15th May 2015

University of Roehampton Module 1 Unit 1 Individual Assignment Reflective Journal

Managerial Roles Gap Analysis

1. Question: What did you learn from completing the Managerial Roles Gap Analysis[1]?
Answer:
Based on my average score on Managerial Gap Role Analysis[6] survey, I thought that
I am not ready to be a manager. I found out that gap analysis is an individual assessment
of oneselfs deficiencies and competencies based on the required role to fill-in.
Although I have to admit that Mintzberg measurement says I am not a qualified to be in
a managerial role, it helps me to determine what needs to be done to improve myself by
minimizing the gap between my current performance versus the desirable performance
(benchmarking[3]) order to be more competent, efficient, and effective person.
2. Question: Which of Mintzbergs managerial roles[6] is most necessary for managing in
complex, changing workplace environments[1]? Why[1]?
Answer:
Mintzbergs managerial roles[6] gap analysis are indeed very much important, but I think
leadership and entrepreneurial roles bring most the significant impact since it almost
covers everything. Leader initiates improvement effort and sets the direction aligned with
the vision, provide the necessary resources and knowledge, and motivates/inspire the
followers to accomplish the mission and goals. While being an entrepreneur fosters
innovation and generations of new ideas, the essential way of creating a more
sustainable organization in the current rapidly changing business environment.
3. Question: Which of these managerial roles[6] might you need to develop beyond your
current capabilities[1]?
Answer:
They are too many to mention like being a spokesperson, disturbance handler, negotiator,
and so on. Mintzbergs managerial roles[6] help me to discover my weaknesses,
including those strengths and capabilities to determine where to concentrate or focus my
greatest efforts.
This is somewhat related to SWOT analysis [3][7]. I should strive to foster my strengths,
eliminate the weaknesses, discover the potential opportunities, and reduce or eliminate
the possiblity of threats[3][7].
I feel that I am not ready to be a manager at the moment, but I believed that everyone
should be given an opportunity if the person is capable, knowledgeable, and equipped
with the necessary skills that necessary to become a manager like studying in any
Masters Degree program offered by the University of Roehampton.

4th June 2015

Module 1 Unit 2: Final Project Preparation: Reflective Journal

1. Question: What might be the value of strengths-based feedback to you

as a leader and a manager[1]?
Answer: There is no doubt that the strength based performance feedback is highly
valuable and indeed vital skills that a leader should possess. As mentioned
by Gallager[2] (2007), some of the benefits are:
1) Avoid conflicts and to other feelings as the message are delivered
considering the message receiver[3] perspective.
2) Collaboration is encouraged hence good relationship will be
established.
3) Power of persuasion[3] will increase as one of the important set of

interpersonal skills that a good leader should develop in order interpret

the message is coming from a concerned and caring friend not as
criticism.
2. Question: What skills in giving and receiving feedback do you need to
develop further?
Answer: If we will base on CANDID approach [2] suggested by Gallager [2] (2007),
most are still yet to develop particular to N or normalize the situation[2].
It's not easy to pretend at that the other person did not do commit any
wrongdoing as the main reasons of confrontations. But as far as the
many authors are concerned like Wescott [3] (2013), Cushard [4]
(2011), and Allio[5] (2009), leadership can be learned[3][4][5]. One should
attempt to improve whatever skills learned which increase a greater
chance of success. Further, as what Gallager[2] (2007) is trying to suggest,
skills can acquire through constant practice[2].
3. Question: What aspects of your ability to work effectively in a multi-cultural
environment do you need to develop further?
Answer: I do not have doubt that it is very urgent to learn effective interpersonal
skills. As Dr. McNamara (2006) suggest,

References:

[1] UoR (2014) Blackboard Learn, University of Roehampton, [online] Available from:
https://elearning.roehampton-online.com/webapps/atk-progress-tracker-2.2bb_bb60/dashboard.jsp?course_id=_1540763_1&mode=view (Accessed 4 June 2015).
[2] Gallagher, B. R. and Group, C. (2007) How to Give Strength-Based Feedback, pp. 1
21.
[3] Wescott, R. T. et. al (2013) Certified Manager of Quality Organizational Excellence
Handbook, 4th ed. Wescott, R. . et al. (ed.), Milwaukee, WI, ASQ Quality Press.
[4] Cushard, B. (2011) Bill Cushard, [online] Available from:
https://www.mindflash.com/blog/2011/05/leadership-can-be-taught-but-not-everyonewants-to-learn/ (Accessed 19 May 2015).
[5]Allio, R. J. (2009) Leadership the five big ideas, Strategy & Leadership, 37(2), pp. 4
12.
[6] Mintzberg, H. (1986) Managerial work: analysis from observation, Management
Science (pre-1986), 18(2), p. 14, [online] Available from:
http://search.proquest.com/docview/205776749?
accountid=15920\nhttp://linksolver.ovid.com/OpenUrl/LinkSolver?
atitle=MANAGERIAL+WORK:
+ANALYSIS+FROM+OBSERVATION&title=Management+Science+(pre1986)&aulast=Mintzberg,+Henry&date=1971-1001&issn=00251909&volume=18&issue=2&spage=B97&id=doi:
[7] Jashinsky, B. (2013) Certified Manager of Quality/Organization Excellence Certification
Preparation, Milwaukee, WI, Amercian Society for Quality.
[8] McNamara, C. (2006) How to Work in Multicultural Environments, pp. 6366, [online]
Available from: http://managementhelp.org/misc/multicultural-consulting.pdf.

Marvin F. Arinuelo
MSc Project Management
University of Roehampton
Student ID: 2665898