A520.3.1.RB - Decision Making Styles

A520.3.1.RB_Manglona, Matthew-Napu_ Decision Making Styles

A few words that I could use that can describe my decision making style would be firm, fair, unpredictable, conceptual, and practical. What I mean by that when it comes to being firm, if a decision needs to be made whether it is made collectively or as an individual I stand for a decision whether it is good or bad.  Fair in regards to ensuring (or at least trying) to please everyone’s request at an issue. Unpredictable, I always make attempts to not set patterns or favoring certain positions when it comes to decisions that need to be made for the organization.

Conceptual by taking risks, looking forward to the future, and creative with alternatives with problem solving. Finally practical, I try to establish a foundation of practicality and simplicity that even those who truly oppose my decisions can understand and move forward with the issue at hand and accomplishing the task or goal for the benefit of the organization as a whole. “The learned habitual response pattern exhibited by an individual when confronted with a decision situation. It is not a personality trait, but a habit-based propensity to react in a certain way in a specific decision context” (Thunholm, P. 2008) I believe this to be true because depending on the certain situation or issue at hand, I base it off past experiences or lessons from others to ensure that I make the best decision possible.

The opposite of the words I chose is hesitant, second guessing, and complacent. I am hesitant in the sense of making decisions when it comes to high value or high risk missions or tasks in the Army. Second guessing, I tend to revert back at my decisions made and second guess them and want to change it when the process is already implemented which would eventually cause chaos if I did. There are times (where I think to myself) where I would not want continue with the task and try to rewrite or redo everything which like I said would cause “chaos”. Especially in a high tempo or high value task. Then finally there is being complacent or having complacency. I tend to rely on things the way they are and never look or plan for the worse. I expect at times things would not go bad and everything will be fine, which to me is a big mistake. I think this ties into conceptual blocks which are “mental obstacles that constrain the way problems are define” (Whetten & Cameron, 2011).  

The benefits that I see if I were to use the opposites of what I stated would have to be hesitant. I am usually a hard charging type of decision maker. I believe that being hesitant (to a certain extent) would allow me to open the approaches of Creativity. It will bring scenarios into my thought process and provide me with different options when it comes to an issue. Instead of automatically going for Plan A I can always plan and possibly accept a Plan B. “If decision-making styles reflect more basic abilities apart from habit, then the dependent and the avoidance styles could reflect a perceived inability to handle the decision situation in itself, a perceived inability to make effective decisions” (Thunholm, P. 2008)

References

Thunholm, P., Militärvetenskapliga institutionen (MVI), Försvarshögskolan, & Krigsvetenskapliga avdelningen (KVA). (2004). Decision-making style: Habit, style or both? Personality and Individual Differences, 36(4), 931-944. doi:10.1016/S0191-8869(03)00162-4

Whetten, D. A., & Cameron, K. S. (2011). Developing Management Skills (8th ed.). Upper Saddle River: Prentice Hall.

A520.2.5.RB - Time Management

A520.2.5.RB_Manglona, Matthew-Napu_ Time Management

As I assessed my time management skills with everything I have going on in my life, I am surprised I am able to accomplish my tasks and goals. From working full time at 630am-230pm, coaching Crossfit at 3pm-4pm and doing my Deputy Marshal Reserve duties from 6pm-11pm, once a month attending drill for the Guam Army National Guard, family time, and of course my graduate course studies it still bedazzles me on how I am able to do it. I will not lie it is very challenging to keep up, however I am accepting the challenge and know it will all be worth it at the end. As Whetten, D. A, & Cameron, K. S describe that two effective ways for time management is focusing on efficiently managing my time and effectively using my time as well. 

I am able to prioritize my work as described in Rule #4 of Whetten, D. A, & Cameron, K. S.  and time by putting them in an order of precedence, from there ensure I provide myself reminders on my phone, calendar, or post it for that matter to ensure that I am on point with work, homework, extracurricular activities and so forth. As days pass, changes can occur, and shift priorities of work. In the military I was able to learn to prioritize and differentiate between urgent and importance when it came to work. Where importance was focusing on a desired result, and urgent falls in line with immediate attention (Whetten, D. A, & Cameron, K. S. 2011).

