Unit 2
On this unit I have a very tight schedule from the commitments I had from the office but because of the flexibility of the learning environment I managed to cover not all of the work required of me. I was supposed to Analyze the ‘Pygmalion effect’ the Pygmalion effect according to Chang (2011;1) is the fact that people turn to live to what is expected from them. Livingstone (1988; 1) asserts that the way which managers treat their employees is influenced by what is expected of them. The Pygmalion effect implies that leaders can have impact on others both by setting expectations and providing feedback, Summarising key ideas related to leadership practice and Reflect on learning and development needs related to feedback and cross-cultural …show more content…
Today’s executives are increasingly likely to live or work abroad, or work in organizations with a global reach, creating a need to understand the competencies that are required to thrive in such an environment, as well as how these competencies differ from what would have been required of a manager years ago. McCall & Lombardo (1983, pp. 1-2 ), found derailment to be as a result of a number of factors which include specific business problems, insensitivity, failure to delegate as well as the inability to think strategically among others. I learnt to review the results of several derailment studies, which suggest specific indicators of and reasons for derailment, and the factors to which executive derailment can be attributed and also understanding why executives fail was enlightening as understanding why they …show more content…
While I conducted audits and ensured that all corrective actions were completed, it was also essential to perform annual assessments to look back and identify areas of improvement in personnel performance. This was done through performance appraisal but in the organizations I worked, management sometimes failed to give feedback. If I had encountered Harms and Roebuck’s ‘BEAR’ model I feel that it would have been ideal in the feedback to the personnel. I particularly prefer the ‘BEAR’ model to the ‘BET’ because the former includes a suggestion on how to discuss ‘alternative behaviour’ to ensure improvement on the performance by the employee ( Harms and Roebuck, 2010
On this unit I have a very tight schedule from the commitments I had from the office but because of the flexibility of the learning environment I managed to cover not all of the work required of me. I was supposed to Analyze the ‘Pygmalion effect’ the Pygmalion effect according to Chang (2011;1) is the fact that people turn to live to what is expected from them. Livingstone (1988; 1) asserts that the way which managers treat their employees is influenced by what is expected of them. The Pygmalion effect implies that leaders can have impact on others both by setting expectations and providing feedback, Summarising key ideas related to leadership practice and Reflect on learning and development needs related to feedback and cross-cultural …show more content…
Today’s executives are increasingly likely to live or work abroad, or work in organizations with a global reach, creating a need to understand the competencies that are required to thrive in such an environment, as well as how these competencies differ from what would have been required of a manager years ago. McCall & Lombardo (1983, pp. 1-2 ), found derailment to be as a result of a number of factors which include specific business problems, insensitivity, failure to delegate as well as the inability to think strategically among others. I learnt to review the results of several derailment studies, which suggest specific indicators of and reasons for derailment, and the factors to which executive derailment can be attributed and also understanding why executives fail was enlightening as understanding why they …show more content…
While I conducted audits and ensured that all corrective actions were completed, it was also essential to perform annual assessments to look back and identify areas of improvement in personnel performance. This was done through performance appraisal but in the organizations I worked, management sometimes failed to give feedback. If I had encountered Harms and Roebuck’s ‘BEAR’ model I feel that it would have been ideal in the feedback to the personnel. I particularly prefer the ‘BEAR’ model to the ‘BET’ because the former includes a suggestion on how to discuss ‘alternative behaviour’ to ensure improvement on the performance by the employee ( Harms and Roebuck, 2010