• Posted on April 10, 2023
• Unique Submission Team

MSc Management Personal Effectiveness Assignment Sample

A.   Introduction

Personal effectiveness can be defined as the capability for transferring information and ideas clearly for creating energy and a positive impact (Murdock and Scutt, 2007). http://MSc Management Personal Effectiveness Assignment Sample

The importance of personal development is that it helps in gaming a critical understanding of self-awareness that also helps in forming relationships with others in an employment environment and reduces personal stress or conflict (Kwantes and Boglarsky, 2007; Demerouti et al., 2011).http://MSc Management Personal Effectiveness Assignment Sample

The current report is based on identifying the self-effectiveness and evaluating the strategies for enhancing future employability.
In order to generate understanding about the personal effectiveness and professional development case study review on the impact of the behavior and skill of Sundar Pichai on Google and its employees has been critically evaluated. Further, the personal skill appraisal has been conducted by taking into consideration theory and Gibbs’s reflective models.

Based on the result generated from the test strength and weaknesses have been identified and the impact of the weakness on employability has been framed. The personal skill appraisal is further followed by a learning method discussion that identifies the weakness and future strategies to mitigate them and also a frame and action plan that specifies the future proposal for personal development based on the strategy.

B. Case study review

Discuss the impact of Sundar Pichai’s skills and behaviours as a leader on Google and its employees

Leadership and skills of Sundar Pichai

There are several aspects to be noticed about Sundar Pichai in terms of understanding, setting visions, and building leadership considering the company of Google. The aspects related to his leadership qualities and skills could have been easily considered as the standard for all the 21^st-century mentors concerning inclusive or other categories.

Sundar Pichai, the CEO of Google is mainly associated with establishing humanity within the company’s team. It involves a manifestation of compassion, willingness, and understanding considering a flexible approach. Pichai possesses an understated and polite attitude for offering the team a cooperative as well as unflappable network for communication (Putri, 2018). http://MSc Management Personal Effectiveness Assignment Sample

Whenever a leader emphasises results instead of making outstanding expectations, the focus of the leader is to set up the organisational processes and they are bound to get more involved with the management of relationships within the corporation.

Sundar Pichai is very much associated with managing relationships, be it external or internal, for achieving organisational success for Google. He is focused on creating a sense of community within the team in terms of establishing integrated human connections by emotional intelligence.

Emotional intelligence in this regard tends to identify inspiring concepts and notions for attracting prospects for the company, and building enriched relations with them, owing to the flexible approach (Sarboini et al., 2018). http://MSc Management Personal Effectiveness Assignment SampleThe CEO of Google is mainly associated with attracting talent, establishing a collaborative platform, and showing empathetic aspects for the team in terms of building resilience and adaptability within the company.

It is mainly concentrated on valuing people’s emotions and individual cognitive capacities in terms of underlying the collaborative relationship (Wang and Guan, 2018). http://MSc Management Personal Effectiveness Assignment SampleMoreover, he is associated with making deals considering the attempt to meet all the requirements of the integrated team members.

Pichai establishes a close connection between the team members and the management levels by incorporating a mastery in dealing with communication and training. It assists the firm in attracting talents, mitigating risks, and so on.

Pichai is associated with providing the employees of Google with an extensive motivational approach for bringing out positivity within the team. He has got the ability for communicating well, motivating the team, delegate and handle core responsibilities, listen to reviews and feedback, and flexible approach to solving issues by incorporating long-term insight.