The skills I was able to develop provided me with taking advantage of every hour of the day, of course there will be setbacks but that just pushes everything (in what we call in the military) to the right, which means at a later time or date. “Studies find that one can use time efficiently and productively by setting short-term and long-term goals, keeping time logs, prioritizing tasks, making to-do lists and scheduling, and organizing one’s workspace” (Grissom, J. A., Loeb, S., & Mitani, H. 2015). As I explained earlier, I take these approaches to hone in on my skills and allow for me to have control over my time management.

I think that three areas where improved time management skills would reduce stress is by (1) setting deadlines before an actual deadline. For example, knowing I can finish my assignments before every Saturday or Sunday at the latest, gives me time to relax and spend time with my family or let alone have “me” time. (2) Would be to reserve time during the day where no one can have access to me, or just personal time for at least half an hour to Forty-Five minutes. This will allow me to think, re-evaluate, and attack the remaining tasks that need to be done. (3). Is to divide up large projects or tasks, in my life and work there are so many things going on with projects and tasks. To divide them would put less stress on my work load and I can focus and produce a detailed and better project instead of stressing and procrastinating or rushing through my work (Whetten, D. A, & Cameron, K. S. 2011).

How my action plan will be implemented is to start writing my tasks and goals for the week every Sunday. From there (which I already do) is to conduct hourly alerts on my phone calendar for the tasks at for each day. I will also look into my big projects that are given on a Friday for me for all my jobs and curricular activities and divide them and ensure that there is a decent amount of time given to work on them. My “me” time will be during my lunch hour. I will designate specific days where instead of going out to lunch with co-workers or others, I would just spend some alone time in the office or at home and be able to execute that time and de-brief and think about the rest of my day or week.

 References:

Grissom, J. A., Loeb, S., & Mitani, H. (2015). Principal time management skills. Journal of Educational Administration, 53(6), 773-793. doi:10.1108/JEA-09-2014-0117

Whetten, D. A, & Cameron, K. S. (2011). Developing Management Skills (5th ed.). Upper Saddle River, NJ: Pearson Education. Inc./Prentice Hall   

 

A520.2.3.RB - Conflict Resolution

A520.2.3.RB_Manglona, Matthew-Napu_Conflict Resolution

A successful conflict resolution that I participated in was when I was a deployed Platoon Leader in Afghanistan. During mid deployment my platoon was hand chosen by my command to take on an important mission at another location, where we would be isolated, and our own. The issue was that I had 43 soldiers under me and I was only allowed to take 30, with my platoon all excited to go and wanting very much to go and leave the area we were currently at. My subordinate leaders were guaranteed to go, however the rest of my soldiers were on the chopping block to stay behind.  That means 9 of them would have to stay back and be embedded with another platoon. As much as I wanted to take everybody my hands were tied when it came to taking everyone.  

I gathered my subordinate leaders and told them to hand choose their subordinates, however it came to a difficult decision making process for them and asked me to choose. Now the role that I had to play was the guy who would make the final decision. However, it was very difficult to choose my roster as I loved all my soldiers equally. So I pulled and allowed my soldiers to assist in making my decision and tried to conduct an “accommodating approach” along with a “compromise approach” where I went through satisfying the majority and listened to their recommendations and concerns instead of having a “forcing response” where they would have believed I chose certain soldiers because I favored them and had a personal agenda (Whetten, D. A, & Cameron, K. S. 2011). 

I wanted to show empathy towards my soldiers and meeting their needs (Conflict Resolution, 2008).

So the consensus from my soldiers was to conduct an Army Physical Fitness Test (APFT), and the top scores will be ranked and go through a Merit List which will dictate the decision making on who goes. To me it seemed legitimate and right for this mission because it was deemed dangerous and the best deserved to go. My soldiers conducted their APFT and the top were chosen, no complaints were made, and I got the best performances out of my soldiers from the day that we first arrived in Afghanistan.

