(Name of Author)
The exercise is designed to help one manage other people more effectively by putting in practice the diagnosis of the differences in their styles, values, and attitudes. To complete the exercise, an analysis of four successful managers with different values, interpersonal and change orientations and learning styles was done. The managers were then ranked in descending order in the following categories; emotional intelligence, values maturity, tolerance of ambiguity, and core self-valuation.
Emotional Intelligence
This is the ability to recognize and understand other people’s emotions as well as your own and using this awareness to manage your behaviors, navigate social difficulties, and make personal decisions that will result in positive outcomes (Bradberry and Greaves, 2014).
1. Gordon Bethune
Gordon was known from his early days as a Navy mechanic as a superb motivator with networks that enabled him to get anything that he wanted. He has a close personal relationship with employees and is known to attend employees’ birthday parties regularly and hand out candy canes to the employees every Christmas. Gordon also attends all graduation ceremonies of the fresh class of flight attends.
2. Maurice Blanks
Maurice says that when he was in school, the presentation of work to professors, peers, and local architects was very brutal. This taught him how to tailor his ideas quickly and communicate them to an audience. To do this requires high emotional intelligence to understand how to communicate to the audience efficiently.
3. Michael Dell
In a recent event held in Austin, Texas, Michael and his wife stayed behind after the program ended to talk to everyone who wanted to meet him.
4. Patrick M. Byrne
Patrick spoke on corruption in the Wall Street system and co-option in the financial press. This sparked a lot of fury amongst some individuals who called him a buffoon and ended up circulating lies about him.
Values Maturity
This is how a person’s nature influence the career decisions they make and direct the path their life takes (Taylor, 2012).
1. Patrick M. Byrne
Patrick did not care about what the outcomes of his principles would be and stood by them. When people came up with lies after Patrick spoke of the corruption in Wall Street, he reacted by saying, that it did not bother him, and if one decides to stand for things then one should be prepared to face criticism and mockery.
2. Gordon Bethune
Gordon Bethune has been described as an earthy, exuberant, hardworking, and crazy guy. The CEO of Continental Airlines has transformed the airline into what it is now known for, that is happy employees, good services, and high profits.
3. Maurice Blanks
Maurice Blanks took the critique of the professor who said only 25% of students would make it start his company and the hard grilling he underwent in school while presenting work to make sales.
4. Michael Dell
Michael Dell is known be quiet, shy and genuinely mild-mannered. Although he runs a very serious Corporation, Michael is not the whip cracker in the company.
Tolerance of Ambiguity
Tolerance of ambiguity is the staying in an environment with uncertain solutions despite not knowing the answers.
1. Maurice Blanks
In his forties, Maurice Blanks dropped out from architectural school after operating his practice in Chicago. He then moved to Minneapolis to work full time on a company he had helped create called Blu Dot.
2. Gordon Bethune
Gordon took the Continental Airlines that was twice bankrupt and turned it around from $960 million in losses to $600 million profit in just five years.
3. Michael Dell
A former Dell employee says that Dell has suffered some setbacks but Michael is not afraid to learn from the mistakes. The former employee says that Michael makes mistakes; he just does not repeat the same mistake twice.
4. Patrick M. Byrne
Patrick has a Ph.D. in philosophy from Stanford University and uses philosophy to get to the root of problems and solve issues. He believes that this is the best method.
Core Self-evaluation
This involves an assessment of oneself about what one has achieved and what one wants to focus on.
1. Michael Dell
Michael despite his billionaire status is still fascinated by computer hardware and is likely to tear apart and rebuild it again as to read a financial report.
2. Gordon Bethune
Gordon demands that all services in Continental Airlines be of the same level in standardization and precision.
3. Maurice Blanks
Maurice believes that the implications of failure could have adverse effects and uses efficient communication and organization to avoid failure in his organization.
4. Patrick M. Byrne
Patrick Byrne considers himself to be an outsider in Wall Street.
Review of Lecture on Emotional Intelligence Given by Daniel Goleman
Daniel Goleman argues that the brain structure that enables it to register emotions allows emotional intelligence to have hard consequences on people because emotions act as catalysts to any other abilities a person possesses.
