Need for Achievement and Communication Skills

You can download brilliant powerpoint slides about Career Management and HR Strategy HERE.

Mr. Sandy appears as a person with high need for achievement. To achieve his goals and aspirations, he is willing and able to undertake multitasks simultaneously. He also has high need to assume role of a leader. As a leader, he does not like to use strong control to monitor his staff’s performance. Instead, he allows his staff to do their tasks freely for as long as they follow the established rules and procedures.

Mr. Sandy has an ability to make quick decisions and responds quickly to problems. He prefers to use practical approach in resolving job problems. He also has relatively fast work pace when doing his tasks. However, he tends to overly depend on rules and instructions or supervision from his boss. While this attribute may help him to create order and clarity, it can also cause him to be inflexible and too dependent on other people. Such dependency diminishes his potentials to be a self-starter and room for creativity.

Mr. Sandy has keen interest in working with detail. This ability would definitely help him in ensuring that every element of his job is done properly. However, he tends to be marginal in organizing his tasks and does not display systematic manner in planning his activities. He also does not demonstrate outstanding capabilities in creative thinking. He tends to just follow routine procedures and instructions in doing his tasks; and could not provide meaningful examples of his self-expression and original endeavors.

Mr. Sandy is open to customers’ feedback and listens attentively to customers’ complaints. Yet, it seems that he does not have excellent skills to deal and response to complaints diplomatically. In one example, he apparently was not able to display proper courtesy and tact when he dealt with one customer complaint.


D. PERSONALITY

Mr. Sandy comes across as a neat and well-groomed person. He exudes an fair degree of sociability who enjoys people interface for as long as it relates to job matters. He tends to be a bit hesitant to get deeply involved in social chit-chat.

His emotional nature shows that he has a tendency to be overly sensitive to others and get easily hurt, although basically, he admits that he can keep his temperament under control. He seems to have low adaptability to diversified situations and ideas of change. He apparently prefers to work in a stable and routine environment and feels uncomfortable to deal with a high variety of tasks.

Mr. Sandy seems to have average quality in communication skills. He did not speak articulately and repeatedly and inappropriately used the word “daripada….daripada”– reflecting poor grammatical abilities. Noticeably, there was poor eye contact during the interview where his focus was not to the interviewers. Indirectly, this gives us an impression of his low confidence.

E. STRENGTHS AND AREAS FOR DEVELOPMENT

STRENGTHS
• Has high need for achievement and strong willingness to achieve optimum results
• Quick in decision making
• Has high attention to detail

AREAS FOR DEVELOPMENT
• Tends to be inflexible and rigid in his workstyle
• Overly dependent on rules and instructions
• Has poor communication skills

F. SUMMARY AND RECOMMENDATION

Mr. Sandy started his career in SunHotel as a daily worker in the steward department. Probably due to good performance, he managed to be exposed to a variety of tasks moving from cleaning service kitchen to Houseman, Bell Boy, Information Operator, Receptionist and Shift Leader. This smooth career movement progressed and landed him a promotion as the current Assistant Front Office Manager. He claims that his career journey is a bit faster compared to his peers – which to some extent created jealousy and apprehension among his co-workers.

Mr. Sandy portrays himself as a person who aspires to produce successful undertakings in his career life. He also has high confidence to be in a leader position. When leading his staff, he expects them to consistently follow the rules and procedures. Quick in making decisions, he also tends to be relatively fast in performing his tasks. He prefers to use practical approach in resolving problems he faces. Although he generally does not display high systematic steps in finishing tasks, he pays attention to detail – ensuring that every bit of his working process is taken care properly. His high desire to follow procedures and instructions, however, may make him inflexible and difficult to adapt to unexpected situations that he may encounter. This attribute can also make him too dependent person who lacks initiative.

Based on the overall findings, we find Mr. Sandy is adequately possesses the skills and the work experience necessary in his current role. However, he displays low self-esteem and needs training on supervisory skills, assertiveness as well as personality development to improve his communication skills and self-expression. At present, he projects the doer more than the manager type of worker which gives an indication that he may have limited potentials for further career development. He may have reached the ceiling of competency and may have difficulty absorbing new knowledge and the theories in modern day management. For these reasons, we have reservations in recommending him for a promotion at this stage. It is best to review his past performance and give him a feedback on his status.

You can download brilliant powerpoint slides about Career Management and HR Strategy HERE.

HR English Jpeg RE