Professional Documents
Culture Documents
Strategic managers
INDEX
Assessor name
ANILA C S
Susan George
Date issued
Completion date
Submitted on
23-09-2013
15-3-2014
15-3-2014
Qualification
Unit- 2
Assignment title
In this assignment you will have opportunities to provide evidence against the following criteria.
Indicate the page numbers where the evidence can be found.
Criteria
Task
Evidence
Reference
No
(Page .No.)
1.1, 1.2
6 33
2.1, 2.2
34 40
3.1, 3.2,
3.3
41 43
Learner declaration
I certify that the work submitted for this assignment is my own and research sources are fully
acknowledged.
Learner signature:
Date:
Assignment brief
Qualification
Start date
Deadline
Assessor name
Susan George
Assignment title
Personal and Professional Skills Review (Assignment 1 of 1)
The purpose of this assignment is to : Evaluate / Assess the Personal and Professional skills of learners
to achieve strategic goals and support the strategic direction of the organization/ profession .Students
must be able assess their learning styles ,do their skills audit and develop a personal development plan.
Scenario: Learners review their skills needed to achieve strategic goals, do the skills audit using suitable
tools /questionnaires and develop plans for personal and career development.
LO-1. Be able to assess the personal and professional skills required to achieve strategic goals.
LO-2 . Be able to conduct a skills audit to identify learning style
LO-3. Be able to implement a personal development plan
Task 1: Criteria covered: 1.1, 1.2
Assess the following personal and professional skills in you, using selected instruments /
questionnaires.
Personal Skills:
a. Stress Management (Frazzle Factor) b. Self Reliance . c. Communication skill. D. Personality.
Professional Skills :
a. Leadership potential b. Personal Effectiveness c. Self Empowerment. d. Leadership Influence
Susan George
Signature
Internal verifier
Signature
Date
Jose.M.G
Date
INTRODUCTION
A long tradition of research in psychology and organizational behavior has attempted to link
personal characteristics, particularly personality, to job success. For example McCall and
Boyatiz is (1982)obtained personality assessment of a sample of AT & T managers on
characteristics including need for power and activity inhibition and found that these
predicted promotion patterns 16 years later.
Understanding the relationship between personality and behavior requires accounting for a
broad set of traits within each person and the relevance or ordering of traits with in an
individual and compared these orderings across individuals occupying similar organizational
situations (a homothetic approach). Although numerous studies reported that specific
personality traits related to performance at work, there was a general sense that the
relations between personality and job performance were inconclusive.
In the past decade, there has been a resurgence of attempts to understand the relation
between personality and job performance. Two key developments contributed to this
resurgence. First, there has been a widespread acceptance of the big Five factor model
which argues that five broad dimensions-neuroticism, extroversion, openness,
conscientiousness and agreeable lenses can characterize a wide range of lexical based trait
descriptions of personality. The acceptance of a broad framework allows for the possibility
of comparing studies that rely on very different models of personality and may offer the
potential of testing broader theory than in the past. Second, refinements in statically
techniques have allowed for meta-analyses that combine independent studies and
investigate overall patterns of links between personality and work performance. The result
of the two Meta analyses were similar. A cross different occupational groups and
measures of job performance, a third meta-analysis investigated the ability of so called
integrity tests to predict dishonesty and other dysfunctional work behaviors. One of the
results of this analysis was that personality -based in terrify tests were related to job
performance and organizationally disruptive behaviors. Since this personality-based
integrity are strongly related.
TASK 1: assess the following personal & professional skills in you, using
selected instruments/questionnaires.
Personal skills
a. Stress management (Frazzle factor) b. Self
Communication Skill d. Personality.
Reliance
c.
Professional Skills:
a. Leadership potential b. Personal Effectiveness c. Self Empowerment
d .Leader Ship influence.
