根据戈尔曼的说法，Boyatzis和麦基（2002）、自我意识三个维度指的是情绪意识，自我评价和自信。高水平的自我意识的人发现自己进步比组织中的低自我意识更容易（dulewics和希格斯，2000），因此，了解自己是对自己的职业规划和发展的重视。以自己的详细评价为例。我是一个具有强烈情感意识的人。我注意我的情绪变化，以防它们对我的言语、行为和我如何对待他人产生负面影响，因此我努力保持对生活中发生的事情的积极态度。例如，每天早晨，我都会站在镜子前，对着自己微笑，然后大声地对自己说：今天一切都会好起来的！保持微笑和战斗！就这样，我提醒自己要保持一整天的好心情。而且，当我真的生气的时候，我总是给自己几分钟的时间冷静下来，然后再做任何事情或者做决定，因为我知道我不能让我的愤怒或沮丧干扰我的决定。关于自我评估，我仍在学习对自己的长处、局限和别人对我的看法给予公正和适当的评估。在我擅长的领域里，我相信自己的法官，而在那些我并不熟悉的领域里，我倾向于听取别人的意见。我认识到向别人学习和扩展你的知识和视野是非常重要的。然而，有时候在重要的决定上我会有点固执。大多数时候，我仍然对别人的建议和意见持开放态度。在自信方面，正如我所说的，在处理我擅长的事情时，我很自信，而在我的极限和弱点时，我倾向于向别人学习。
有效的授权不仅有利于组织和管理者，而且有助于员工多方面的发展。正如Gilley（2007），对于员工的最大好处是给他们机会发展他们最大的，这将导致更大的工作和职业满意度。当他们面对上级委派的任务时，他们会更多地练习，获得更多的经验。这些步骤让员工快速成长，学会在许多问题上承担责任。对于管理者来说，那些知道如何有效委派的人可以节省一些额外的时间，这些时间可以花在重要的事情和问题上。这样，分工更清晰，效率也就提高了。此外，在这一过程中，管理者和员工之间的沟通以及在决策和解决问题是增强创造力，导致高的效率和生产率（吉利，2007）。这对整个组织来说无疑是有益的，技术人员越多，完成的任务也越多。然而，委派不是简单地分配任务，而是要注意许多细节。
根据施瓦兹（1992），授权是指某一特定任务、项目、任务或过程由一个人委托给另一个人。考虑到这一点，应该考虑对什么可以委派或不能委派的良好理解。就我而言，在是否代表一个特定的任务的决定，我会考虑下列因素：该员工是否能够完成任务；无论这个具体任务有利于员工的发展；员工是否是这个任务的考虑他的工作态度合适的候选人，兴趣和创造力和能力。
管理学assignment代写:员工的管理发展
In this essay, three issues will be discussed, that is, three dimensions of self-awareness, the benefit brought about by effective delegation and the phenomenon “the vanishing human moment” and the negative effects caused by this phenomenon.
According to Goleman, Boyatzis and McKee (2002), three dimensions of self-awareness refer to emotional awareness, self-assessment and self-confidence. People with high levels of self-awareness find themselves advance more easily than those with low self-awareness in an organization (Dulewics and Higgs, 2000), therefore, knowing about yourself is of great importance for your career planning and development. Take a detailed evaluation of myself as an example. I am a person who has strong emotional awareness. I pay attention to my emotional changes in case they may have negative influences on my words, behaviors and how I treat others, therefore I strive to maintain a positive attitude towards things happening in my life. For example, every morning, I would stand in front of the mirror, smiling to myself, and then speak to myself loudly: Everything will be fine today! Just keep smiling and fighting!” In this way, I am reminding myself of keeping in a good mood the whole day. Moreover, when I am really angry, I always give myself several minutes to calm down before I say anything or make any decisions because I know I can not let my anger or depression interfere with my decisions. With regard to self-assessment, I am still learning to give a fair and appropriate assessment on my strengths, limits and other people’s opinions towards me. I trust my own judges in fields I am good at while I tend to listen to other people’s opinions in those fields I am not so familiar with. I realize it is of great importance to learn from others and expand your knowledge and horizons. However, sometimes I can get a little stubborn when it comes to important decisions. Most of the time, I am still open to others’ suggestions and opinions. In regards to self-confidence, as I was saying, I am confident when dealing with things I am expert at while I tend to learn from others when it comes to my limits and weaknesses.
Effective delegation will not only benefit the organization and managers, but also help to develop the employees in many ways. As is indicated by Gilley (2007), the greatest benefit for the employees is to give them the chance to develop to their fullest, which will lead to greater job and career satisfaction. They will practice more and gain more experience when they are faced with the tasks delegated by their superiors. These are steps for the employees to grow up fast and learn to take responsibilities in many issues. As for the managers, those who know how to delegate effectively can save some extra time which can be spent on significant things and issues. In this way, the division of labor can be much clearer, and the efficiency can be improved for the whole organization. Moreover, in this process, the communication between managers and employees as well as creativity in decision-making and problem solving is enhanced, leading to high effectiveness and productivity (Gilley, 2007). It is definitely beneficial to the whole organization with more skilled employees and more tasks accomplished. However, delegation is not simply about assigning tasks, instead, many details should be paid attention to.
According to Schwartz (1992), delegation is the entrusting of a particular assignment, project, task or process by one individual to another. Given this, a good understanding of what can or cannot be delegated should be considered. As far as I am concerned, in making the decision of whether or not to delegate a particular task, I will take the following elements into consideration: whether the employee is capable of completing the task; whether this particular assignment is beneficial to the development of the employee; whether the employee is the suitable candidate for this task considering his working attitude, interest and creativity and capability.
