The first question included in the questionnaire has related to the competency known as collaboration. In our organization, collaboration has defined as creating and sustaining commitment and cohesion. As per the result of self-assessment questionnaire, the total rating I have given to this competency was 5.67, which means that I have the ability to resolve conflicts among employees in a most lucrative manner. The result of self-assessment responses also concluded that I allowed my employees to take keen part in decision-making process, which eventually helped in the better management of people. From the study of Brown, Waldron, and Longworth (2008), also it has highlighted that the best way to manage people within an organization is to provide them with power to share their ideas and opinions in making strategic decisions. It has furthermore stated by MacDuffie (2007) that if employees have not allowed taking part in the decision-making process than it not only becomes difficult for managers to manage people; however, this action also result in lowering morale of employees which thereby affects profitability of organizations.
The result generated through assessment by employees regarding the extent to which I have used the competency of collaboration in managing people revealed a total score of 2.78. The major reason behind this lower score given by employees is the perception that I do not hold open discussion of conflicting opinions in groups. Some of the employees also believed that I also not encourage participative decision making in groups. In addition, employees also not considered me as a caring and kind person and this factor also play a crucial role in making employees believe that I have not adopted the competency of collaboration in managing people. Martin (2006) also mentioned that a manager could only manage people if he has the skills of effectively collaborating with its employees and for this, a manager must be kind, caring, and compassionate.