Sundar Pichai is associated with succinctly and clearly communicating with the employees regarding all the issues or particular tasks within the team management campaign. He is mainly associated with establishing an open-ended approach for the team members in terms of raising successful discussions concerning a particular topic (Sayyadi, 2019).http://MSc Management Personal Effectiveness Assignment Sample

Due to the flexible approach, social skills in this area seek to define unique ideas and conceptions for enticing prospects for the organisation and creating enriched relationships with them. In terms of fostering resilience and adaptation inside the organisation, the CEO of Google is mostly connected with acquiring talent, building a coordinated approach, and demonstrating empathic aspects for the workforce (Wuryani et al., 2021).http://MSc Management Personal Effectiveness Assignment Sample

Sundar Pichai is closely identified with managing relationships, both external and internal, in order to achieve Google’s organisational success. In terms of generating integrated human relationships through emotional intelligence, he is based on making a feeling of belonging among the team. In terms of underpinning the cooperative connection, it is primarily concerned with respecting people’s opinions and individual personal sets of skills.

Pichai is associated with active listening skills, clarity, explaining skills, public speaking, correspondence, and so on.

He is concentrated on assessing the staff interests in terms of engaging them with sufficient motivational attributes, considering an open approach towards the employee concerns (Tripathi et al., 2019). http://MSc Management Personal Effectiveness Assignment Sample

His leadership abilities involve setting up effective organisational goals by building up a team considering integrated communication, motivation, and transformation within the team.

Impact of leadership and skills of Sundar Pichai on Google employees

A strong collaboration aspect as a leadership skill may emphasise engagement and motivation considering employee management. The major impact of Sundar Pichai’s leadership abilities and skills on the employees of Google is associated with team motivation, collaboration, integrated communication, and enhancement of productivity.

The leadership skills and abilities hold their significance in terms of considering encouragement or motivation among the employees (Kalogiannidis, 2020). http://MSc Management Personal Effectiveness Assignment SampleThe employees tend to follow their leader as a role model and function according to the management guidelines in terms of enhancing productivity for the company. It involves well-coordinated behaviour across the workplace aiding in the achievement of common goals of the company.

As a leader, Pichai influenced a set of outcomes in terms of reflecting upon the turnover rates of the firm, customer satisfaction considering sales due to enhanced customer support, increased revenue and sales, and greater efficiency and productivity among the employees.

Therefore, the effective leadership abilities and skills of Sundar Pichai, the CEO of Google, create an engagement of employees with passionate aspects, leading to the achievement of higher levels of productivity through successful customer integration and customer support. Good leadership obtained from Sundar Pichai also aids in formulating strategic innovation within the team, thus improving its performance levels.

Effective leadership impacts organisational performance through the establishment of motivation and engagement, leading to an overall enhancement of productivity and output.

The participative approach related to transformational leadership is mainly associated with long-term aspects (Ibrahim and Daniel, 2019). http://MSc Management Personal Effectiveness Assignment SampleThe loop of feedback established due to the soliciting of opinions and perceptions from the employee’s assists in building effective team performance management by the leaders, in this regard.

It is useful for driving work productivity and channelling an integrated platform for open communication.

Effective leadership enables employee trust, accelerating their overall performance towards the company considering an improved way. It also leads to employee satisfaction concerning the open-ended relationships between the managers and the leaders.

It involves trust, honesty, compliance, resilience, innovation, adaptability, flexibility, openness, commitment, and a positive work environment (Guterresa et al., 2020). http://MSc Management Personal Effectiveness Assignment SampleEfficient leadership attributes are mainly associated with implying a positive value on the employee performance in terms of trickling down the risks and concerns within the workplace. It assists in organisational growth in terms of restructuring the company processes for enhancing productivity. It focuses on establishing improved morale of the employees, enhanced trust, and effective resilience.

Covey’s 7 habits: According to the theoretical notion of Covey’s 7 habits, Google employees’ performance is improved by the effective leadership of Sundar Pichai. The seven habits as per Covey are proactive actions, long-term insights, prioritisation of tasks, the establishment of a win-win situation, integrated communication and adaptability, and synergising (Buil et al., 2019). http://MSc Management Personal Effectiveness Assignment Sample

Among these habits, the importance of communication within the team reflects upon the performance levels of the Google employees, leading to an enhanced output, increased workflow, and engagement. Team management tends to achieve efficiency under good leadership when there is the existence of these seven habits as per Covey.

