Strengths And Weaknesses Of Management

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Management is a wide-ranging, complex, and to some extent a vague concept and praxis, which makes it difficult to understand (Kleppestø, 2016 & Hill, 2011). Mintzberg (1990), showed us the new way of understanding the practice of management by actually observing how and what managers manage. This also led to the identification of additional string activities managers do. The next fundamental question was, what it takes or requires to successfully manage, and led to the discussion of managerial competence seen as a combination of knowledge, skills, and mindsets. The objective of this paper is to reflect on the most essential knowledge, skills, and mindsets according to me, followed by my strengths and weaknesses associated with them. In practice,…show more content…
Similarly, in organizations, two types of knowledge exist - explicit: formal, systematic, and easily communicated and tacit: highly personal and difficult to communicate (Nonaka, 1991). Due to the very nature of tacit knowledge, I consider it as most essential. For example, I can read about various functions of management, the related theories and models in any book or other sources, but to understand what is team dynamics, conflicts and how to resolve them, I need to be part of a real team and learn by experiencing it. Similarly, as Mintzberg (2011) says, managing is a practice, certain elements of which can be learnt only through experience, the tacit knowledge. But, even though I have experienced elements of management in Master’s class, such as group work or class project, I still lack knowledge of how to motivate, inspire and engage people and definitely need to learn and improve. One illustration can be a situation of my current sales team where very few people are committed, and I do not have any clue on how to involve others. But there are few elements with tacit knowledge that I am good at like planning and organizing which I used to do on a regular basis when I was working for Infosys. Teamwork is another element, which I have learnt…show more content…
There has been lot of focus on developing the technical skills by organizations, and very less emphasis on the human and conceptual one (Katz, 1974). The company, where I used to work i.e. Infosys, the managers were very good in technical skills as they not only had their bachelor’s in IT/CSE as their subject but also used to have regular training sessions to improve them. However, many managers lacked the ability to deal with the human aspect. Managers considered their team members as McGregor’s (1960) theory X, like people driven by performance ratings and fear of losing projects. There were no trainings to develop the human skills and the managers usually did not focus their attention on creating an atmosphere where the team members can express themselves freely and participate in decision-making activities. This was one of the factors which influenced my decision to quit my job. When I was working, I had this realization of being treated as a machine, who is just supposed to take instructions and deliver targets, much like a one way communication. This experience made me realize the importance of human skill in
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