Time and Self-Management - Literature review Example

Name: Institution: Professor: Course: Date Due: Summary Time and Self-Management The three articles on self-management present the topic in an intriguing way that shows its necessity to plan and effectively achieve life goals and desires. There are many techniques managing oneself and time. Time and Self-management encompass life from social, emotional, spiritual and career perspectives. Ultimately, every stage in life requires one to achieve the set goals or objectives. The books touch on the most important approaches in management of time to be successful in life while counting success on each step. Much consideration has touched on the overwhelming workload and subsequent inability to manage ones resources. As such, it poses a challenge to management of life commitments against family life. Time and Self-Management is, therefore, a crucial endeavor that helps one balance all the aspects of life while deeply understanding the behavioral interventions for a healthful success. The methodologies presented are both from theoretical point of view to practical self-management skills in solving problems and encouraging effective decision-making abilities. These articles confirm of the efficiency of self-management initiatives and attempts to point out the possible mechanisms of self-efficacy. It is interesting that many authors have written on the best methods of saving money as compared to time management. The truth presented by these articles is that one can recover money lost but it is difficult or impossible to recover lost time. In essence, the three papers evaluate the best mechanism of time and self-management presented the problems and best solutions for incorporation in our education, careers and family life. Understanding and Working with Others Furthermore, three more articles that touched on the understanding and working with others presented the best methods and advantages in human development. Human differences have a significant impact in the culture and operation of any company belief, norms and definition of members. The operation of the organization constitutes of many skills marked by people with different backgrounds. However, all the players in the organization irrespective of their personal practices and beliefs have to perform as per the existence of the organization. The organization has to function in unison through the impacts of the employees. It is worthwhile that each employee practices respect to everyone, make effort to speak clearly and know each other social life. Communication is a common factor covered by all the key authors. It touches on the ability to pass information clearly as well as listen and understand when receiving information. Mostly, a culturally diverse workforce alliance is taken out of prejudice negatively. It is significant to realize the inherent obstacles and barriers related to the dissections in religion, status, gender education level and terms of service. The three authors present ways of best managing to live with others. Furthermore, they present their ideas in a positive way that encourages organizations to adopt a system where employees are of diverse in origin and thinking. On the other hand, they less talk about the challenges one faces when handling other colleagues. Their methodologies and topics touch on how best to live with others, without expounding on the need to be effective in living with others. Time and Self-Management The papers presented qualitative and quantitative means of achieving effective time and self-management. The factors considered in time and self-management was estimated to influence a person’s life for over twenty years. According to the study by Edward P. Sarafino (2010), the long-term experience revealed that every unionized stage government workforce improve their work attendance in a period of six months. Edward (2010) illustrates in the methodology, a number of measures and evaluation of variance led to the discovery of enhanced self-efficacy and escalated job attendance and time management. Perceived self-efficacy at the completion of the study revealed subsequent job attendance when the employees received training on self-management and good time management. The control group (n= 20) was passed and applied in the same study on self-management and compared to other studies done with the same. The results gotten after three months revealed the group (n= 20) to have a higher level of improvement as compared to the earlier groups trained in a different condition. In this regard, the increased self-efficacy reflected on job attendance and time management. These revelations offer much support to theory on job attendance. On the other hand, Lorig & Holman (2001) offers much contribution to the topic from a chronic disease care-management perspective. The methodology or plan used was of core focus in the program. Much consideration directed to the practicability of implementation, requirements for adaptation with respect to personal ambition and feasibility in undertaking much larger activities. The challenge in the study limited the methodologies to intervention plan approach. The program required as little as one hour for consultations and structured nurse appointments of that length. The challenges presented in achieving self-management were high-need populations and inaccurate phone numbers. The unique use of undertook a web-based survey prove to be efficient as the main problem was known. The challenge was to reach the proficient level of practice using the Flinders’ tools and processes. Thus, need for training and more use of clinical processes and tools. Ultimately, the extensive review of the Academic Tip Sheet on Time and self-Management from Edith Cowan University was significant (Sarafino (2010). The approach in this regard presented a strategic approach to managing time and oneself. The article stressed on setting priorities for the most important aspects of life and how they should fit to the academic life. This was the best paper as it presented the general Self-management techniques. The paper pointed out the best techniques to adopt is stress management, development of high self-esteem that enables one to cope with conflicts in life. Again, development of personal confidence and