Personal Management Skills Analysis and Plan for Global Managers

This report examines the essential personal management skills required for effective global management. It delves into the importance of communication, leadership, and flexibility in navigating international business complexities. The analysis explores the impact of various personality factors, such as openness to experience, conscientiousness, and extroversion, on a manager's ability to handle cross-cultural communication and global operations. The report highlights the significance of both hard and soft skills, including language proficiency, adaptability, and cultural awareness. Furthermore, the report provides an analysis of the global manager's role and responsibilities, emphasizing the need for a global mindset and an understanding of international legal and economic systems. The report also includes a questionnaire to assess the impact of personality traits on global management capabilities, concluding that certain traits positively influence performance while others may present challenges. The report emphasizes the importance of continuous skill development and the adoption of best practices to improve overall performance in global management.

Becoming a global manager –
Personal management skills
analysis and plan

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
1) The global management capabilities and the personality factors...........................................4
2) Personality impact on the capabilities of the global management..........................................6
3) Specify the goals and focus on the competencies and the skills ............................................7
CONCLUSION................................................................................................................................8
REFERANCES................................................................................................................................9
APPENDICES...............................................................................................................................10

INTRODUCTION
For the company the personal management skills are important and from it the
management will work in the proper manner. The personal skills helps in the development of the
company. As a global manager I need to analysis the skills of the personal management and also
analysis of my managerial skills. In the company the communication is very important. The
communication should be good at every level of the management and from this the relation
between the manager and the employees will be healthy and harmonious and it is good for the
company and for the company's productivity (Schwalbe, 2015).
If there is any problem in the managerial communication and the skills then in this case
the company and the management adopt and developed some strategies for improving the skills
and the knowledge. The manager have the abilities and skills to communicate with the
employees clearly and in the effective manager through this the employees will understand the
manager information. The manager have the ability to think new and creative from which he
finds the better and the simplest way to work.
The skills and the competencies is required at the every level of the company. If the
manager is not skilled and not have the capabilities to work and to complete the task then it is not
good for the company. For the future development of the company, it is required to increase the
skills and the capabilities of the manager as well as the employees from it the company perform
well in the future. The personality of the management impacts on the capabilities of the global
management. As a manager I need to focus and work on the abilities and the skills of the
employees and also myself. It is necessary to understand the capabilities of the global
management.
The present report is based on the personal management plan that on the basis of this how
global operations can be accomplished in more efficient manner. It explains the capabilities of
the management and how personality factors can affect the performance of an individual. Along
with this, it focuses on the personality factors that on the basis of this how operations can be
managed globally. Furthermore, a plan is made on the basis of the SMART objectives so that
overall performance can be improved.

TASK 1
1 The global management capabilities and the personality factors
As a global manager my role in the organisation is with the global operations. I have the
capabilities and the abilities to manage or to maintain the complexities and the difficulties of the
business that are conducted across the time zones and the cultures (Moran, Abramson and
Moran, 2014). And I have the knowledge about the culture of the different different countries.
The global manager deals in across the boundaries of the company and there are the different law
and the legal systems, cultural systems and the economic systems. As per the views of Hartmann,
Feisel and Schober (2010) the global manger know very well that how to manage and operate the
business in to the different different environments and achieve the goal of the organisation. For
the global manager the cultural and the legal awareness is important of the other country. The
global manager has the soft skills and the hard skills both. They deal in both the skills. The hard
skills means the capabilities and the skills to perform the job. And the soft skills are the skills
which are harder to quantify. In the soft skills includes the way to behave with the people.
Soft skills: It includes the communication skills, leadership skills, flexibility, Openness
to the new ideas. In the communication skills, the global manager have the abilities and the good
skills related to the communication. It is necessary to the global manager that he communicate
with the company people as well as the people who are outside the boundaries. It is the duty of
the global manager to maintain the communication with the outside the boundaries of the
country. From it the relationship between the company and the other country business will be
healthy and the harmonious. The global manager should have the good leadership skills. He
should have the abilities to lead and guide the people about the global operations and have the
abilities guide about the global environment. And lead and guide the people and give the
knowledge about the international legal system, cultural system and about the economic system.
And next soft skill of the global manager is the flexibility.
The global manager have the skills to be flexible. The global manager should have the
proper and the complete knowledge about the culture, work culture, about the law or the legal
system, rules and the regulation and also have the knowledge about the economic environment
of the international countries and about the international boundaries (McDonnell and et.al.,
2010). He should be flexible and update about the any change in the law and the policies of the
international companies and the countries. The next soft skill is the openness to the new ideas. It

