Organisational Behaviour (MAN201) Self-Assessment Report & Analysis

This report presents a comprehensive self-assessment of the author's leadership skills within an organizational behaviour context. It begins with an introduction emphasizing the importance of self-reflection in professional development. The report then reviews the findings of the self-assessment, highlighting strengths such as communication skills, adaptability, and a focus on innovative ideas. It also identifies weaknesses, including a lack of technical knowledge and impulsiveness in managing deadlines. A critical self-assessment follows, examining team motivation, decisiveness, integrity, and cooperation. The author advocates for a participative work culture, improved decisive abilities, honest communication, and a cooperative team environment. The recommendations section suggests addressing the lack of technical knowledge through mentorship and interaction with technical teams, as well as managing impulsiveness through a calm and composed approach. The report concludes by summarizing the findings and emphasizing the importance of self-awareness and career planning for achieving long-term leadership goals.

ORGANISATIONAL BEHAVIOUR

Table of Contents
1.0 Introduction..................................................................................................................3
2.0 Review on the Findings of the Self Assessment.........................................................3
3.0 Critical Self Assessment..............................................................................................5
3.1 Team motivation.......................................................................................................5
3.2 Decisiveness............................................................................................................5
3.3 Integrity.....................................................................................................................6
3.4 Cooperation..............................................................................................................6
4.0 Recommendations.......................................................................................................7
5.0 Conclusions.................................................................................................................8
References:........................................................................................................................9
Page 2 of 10

1.0 Introduction
The self assessment process is significantly critical for an individual from the context of
own development in the long-run, be it corporate or personal field. An individual may
need to undertake such assessment for own self in order to evaluate own strengths and
weaknesses with respect to various leadership traits within himself or herself. The given
paper is a kind of self-reflection of the author whereby the initiative has been
undertaken to perform a self-assessment of the researcher with respect to own
leadership skills and abilities. Based on such analysis, necessary recommendations
have also been presented in brief.
2.0 Review on the Findings of the Self Assessment
Communication skills play a vital role in today’s organization (Al Rahbi, Khalid and
Khan, 2017). Since I always wanted to be an effective leader in my career, therefore, I
always worked on my communication ski8lls from the very onset, so that I can be clear
with my thoughts and can convey them with the correct choice of words before my
subordinates to avoid confusions. This has helped me to maintain a proper and
transparent relationship with every team members, where their task requirements,
strategies and operational lines are accurately conveyed and explained by me. Based
on my guidance’s, they perform their given task that majorly brings positive outcomes
by matching the deadlines. Hence, I believe that strong communication skills have been
one of my strengths that brought me a positive outcome in my leadership career. I
always stay precise with my words and provide a brief description to my members
where words are kept short and they find it easier to understand the actual task
requirements and perform accordingly.
Page 3 of 10

My flexible and adaptable nature is another strength that I have contributed to my team
and organization. In the opinion of Agrawal, et al (2012), since, market dynamics
changes with time, therefore, organizations require leaders that can randomly
understand the changing demands and can reformulate the strategies that suit the
existing criteria. I always allow and encourage my team members to focus on innovative
ideas and creative solutions and involve their opinions in the decision-making point.
Therefore, I always gather sufficient and indifferent ideas from my team members and
use the most effective ones that can bring a better outcome. I also believe ion risk-
taking approach and sometimes take several risks in the operational lines and modify
the alterations if required by keeping proper contingency backup to avoid random task
failures.
On the other hand, I sometimes lack in technical knowledge. However, I generally try to
rectify such situation by way of making my team members involved in the decision
making process. In other words, I put a conscious effort that my lack of knowledge does
not act as impediment for the work to be performed. However, I fail to address or help
my team members with sudden uncertain situations or supports. This often creates a
direct and negative impact on my self confidence, where my subordinated cannot be
assisted with immediate solutions rather they had to wait for certain tenure to get the
perfect guidance from the leader. Hence, I believe its high time for me to focus on
strengthening my technical knowledge, where I can identify the issues and can provide
an immediate solution to it without waiting for any external support.
Page 4 of 10

3.0 Critical Self Assessment
3.1 Team motivation
According to the West et al (2003), team motivation plays a major role in teamwork,
where every member needs to have positive understandings with each other and needs
to have a positive approach towards the workplace as well. My experience has always
helped me to identify the fact that majority of the team conflict occurs due to lack of
communications and following autocratic approach in the work lines, where employees
get one-way directions from the leaders and feel monotonous with the similar approach.
However, I would like to build a participative work culture in the team, where every
member would be conveyed with the future objectives and the existing issues, they
would be encouraged to participate in the decision making process and also provide
creative solutions to the leader if required. This would boost the confidence, where they
would willingly show dedication towards the team and feel motivated to perform tasks as
well.
3.2 Decisiveness
Khan and Wajidi (2019) mentioned a leader also needs to be decisive in nature, where
a firm decision can be taken through considering proper logical facts and rationalities.
Several influences can occur within an organization, where market dynamics change
rigorously. In the consideration of Burmeister et al (2020), it is the utmost duty of a
leader to assess the exact strategy or idea that can bring the most productive outcome
and be decisive with its chosen options. As discussed in the above statement that I
sometimes lack confidence for failing to identify the correct technical knowledge that I
need to provide to my team to address abrupt situations. Hence, I believe I also need to
Page 5 of 10