Goleman says that to hire the best people to perform a particular job, GPAs, IQs, and personally tests have to be disregarded and the competencies modeling method used instead (Goleman, 2007). The method involves using metric standards to identify the best performers who have previously occupied or are currently occupying the position to be filled. The stars should then be compared to the average performers and their outstanding traits, competences and abilities identified. To get the best employees, the traits of interviewees should be compared to those of the stars with the ones matching the stars hired. According to the competencies modeling technique, as we go higher in an organization, then we see that 80-90% of good leaders have Emotional Intelligence. This means that I.Q is simply a threshold used to enter an organization, for one to excel in an institution one should offer something more.
According to Goleman, there are six competencies observed in the stars. The first one is the drive to achieve and improve performance. People with this trait have high internal standards for success, keep score and set challenging goals. The second characteristic is the ability to influence and have an impact on other people. The third is conceptual thinking that involve pattern recognition and developing ways that can make a difference. The fourth is simply the ability to analyze situations by systematically breaking down problematic situations, anticipating obstacles and providing logical conclusions. Another trait is the willingness to take on challenges and the final character being self-confidence.
Goleman also talks about managing one’s emotions as an essential element of emotional intelligence. He says that one needs to suppress disturbing and crippling feelings; this can be done by focusing on positive thoughts. Positivity brings about motivation that can be used to manage negative emotions.
The Case of Missing Time
For employees to work efficiently and establish good working standards, time and stress management is essential. This will help in stress reduction and increase employees’ productivity. To get an understanding of time and stress management, we analyze the Chet Craig case and determine the principles of time and stress management that were violated.
Prioritization of what is Urgent and Important
Delegate where Necessary
Delegation of some of the duties and responsibilities that do not require your attention especially when you are in management or are part of a team can help increase time efficiency and reduce stress. Chet should have delegated duties such as finding replacement for workers who do not show up at work to the personnel manager.
Focus on One Thing
Multitasking is not advised even though you can do many things at once. This is because in doing a lot of tasks you do not get to do your best work. Focusing on one thing at a time allows you to perform tasks quicker and more efficiently. In the case, we can see Chet trying to carry out several tasks at once that in the long leads to him finishing very few tasks.
Leave Time for Yourself
The main objective of time management is to use time efficiently and increase productivity, whoever you should not work too much until you burn out. This is one of the leading causes of stress. Chet has been too much including at night that he has not had time for his family or church.
Learn to Let Go
The hardest principle of time and stress management is learning to let go (Wyatt, 2016). Once you are out of time and you have not achieved what you set out to do, there will be no benefit in keeping on thinking about the situation and is better off left alone. On his way home, we can see Chet asking himself so many questions concerning his day at work; this will only stress him up and not solve anything.
Organizational Problems in the Case
The first problem is that too much work has been assigned to Chet with the only delegation present being to the night supervisor. All the other operations of the plant are under Chet’s management; this is not advisable because it will stretch him too much making him do shoddy work.
The organization also has no proper channels for presenting problems to the plant manager. The employees just find Chet anywhere in the premises and tell him their problems regardless of time, place or whatever task Chet is doing. This creates many distractions as Chet cannot complete a single task without any disruptions.
The final problem is that there seems to be no work ethic in most the organization’s employees. This is seen due to the number of problems Chet has to address regarding employee issues. Chet’s office manager also lacks professionalism in that she does not allow Chet to internalize even one issue before presenting the other. Also, we see that too many calls go to Chet while he is doing some other work, the office manager should ensure this does not happen since she is in charge of making the office schedule and should know when Chet is busy.
References
Andre, M. (2014). Most Effective Time Management Principles. Business Entrepreneurship
Bradberry, T., & Greaves, J. (2014, ). About Emotional Intelligence. TalentSmart
Goleman, D. (2007). Daniel Goleman: ‘Social intelligence’ | talks at Google Retrieved from http://www.youtube.com/watch?v=-hoo_dIOP8k&list=PL114DFDA3DA474B0C
Taylor, J. (2012). Personal growth: Your values, your life. Psychology Today. Retrieved from https://www.psychologytoday.com/blog/the-power-prime/201205/personal-growth-your-values-your-life
Wyatt, L. (2016). Principles of time and stress management. Organizing Tips. Retrieved from http://organizing.tips.net/T008004_Principles_of_Stress_Management.html
