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Running head: SELF REFLECTION

SELF REFLECTION Name of the student Name of the university

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1 SELF REFLECTION Activity 5 Introduction Self- reflection enables an individual in identifying the current state of position of the same in different environments. In this relation, Peter Drucker stated in a research that selfassessment enables an individual in gaining insight on the different changes that might improve performance (Drucker, 2005). Therefore, the research will focus on examining my own position as a leader and identify the areas that require refurbishments with the objective of improving managerial skills while operating in multicultural environments. Current position I have been working as a line manager in an organization for two years now before which I used to be a supervisor in a manufacturing unit. Most of the subordinates that have been working with me for the past two years in the current company are of the opinion that I am an introverted person. I personally believe that I face different psychological barriers while communicating with the workforce which affected my skills of managing the workforce effectively. However, the workforce agreed upon the fact that I have a better knowledge of the operations and I often act as an efficient guide to their operations which improved their performance. The lack of efficient communication has also curtailed my capabilities of empowering the activities that are undertaken by the workforce. My specific skills and knowledge on the processes enabled me in adhering to the processes. However, the lack of communicability skills affected collaborative functioning of the workforce. The, modifications in the organizational operations are specifically based on the leadership qualities and approaches that are considered by the manager.

2 SELF REFLECTION Hanges et al. (2016) stated that communication plays a major role in maintaining the efficiency of the organizational processes in orientation with the needs of the venture. In this relation, my lack of proficient communicability affected my potency of identifying the issues that are being faced by the workforce and mitigating the same. The issues in the workforce affected the capabilities of the organization in upholding the uninterrupted flow of operations. Again, most of the subordinates commented that I lacked empathy which again created a barrier between the workforce and me. The self- reflection process enables an individual in assessing the current position of the same while developing insights on the different modifications that might be planned as per the needs of the venture. I believe that my introverted nature is specifically the reason for my less empathetic nature. In this relation, Cumberland et al. (2016) stated that empathy of the leader enables the same in establishing sound inter- personal relationships with the workforce. I believe that I must develop my skills of empathy with the objective of identifying the issues that are being encountered by the employees while continuing with the operations. However, apart from all the contingencies and shortcomings I believe that my experience and skills have critically supported my role as a line manager in the organization. My experience on the processes permitted me in supporting the employees to improve their productivity through guiding the operations. Critical needs for an outstanding manager in the multicultural environment One of the major traits of being an outstanding leader in the multicultural environment is resilience to ethnocentric ideologies which forbids a leader to judge a culture based on the cultural values and ideologies followed by the individual ( Mathews, 2016). In this relation, I believe that resilience to ethnocentric ideologies is an important part of consideration that must be made by me with the objective of identifying the uniqueness of different cultures and

3 SELF REFLECTION integrating the efforts of the workforce towards the common objectives of the venture in a multicultural environment. I tend to judge every culture based on the paradigms of my own background, which might create backlogs in adapting to the new cultural backgrounds. Therefore, I believe that I must take the initiative of bringing forth changes in the outlook and perceptions with the objective of continuing with the efficiency of the operations while acting in different multicultural environments. On the other hand, the outstanding managers are required to hold efficient connections with the different people through communication (Bird & Mendenhall,

2016). Therefore, in this relation efficient communication skills enable an

organization in continuing with the efficiency of the operations while functioning in multicultural environments. In this relation, I believe that lack of efficient communication might restrict my capabilities of improving networks and connections with the people while operating in the multi- cultural markets. Conclusion Therefore, from the above discussion it might be stated that communication and networking plays a major role on maintaining the efficiency of a manager in the multi- cultural environment. The discussion developed a critical self assessment with the objective of identifying the strengths and weaknesses in me and thereby enumerated the basic skills that might be nurtured within me for operating in multi-cultural environments.

4 SELF REFLECTION References Bird, A., & Mendenhall, M. E. (2016). From cross-cultural management to global leadership: Evolution and adaptation. Journal of World Business, 51(1), 115-126. Cumberland, D. M., Herd, A., Alagaraja, M., & Kerrick, S. A. (2016). Assessment and development of global leadership competencies in the workplace: A review of literature. Advances in Developing Human Resources, 18(3), 301-317. Drucker,

P.

(2005). Managing

Oneself.

[online]

Signallake.com.

Available

at:

https://signallake.com/innovation/managing_oneself.pdf. Pp.100-109 [Accessed 4 Oct. 2019]. Hanges, P. J., Aiken, J. R., Park, J., & Su, J. (2016). Cross-cultural leadership: Leading around the world. Current Opinion in Psychology, 8, 64-69. Mathews, J. (2016). Toward a conceptual model of global leadership. IUP Journal of Organizational Behavior, 15(2), 38....