PERSONAL SKILL
Personal skills refer to the ability to manage our personal reactions to responsibly and
challenges in work and life. This involves managing our time and adapting to changing
situations. Personal skills are those concerned with how people manage, and express
themselves. They are reveled in those attitudes and behaviors people bring to their work
study and daily activities. Some of the personal management skills are following:
a. STRESS MANAGEMENT
A MODEL OF STRESS
Potential Sources
Individual Differences
Consequences
Environment Factors
*Hostility
Physiological Symptoms
*Economic
Uncertainty
*Self- Efficacy
*Headaches
*Perception
*Job Experience
*Heart Disease
*Technological
Change
Organizational
Factors
Psychological
Symptoms
*Task Demands
*Anxiety
*Role Demands
*Interpersonal
Demands
Experienced Stress
*Depression
*Decrease In Job
Satisfaction
Personal Factors
*Family Problems
*Economic Problems
Behavioral Symptoms
*Productivity
*Absenteeism
DEFINITION:
Stress is not necessarily bad of and itself. Stress is associated with demands and resources
demands are responsibilities, pressures, obligations and even uncertainties that individuals
face in the workplace.
A dynamic condition in which an individual is confronted with an opportunity demand or
resources related to what the individuals desires and for which the outcome is perceived to
be both uncertain and important.
SOURCES OF STRESS
Environmental Factors: Just as environmental uncertainty influence the design of an
organizations structure, it also influences stress levels among employees in that
organization changes in the business cycle create economic uncertainties. When the
economy is contracting, for example people become increasingly anxious about their job
security.
Organizational Factors: There is no shortage of factors within the organization that can
cause stress. Pressures to avoid errors or complete tasks in a limited time, work overload a
demanding and insensitive boss and unpleasant coworkers are a few examples, we have
categorized these factors around task, role and interpersonal demands.
Personal Factors: The typical individual works about 40 to 50 hours week. But the
experiences and problems that people encounter in those other 120 plus no work hours
each week can spill over to the job. Our final category then encompasses factors are
employees personal life.
Stressors Are Additive: A fact that tends to be over looked when stressors are reviewed
individually is that stress is an additive phenomenon. Stress builds up. Each new and
persistent stressor adds to an individuals stress level.
Individual Differences
Some people thrive on stressful situations while others are overwhelmed by them the
evidence indicates that experience on the job tends to be negatively related to work stress.
Two explanations have been offered. First is the idea of selective withdrawal. Voluntary
turnover is more probable among people who remain with the organization longer are
those with more stress-resistant traits or those who are more resistant to the stress
characteristics of their organization. Second people eventually develop coping mechanisms
to deal with stress.
There is increasing evidence that social support-that is, collegial relationships with
coworkers or supervisors can buffer the impact of stress. The logic underlying this
moderating variable is that social support acts as a palliative, mitigating the negative effects
of even high strain jobs.
CONSEQUENCES OF STRESS
Stress shows itself in a number of ways. For instance, an individuals who is experiencing a
high levels of stress may develop high blood pressure, ulcers ,irritability ,difficulty in making
routine decisions loss of appetite, accident-proneness and the like these can be subsumed
under three general categories: physiological ,psychological, and behavioral symptoms.
MANAGING STRESS
From the organizations stand point, management may not be concerned when employees
experience low to moderate level of stress. The reason as we showed earlier is that such
levels of stress may be functional and lead to higher employee performance. But high levels
of stress, or even low levels sustained over long periods, can lead to reduced employee
performance and thus require action by management.
Although a limited amount of stress may benefit an employees performance, dont expect
employees to see it that way. From the individual stand point, even low levels of stress are
likely to be perceived as undesirable. Its not unlikely therefore, for employees and
management to have difference notions of what constitutes an acceptable levels of stress
on the job. What management may consider being a positive stimulus that keeps the
adrenalin running is very likely to be seen as excessive pressure by the employee.
Exercise
Relaxation
Build humor in to your life
Biofeedback
Behaviors self control
SELF EVALUATION
My personal evaluation score for stress management (Frazzle Factor) is 30.This shows that I
am in yellow flank range. Like most people, in stressful conditions get angry but I have to
control manager.
I can reduce my stress by adopting following ways:1.
2.
3.
4.
Meditation
Relaxation techniques such as watching T v programmers, listening to music etc.
Involving in activities like cooking, this gives peace to mind.
