CONTENTS

 INTRODUCTION
 PART 1-KEY RESULT DISCUSSION
-Strong Areas
-Weak Areas
INTRODUCTION
Competency assessment through competence assessment questionnaire is an important
approach to find out the strong and weak competence areas and to develop management skills
and self-management skills (Carlopio & Andrewartha 2012, P28).
Though this paper, I aim to assess my Management Competencies and evaluate and analyse
my strengths and weaknesses through self-reflection and peer support using assessment tools
and discussions to gain a deeper understanding of my competencies.
The competence assessment questionnaires have been completed by myself, second one by a
former colleague of mine, who also happens to be my husband, and the third by a family
member. I have known Manas Anugu for 6 years both personally and professionally. We have
been married for 5.5 years and also worked together on various audit assignments at the
Indian Audit and Accounts Department at which he was initially my supervisor for certain
period and later my colleague. The other assessment was by my brother who, I believe, has a
deeper understanding of my personality because of growing up together. In addition, as both
my husband and my brother are currently living in the same city as me, they are favourably
placed to give me continuous feedback about my progress.
PART 1-KEY RESULT DISCUSSION
The assessment covers ten competency areas comprising intrapersonal and interpersonal
dimensions. The summary of assessment in these competency areas is as illustrated below:

Total Competency score by assigning 1 to 6 score

for strongly disgree to strongly agree
40
30
20
10
0
es
s
en
t ce in
g cs on on ity in
g ict on ge
ren em i g en ork o liti cati vati a tiv ak onfl rati han
ll p i e M c bo c
w
a ov te tw d un oti cr n
fa pr in ne an m m s io olla
l i m l r m c i c
se lf on
a
w
e co De
se oti po
em
d
an
ip
n sh
o
l ati
re
self assessment manas anugu pruthviraj
In this section, my strong and weak competence areas will be discussed.
Strong Areas
Relationship and Emotional Intelligence
In the technology era, emotional intelligence (EI) will be viewed as a unique characteristic of
value (Purushothaman, R. (2021)). Also as stated by world economic forum (WEF,2020),
“people with a high degree of emotional intelligence make more money—an average of
$29,000 more per year than people with a low degree of emotional intelligence”. Fortunately,
my work experience of 8 years gave me enough opportunity to work with people of different
ages, genders and of distinct experience levels which enabled me to be both self-aware and
socially aware. I often succeeded in influencing and mentoring because of my calm and
approachable personality, was empathetic and had good situational adaptiveness.
But, when it comes to analysing my feelings and their effect on me, there is still room for
improvement.
Motivation
Intrinsic motivation and internalised extrinsic motivation((Gerhart & Fang 2015) and
carefully prescribed goal setting((Ordóñez, Schweitzer, Galinsky & Bazerman 2009) are the
most effective techniques which can be used for motivating others. All my assessments state
that i have by far been successful in this competency area. To shed more light on which
aspects of motivation i was successful at, i adopted a framework (Ordóñez, Schweitzer,
Galinsky & Bazerman 2009) to check the appropriateness and effectiveness of my goal
setting approach (Appendix 1).
This self-reflection through framework suggests that this competency is my area of strength,
but I would like to reflect more on the thought that my method of motivating should also
include some internalised extrinsic motivation like personalised rewards as well.
Weak Areas
Self-Management
All my assessments reflect to the fact that i need to manage myself better by having a fitness
regime and prioritising activities. I found it difficult to follow a fitness routine as I would
often give up on day 2 or day 3. I once read that it takes 21 days to inculcate a habit, but
never reached there as I always came up with strenuous tasks on day 1 and the pain of those
tasks demotivated me and I finally gave up. Also, there were some hidden assumptions as
stated below:
When it comes to prioritizing activities, I have a habit of signing up for too many things as i
always thought it increases my exposure. I recently signed up for MBS Case competition and
participated in some research studies as I was curious and needed that additional income.
Because of not planning my schedule properly, I sometimes could not meet some of the
deadlines that I set up for myself for my core activities.
Creativity
Putting ideas into action and sharing an idea even when not explicitly asked for involves four
underlying fears as stated below:

Overcoming these fears to crucial to gain from ideas

PART 2-MAJOR DIFFERENCE
In this section, the major differences between self-assessment and assessments by manas and
pruthvi will be reviewed.
Power and Poltics
Power and Politics is the most significant difference between assessments. Manas Anugu
strongly agreed that i have this competency and suggested that i need to explore more in this
area of strength whereas Pruthvi and me feel that there is room for improvement especially
when it comes to keeping up to date information on who wields power and the factions in the
organization. As this competency is crucial for my future career in management consulting,
its important to develop ways to improve.
PART 3-COMPETENCY DEVELOPMENT PLAN
This plan was developed after extensive research , careful self reflection and discussion with
buddy.
Self Management: I want to put my hidden assumptions to test by starting a fitness regime
and testing how well i can balance both work and whether fitness can be enjoyable activity.
Me and my buddy came up with a commitment plan of our own and decided to follow each
others progress at the end of every month.

Creativity:
To Overcome my fears, i want to adopt some specific techniques as detailed below:
Power and Politics

Are the goals too specific? The goal was to adopt online platform for
vetting of inspection reports in a phased
manner. There was enough flexibility for
individuals to decide their own targets
within the broad scope of organisational
goals.
Are the goals too challenging? Since majority belong to the age group of
40 and above in the team, it's difficult for
them to adapt to the new online system.
Hence methods like phased roll out and one
on one consultations and follow up were
adopted
Who sets the goals It was discussed in the team meeting how
practical it would be to adopt vetting of
reports through the online platform in three
months
Is the time horizon appropriate? The goal gave enough time for everyone to
be onboard so that it does not affect the log
time goal of organisation that everyone
properly understands the process so that the
entire process can be made completely
online at later stages.
How might goals influence risk taking?
How might goals motivate unethical The main reward was that achieving it will
behaviour? reduce the time spent on work in future and
increases its quality. But rushing the
implementation did have a disadvantage of
doing the work offline first and copying it
offline and pasting the same online, thus
affecting the quality of work.
Can goals be idiosyncratically tailored for The goals were individual specific
individual abilities and circumstances while
preserving fairness
How will goals influence organizational It will motivate other departments in the
culture? organization to follow such phased
approach and give enough time to get
everyone on board
Are individuals intrinsically motivated? Individuals were made aware of the long
term personal gains of the task and hence
were intrinsically motivated
What type of goal is most appropriate given It was a learning goal rather than a
the ultimate objective of the organisation performance goal
References
Barsade, SG & Gibson, DE 2007, ‘Why Does Affect Matter in Organizations?’, Academy of
Management Perspectives, vol. 21, no. 1, pp. 51.
Purushothaman, R. (2021). Emotional intelligence. SAGE Publications India Pvt, Ltd..
https://www.weforum.org/agenda/2020/02/emotional-intelligence-career-life-personal-
development/
(Ordóñez, Schweitzer, Galinsky & Bazerman 2009) Goals Gone Wild: The Systematic Side
Effects of Overprescribing Goal Setting

recommended

(Gerhart & Fang 2015) Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and
Creativity in the Workplace: Revisiting Long-Held Beliefs