As the term suggests, self development refers is a cognisant attempt to improve one's functions and potentials with a organised learning process regarding assessment, opinions and resolute approaches for improvement. Argyris (1985) re-inforces that must be a conscious effort, "the door to self-development is locked from inside. No-one can develop anyone but themselves. "
Consultation of a variety of literature on the subject reveals some common floor bordering on the acquisition of knowledge/skills for the purpose of enhancing specific/group performance.
Self development has been described as a "structured and reinforced process undertaken by an individual to reflect upon their own learning, performance and/or achievement and to arrange for their personal, educational and job development" (QAA. 2005). Versatile to workplace situations, is Madden and Mitchell's (1993) definition, which emphasizes on constant professional development and views the idea as "the maintenance and advancement of the knowledge, knowledge and competence of professionals throughout their employment opportunities according to an idea formulated in regards to to the needs of the professional, the employer, the occupation and culture. " Clyne, (1995) identifies the subject as "the organized maintenance, improvement and broadening of knowledge and skill and the introduction of personal qualities necessary for the execution of professional and complex tasks throughout the practitioner's working life. "
Self analysis probably is included in the workings of home development, as it basically edges on penetrative introspection into an individual's attitudes, behavioural patterns, emotional resilience, strengths and weaknesses. The excellent aim of self applied analysis is to comprehend the mindset of existence therefore creating understanding that contributes to development. The great philosopher Aristotle catches this ideology in his quotation "knowing thyself is the beginning of all wisdom. "
NEED FOR SELF-DEVELOPMENT
The need for self development can't be understated whatever the scenario a person is involved in. From the work place to higher institutions even right down to informal social circumstances; the knowledge of one's self and capabilities remains a determining factor between spectacular success or outright mediocrity. Jayaram (2010) "personal development is central to our living and survival. It helps us really know what we live, where we live, what we should be and where we should actually aim to reach. "
Management is a position of responsibility, which requires top-notch capabilities to effectively utilize people and resources. Yau (2003) insists that how proficient we have been in the skills that we have received determines our market-value, efficiency and competency level, thus in the context of quality and inner fulfilment in future managerial roles, self development is important. Drucker (1999) "we stay in an era of unprecedented opportunity: if you ambition and smarts, you can popularity of your chosen profession, no matter where you started out. It is up to you to carve out your place, to learn when to change course, and keep yourself employed and productive throughout your work life. " Vaughan (1992) backs this up by identifying reasons for professionals to engage in self development; these include the need upgrade themselves in new knowledge, the necessity to train themselves for additional roles demanded of these and the need to improve personal performance.
Given the dynamism in the current place of work, it is important that individuals are suitably adapted to the speed of change. This notion is re-echoed by Pedlar (1986) "the working world is constantly changing, you figure out how to change somewhat than become a sufferer of change. " Yau (2003) "as individuals surviving in this fast moving society it is very important to remain experienced and competitive by buying ourselves, constantly updating, continually learning new skills or bettering the ones that we've already acquired".
TECHNIQUES FOR Self applied DEVELOPMENT
In the quest for a better knowledge of one's self, a number of strategies exist for individuals to evaluate their advantages and weaknesses also to arrange for their own development.
The basic technique to start out off with is the art work of reflection on past experiences. Reflection enables individuals identify the positives and negatives, presenting one the alertness to build on strengths and cure weaknesses. Many scholars advocate that by looking at events, we can raise questions that spotlight our development needs. Boydell (1985) reflection and backward reviews, raise self understanding that eventually assists personal development.
Diagnostic tools, tests and models also assist in the procedure of self applied development. Worthy of talk about are Learning logs, Belbin profiling (which features team-working profiles), the Johari windowpane (which assists the process of representation and feedback), management competencies test (which explores the need for center managerial skills) etc.
One common characteristic of all these tools is that they culminate in the need for individuals to keep an eye on, review and record experience; as well as the need to develop action programs and engage in new challenging situations.
Kolb (1984) developed the training pattern model and theorized that for understanding how to take place, experience, observation, conceptualization and experimentation must be involved. "Learning is the procedure whereby knowledge is established through the change of experience. Knowledge results from the combo of grasping experience and changing it. "
Kolb's model is extensively accepted and it conforms to early works such as Dewey (1938) "there is an intimate and necessary connection between the processes of genuine experience and education. "
The CPD construction is another relevant settings offering specific steps.