CEO Genome Project: Another theoretical underpinning that can be associated with employee performance management in Google by Sundar Pichai is CEO Genome Project. As per the theory, the team management decisions are made by the supervisors and executives considering a notion of conviction and speed (Baig et al., 2021).http://MSc Management Personal Effectiveness Assignment Sample It entirely focuses on employee engagement in terms of accelerating their performance levels considering increased productivity and output for the firm. Adaptability and reliability play crucial roles in this regard. Effective leaders must focus on ensuring a flexible approach for the employees to shape up their resilience and adaptability, thus achieving their trust and loyalty.

C. Personal skill appraisal

Self-assessment test

The 16 personality test or the Myers-Briggs test has been conducted. This test has been conducted to identify the strength and weaknesses and evaluate the personality type (Carskadon, 1977). http://MSc Management Personal Effectiveness Assignment Sample

As per the test each person is said to have one preferred quality from each category that produces 16 types of personality emphasizing the value of naturally occurring differences among the individual (Pittenger, 1993). http://MSc Management Personal Effectiveness Assignment Sample

The test has been chosen because conducting that test is easier and corporate assessment makes one of the most accurate personality assessments and reliable outcomes available compared to other personality tests (Varvel et al., 2004).http://MSc Management Personal Effectiveness Assignment Sample

(Refer to Appendix)

From the test, it can be identified that my personality type is executive. Of the 16 personalities, the trait of Mind reflects on determining the ways in which I interact with my environment.

From the result, it is every day that my mind is very much extroverted. It reflects the fact that the strategies of interacting with my environment are very much prominent in my personality. The personality test further identifies the energy of the trait which shows the ways in which a witch and individual direct the mental energy.

It is evident that I am able to make a balance between the intuitive and observant situation however the observant situation is more prominent compared to being intuitive about the situation.

However, I will need to work on my intuitive nature as in the professional environment is intuitive sometimes can work in favor of improving my personality toward others. The energy trait is further followed by nature which reflects on the fact of determining the ways in which an individual makes decisions and copes with emotion in the professional environment and field.

It is evident from the result that my thinking capability is very strong as I have a code of 64% while dealing with my emotion is very weak as in terms of managing my feeling I have only scored 36% as per the 16 personality tests.

Therefore another weakness that can be identified from the test is that my ways of managing my emotion need to be improved. The nature trait is further followed by tactics that reflect the approach to planning, working, and making decisions.

It is evident from the result that I have scored 63% in judging while being prospecting I have only scored 37%. It reflects that my strategies or the extent to which I empathize with others’ emotions and values do not always work in coordination to improve the relationship and my perspective of judging negatively impacts my decision-making and planning.

Therefore, due to improved judgment, I make decisions very wisely but due to lack of prospecting the implementation of the plan or designing the work sometimes gets hampered.

The tactic trait is further followed by an identity that identifies the extent to which an individual is confident once in decisions and abilities.

That result reflected that I am not very assertive rather I am very turbulent. Sometimes it creates a positive bond with the other team but being turbulent reflects that sticking to my own decision becomes difficult when I have more options or people suggest to me different opinions.

In the work environment, this aspect might not always work in favor of means as it is not always possible that I will have a positive relationship with my worker and their opinion might match my opinion. It can result in conflicting situations that can become difficult for me to deal with.

Gibbs reflective cycle

The Gibbs reflective cycle is one of the most famous cyclical models for reflection leading the visual through 6 different stages of exploring a particular experience (Li et al.,2020). http://MSc Management Personal Effectiveness Assignment SampleThe six stages include description, feeling, evaluation, analysis, and conclusion and action plan (Tawanwongsri and Phenwan, 2019).http://MSc Management Personal Effectiveness Assignment Sample

The use of the reflective cycle gives the individual the structure to learn from a particular experience as the framework offers critically examining experience giving the cyclic nature for an experience to repeat in the future allowing the individual to plan and learn from things that either went well or did not go well (Paterson and Chapman, 2013).http://MSc Management Personal Effectiveness Assignment Sample

Description

For a group assignment, my group included 3 other individuals divided the entire task into different sections, and distributed it among the team members. We were supposed to research 1 particular element of the topic.