Think about positive things.
b).SELF RELIANCE
Self-Reliance is being independent which is being able to depend on you alone and to do
things by yourself without assistance from others. Self-Reliance is what you do using your
mind, body and soul. I believe that self-reliance is just being your own person and not be
influenced by negative people. This is why you should be your own person. The term selfsufficiency though they are not one and the same. Self-sufficiency can be interpreted in
both a general as well as a partial sense. By becoming self reliant a person can achieve
both his career goal and personal goals.
SELF EVALUATION
My personal evaluation for self- reliance score is 23. It proposes that I am over dependent. I
can become self-reliant by
c).COMMUNICATION SKILLS
Sender (Encoding)
Medium
Barriers
Feed Back
Barriers
Communicator
The person originating a message a communicator.
The person receiving a message a Receiver.
Perceptual Screen
Communication is influenced by perceptual Screen: A window thorough at which interact
with people that influence the quality, accuracy and clarity of the communication.
Message: The thoughts and feelings that the communicator is attempting to elicit in the
receiver.
Feed Back loop: Feed Back loop completes tow way communication.
Language: A language the words their pronunciation and the methods of combining them
and how it is under stood by group of people.
Data: Uninterrupted and Unanalyzed facts.
Barriers to communication
1. Physical separation: of people involved in communication reduces the
effectiveness communication.
Periodical face to face interaction reduces physical barriers.
Expressive Speakers
Empathetic Listeners
Persuasive Leader
Sensitive to Feelings
Informative managers
SELF-EVALUTION
My personal evaluation score for 42.This shows that I am in medium listener can improve
my listening skills.
D).PERSONLITY
A relatively stable set of characteristics that influence an individuals behavior. Although
there is debate about the determinants of personality, we conclude that there are several
origins. One determinant is heredity, and some interesting studies have supported this
position. Identical twins that are separated at birth and raised apart in very different
situations have been found to share personality traits and job preferences.
Myers-Briggs Type Indicator (MBTI)
An instrument developed to measure Carl Jungs theory of individuals differences. Jung
suggested that human similarities and differences could be understood by combining
preferences. We are not exclusively one way or another: rather, we have a preference for
extraversion or introversion, just as we have a preference for right handedness or lefthandedness or left-handedness. We may use each hand equally well, but when a ball is
thrown at us by surprise, we will reach to catch it with our preferred hand. Jungs type
theory argues that no preference is better than others. Differences are to be understood,
celebrated, and appreciated.
ATTITUDE
Attitude an individuals predisposition to think feel, perceive, and behave in certain ways
toward a particular tangible or intangible phenomenon. Associated with an attitude an
attitude object our attitudes reflect what we think, how we feel, and how we intend to act
toward an attitude object. Organizational attitude object run the gamut from ease of
parking, to super visors and co- workers, to an organization trust of employees and its
reward polices, employees develop attitudes about may different facets of organizations.
Attitude are related to perception, personality culture, values, and beliefs, they are not the
same. Attitudes are conceptually different from those other characteristics.
Behavioral
Component
Cognitive
Component
Attitude
Affective component
The affective component of an attitude consists of the feelings we have toward an attitude
object. This involves evaluation and emotion and is often expressed as like or dislike.
Affective components can range from disgust, to indifference, to adoration, and differ from
cognitive components in that they involve intensity of feeling, and often a wide range of it.
The affective component of an attitude is really our reaction to the cognitive component.
The particular pattern of beliefs we hold about a person or thing exerts major influence on
our feelings toward that object.
Behavioral Tendency component
Behavioral tendency component of an attitude is the way an individual is inclined to behave
toward an attitude object. Cognitive and affective components of attitudes influence the
way people behave toward an attitude object. However, many different behavioral
tendencies are possible depending on the particular pattern of cognitive and affective
attitude components.
Cognitive Component
Cognitive component of an attitude is what we know, or think we know, about the attitude
object. It consists of information, facts, and statistics data. And so on that we believe to be
true about the attitude object. We may in fact be incorrect, but we think it is true. The
cognitive component of the attitude Bill Gates is a very successful businessman is
successful; the attitude object is Bill Gates. The cognitive component is associated with
the attitude object.
Attitude formation
Attitudes develop through the experience that we have with attitude object. There are four
major sources of such experiences and thus of our attitudes: personal experience,
association social learning, and heredity.
