Posted: September 10th, 2023

MANAGEMENT CONCEPT Assignment

MANAGEMENT CONCEPT

By [Student’s Name here]

Foundation Course [here]
Tutor [Lecturer’s Name here]
University of [here]
Department of [here]

[Date here]

QUESTION ONE
Write a word essay – Evaluate yourself in terms of Goleman’s three dimensions of self-awareness
Daniel Goleman, an internationally renowned psychologist, came up with a model entailing three dimensions of self-awareness. The model puts it across that self-awareness attempts to know a person’s state, their resources, preferences and intuitions. It revolves around three competencies of emotional awareness, accurate self-assessment and self-confidence (Goleman 1995). Below is my self-evaluation in terms of Goleman’s three dimensions of self-awareness.
(i) Emotional Awareness: As a dimension of self-awareness zeroes in on identifying my emotions and their possible effects, applying the levels of emotional awareness discussed by Lane & Schwartz (1987). This helps come up with my normal and abnormal emotional states, aiding me to be self-aware of the possible effects these emotional states put me in, and as such helps me adopt measures to restore or act to normalcy.
(ii) Accurate Self-Assessment: Accurately assessing myself in pursuit of self-awareness helps me know and appreciate my strengths and limits as discussed by Brown & Dutton (1995). This dimension of self-awareness entails a SWOT analysis of myself, helping me identify in any situation aforehand the strengths, weaknesses, opportunities and threats of my self I am faced with.
(iii) Self-Confidence: Training myself to be emotionally aware and accurately assessing myself helps me build a strong self-esteem; appreciating my self-worth and capabilities. When I am certain of my self-worth and capabilities and I have a strong self-esteem, I am a step closer to self-awareness because this cultivates self-confidence.

QUESTION TWO
Benefits of Delegation
(a) For the Organization
1. Helps ensure continuity by allowing for better succession planning: This is achieved in that delegation helps identify employees with talents and skills relevant for certain job positions, allowing fot them to be engaged in them (Mullins 2007).
2. Helps increase productivity: By freeing up the time available for strategic insights by top management, delegation helps organizations achieve efficiencies, increasing their productivity (Mullins 2007).
3. Helps boost organization reputation as an employer of choice (Mullins 2007).
(b) For the Get research paper samples and course-specific study resources under   homework for you course hero writing service – Manage r
1. Enhances the career development of managers (Mullins 2007).
2. Builds better reputation and work cohesion among management (Mullins 2007).
3. Helps exploit the skills and experience in others (Mullins 2007).
(c) For the Employee to whom tasks are delegated
1. Receives training and development to hone their skills and experience (Mullins 2007).
2. Creates better job satisfaction among employees (Mullins 2007).
3. Promotes self-drive and reliance from performing important activities delegated to them (Mullins 2007).
(d) Important Steps in making delegation decisions
For effective delegation, Mullins (2007) proposes that management first prepare to delegate tasks, assign them to the relevant personnel, confirm their understanding and commitment on the delegated tasks and then ensure their accountability for delegation to be effective.
QUESTION THREE
Vanishing human moment
In order to understand what entails a vanishing human moment, one could first seek out what a human moment basically is. A human moment is in its simplest terms defined as the instances by people engaging their humanity, by paramount committing both their intellectual and emotional attention to a task in which they are physically present (Hallowell 1999). Vanishing human moment, sometimes referred to as disappearing human moment, as the words suggest, refers to the diminishing instances of people engaging their humanity by zeroing in their intellectual and emotional attention (Hallowell 1999).
Hallowell (1999) puts it across that among the biggest contributors to the vanishing human moments is the growth in technology, under which machines take up work previously set out for humans, or people not having to get into physical contact with others when carrying out tasks. He opines that in as much as technology provides for independence of people while still ensuring communication amongst them, physical human contact is essential to maintain human moments.
Emphasizing the impact of technology and expounding in Hallowell’s discussion of the vanishing human moment Bartlein, Barbara & AOL.COM (2009) put it across that face-to-face interaction is of the essence in keeping our brains sharp. They opine that for one to really interact with someone at a personal level, they have to keep engaging their physical cues and interpreting the aura of the persons with whom they are interacting, something that is not possible when engaging technology to communicate. Most of the works on this subject agree that vanishing human moment is a serious problem in today’s world, blaming it on technology which has significantly reduced the level of physical human contact in our lives today.
Bibliography
Bartlein, Barbara; AOL.COM 2009, ‘Technology is great — but people still need human contact’, Personal Finance.
Brown, JD & Dutton, KA 1995, ‘Truth and consequences: The costs and benefits of accurate self-knowledge’, Personality and Social Psychology Bulletin, vol 21, no. 12, pp. 1288-1296.
Goleman, D 1995, Emotional Intelligence, Bantam Books.
Hallowell, EM 1999, ‘The human moment at work’, Harvard Business Review.
Lane, RD & Schwartz, GE 1987, ‘Levels of emotional awaress: a cognitive-developmental theory and its application to psychopathology’, The American journal of psychiatry.
Mullins, LJ 2007, Get research paper samples and course-specific study resources under   homework for you course hero writing service – Manage ment and organization behaviour, Pearson education.

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