is not compulsory that the managers expect to do the things in the abroad manner, they will be
able to do the things in the domestic or the own country manner, so the global manager have to
balance the the need for the corporate practices along with the regional uniqueness. He have the
ability to think himself not take the advise from the anyone or not adopting the mentality of the
headquarters. The global manager is to be familiar and aware with the global assignments.
Hard skills: These skills of the global managers are knowledge about the international
language,adopt and add value, different company models (Ingram and et.al., 2012). The global
manager should know about the global language. To know the global language it is easy to the
global manager to interact with the other country's people. In the adopt value, the time is more
spend to teaching the employees of the overseas and also learn from the employees. In it the time
is spend in to take the decisions. The global managers who adopt the domestic environment
more, they are unable to succeed in achieve the goals. The models of the company are different
from country to the country. He must knows and understands the needs of the each country
regarding the selling techniques, marketing and the branding of the other country. These are the
soft and the hard skills and both are necessary for the global management of the company.
The need of the global managers is vital because the business is increasing globally. For
the effective manager it is necessary to develop the mindset globally. There are the personality
factors of the global managers (Hwang and Ng, 2013). The personality defines the internal and
the constant behaviour of the person. In the personality involves the two kinds of the behaviour
that are external and the internal. In the internal behaviour involves the characteristics, thoughts
and the values that are not easily observable and in the external behaviour, this behaviour easily
observed while interacting with the people.
The Big five personality factors:
 The first dimension of the personality is the openness to the experience, in the openness
includes the people who are sensitive, flexible, curious and also the creative. Some
people are the low openness. In the low openness people who are less innovative, less
flexible and who are not responsible.
 The second personality is the Conscientiousness, under this the people involves who are
dependable, curious to work, self disciplines and the careful.

 The next and the third personality is the extroversion, in the extroversion includes those
people who are very energetic, talkative, interactive with the peoples and the low
extroversion peoples are the lazy, shy, and the quite peoples.
 The fourth personality is the agreeableness, in this those peoples are including who are
trustworthy, friendly, who have good nature, emphatic and the also the caring. In the low
agreeableness includes those people who are irritable, short tempered and also the
uncooperative.
 The last and the fifth personality is the neuroticism, in this those people are included who
are opposite to the emotional order like depression, insecure, anxiety and the self
consciousness. In the low neuroticism includes those people who are calm and the
secured.
It is necessary for the management of the global to work and to adopt these personalities.
(Tarique and Schuler, 2010) And these personalities helps in the effectiveness and the efficiency
of the global management for the cross cultural communications.
2 Personality impact on the capabilities of the global management
Impact of personality
The personalities like openness to experience, conscientiousness, extroversion,
agreeableness and the neuroticism that affects on the self regulation, behavioural skills and the
abilities, self awareness, self esteem and the network skills of the global man angers
development. The questionnaire is made for the examine the impact on the capabilities of the
global managers of the personality characteristic like the self awareness, self esteem, networking
skills and the knowledge that is to be seen. In the networking skills includes the preferences of
the person and to develop the skills and the abilities of the global management of your own.
In the questionnaire includes that: Can the personality affects on the self esteem and on
the self awareness of the global managers? What are your liking, for development of the global
management? On the capabilities of the global management what are the impacts of the
Agreeableness? To develop the capabilities of the global management, what do you think which
personality is good or better networking skills and the tangible knowledge? To achieving the
objective of the company what are the problem faced to the global management (Dabbagh and
Kitsantas, 2012)? On the global management capabilities is there any positive impact of the

