrison, C., Kainz, K., Socol, A. R., & Wang,
Q. (2015). Implementing educational innovations at scale: Transforming researchers into
continuous improvement scientists. Educational Policy, 29(1), 257-277.
Custódio, C., Ferreira, M. A., & Matos, P. (2017). Do general managerial skills spur innovation?.
Management Science, 65(2), 459-476.
Dessinger, J. C., & Moseley, J. L. (2015). Confirmative evaluation: Practical strategies for
valuing continuous improvement. John Wiley & Sons.
Helfat, C. E., & Peteraf, M. A. (2015). Managerial cognitive capabilities and the
microfoundations of dynamic capabilities. Strategic Management Journal, 36(6), 831-
850.
Henisz, W. J. (2017). Corporate diplomacy: Building reputations and relationships with
external stakeholders. Routledge.

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Herlina, E., Syarifudin, D., & Kartika, R. (2019). The Local Knowledge Transfer Based on
Continuous Improvement Implementation at SMEs Group. Journal of Management
Review, 3(1), 277-282.
Hutchins, D. (2016). Hoshin Kanri: the strategic approach to continuous improvement.
Routledge.
Johansen, S. T., Olsen, T. H., Solstad, E., & Torsteinsen, H. (2015). An insider view of the
hybrid organisation: How managers respond to challenges of efficiency, legitimacy and
meaning. Journal of Management & Organization, 21(6), 725-740.
Lim, J. S., & Greenwood, C. A. (2017). Communicating corporate social responsibility (CSR):
Stakeholder responsiveness and engagement strategy to achieve CSR goals. Public
Relations Review, 43(4), 768-776.
Vernuccio, M., & Ceccotti, F. (2015). Strategic and organisational challenges in the integrated
marketing communication paradigm shift: A holistic vision. European Management
Journal, 33(6), 438-449.
Wesfarmers.com.au. (2019). Retrieved from https://www.wesfarmers.com.au/docs/default-
source/reports/wes18-044-2018-annual-report.pdf?sfvrsn=4