Socio Cultural Competencies of a Professional Manager

Question: Discuss about the Socio Cultural Competencies of a Professional Manager. Answer: Introduction The objective of the essay is to discuss about the socio cultural competencies of a professional manager. A professional manager has responsibilities towards society to direct someone with a degree or skill. A professional manager in an organisation has responsibilities towards the customers, suppliers, employees, shareholders, society and government. The essay highlights eight socio cultural competencies of a professional leader, which help to achieve organisation specific goal. Competencies of two leaders from Australia and UK are discussed. My skills and competencies are compared with those of the managers and it is highlighted how I can improve my skills with the degree of masters in business administration. Socio cultural competencies for a professional manager In the view of Koplyay, Chillingworth Mitchell (2013), socio-cultural competencies of a professional manager help to create a positive difference within the society. Their actions, planning and decision making affects all the stakeholders of the organisation. There are some generic competencies, which are efficient communication ability, problem solving and analytical ability and cognitive abilities. Leadership quality of a manager is very important competencies to motivate the team member to take challenges in work place and perform them well. A professional manager needs to be committed to complete a project for the sustainability of the business and to perform the corporate social responsibilities. Other important competencies for a manager are attitude and mind setup to support the team, self motivation and self direction, learning ability that is the willingness of improving knowledge and skills, ability to develop innovative ideas for the growth of the organisation (ols.apicol lege.edu.au, 2016). Discussion on two successful professional managers The first role model I have chosen is Jacques Nasser, who is currently the chairman of BHP Billiton in Australia. He is recognised for the managerial and leadership competencies while worked as CEO in Ford Motor Company (Joo, Sushko McLean 2012). He believed in transformational leadership, who motivated the team members arranging teaching process and workshop in the organisation. His managerial skill, determination, problem solving ability and strategic management skill drove Ford Motor Company to become worlds most profitable automaker during 1990-2000. I am also motivated by another great leader, Angela Ahrendts, who is former CEO of Burberry UK (Forbes, 2013). She is my role model for her great communication skill, positive energy and attitude, creativity. She believes in positive and transformational power of human energy and not at setting specific goal for the organisation. Comparison of my own competencies with those professional managers I joined Wesfarmer during my internship. I was appointed as a junior executive. My task was to manage a team, which was responsible to manage office work of Wesfarmer. I had to manage the supply chain management. During that time I faced some difficulties to manage team and team conflicts. The analysis of leadership competencies has made me realise that I need to develop emotional intelligence in during team management. Emotional intelligence helps to manage interpersonal skills of the team member along with own skill (Dever Mills, 2015). This skill helps to identify strength and weakness of the team members, which is helpful for successful execution of a project and to achieve strategic goal of the organisation. I am ambitious to develop my career in a reputed organisation, where I can use my learning of managerial and leadership skill for the success of that organisation. Conclusion This essay reflects different managerial competencies of a potential leader. The leadership styles of my two role models have been discussed. This analysis has helped me to identify the gap in my personality. I need to improve my emotional intelligence to get success as a manager in a reputed organisation. I want to develop creativity and critical problem solving skill and personality so that I can develop my career as a successful manager in a reputed organisation. References Dever, R. L., Mills, A. J. (2015). Are we still telling female students they cant lead?.Integrating Gender Equality into Business and Management Education: Lessons Learned and Challenges Remaining, 165. Forbes (2013). Forbes.com. Retrieved 18 November 2016, from https://www.forbes.com/sites/johnkotter/2013/10/17/angela-ahrendts-high-class-ceo-not-for-the-reasons-youd-think/#677f289d6bce Joo, B. K. B., Sushko, J. S., McLean, G. N. (2012). Multiple faces of coaching: Manager-as-coach, executive coaching, and formal mentoring.Organization Development Journal,30(1), 19. Koplyay, T., Chillingworth, L., Mitchell, B. (2013). Corporate Lifecycles: Modelling the Dynamics of Innovation and Its Support Infrastructure.Technology Innovation Management Review,3(10), 22. ols.apicollege.edu.au (2016) Professional Development and Ethics. Retrieved 18 November 2016, from https://ols.apicollege.edu.au/downloads/CPD1102/CPD1102_Unit_Study_Guide.pdf