extroversion personality? This is the questionnaire from which we analyse the impact of the
personality on the capabilities of the global management.
Extroversion and global personality
It is important to the global manager to have the mindset global. The global managers
should have the capabilities and the abilities to understand the problems and the circumstances
which are faced by the company in the internationally. The personality factors like the
conscientiousness and the openness to experience are the very necessary to deal with the
complexities and the difficulties which are faced by the global management. With the help of the
openness to experience and the conscientiousness there is a reduction in the complexities and in
the problem which are faced by the global management. It is the duty of the global management
to keep the complete knowledge about the global system. The interrelations of the personality
traits like the extroversion, openness to experience and the conscientiousness.
These are positively connected with the capabilities of the global management. The
capabilities such as self awareness, self control, network skills, tangible knowledge it means
which we can seen or touch. And some personality traits are negatively connected with the
capabilities of the global management. These personality traits are the neuroticism and the
agreeableness (Crawford and Nahmias, 2010). All the personality traits does not affect the
capabilities of the global management. Some personality traits are helpful and give to positive
response like openness to experience, conscientiousness and the extroversion. So the global
management deals in these three personality traits and reduce the impact on the capabilities of
global management. The person should be capable be capable to perform the job and the task.
To reduce the impact the the global manage have the knowledge about the global culture
because the the culture is different from the country to the country. For understanding the culture
the global manager helps to the people (Hartmann, Feisel and Schober, 2010). If any person who
want to set up the business outside the boundaries of the country then in this case the global
manager helps to that person and give the knowledge and the information to the person about the
language, culture difference, about the policies of the country and also give the information
about the legal rules and the regulations of that country where the person want to set up the
business. From these information the person will get the knowledge about that country and he set
up his business comfortably with out any problem. And after the set up the person adopts the
personality traits to reduce the impact of the capabilities of the global management.

Self evaluation
On the basis of the big five personality factors I analysed that there are many factors
which play an important role in enhancing the management at global level. I scored high on the
extroversion and openness factors so in this manner my learning abilities are get enhanced.
Along with this, I used questionnaire so that I can get the views of different people and on the
basis of that my capabilities can be enhanced. My results indicate that I can perform better at the
global level and due to this my growth can also be improved.
3 Specify the goals and focus on the competencies and the skills
Goal: Needs to enhance managerial capabilities in global environment.
As a global manager there is a requirement to analysis the managerial capabilities and the
skills in the global environment. If we need to build the global management then in this case we
need to make and develop the plan on the capabilities of the global management and the personal
characteristics. To achieve the goals of the company it is necessary make the plans and the goal
that want to achieve should be specific and be clear (De Villiers, 2010). And the the goal also be
SMART. SMART goal means the specific, meaningful, achievable, relevant and the time bound.
S- Specific means that the goal should be simple, significant and also be the sensible. If
the goal is simple and the sensible then there is no difficulty arise in achieving the goal. In the
measurable includes the motivation and the meaningful. The goals or the objectives of the
company should be measurable and from it the goal is easily achieved. The present goal is
enhance managerial capabilities in which try to attain specific objectives.
M- Measurable goal should have some meaning and behind the goal there should be the
motive behind the goal or the objective. And also should be truly motivated to accomplish and to
achieve the goal of the company.
A- Achievable includes the attainable and the agreed. It means the goal should be easy to
understand and also the attainable. Goals and objectives which are achievable are easily attain by
person.
R- Relevant means the results- based, realistic and the reasonable. Behind the goal there
should be the reason. And the goal should be realistic not ordinary.
T- Time bound in this includes the time limit, cost limit, time based and also on timely.
The time to achieve the goal should be fixed and the specific and the cost should be limited.
Person try attain their goals an objectives in a well as well as timely manner.