ANALYSE CURRENT SITUATION
SET SOME GOALS
PLAN HOW EXACTLY TO ACHIEVE YOUR GOALS
EXECUTE THE PLAN
ASSESS HOW FAR YOU COULD HAVE ACHIEVED YOUR GOALS
What to change! ((Prognosis and goal-setting))
How to change it ! ((Intermediate goals and activities described + problem dealing with, choosing appropriate method/s of development))
Change it! ((Action, Risk taking, perseverance))
Did it change? ((Analysis, in conditions of success and failing + reflection on the impacts and results))
Aptitudes such as: the ability to take care of your own resources, professional development and personal systems are recognized as catalysts for your process.
Source: National Occupational Specifications (2004)
With realization of the fact that home development is essential to my future success I've embarked upon my very own individual self exploratory initiative by using 3 toolkits: The Belbin profile, the Johari windows and the Mc. Gregor X-Y competency test.
REFLECTION AND FINDINGS
BELBIN Account TOOLKIT
Summary of critical incident
Over the home weekend I got to discover more about myself in conditions of my capabilities and team playing skills, particularly, during the flat pack exercise which included building a structure with a couple of interlocking planks based on an example, within 40 seconds.
I developed brilliant ideas that helped the team find out the design of the planks and also offered credible recommendations for beating the clock. However, a few of my ideas were disregarded by the team; irrespective I continued to be to the duty accessible. Upon completion of the excercise, I understood that it wasn't enough to get guidelines, proper communication and a good amount of assertiveness are equally as essential.
How will this reflect the studies of your chosen self research toolkit?
This occurrence is a mirror image of my Belbin role (Vegetable) which shows that impressive ideas, revolutionary thinking, problem resolving and creativity are my key characteristics working in a team. During the excercise I shown these qualities some of which were capitalized on by the team. My weaknesses found while i was struggling to obtain the team to invest in all my lofty ideas. Not individuals were on my wave length, there have been other ideas that edged mine out and my communication wasn't exactly perfect either.
The Belbin tool package also categorizes me as a team player and during the exercise I portrayed qualities such as diplomacy, commitment to all ideas, good tuning in skills and co-operation. I viewed these qualities easily ensuring everyone possessed the oppourtunity to effectively add. My weaknesses found several times after i feigned acceptance for some ideas which were way substandard, I knew I could come up with better recommendations, but to avoid friction I stored them bottled up.
What are the implications for future profession or personal development
With this critical knowledge of my team working account it is important that in my future and personal development within teams I need to thrust my ideas enthusiastically if I want visitors to respect them. Good communication as mentioned previously is a paramount area for improvement if I plan to achieve ideal and self gratifying performance within teams. In addition analysis of the Belbin account indicates i am least suited for Implementer and Shaper jobs. To this end I have come to the resolution that I need to beat my reluctance to organise and control others, develop hard-driving characteristics and begin seeking to achieve results via electricity and pressure.
See Appendix 1. 0 (Belbin results)
Summary of critical incident
My most successful display took place during my first Msc. Program at the School of Bolton. The topic was "outsourcing" and between the audience were 3senior lecturers. I had developed over a month to get ready, but with just about a week to travel I still hadn't fine tuned my record. Not prepared to accept defeat, I swung into action immediately by developing factors that offered credible arguments, appropriate critiques and my very own recommendations. Another strategy I used was to use diagrams, graphs and pictures to sublimely convey information. Over time my demonstration was a significant success; I remained calm and assured all through, spoke eloquently and scaled through the Q&A session all within the allotted time. I sparked the admiration of my acquaintances and received appraisal from my lecturers. Overall, this entire incident always stands out in memory bank, I always reflect on it while i need a self-assurance boost.
How will this represent the findings of your chosen self research toolkit?
I summarize myself as a person that is never ignorant about getting goals achieved. To benchmark this view, I've utilized the Johari strategy (and the adjective list) to solicit and receive reviews from 4 acquaintances across different spheres of my life. I've gained an initial and bank account of how others see me and a large degree their opinions strengthen my already presented belief in my ability to succeed despite the odds I face. In relation to the incident mentioned above, over 60% of my respondents described me as clever, imaginative, ambitious and assured. Since the above event has never been mentioned with some of my respondents I find the tool set of quite definitely relevance.