Work-Related Attitudes
People form a wide range of attitudes about their work environment. Of the three
components, the cognitive component is the one that organizations can influence most
directly, although as noted below organizations accomplish this by attempting to influence
objective reality in the hope that workers will base their beliefs on that reality.
Job satisfaction
The affective component of attitudes receives the most attention from organizations. In
fact, many organizations focus almost entirely on this component when measuring worker
attitudes because they view it as the most crucial reaction a worker has.
SELF EVALUATION
My score for attitude towards change is 4.1.This means I have a positive attitude towards
change.
PROFESSIONAL SKILLS
Professional refers to the ability to manage our personal reactions to responsibilities and
challenges in work and life. This involves managing our time and adapting to changing
situations. Some of the professional skills are follows:
Communication skill
Building Relation Ship
Decision Making
Leadership
SELF-EMPOWERMENT
Sharing power within an organization. As modern organizations grow flatter, eliminating
layers of management, empowerment, becomes more and more important. Jay conger
defines empowerment as creating conditions for heightened motivation through the
development of a strong sense of personal self-efficacy. This means sharing power in such a
way that individuals learn to believe in their ability to do the job. The driving idea of
empowerment is that the individuals closest to the work and to the customers should make
the decisions and that this makes the best use of employees skills and talents.
Empowerment is easy to advocate but difficult to put into practice. Employees need to
experience all four of the empowerment dimensions in order to feel truly empowered.
MOTIVATION
Self-actualization
Physiological
Esteem
Social
Safety
Maslow separated the five needs into higher and lower orders. Physiological and safety
needs were described as lower-order needs and social esteem, and self-actualization as
higher-order needs.
1. Physiological: Includes hunger,thirst,shelter,sex,and other bodily needs
2. Safety: Includes security and protection from physical and emotional harm
3. Social: Includes internal esteem factors such as status, recognition and attention.
Individuals has
confidences that
given level of
performance
will be attained
Manager sets
difficult, specific
goal for job or task
Individuals has
higher level of
job or task
performance
Individuals sets
higher personal
goal for their
performance
The researcher who developed self-efficacy theory. Albert Bandera, Argues that there are
four ways self- efficacy can be increased:
1. Enactive mastery 2. Vicarious modeling 3. Verbal person 4. Arousal
The most important source of increasing self-efficacy is he calls enactive mastery.
The second sources is vicarious modeling or becoming more confident because see
someone else doing the task.
The third source is verbal persuasion, which is becoming more confident because
someone convinces that have the skills necessary used this tactic a lot.
Finally that arousal increases self efficacy. Arousal leads to an energized state,
which drives a person to complete the task.
Individual
effort
Individual
performance
Organizational
rewards
Personal goals
High n Ach
Job Design
Equity Comparison
/organizational
Justice
Performance
evaluation
criteria
Ability
Individual effort
Individual
performance
Objective
Performance
evaluation
system
Organizational
rewards
Reinforcement
Personal goals
Dominant
needs
Goals direct
behavior
Source: Stephen P.Robbins, Timothy A. Judge, Organizational Behavior, and pg no: 211
The model considers achievement motivation, job design, reinforcement, and equity
theories/organizational justice. The high achiever is not motivated by the organizations of
performance or organizational rewards, hence the jump from effort to personal goals for
those with personal responsibility, feedback, and moderate risks. They are not concerned
with the effort- performance, performance rewards, or rewards- goal linkages.
SELF EVALUATION
My self evaluation score for self empowerment is 15.That means I try hard ,but
sometimes my negative attitude prevents me from getting involved in productive project.
Many times I take responsibility, but there are situations where I look to others to take care
of problem.
SELF EVALUTION
My evaluation for leadership potential is 24.That means medium leadership potential and
evaluation score for leadership and influence shows that I am a people oriented person, that
means I people are happy in their work, but sometimes at the expense of productivity. I can
improve my leadership skills.
PERSONAL EFFECTIVENESS
Personal effectiveness is a division of the self-help movement dealing with success, goals,
and related concepts. The power of positive thinking and positive psychology but in
general it is distinct from the new thought movement. People are personally effective in
different goals, values and priorities skilled communicators, for example, can be effective in
numbers ways depending on what they want to achieve. They make good use of their
resources and they are skilled at achieving their goals.