Further, we had the plan to compile the assignment the day before the submission. However, with the eventual meeting, we identify that any of us did not have a similar writing style which ultimately resulted in compromising the overall quality of the project, and in the very limited time we needed to rewrite the assignment.

Feelings

Before we realized that we still had a lot of work to do I was very satisfied and happy about my portion while it divided the work among users hour individual strengths and preferences.

However, as I realized eventually that the assignment was not going as per the plan I got overall frustrated. I also had very little motivation to rewrite the entire task that too in a very limited time. Due to frustration one of our group members canceled the plan of participation.

Evaluation

Looking back to the experience I feel that currently, I am very satisfied as we worked extremely hard to put the work in a frame so that it looks aligned. The things that worked well and went well were the fact that each of our group members at the last minute provided a very good quality of work and agreed to work harder to complete the work within the agreed deadline.

As one of the group members canceled the plan it increased our motivation to work harder. It results positively in the work ethics of the group. However initially as we assumed that we were writing in the same style and therefore the entire assignment and time for the planning field at the initial level was a tremendous failure and did not go well at all.

Analysis

Now I think that our plan for the initial division of the task went well as each individual in the group had a say in which part of the task day we were comfortable working on.

As for the self-identify, the strength of the division of the task was done. Throughout the project, I enjoyed working in different areas that line up with my strength.

Conclusion

From this experience, I learned that while working in a group and dividing the work into smaller tasks, I would initially need to plan the ways in which each individual would work for different sections to feel and look simultaneous and aligned.

Action Plan

Next time when I will be working with a group I will initially talk to them about their strengths and weaknesses as it will make the task allocation easier.

I will insist the group members initially plan the expected outcomes so that every one of us remains on the same page.

Effect of weakness on employability prospect

From the 16 personality tests and the reflective cycle, it is evident that due to a lack of communication the outcome of the overall project can be compromised. Initially, as per this experience, I thought that this approach would save time however eventually we ended up costing far more time than expected, and also we had added rush and stress of rewriting the assignment.

My weakness of not being assertive and the fact that the group members did not plan the ways in which we were structuring and writing the sections resulted in the situation.

D. Learning method discussion

Strategies for improving the weakness

I will search through some literature on group work and so far I have found two major aspects that can help me in the future to understand the situation. Firstly the Belbin team role is a significant theory that suggests that every individual in a group has a certain weakness and the strength that they bring to the group.

The team role suggests that as every person has certain strengths and weaknesses we did not identify during the group work our members in the same way that theory suggests. Work delegation and effective teamwork as per theory come by using different strengths of the people which eventually we did but not initially.

Another theory that will also help me in the future in explaining why our group members did not predict the plan prior to the work is the theory of group thinking. Group thinking is the theory where people in a group do not realize a different opinion to a dominant decision or opinion due to the fact that psychologically they do not want to reflect themselves as an outsider.

I believe that in the future from the very initial level we challenge our exemptions for planning a project or assignment by being critical. It will be easier to implement the theory and generate effective solutions. However eventually as we became more motivated after the group member left some of the characteristics of a groupthink theory that were seen in the eventual situation in the group were collective realization.

Throughout the work, after the group member left and while we were rewriting we kept telling and motivating each other that it was going to work. Another evident characteristic was the illusion of invulnerability. It worked as motivation as we were focused on the fact that each of us was very good at our respective feelings and we cannot do anything wrong that can compromise our image. In the future, if I am aware of the group, I think it will be helpful for the group members and the entire work while trying to make a collective decision.