a positive attitude are effective in enabling one-make necessary adjustments to succeed. Basic virtues as if patience and developing a character of giving feedback will enable one reduce mistakes and consciously work through life. In summary, the three articles presented the best ways to manage oneself through training and study as well as literal reviews. However, the Academic Tip Sheet on Time and self-Management from Edith Cowan University presented only few techniques without a practical study. As such Loden and Rosener (2007) touch on the practical aspect of their methodologies while emphasizing training as the best way to manage one self and manage time effectively. They have strongly supported the need for self-management to employees as it may influence the organization to lag behind. Understanding and Working with Others The first articles covered the phases of achieving the most on working with diverse people through awareness. One has to be aware of the dimensions of cultural diversity existence in any company. Acknowledgement of the existence in distinction between colleagues and team is significant in initial phase. Loden, and Rosener (2007) indicates that the moment a conflict arise, ill feelings and stressful conditions come up because of sub-cultures involved and their distinctiveness in handling them. On the other hand, Thomas (2010) illustrates that it is important to appreciate the cultural diversity and enhance to express cultural distinction without resorting to stereotypes. As diversity is an increasing trend in our businesses, it becomes a complex matter to communicate effectively. As such, it is important to spend much effort and time in enhancing improved communication skills with one another. Awareness and discuss have a significant impact in making a clear picture of diversity of individuals. Appreciation and deeply comprehending other people’s cultures and behavior implies tolerance and support to achieving the company goals and personal development. In essence, a number of ideas, skills and knowledge are necessary to any one or any team. Diversity creates immense opportunities for personality development by encouraging tolerance and respect for one another and nurturing concern for equality. Loden, and Rosener (2007) suggests that a culture that is diverse in coalition which gives regard to all people and encourages all circumstances is worthy of active involvement. Making the best of diversity in the organization is important because it calls for the commitment in all aspects of involvement. Shifting prevailing assertiveness and assumptions is very difficult. Most of the time, the hope is to change ones attitude and encourage a rather approachable behavior. Anyone involved in diverse coalition has to be committed to his or her endeavor while ensuring that expression of a conscious cultural difference. Change is inevitable in this issue and any confrontation may tend to disturb the status quo. According to Commonwealth of Australia (2004), to be successful in this endeavor calls for much involvement and combination of various efforts. If everyone will advance to perform his or her work proactively, then it improves the team achievement. Understanding one another in their levels of diversity and believing in significant things may take place if there is teamwork, and working as one unit is beneficial in this endeavor (Commonwealth of Australia 2004). Each person has his or her own unique duty, however everyone’s responsibility has to be recognized and appreciated. Teamwork is an essential aspect of any organization shaped by priority and having goals or objectives to achieve when given constant attention. Every member has to comprehend the significance of each one of them in order to work as a team smoothly and achieve success. Thomas (2010) illustrates that every player has to be committed to the whole team mission and show highest levels of willingness and unselfishness. Again, Thomas Archer suggests in his book that in case the team experiences challenges, the team members have to come together and harness resources, be accountable and commit to solve the situation. In the same line, Loden, Marilyn and Judy B. Rosener (2007), give the same thought that it is critical that cultural diversity within any organization be managed. Recruitment and diversity trialing are among the best ways of managing diversity. Furthermore, organizations have to encourage communication within coalition to eradicate major barriers that interrupt working smoothly as a team. As such, the writers have approached communication as the best way to manage diversity of people as they encourage learning to listen. They have discouraged the reader from misjudging people on grammar and accents but rather test for understanding. However, Commonwealth of Australia (2004) does not touch on the conflict and any problems that may crop up due to the manner of understanding. His methodologies and approach to the topic rails to consider the need for reviewing and revision of the subject. Again, no consideration is given on revisiting the main objectives of the organization and to achieve high levels of certainty in this context. On the other hand, Thomas Archer (2010) exclaims the need to have a reason to speak and communicate with one another. This will help maintain good relationship and effective teamwork. Bibliography Commonwealth of Australia (2004). Work effectively with culturally diverse clients and co-workers. National Volunteer Skills Centre is a project run by Volunteering Australia and is funded by Department of Family and Community Services. Volunteering Australia Sarafino E., (2010). Self-Management: Using Behavioral and Cognitive Principles to Manage Your Life. New York: John Wiley and Sons. Latham, G & Frayne, CA (2000). Self-management training for increasing job attendance: A follow-up and a replication. Journal of Applied Psychology, Vol 74(3), p. 411-416. Loden, Marilyn and Judy B. Rosener (2007). Workforce America: Managing Diversity as a Vital Resource, Homewood, Illinois: Business One Irwin. Lorig, K.R., & Holman, H.R., (2001). Self-management education: History, definition, outcomes, and mechanisms, Volume 26, Number 1, 1-7 Thomas Archer (2010). Working With Diverse Cultures. Ohio State University Fact Sheet Read More