Self-Esteem
Nathaniel Bran den (1969) defined self- esteem the experience of being competent to cope
with the basic challenges of life and being worthy of happiness Healthy self-esteem vital for
happiness. To be happy, we need to feel good about ourselves as worthy as persons.
Self-Acceptance
Self-Acceptance is defined as affirmation or acceptance of self in spite of weakness or
deficiencies. According to Sheppard (1979), self-acceptance refers to individuals satisfaction
or happiness with himself, and is thought to be necessary for good mental health.
Self-Assertiveness
Self- Assertiveness is the quality of being self-assured and confident without being
aggressive. Assertiveness is a learnable skill and mode of communication.
Self-Responsibility
Self-responsibility defines who we are and where we fit in to our social world. An important
aspect of self-responsibility is the extent to which we feel in control and accountable for
personal achievements or failure
Parts of self-responsibility
Acknowledging that you are solely responsible for the choices in your life
Accepting that you are responsible for what we feel or think
Accepting that we choose the direction for our life
Accepting that we cannot blame others for the choices we have made
Recognizing that we are our best cheerleader
Recognize that as we enter adulthood and maturity, we determine how our selfesteem will develop
Taking Preventive health oriented steps of structuring our life with time
management, stress management,confortingferas,and burnout prevention
Taking an honest inventory for our strengths, abilities, talents, virtues and positive
points.
Self-Objective/Purpose
An objective is a desired result in a person or a system envisions plans and commits to
achieve a personal or organizational desired end-point in some sort of assumed
development. Many people endeavor
to reach goals within a finite time by setting
deadlines.
SELF-EVALUATION
My self evaluation of personal effectiveness shows that I am in effective in nature.
Personality development is the sum of the impression created by a persons characteristics.
A persons personality should needs. The concepts of personality, the fore to be analyzed
from an individuals own as well as his social angle.
Task 2: Carry out your own skills audit by using SWOT analysis. Evaluate the
strategic skills that you possess and explain how you will overcome the
weaknesses and threats that may block your progression towards a strategic
Hospital Administrator.
Identify your Learning style by using suitable measuring instruments such as
VARK and Kolbes model.
SWOT ANALYSIS
SWOT analysis is a structural planning method used to evaluate the strengths. Weaknesses,
opportunities and threats. Involved in a project or in a business venture. A SWOT analysis
can be carried out for a product, place, industry or person.
Setting the objective should be done after the SWOT analysis has been performed. This
would enable one to set achievable goods or objectives for the organization.
DEFINITION
Strengths
Opportunities
Threats
SWOT
Weaknesses
Strengths
Characteristics of the business or project/person that give it an advantage over others.
Weaknesses
Are characteristics that place the individual at a disadvantage relative to others
Opportunities
Elements that the project could exploit to its advantage.
Threats
Elements in the environment that could cause trouble for the business or project.
A SWOT analysis can offer helpful perspectives at any stage of an effort:
Explore possibilities for new efforts or solutions to problems.
Make decisions about the best path for initiative.
Adjust and refine plans mid course a new opportunity might open wider avenues
while a new threat could close a path that one existed.
Personal SWOT analysis
My strengths / qualities:
My Weakness
My Threats
No Management Experience
Political Changes
Economical Changes
Financial Resources
Time Pressure
Social and life style Changes
My Opportunities
Experience in a Different Environment
Better Earning Prospectus
To overcome weakness and threats that may block my progression towards a strategic
Hospital Administrator I have to:
Everyone has personal weakness. The secret to self improvement is to discover our
weakness and either correct them or find a way to turn them to strength. My weakness is to
short tempered and tensed about small things. Really I want to minimize these weaknesses.
First I understand the situation, was I lose my temper and try to avoid those situations
practice yoga and meditation for mind relaxation; these will help me to reduce my anger.
The SWOT analysis is help to identify ourselves. The purpose of SWOT analysis is actively
promotes the identified strengths, the weakness, planning them out of existence, and
exploits the opportunities before the window closes and has contingency plans in place to
minimize the threats before they materialize.