Action Plan

Personal development objective	Priority	Activities	Resources	Target date
Planning and time management	Medium	Enroll in online Project management courses Creating to-do list and work plan Prioritizing daily and weekly task	Incentives for self-awareness and self-reward	July 2022
Improving communication	High	Reading books and journals on ways of effectively using the body language to improve direct communication Attend the workshop on improving communication in an online platform Active listening ability	Employee engagement survey in the workplace Generating direct feedback from group members and colleague	August 2022
Improve decision-making skill	High	Online courses on decision-making skill SMART technique for identifying good practices in decision making Expand expertise and knowledge on decision-making by researching and reading	360-degree feedback method from group members and colleague Evaluating and reviewing the decisions made and their outcome	September 2022

E. Conclusion

Effective leadership has an influence on corporate performance by instilling engagement and motivation, resulting in increased production and output. Long-term considerations are central to the collaborative model for transformative leaders.

In this respect, the feedback system generated as a result of the leaders’ solicitation of staff thoughts and impressions aids in the development of successful team effectiveness management by the leaders. It is beneficial for increasing workplace productivity and providing an agile framework for effective discussion.

Employee trust grows as a result of effective leadership, and their overall quality toward the organisation improves. Employee happiness is also increased as a result of the open-ended connections between leadership and management (Asrar-ul-Haq and Anwar, 2018).http://MSc Management Personal Effectiveness Assignment Sample Reliability, honesty, conformity, resilience, inventiveness, adaptation, agility, openness, dedication, and a great work environment are all part of it.

Efficient leadership qualities are mostly related to suggesting a particular benefit on employee performance in terms of disseminating concerns as it arrives, throughout the workplace. It aids in organisational growth by reorganising firm processes in order to enhance productivity. It focuses on boosting staff morale, building trust, and ensuring effective endurance.

As a CEO, Pichai contributed to a number of consequences, including the firm’s attrition rate, customer happiness as a result of improved customer service, additional profits and revenues, and better employee performance and effectiveness.

As a result, Sundar Pichai, Google’s CEO’s effective leadership qualities and capabilities generate work engagement with enthusiastic elements, leading to improved rates of competence through strong customer connectivity and customer service.

Sundar Pichai’s excellent leadership also contributes to the formulation of strategic innovations inside the team, hence raising its quality standards. Employees prefer to look up to their supervisor as a good example and obey management guidelines when it comes to increasing company effectiveness. It entails well-coordinated behaviour in the workplace that aids in the attainment of the firm’s shared goals.

References

16 Personalities, 2022. Introduction | Executive (ESTJ) Personality | 16Personalities. [online] 16Personalities. Available at: <https://www.16personalities.com/estj-personality> [Accessed 14 June 2022].

Asrar-ul-Haq, M. and Anwar, S., 2018. The many faces of leadership: Proposing research agenda through a review of literature. Future Business Journal, 4(2), pp.179-188.

Baig, S.A., Iqbal, S., Abrar, M., Baig, I.A., Amjad, F., Zia-ur-Rehman, M. and Awan, M.U., 2021. Impact of leadership styles on employees’ performance with moderating role of positive psychological capital. Total Quality Management & Business Excellence, 32(9-10), pp.1085-1105.

Buil, I., Martínez, E. and Matute, J., 2019. Transformational leadership and employee performance: The role of identification, engagement and proactive personality. International Journal of Hospitality Management, 77, pp.64-75.

Carskadon, T.G., 1977. Test-retest reliabilities of continuous scores on the Myers-Briggs Type Indicator. Psychological Reports, 41(3), pp.1011-1012. Available at: https://journals.sagepub.com/doi/abs/10.2466/pr0.1977.41.3.1011 [Accessed on 14 June 2022].