By making the SMART goals the company can achieve the specific and the determined
goals. To achieving the goals of the company it is necessary to have the skills and the capabilities
in the person to perform the any job and the any task. In the skills includes the technical skills,
leadership skills, decision making skills, selling skills, motivational skills, team building skills
and the most important skills that is communication skills. The communication skill is the
important and the necessary skill, it is required at every level of the organisation (Kowalkowski,
Kindström and Brehmer, 2011). If the communication skill of the person is good then in this case
the person will be interactive and sure about the goals of the company.
To increase in the performance of organisational activities should be effective and
efficiency is the primary function of global management. And it helps in accomplish the aims
and the goals of the company. It is necessary to the manager to have the skills, ability and also
the knowledge to see and to analyse the characteristics of the global manager and it is the
primary motive of the global management (Stahl and et.al., 2012). The other primary concern is
that to evaluate all the capabilities and the abilities which are self- esteem, self- regulation,
networking skills, self- awareness and the tangible knowledge that all are necessary for the
global manager. And these all capabilities are necessary for they global managers and also for
the domestic managers. After clarified the capabilities and the abilities of the global management
it is required to evaluate the development and the learning techniques and the methods. It is
beneficial for the development to the global management and reduces the impact of the
personality traits on the capabilities of the global management.
CONCLUSION
It is concluded from the above report that the role of the global manager is very vital.
And he have the knowledge about the international culture, language and the economic
environment of the company. In this report studied about the personality traits which can be
impact on the capabilities of the global management. But some of the personality traits like the
openness to experience, conscientiousness and the extroversion gives the positive impact on the
capabilities of the global management. And for the global management the global manager
should be capable an have the fully knowledge. And in this report studied that the manager have
the skills and the abilities to perform the tasks and the goal should be the SMART, it means
specific, measurable, attainable, realistic and the timely. And the goal should be meaningful. The
capabilities of the global management that are the self- esteem, self- awareness, tangible

knowledge and the networking skills that enables to influence to the individuals to accomplish
the goals of the company and also across the boundaries of the country. To analyse of the skills
of the personal management that indicates the interrelations of the neuroticism and the
agreeableness that affects negatively on the capabilities of the global management.

REFERANCES
Books and Journals
Christopher, M., Mena, C., Khan, O. and Yurt, O., 2011. Approaches to managing global
sourcing risk.Supply Chain Management: An International Journal.16(2). pp.67-81.
Crawford, L. and Nahmias, A.H., 2010. Competencies for managing change.International
journal of project management.28(4). pp.405-412.
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.
De Villiers, R., 2010. The incorporation of soft skills into accounting curricula: preparing
accounting graduates for their unpredictable futures.Meditari Accountancy
Research.18(2). pp.1-22.
Hartmann, E., Feisel, E. and Schober, H., 2010. Talent management of western MNCs in China:
Balancing global integration and local responsiveness.Journal of World Business.45(2).
pp.169-178.
Hwang, B.G. and Ng, W.J., 2013. Project management knowledge and skills for green
construction: Overcoming challenges.International Journal of Project
Management.31(2). pp.272-284.
Ingram, T.N and et.al., 2012.Sales management: Analysis and decision making. ME Sharpe.
Kowalkowski, C., Kindström, D. and Brehmer, P.O., 2011. Managing industrial service offerings
in global business markets.Journal of Business & Industrial Marketing.26(3). pp.181-
192.
McDonnell, A and et.al., 2010. Developing tomorrow's leaders—Evidence of global talent
management in multinational enterprises.Journal of World Business.45(2). pp.150-160.
Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.Managing cultural differences. Routledge.
Schwalbe, K., 2015.Information technology project management. Cengage Learning.
Stahl, G and et.al., 2012. Six principles of effective global talent management.Sloan
Management Review.53(2). pp.25-42.
Tarique, I. and Schuler, R.S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research.Journal of world business.45(2).
pp.122-133.
ONLINE
JACQUE VILET.,2013.5 critical skills for effective global leadership.[Online]. Available
through: <http://blog.octanner.com/leadership/5-critical-skills-for-effective-global-
leadership>. [Accessed on 6th may2017].

APPENDICES
 On the capabilities of the global management, determine the impact of the openness to
experience?
 For the development of the capabilities of the global management which personality can
be used?
 Determine the effect of the neuroticism on the capabilities of the global management?
 To achieving the goals of the company what are the challenges and the problems faced?
 Determine the effect of the extroversion on the capabilities of the global management?