LEARNING STYLE
Learning is a change in behavior acquired through experience. Learning may begin with the
cognitive activity of developing knowledge about a subject, which then leads to a change in
behavior. Alternatively, the behaviorist approach to learning assumes that observable
behavior is a function of its consequences. Learning has its basis in classical and operant
conditioning according to the behaviorists.
Learning about organizational behavior
Mastery of basic
objective
knowledge
Development of
specific skills and
abilities
Application of
knowledge and
skills
The effective learner relies on four different learning modes: Concrete Experience (CE),
Reflective Observation (RO), Abstract Conceptualization (AC), and Active Experimentation
(AE).That is, he must be able to involve himself fully,openly,and without bias in new
experiences(CE),he must be able to reflect on and observe these experience from many
perspectives(RO),he must be able to create concepts that integrate his observations into
logically sour theories (AC),and he must be able to use these theories to make decisions and
solve problems(AE).
CONVERGER: Those with highest scores in Abstract Conceptualization (AC) and Active
Experimentation (AE).This persons greatest strength lies in the practical application of
answer or solution to a question or problem and can focus on specific problems or
situations. Research on this style of learning shows that Converges are relatively
unemotional, preferring to deal with things rather than people. They often choose to
specialize in the physical sciences, engineering, and computer sciences.
DIVERGER: Those with highest scores in Concrete Experience (CE) and Reflective
Observation (RO).Diverges have characteristics opposite from convergers.Their greatest
strengths lie in creativity and imaginative ability. A person with this learning style excels in
the ability to view concrete situations from many perspectives and generate many ideas
such as in a brainstorming session. Research shows that Diverges are interested in people
and tend to be imaginative and emotional. They tend to be interested in the arts and often
have humanities or liberal arts background. Counselors, organizational development
specialists, and personnel managers tend to be characterized by this manager tend to be
characterized by this learning style.
ASSIMILATOR: Those with highest scores in Abstract Conceptualization (AC) and Reflective
Observation (RO).This persons strength lies in the ability to understand and create
theories. A person with this learning style excels in inductive reasoning and synthesizing
various ideas and observations into an integrated whole. This person, like the converge, is
less interested in people and more concerned with abstract concepts, but is less concerned
with the practical use of theories. For this person it is more important that the theory be
logically sound and precise; in a situation where a theory or plan does not fit the facts, the
Assimilator would be likely to disregard or re-examine the facts. As a result, this learning
style is more characteristic of the basis sciences and mathematics rather than the applied
sciences. Assimilators often choose careers involving research and planning.
ACCOMMODATOR: Those with highest scores in Concrete Experience (CE) and Active
Experimentation (AE).Accommodators are polar opposites from Assimilators. Their greatest
strengths lie in carrying out plans and experiments and involving themselves in new
experiences. They are risk-takers and excel in those situations requiring quick decisions and
adaptations. In situations where a theory or plan does not fit the facts, they tend to
discard it and try something else. They often solve problems in an intuitive trial and error
manner, relying heavily on other people for information.Accomodators are at ease with
people but may be seen as impatient and pushy. Their educational background is often in
practical fields such as business or education. They prefer action-oriented jobs such as
nursing, teaching, marketing, or sales.
Here is the short exercise that I use in my courses based on the KOLB inventory test I took
for the Graduate teacher program I have given more palatable names to the learning
styles for the purpose of referring to them in class. The names are below and the little
activity I use is directly adapted from the original Kolb inventory.
VARK MODEL
Fleming and mills (1992) suggested four modalities that seemed to reflect the experience of
the students and teachers. The acronym VARK stands for Visual, Aural, Read/Write and
kinesthetic sensory modalities that are used for learning information.
VISUAL (V):-This preference includes the depiction of information in maps, side diagrams,
charts, graph, flow charts, labeled diagrams and all the symbolic arrows, circles, hierarchies
and other devices, which people use to represent what could have been presented in words.
AURAL/AUDITORY (A)
This perceptual mode describes a performance for information that is heard or spoken.
learners who have this as their main preference report that they learn best from lectures,
group discussion,radio,email,using mobile phones speaking, web-chat and taking things
through the oral preference includes talking out loud as well as talking oneself.