However some replies revealed some flaws I got unconscious of (and generally indifferent towards, before the exercise). It had been a wake-up call being described as dreamy, critical, lazy, tenacious and over-confident. Indeed I have known myself to be relaxed, introverted, timid and relentless at certain times but I had fashioned no idea some of these behaviour were being identified in such negative light.
What will be the implications for future career or personal development
Despite the actual fact that we am a gifted individual, I have to stay away from the 11th hour method of tasks and route a few of my mental energy into useful activities in due time. Confidence is a confident trait but it is important curtail any outward projections of delight as it could hamper my improvement in future. In conclusion, conviction, courage, self-esteem are keys to success, in all circumstances however, I have to remain humble and maintain a humble ego for my social relationships to flourish.
See Appendix 2. 0 (Reviews via adjectives list)
Mc GREGOR X-Y THEORY
Summary of critical incident
Prior to the start of my current program at Northumbria, I had been employed at Sandtander cards as an outbound selections agent. Employed in a team of 12, my key responsibility was securing repayments from customers who had exceeded their bank card limit and were behind on obligations. I got privileged to be under the tutelage of the dedicated director who constantly ensured I performed at my best. I was presented with concrete training and urged to take on new jobs and take part in pilot programs. I frequently received opinions on my performance and was inspired to work independently. Incentives and appraisals predicated on performance received routinely, particularly, whenever i demonstrated my capacity to tackle difficult situations. Throughout my service at the company, I was given highest series agent on two events and my collections profile, more often than not stood out. All in all the organizational culture and the managerial style has kept an indelible impression on me not to mention the knowledge will be helpful in my own future job.
How will this reveal the conclusions of your chosen self analysis toolkit?
Self examination using the XY theory shows i am in sync with the Y management orientation. Predicated on my experiences at Santander, I tend to thrive in a working environment where I am given the oppourtunity to take on genuine responsibility and be commensurately rewarded and identified. The lack of undue pressure and a dictatorial management style was consistent through my tenure at Santander, this also mirrors the typically recommended Y profile. The next diagram encapsulates the position between the critical event and my preference for the Y management style.
What are the implications for future profession or personal development
For future managerial positions I am going to discharge my duties with the knowing that, creating a conducive atmosphere for my subordinates to prosper and develop is a more effective method of attaining goals. Instead of issuing dangers or assuming staff are nonchalant towards work, spotting their accomplishments and the creation of a proper prize system are crucially important techniques to generate and maintain commitment among employees.
See appendix 3. 0 (Results X-Y theory questionnaire)
Summary of Overall talents and weakness
Critical thinking, technology and creativity characterize my approach to tasks. I have got an exceptional ability to fashion out cutting edge ideas which may have immense potential if they are acted on. Despite this astute capacity however, getting others to commit to my ideas has to an extent been a challenge during team working lessons. Introverted by nature, I have thrived on working individually but I now understand the need to adopt a more flexible way when working within a team. Versatility here doesn't imply any sacrifice to quality, it has been found in the context of active participation, with a tint of assertiveness and charisma. I need to seize the effort, speak up and exert more influence in my own immediate group.
Confidence is a characteristic I have learnt to harness. I constantly motivate myself to gun for the very best, refusing to simply accept mediocre results. This dogged and unflinching frame of mind has very often been the defining factor between success or failing for me personally. By drawing on my preceding successes I maintain a good view and constantly drive myself to attain higher levels of success. Whilst this is laudable, the mannerisms I task (consciously or unconsciously) must by no means be egotistical or seem domineering.
Very significantly I've come to see the correlation between books on managerial styles and real effectiveness in practice. By reflecting on my work place experiences I have consciously identified specific managerial features to imbibe in the framework of my future in a managerial position. As mentioned earlier, my approach to handling people and resources must enable and funnel potentials somewhat than terrorize and intimidate. The work culture I create also needs to encourage contribution and incorporate an effective rewards system; this undoubtedly will gain their determination towards the targets of the enterprise.
PERSONAL DEVELOPMENT PLAN
The concluding part of the record culminates in the devise of action plan, a modus operandi for remedying my weaknesses and taking advantage of my strengths. Pulling on consulted books, the SMART matrix has been used in this regard. It stipulates that specific aims should be revealed; these indentified targets should be measurable, relevant and possible within a specified time frame. Because of my lofty profession ambitions, my individualized plan critically evaluates my weaknesses and proposes genuine methods to correct them.
See Appendix 4. 0
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