Blueprint for Professional and Personal Growth - Assignment Example

? School: Topic: BLUEPRINT FOR PROFESSIONAL AND PERSONAL GROWTH Lecturer: BLUEPRINT FOR PROFESSIONAL AND PERSONAL GROWTH Executive Summary The entire course has been so instrumental in building on my knowledge on leadership and management and adding more to what I already possessed. As far as content and assignments that improved my understanding of managing people and fostering collaboration within the organization most is concerned, I can easily point to contents and assignments on employee empowerment. This aspect of the course remains highly instrumental to me when it comes to the management of people and fostering of collation within the organization because I came to realize that when the individual workers are empowered, it becomes very easy for the manager to manage them (Colquitt, Lepine & Wesson, 2013). The reason this is so is that the individual employees will know their left from their right, and have their competences well developed to deliver the best of service. It is expected that the new understanding that has been gained will go a long way to contribute to the productivity levels of the organization because a new era that gets the best out of employees will be developed. As far as the way I thought of the manager’s role is concerned, I can clearly stay that I have developed a new understanding that makes me realize that the manager’s role is more of a shared responsibility rather than a one man show. Before the course, I used to have this thinking, I believe must best be described as a misconception. This is because I used to think that managers were lords over their employees and only dictated for their employees to follow. With the content and assignments however, there has been a new realization that managers function best if they would do so in collaboration with their employees; whiles empowering the employees to be at their best competence levels. I have also come to know of the manager as a facilitator of change rather than an implementer of change. Having come to develop the kind of new understanding I have about managers, my goals for my organization have tremendously been influenced. Earlier, most of my goals were self centered and focused on way in which I could make myself better as a manager. What is more, I focused the human development roles within the organization around only few people within the organization. For now, my goals have changed towards the development of personal goals of all people within the organization. My goals are now focused on the larger development of all people within the organization, knowing that their development will lead to the total development of the organization. Their personal developments would also make my own work as a manager much easier. Strategy for Professional and Personal Life Earlier in the course, I had made a personal sentence to “support others for the collective success of the organization”. Having come this far with the course and with specific inspiration from the article of Christensen (2010), I find the need to develop a strategy that will aid in my professional and personal life. The first component of the strategy has to do with ways of ensuring that I am happy in my career and become the manager I aspire to be. Christensen (2010) admonishes the need for output to match expected input in order for any manager to be happy with his position. This is to say that the efforts that the manager puts into the service delivery at the organization must be promising enough to bring enhanced productivity. In relation to my sentence, I will ensure this by putting in place motivational factors that urge my workforce to give off their best. Once the employees gain satisfaction, there are most likely to give off their best and ensure productivity, which would in turn bring me joy as succeeding in my position. Whiles putting these structures in place within the organization, it will be very important not to neglect or abandon my social responsibilities, especially as a family person. There is also a strategy that aims to involve my family in all aspects of my professional work. This will be done by keeping them up to date with what is going with me as a professional and what is happening to the organization at large. This will be done with much caution to ensure that ethical principles that deals with the use of sensitive and confidential information are not realized. However, I shall constantly communicate with the family to make them know my weaknesses, strengths, challenges, and successes within the organization. It is hoped that as the family get to know about all of these, they will be in a better position to accept what I do as a professional persona and appreciate the efforts I put in for them as a people (Hill & Lineback, 2011). Professional and personal satisfaction that takes out regard for maintaining high levels of ethical and legal standards is not worth celebrating. This is because such satisfactions either bring problems in the long wrong or are not appreciated by masses as acceptable (Pfeffer & Veiga, 1999). A strategy to ensure that I maintain my personal integrity, regardless of ethically challenging situations or morally ambiguous situations is therefore a necessity. In most cases, we are faced with ethical challenges and issues from people who do not share and believe in the ethical principles that we bear. To correct the situation and ensure that my personal integrity is protected, I shall embark on a strategy that aims to adequately educate other people within the organization on my principles. This will be done through various informal means such as engaging them in constant conversation about the need to uphold certain principles. But most importantly, I shall ensure that I lead and manifest my principles by example. I am very confident that if the people would see and appreciate certain lines of principles in me, they will not bring the temptations of ethically inappropriate gestures in the first place. Action Plan To implement my strategies, it is important to have an action plan. This action plan is focused on a new goal of building an ethically and legally principled organization. The rationale for setting this all important goal is in the constant advocacy that is currently going on in organizational professional circles on the need for organizational performance to be matched up with high ethical levels. Using the old case of Enron Scandal as an example, it would be noted that when organizations achieve success and growth without building and focusing these on the grounds and wheels of high ethical and legal principles, the end result has always been shameful, unacceptable and damaging to the reputation of organizations involve. It is for this reason that I have a new goal of ensuring that there is high ethical standard to match up the new personal development agenda I am pursuing among my employees. Once the personal development will be the only basis for which the organization can be termed as successful, this should be enough for me. The achievement of the said goal shall be paraded on two major objectives, the first of which is given as the need to set new ethical and legal rules and regulations that are constructed together with the entire workforce. The rational for including all people within the workforce is because it will help in addressing the individual and ethical and legal needs of all departments and persons within the organization. This is to say that the interests of all people will be satisfaction, in order to avoid any forms of biases (Amabile & Kramer, 2007). The second objective will be to have to quality assurance team in place to be responsible for the evaluation and assessment of the entire organization in relation to the new ethical and legal rules and regulations that will be set. References Amabile, T. M., & Kramer, S. J. (2007). Inner work life. Harvard Business Review, 85(5), 72–83. Christensen, C. M. (2010). How will you measure your life? Harvard Business Review, 88(7/8), 46–51. Colquitt, J., Lepine, J., & Wesson, M. (2013). Organizational behavior: Improving performance and commitment in the workplace (3rd ed.). New York, NY: McGraw-Hill. Hill, L. A., & Lineback, K. (2011). Are you a good boss—or a great one? Harvard Business Review, 89(1/2), 124–131. Pfeffer, J., & Veiga, J. F. (1999). Putting people first for organizational success. Academy of Management Executive, 13(2), 37–48. Read More