READ/WRITE:This preference is for information displayed as words. Teachers and student have a strong
preference for this mode. Being able to write well and read widely are attributes sought by
employees of graduates. This preference emphasizes text-based input and output reading
and writing in all its forms but especially manuals, reports, essays and assignments. People
who
prefer this modality are internet, diaries, dictionaries, words not that most power point
presentations and the internet, Google and Wikipedia are essentially suited to those with
this preference as there is seldom an auditory channel or a presentation that use visual
symbols.
KINESTHETIC (K)
This modality refers to the perceptual preference related to the use of experience and
practice. Although such an experience may invoke other modalities, the key is that people
who prefer this mode are connected to reality. Either through concrete personal
experiences examples, practice or simulations, videos and movies of real things, as well as
case studies practice and applications. The key is the reality or concrete nature of the
example.
SELF EVALUATION
From the self-evaluation of learning style of Kolbes method shows that I am an
Accommodater.That is combination of concrete Experience and Active Experimentation. In
VARK model evaluation I got high scores in kinesthetic and reading/writing and low score in
Auditory and Visual. That means I usually learn with reports, essays and assignments, videos
and movies of real things, case studies.
Personal development includes activities that improve awareness and identity develop
talents and potential, build human capital and facilitate employability enhance quality of life
and contribute to the realizations. The concept is not limited to self- help but includes
formal and informal activities of developing others in roles such as teacher, guide, and
counselor.
Resources
Time
Improve
communication skill
Timeline review
January 2014
August 2015
Job in a multi-specialty
hospitals like
CRAFT,KIMS
March 2015
May 2015
Doing job
March 2015
May 2015
Resources
Time
Timeline Review
Go to Dubai and
Administrative job in
a International
hospital
Travel Agency
January 2018
March 2018
By doing job
December 2018
March 2019
April 2019
May 2019
Resources
Time
Timeline
By doing job
January 2021
February 2021
January 2022
January 2023
Conclusion
The aim of personality development of the people is to enable them to fulfill individual as
privations and social needs. The approach to development of personality should be adopted
accordingly. A large number of factors affect the development of a person. The personality
assumes many forms like birth time personality, basic personality and role-related
personality. Implications of personality development need to be analyzed with respect to
the form that is relevant to the person to be developed. Individual differences in personality
are universal in that they are found in all human populations. The specific personality
qualities of an individual, which lead to individual differences between people, are not
based so much in evolution, however but are the product of many developmental factors.
Learning about our personality type helps us to understand why certain areas in life come
easily to, us and others are more of a struggle. Although a persons typology cannot be
changed to its opposite, each person can learn to strengthen the weaker dimensions to
some extent and to develop personal life strategies to overcome problems that result from
the weaknesses.
Reference:
Reference List Example:
1) Ashok.K.Gosh,Organizational Behavior,12th Edition, New Delhi,Pg No:665-677
2) Robin Fincham.Peter Rhods ,Principles Of Organizational Behavior,4th Edition, Pub
By:Manzarkhan,Oxford University Press, New Delhi,Pg No:80-91
3) Stephen P.Robbins,Timothy A.Judge,Organizational Behavior,12th Edition, Pub By:
Prentice- hall of india,Pg No:186-214
4) Donald G.Gardner,Randall B.Dunham,Management And Organizational Behavior,Pg
No:185-213
Internet/Websites
Reference List Example
1) http://managementhelp.org/blogs/leadership/2010/04/21/leadershiptheories/
2) http://www.mindtools.com/pages/article/newLDR_73.htm
3) http://www.lacpa.org.lb/Includes/Images/Docs/TC/TC409.pdf
4) http://www.evancarmichael.com/Home-Based-Business/4779/TheImportance-of-Having-A-Personal-Development-Plan.html
5) http://teachersity.org/files/PDF/PersonalDevelopmentPlanning-Book.pdf
6) http://www.vark-learn.com/english/page.asp?p=categories
7) http://www.exeter.ac.uk/student-skillsdevelopment/personaldevelopmentplanningpdp
8) www.jwu.edu
9) Web.viu.ca
10) www.ukessays.com
11) www.scribd.com
12) Selfempowermentguide.com
13) http://www.leadersdirect.com/personal-effectiveness
14) http://www.cliffsnotes.com/study_guide/literature/emersonessays/summary-analysis-of-self-reliance/paragraphs-1-17.html