Demerouti, E., van Eeuwijk, E., Snelder, M. and Wild, U., 2011. Assessing the effects of a “personal effectiveness” training on psychological capital, assertiveness, and self‐awareness using self‐other agreement. Career Development International. Available at: https://www.emerald.com/insight/content/doi/10.1108/13620431111107810/full/html [Accessed on 14 June 2022].

Guterresa, L.F.D.C., Armanu, A. and Rofiaty, R., 2020. The role of work motivation as a mediator on the influence of education-training and leadership style on employee performance. Management Science Letters, 10(7), pp.1497-1504.

Ibrahim, A.U. and Daniel, C.O., 2019. Impact of leadership on organisational performance. International Journal of Business, Management and Social Research, 6(2), pp.367-374.

Kalogiannidis, S., 2020. Impact of effective business communication on employee performance. European Journal of Business and Management Research, 5(6).

Kwantes, C.T. and Boglarsky, C.A., 2007. Perceptions of organizational culture, leadership effectiveness and personal effectiveness across six countries. Journal of International management, 13(2), pp.204-230. Available at: https://www.sciencedirect.com/science/article/pii/S1075425307000282 [Accessed on 14 June 2022].

Li, Y., Chen, W., Liu, C. and Deng, M., 2020. Nurses’ psychological feelings about the application of Gibbs reflective cycle of adverse events. American Journal of Nursing, 9(2), pp.74-78. Available at: https://pdfs.semanticscholar.org/deb5/86a11508fe8b5cc51f490596d98f7659bdcd.pdf [Accessed on 14 June 2022].

Murdock, A. and Scutt, C.N., 2007. Personal effectiveness. Routledge.

Paterson, C. and Chapman, J., 2013. Enhancing skills of critical reflection to evidence learning in professional practice. Physical Therapy in Sport, 14(3), pp.133-138. Available at: https://www.sciencedirect.com/science/article/pii/S1466853X13000163  [Accessed on 14 June 2022].

Pittenger, D.J., 1993. The utility of the Myers-Briggs type indicator. Review of educational research, 63(4), pp.467-488. Available at: https://journals.sagepub.com/doi/abs/10.3102/00346543063004467 [Accessed on 14 June 2022].

Putri, R.A., 2018. Leadership style and interpersonal communication of employee satisfaction and it’s effect on the employee performance. JPBM (Jurnal Pendidikan Bisnis dan Manajemen), 4(3), pp.101-106.

Sarboini, S., Rizal, S., Surya, J. and Yusuf, Z., 2018. The effect of leadership, compensation and competency on employee performance. Jurnal Ilmiah Peuradeun, 6(2), pp.215-234.

Sayyadi, M., 2019. How effective leadership of knowledge management impacts organizational performance. Business Information Review, 36(1), pp.30-38.

Tawanwongsri, W. and Phenwan, T., 2019. Reflective and feedback performances on Thai medical students’ patient history-taking skills. BMC medical education, 19(1), pp.1-8. Available at: https://link.springer.com/article/10.1186/s12909-019-1585-z [Accessed on 14 June 2022].

Tripathi, D., Priyadarshi, P., Kumar, P. and Kumar, S., 2019. Micro-foundations for sustainable development: leadership and employee performance. International Journal of Organizational Analysis.

Varvel, T., Adams, S.G., Pridie, S.J. and Ruiz Ulloa, B.C., 2004. Team effectiveness and individual Myers-Briggs personality dimensions. Journal of management in Engineering, 20(4), pp.141-146. Available at: https://dellacorte.me/static/docs/peopleware/varvel2004.pdf [Accessed on 14 June 2022].

Wang, H. and Guan, B., 2018. The positive effect of authoritarian leadership on employee performance: The moderating role of power distance. Frontiers in psychology, 9, p.357.

Wuryani, E., Rodlib, A., Sutarsib, S., Dewib, N. and Arifb, D., 2021. Analysis of decision support system on situational leadership styles on work motivation and employee performance. Management Science Letters, 11(2), pp.365-372.