improve my decisive abilities, wherein future I can take accurate decisions with proper
understandings and sick to it despite any influences.
3.3 Integrity
Integrity also plays a most important part of leadership actions (Somech, 2006). It is
necessary for leaders to maintain integrity and honesty with the team members and
provide them with the right and privilege, to be more specific, for contributing their own
thoughts in the decision making process of the business, as and when required. Such
act may be considered to be a strategic initiative on the part of the leader whereby the
individual learning and career growth of the staffs may also be achieved through
enabling the employees towards leadership. On the other hand, the operational
efficiency of the business may also be achieved in more suitable manner. (Lai, Hsu and
Li, 2018). Honest communication can help in building a strong team spirit that can help
a leader to gain accurate support of their subordinates. Therefore in future, I would
maintain a code of integrity with my fellow team members that every communication
would be conveyed honestly to maintain a positive employee managerial relationship.
3.4 Cooperation
In future, I would like to maintain perfect cooperation with my team members. According
to Wang, Kim and Lee (2016), it is significant for leaders to maintain or present an
empathetic attitude towards team members, where their struggles and issues were felt
with the utmost sensitivity. This also creates an impression, where leaders not only
exploit its subordinates but also pay utmost importance on their hard works and efforts.
This creates a positive relationship, where the issues and struggles of both sides can be
Page 6 of 10

felt by each other. Hence, I would also maintain a cooperative spirit within my team
where works can be performed with perfect understandings.
4.0 Recommendations
It has been discussed in the above section that I sometimes lack in technical
knowledge, especially when I encounter with uncertain and sudden situations. I fail to
provide immediate support to my team members and thereby my team members had to
wait sometimes and gather knowledge from an external source to get the work done.
This automatically lowers my self confidence, where my disability to provide immediate
support to my team members get hindered due to a shortage of adequate knowledge.
Therefore, I would like to work in this area where I would take guidance from my senior
leaders who might have come across similar situations and overcome their barriers with
knowledge enhancements and skill sets improvements. Moreover, I would also like to
have a close coordination and interaction with the technical team and discuss my issues
with the team, preferably experts or professionals in the given field in order to identify
my short comings in terms of technical knowledge. In other words, such act would help
me to inculcate adequate knowledge that can help my team with immediate support and
also count on my professional growth.
Moreover, I although have good communication skills, yet, sometimes I get impulsive
with the deadlines, which sometimes lead to confusions and dilemmas. When my team
is assigned with unprepared projects and shorter deadlines, I manage to intervene in
the process; however, I always aim to have a trade-off between the leadership time
involvement and staff motivational level. It has been observed that excessive
intervention by the leaders may adversely affect the team morale as the sense of
Page 7 of 10

independence of the staff members may get vitiated. However, this often creates
confusions, where the attentions of subordinates get distracted and diverted by my
constant questionings and queries. Therefore, I also need to work on my impulsive side
and needs to handle unprepared situations with more calm and composed behaviour,
so that team members can feel at ease and can deliver the project within the deadlines
and also with limited error.
5.0 Conclusions
On the basis of aforesaid self-evaluation on the backdrop of identified those four
parameters, as stated herein, it may be observed that the researcher has been able to
articulate different facets of own skills and behavioural attributes effectively. Such
articulation and analysis may help an individual to shape up own personality in the long-
run. The recommendatory points have also been presented herein. Considering those
points, it may be concluded that a well-defined career planning, keeping in mind own
shortcomings and strength areas, an individual may achieve long-term career goal
through leadership skills in a most efficient fashion.
Page 8 of 10

References:
Agrawal, V., Bhat, A.B., Verma, N., Rangnekar, S. and Barua, M.K., (2012). Leadership
style and team processes as predictors of organisational learning. Team Performance
Management: An International Journal.
Al Rahbi, D., Khalid, K. and Khan, M., (2017). The effects of leadership styles on team
motivation. Academy of Strategic Management Journal.
Burmeister, A., Li, Y., Wang, M., Shi, J. and Jin, Y., (2020). Team knowledge exchange:
How and when does transformational leadership have an effect?. Journal of
Organizational Behavior, 41(1), pp.17-31.
Khan, M.R. and Wajidi, A., (2019). Role of Leadership and Team Building in Employee
Motivation at Workplace. Global Management Journal for Academic & Corporate
Studies, 9(1), pp.39-49.
Lai, C.Y., Hsu, J.S.C. and Li, Y., (2018). Leadership, regulatory focus and information
systems development project team performance. International Journal of Project
Management, 36(3), pp.566-582.
Somech, A., (2006). The effects of leadership style and team process on performance
and innovation in functionally heterogeneous teams. Journal of management, 32(1),
pp.132-157.
Wang, X.H.F., Kim, T.Y. and Lee, D.R., (2016). Cognitive diversity and team creativity:
Effects of team intrinsic motivation and transformational leadership. Journal of Business
Research, 69(9), pp.3231-3239.
Page 9 of 10

West, M.A., Borrill, C.S., Dawson, J.F., Brodbeck, F., Shapiro, D.A. and Haward, B.,
(2003). Leadership clarity and team innovation in health care. The leadership
quarterly, 14(4-5), pp.393-410.
Page 10 of 10