Management Concepts Overseeing the Emotional Issues

Question: Discuss about the Report of Management Concepts for Overseeing the Emotional Issues. Answer: Introduction: Overseeing the emotional issues are the prerequisites for an effective management. For the successful completion of this assignment, the author has discussed three distinct issues mentioned in the assessment criteria. Within the short span of this essay, the author has provided a self-assessment under the light of Golemans three dimensions of Self Awareness. He has also mentioned the benefits of authority delegation and lastly he has discussed the importance of human moment at work. Discussion: Self-Awareness: Self Awarenesscan be identified as a clear awareness of ones individuality, including potencies, limitations, judgments, beliefs, inspiration, and sentiments.Self Awarenesspermits the individual to appreciate other people, ones thoughts and response to them. Hence, it is one of the prerequisites of an organizational leader to be successful in his /her endeavor. As opined by Goleman et al. (2013), the emotional intelligence of individuals is made of two components. These are:1) self management and 2) self awareness. Here, the dimensions of self-awareness can be identified as: Emotional awareness Self-assessment Self-confidence Now within the small span of this essay, I am going to evaluate myself based on these three dimensions. As opined by Howell (2014), Emotional awareness can be designated as knowing when feelings are present in others and ourselves. I can identify myself as an emotionally aware individual. However, sometimes I find it difficult to control my sensitivity and forecasting my feeling. In this context, I can cite an experience of understanding the emotions of one of my subordinates in my workplace. He was found guilty of making some minor fraudulent transactions. As the manager, I was to confront him. Because of my Emotional awareness, I felt that he was being defensive and was obstinate. However, due to lack of my control over my emotion, it took me much time to make him admit his deeds. On the other hand, in the dimension of Self-assessment, I will mark myself lowly. More often, I am able to find my limitations, but fail to identify my strengths. It makes me less confident about myself. In most of the cases, when my senior authority trusts on me for a task, I find it difficult to trust myself and try to avoid that responsibility. Lastly, in the in the context of self-confidence, it can mark myself as an average scorer. I am aware of the capabilities or qualities of myself. However, i find it difficult to trust on them. As discussed before, due to lack of my confidence, I try to avoid take risks and responsibilities. Delegation: Delegation can be identified as one of the major issues in a competent management of an organization. Delegation is allocating the tasks to the competent individuals. The benefits of delegation can be examined in a number of ways: Benefits to the organization: As this strategy helps in team building, increased motivation level, the company gains the eminence of a good employer. On the other hand, as delegation increases efficiency, the productivity of the organization increases with it. As opined by Moe (2012), delegation speeds up the decision making process of the company. Thus, delegation is beneficial to an organizations management and operation. Benefits for the manager: As discussed by Bergman and Shubert (2013), with the strategy of authority delegation, a manager can restrict the potentiality of conflict mainly the role conflict among the team members. When the manager divides and clarifies the roles among the employees, it provides him the advantage of team spirit and conflict management. Moreover, to a manager, delegation helps them in performing better. As discussed by Yabe and Canon Kabushiki Kaisha (2015), It gives them the opportunity of assigning the regular jobs to their subordinates and focus more efficiently in administrative and resourceful functions. On the other hand, even in the absence of the manager the team can work efficiently due to the role clarity. Benefits to the employees: As opined by Zyngier and Owen (2013), when the task given to a person who is typically trained to that, the efficiency level increase both of the employee and the organization. It can be discussed under the light of division of labor. Performing a task for a log period of time and concentrating on that particular job increases the efficiency of that employee in executing the job. On the other hand, when an employee has a clear idea, what exactly he/she has to do and not to, it gives them clarity of the job role. It is important for the executives to be sure about their duty. It increases the concentration as well as employee engagement. However, the decision of delegation involves a few important steps: Identification of the task: As opined by Bergman and Shubert (2013), it is important for a manager to identify what exactly the requirement of the particular task or position. If it can be identified clearly, the necessity of delegation can simply be explored. Reviewing the resource: Before, delegation, the management needs to review whether he has the competent executive or enough budgets to perform that role or not. Time: Last but most importantly, before opting for delegation of an authority, the management need to review how much time they have to perform it in that way. Sometimes, it is better to be autonomic because of time constrains. These can be identified as some important steps in this regard. Vanishing human moment: In an organization, it is typically important for the employees to feel motivated and happy. It helps the organization to obtain better productivity and competitive advantage. As opined by Singh (2015), human moment can be designated as a genuine emotional encounter that can take place when two individual share the same mental and physical space. However, with the recent emergence of the electronic hyper-connection or technologies for communication, is restricting people to share a Human Moment. This case of vanishing human moment can be identified as one of the major issues of concern. Here, some of the reasons of such claim can be noted: Emotional isolation and damaged mental health: As opined by Cornelissen (2014), the lack of human moment at work can create an emotional isolation among the employees. With the increased usage of networking technologies, people are losing the essence of human moment. It can create a state of mental remotenesswhere he may performing a successful social network but still experiencespsychologicallyalienated from others. It creates a sense of abandonment and thus leads to damaged mental health. Lack of motivation: As popularly discussed, the loss of human moment at work can create a huge negative impact to the employee motivation. Good people leave. Those who remain are unhappy. With lack of meaningful communication among the team members, no personal connection will be made and the employees will feel de-motivated. Thus, the company will experience a huge employee turnover. Conclusion: In conclusion, it can be said that the emotional issues of the executives are important for the smooth running for an organization. The employees should be self-aware and feel motivated. They need to provide human time and authority should be delegated. Thus, the executives will feel encouraged and the company may experience a better management. References: Bergman, C. and Shubert, L., 2013. Interactive strategies: time management, prioritization, and delegation.Nurse educator,38(4), pp.137-138. Cornelissen, J., 2014.Corporate communication: A guide to theory and practice. Sage. 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