It is always well said that the ability of the manager to manage his employees depends upon his own personal ability of self-management. So it is my firm conviction that knowing myself is critically important before I desire to amalgamate myself to the new working scenario, but, I would also like to spend some time in understanding the corporate culture and organizational dynamism of my new premises so that I can be acquainted well. And I strongly believe that we all are uniquely geniuses in one or another way and have to value the individual difference that we have in.
My self-assessment, as stated by (McLeod, 2016) about Bandura social learning theory starts after my careful observation of the environment (my new organization), demographics of employee (internal variable) and my study of their actual behavior to various stimuli currently prevailing and their future prospective behavior implication. From this observation, I believe it will help me to extrapolate or predict the trajectory of the behavior of my new employees.
I truly value the human capital of the organization, the most important and equipped one to maneuver and control other resources, i.e. financial, informational, physical et cetera. So I will convey them that I am a manager who focuses more on the human interpersonal dynamics and desires to practice and apply the participatory mode of decision making, free and fair of any biases and prejudices.
As stated by (Baldwin, Bommer, & Rubin, 2013), the self-awareness will help to improve my self-management skills, for the purpose, observation and experimentation will help to harness my goals and will motive me ultimately enhance my managerial performances leveraging my conceptual, technical and interpersonal skills
Rather than intuition and my experiences, my values for cognitive skills are higher as I believe cognitions are based on evidence, and a well-framed decision making with logical steps has higher chances of succeeding a problem (structured or unstructured). Similarly, I will be there helping the employee through my coaching, nurturing, guiding and navigating skills. As a manager I had hardly practiced the harder approach of management since I strongly advocate for deeper understanding of emotions and human interpersonal skills, I definitely believe that these will help employees to relax their views on management and their approach. There could be the difference within the personal cultural which may impact the corporate culture, my values for cultural differences will always be high but equal caution has to be maintained as cross-cultural etiquettes often could carry multiple and misleading meanings.
Personally and professionally, I am always down to earth with open doors for suggestions; I always prefer collectivism over individualism and believe that manger success is utterly dependent on the success of employees. I will make them clear on the very first day that overall management strategies will focus on creating the win-win situation through the effective and productive use of scared resources.
My, as well as the wellbeing of the overall employee, depends on our ability to have SMART goals, so I will be constantly scanning the environment to strategize and re-strategize my strategic, business and operational goals and for this, unequivocally employee skills and knowledge up-gradation is paramount. So, for the purpose, I will focus on various training and management development programs.
To sum up, I will introduce myself to them as a friendly manager who is gregarious, altruist, cooperative, has high self-esteem, self -efficacy, and self- discipline but equally self -aware. Through my previous experiences, knowledge, and skills I think this will motivate my employees not only to work for me but also to work with me. As mentioned earlier, human capital is the most critical and important as it has the ability to control other precious resources. I believe my prioritization for scientific human approach focusing on evidence-based management will help to scintillate my positivity and motivate my employees.
Bibliography
Baldwin, T. T., Bommer, W. H., & Rubin, S. R. (2013). Managing Organizational Behavior: What Great Managers Know and Do. New York: McGraw-Hill.
McLeod, S. (2016). Bandura - Social Learning Theory. Retrieved January 11, 2018, from www.simplypsychology.org: https://www.simplypsychology.org/bandura.html
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