I see some areas where I could have improved on handling the conflict. Thinking back at it, I also could have conducted a board, where myself and my subordinate leadership sit on a panel or act as a committee to ask a vary of questions to each soldier, that way as an end result have a more balanced soldier who is both physically and mentally strong. Another approach I could have resolve this was putting the soldiers in a room by themselves and have them figure it out on their own, give them that ownership of making a big decision to this particular conflict my platoon was facing. Ultimately the decision still would fall in my hands regardless of the outcome, I could have over-ruled the decision if I wanted too, but I didn’t, I felt though as long as we all returned home safely, the decision making process that was conducted, no matter what avenue of approach,  was the right one.

References:

Conflict Resolution 2008, https://www.youtube.com/watch?v=P2GWmDUKF3o&feature=youtu.be

Whetten, D. A, & Cameron, K. S. (2011). Developing Management Skills (5th ed.). Upper Saddle River, NJ: Pearson Education. Inc./Prentice Hall   

 

A520.1.4.RB_Manglona, Matthew-Napu_ Self-Awareness Blog

 A520.1.4.RB_Manglona, Matthew-Napu_ Self-Awareness Blog

My level of self-awareness has slightly changed since I started my MSLD courses. I will start with emotional intelligence; which is the ability to manage oneself and to manage relationships with others. (Whetten, D. A., & Cameron, K. S., 2011) I was given a brief glimpse of self-awareness in my previous course and its subcomponents were discussed when the assignment was given. “Leaders who have the ability to perceive their emotions and understand their impacts on their actions and on those of others should have a greater probability of providing effective leadership” (Goldring, E., Cravens, X., Porter, A., Murphy, J., & Elliott, S. 2015). When I first entered the leadership role in the Army as a 2^nd Lieutenant I did not know how to engage my soldiers as I was a hard charging leader not being aware of the mental and physical capacity of my soldiers, too include myself. The MLSD program has provided me that “taking a step back” approach and realizing the emotional needs of my soldiers and myself. I was able to look from the outside in and notice my patterns, attitudes, and training habits and tweak them into providing and syncing them for a better atmosphere for my soldiers.

My Personal Values didn’t quite change as I was raised from what I would call a good family household. Respect, loyalty, honor, and humility were the core of me growing up. My personal values at times allowed me to know what was right in attempting to influence my soldiers where my decisions followed the “the hard right versus the easy wrong” mentality in my decision making process. My cognitive style was able to change as well. My ability to assess situations at a critical thinking standpoint has increased. My ability to provide recommendations, continuing to learn, and have the ability to maintain communication has provided me continuous growing potential in the eyes of my superiors and separation of intellect from my peers.

My attitude towards change since taking this MSLD program has allowed for me to create and maintain an open mind. I am also able to adapt to change as well which I believe is a great asset to my abilities in leadership. In my line of work, the Army consistently changes, from leadership roles, policies, rules and regulations. A lot of people surrounding me are negative and cause friction when it comes to change. By having “the ability to adapt and utilize knowledge as a source of competitive advantage” (DiGiovanni, M. 2013) is something at a young age I was able to be introduced too. As a leader in the military you usually are the first to know about a certain change within the organization and are expected to implement the change whether subordinates like it or not. My job is to influence them and have them commit to that change and enforce it ( i.e uniform change, leadership, and policy changes).

The final core aspect of Self-Awareness is Core of Self Evaluation. This concept in regards to change in self-awareness is something that I believe is still ongoing. In the aspect of positive self-regard in relation to self-esteem, generalized self-efficacy, neuroticism (emotional stability), and locus of control (Whetten, D. A., & Cameron, K. S., 2011). I still am trying to fix myself on this aspect. I tend to bottle things up although I can adapt to negative situations. I would like to be able to just accept things for the way they are because at times my emotions will get the better of me at the end of the day.

DiGiovanni, M. (2013). Leadership forum to focus on adapting to change. Credit Union Times. Breaking News,

Goldring, E., Cravens, X., Porter, A., Murphy, J., & Elliott, S. (2015). The convergent and divergent validity of the vanderbilt assessment of leadership in education (VAL-ED): Instructional leadership and emotional intelligence. Journal of Educational Administration, 53(2), 177-196. doi:10.1108/JEA-06-2013-0067

Whetten, D. A., & Cameron, K. S. (2005). Developing self-awareness. In Developing management skills (8th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall