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The personal management competencies

INTRODUCTION

Competencies are root characteristics that lead to superior performance within an specific. They include qualities, skills, features and features that help visitors to be successful. Competencies are capable of being developed in people somewhat than being set. This competency development is mostly developed through Personal & Professional Skills. Personal & Professional Development is essentially an avenue of instructing professionals how to build up their professional skills, focusing on what we do and how we do them. Personal and Professional Development is vital for the development professional capabilities in every individual and I am no exception. This is because in professional development, a person's security will not lie in the job or organisation they benefit but in the abilities, knowledge and activities that they have within themselves (Megginson & Whitaker 2007). This shows the need to increase one's knowledge through specialised and regular education in one's job. This work will show how the component Personal and Professional Development has affected my professional skills. In doing that, we will discuss briefly the way the five competencies have damaged my professional skills but you will see in-depth justification on personal development competencies. The reason why for choosing self development competency are because of its importance in the development of my professional skills and because I seen after the research of the component that I need a lot improvement in the competency.

In my learning analysis, I will critically analyze the module and show how it offers impacted on me positively or otherwise, identifies my regions of talents and weaknesses and evolves action plans to boost on my strengths and do away or at least improve on my weakness and thereafter conclude.

ANALYSIS OF MY LEARNING OVER THE MODULE

Before the research of my learning in this component, I will quickly specify learning. Learning can be an acquisition of knowledge or skill that permits us to realize something new, or have the ability to take action we haven't done before (Diana Winstanley, 2005). Learning is acquiring facts, skills and methods (Slj¶ 1979) which is the process whereby knowledge is created through the transformation of experience (Kolb 1984). Matching to Honey and Mumford (1986), there are four different learning styles (activist, pragmatist, reflector and theorist). Learning is also transferring knowledge into action- it is about developing competence and having the ability to put the knowledge into practice. I am going to also highlight what's expected in all the five competencies and associate it to my learning in the module.

SELF-MANAGEMENT COMPETENCIES

Under this competency, we've learning preferences, perception, values, managing stress and personal resilience. In learning choice we mean how will you would like to learn best: hearing, reading on your own or other means. Understanding simply means the way you see things. Worth according to Rokeach, 1973 are desirable, trans-situational goals that differ in importance as guiding key points in people's lives. Personal resilience is our capacity to jump back, or even grow, when confronted with pressures and dangers. Stress is defined as "the mental and physical condition that results from a identified menace or demand that cannot be dealt with readily" (Furnham 2005).

INTERPERSONAL COMPETENCIES

Interpersonal competency is the capability to associate and understand others. Here learners make an effort to see things from other people's viewpoint in order to understand how they think and feel. An social competent person attempts to maintain serenity in group settings and encourage co-operation. An interpersonal qualified person is Self-confident, assertive, Impact and persuade others, handles emotions and issues very well and above is a team constructor.

SELF DEVELOPMENT COMPETENCIES

When we have a discussion of self applied development competency, we indicate competency in expanding one self. A number of the things which come in your thoughts there are setting achievable goals, getting feedback, motivation, personal disclosure and reflective thinking.

PERSONAL Control COMPETENCIES

Here we talk about what's in somebody who make her or him a good leader. Its competencies include power ie capacity to lead, impact and trust (Being able and ready to adopt lots of ways to get support and effect diverse gatherings, with the purpose of securing improvements), empowerment (trying to accomplish others' contributions and share command, nurturing ability and long-term development of others), emotional intellect ('the subset of social intelligence which involves the ability to monitor one's own thoughts and others' emotions and emotions, to discriminate among them and to use this information to steer one's thinking and activities' (Salovey and Mayer 1990, pp. 5)) and authority style.

ENGAGING WITH OTHERS COMPETENCIES

In engaging with others competencies, we've valuing diversity which made me realize that people are different. Valuing variety is important, because the increasing globalization on earth requires more conversation among people from diverse cultures, beliefs, and backgrounds than ever before. Also cultural recognition comes to head as culture is a significant source of specific variations, which results in several personalities. Professionalism and ethics are competencies that a professional cannot play with. The simply means dos and don'ts out there, this module shows me that what will keep me out there aside my own knowledge and connections, developing do it yourself, leading well is to know as i am either doing short of what's expected of me or when I am over doing it.

This module at first seemed meaningless to me, the only reason I listened was that I used to be curious and that it is part of my module, though I questioned its usefulness. But in the future, it started out sinking, began becoming interesting, I started out becoming aware of my developmental needs.

The high grade I went to was very uninteresting initially, however when category activity on learning preferences was given, I realise which i needed self-development and personal change; meaning I have been in phase 1 of my own and professional development ( being unconscious and incompetent; Straangard, 1981). Nevertheless, I immediately chose to develop myself because profound inside me I got determined to learn and be successful (Megginson et al. 2007). Throughout my learning, I uncovered so a lot of things about myself that I did not know before. Typical good examples are i now know how to use feedback to develop myself effectively. I also now know what it means to set a realizable goal within realizable timeframe. Furthermore, my contribution in group work as far as I understand has made me whole by causing me learn how to work in a team with differing people as the component boosted my self-confidence.

The module has helped me to learn my learning tastes as a reflector (good listener, thoughtful and analytical, adopts a low profile and likes to procrastinate) which I discovered after taking the test on 'knowing your learning styles'. The benefit of knowing this my learning style is that "it shifts the emphasis towards stimulating a balanced method of learning and, perhaps more importantly, an explicit knowing of the range of approaches available to me the learner"(CIPD 2006). What I've achieved in the way I see things after this module can't be underestimated. The component has educated me how to see things not only from my perspective but other people's own too. In terms of values, my value systems have altered. In the module, I saw what Kohlberg (1981) came up with as three types of personal values namely; Pre-conventional ideals -punishment, obedience and self-interest; Regular values- targets and conformity; and Post-conventional values -universal ethical concepts. I also advanced on stress management either my own or people's stress after inspecting its classification by Ivancevich et al. (1990). They defined stress management as "Any activity, program or opportunity initiated by an organization, which targets reducing the presence of work-related stressors or on supporting individuals to minimize the negative outcomes of contact with these stressors. "

As regards my social skills, the group work in this component improved my self confidence. We received group focus on individual differences and also to my utmost surprise; my group thought we would symbolize the group. At first, I shivered and even said no, but after encouragement from the group people, I summoned courage and represented. The feedback I got was very motivating positive and I found following that. Thereafter, I have been able to talk or symbolize other organizations in the school in many occasions. The group work I have involved in this component has made me to know that I am not assertive enough even when I know everything. It made me to understand evidently what assertion (proclaiming clearly what I mean) means as against distribution or aggression (forcing). I like taking a looking position, and this is one area I have to improve on. In regards to affect and persuasion, I noticed that I am not a very important person, I just do my things my own way, but the module made me to understand that as a professional I need little of impact to achieve success. Ironically, the component brought to fore my capacity to handle feelings and issue. During our class discussion on specific variations, one of my group customers was emotionally touch when he was informed to be too competitive; I was detailed and careful to comprehend his emotion in other to solve his sentiment. My effort to regulate his emotion demonstrated me my ability to handle emotion and conflict. In building my team skills, I listen closely carefully and steer clear of interrupting others. Taking into consideration the class activity on 'Team role, self-perception Inventory', using Belbin, (1981, 2007) idea of team jobs I discovered that we am a team employee -co-operative, light, listens, perceptive and diplomatic but indecisive in crunch situations. This module's first class group work activity made me to reflect on my team skills. I sat again and carefully listened and I only made impact after careful consideration of other people' side of reasoning. One area of teamwork that gives me concern following the module is the fact that I am reluctant to delegate. This component has actually opened up my eyes how to do team work. As a result, my team skills have improved upon and responses from friends and classmates have validated it.

I need to work more on my goal setting techniques because it is vital to my success in anything I really do. It is actually a location of weakness for me. The first group work activity in category on this component made me understand that. We were given a time body which I almost missed because the target I set was not within enough time frame. Notwithstanding, I thought we would develop my goal setting techniques and I set targets for success. Also, there is certainly dependence on improvement on opinions. This is talked about in detail below.

The study of PPD module has impacted on me how to use my power. My course group that we spoke for group shows that. Before that group work, I rarely stand before people, not to talk of leading a dialogue. Interestingly, I found out that my important power is little or nothing. The module also gave me an perception about my empowerment features. I found out that I have curiosity about long-term development of others. My emotional intelligence potential was brought into fore with the analysis of this course as could be seen inside our group when someone was damage for being brand aggressive.

This component made me alert to the idea of command and I decided to know my control style by firmly taking a authority test online ('what is your Command Style'). I found out that my management style is participative and non-assertive. What I really do is to pay attention more from the folks I lead and discuss less. My authority competency and skills lays on my ability to carry everyone along by allowing anybody that wants to contribute to do it before I arrive at a bottom line. During our category discussion on behaviour and values, I was carefully and carefully detailed our group tips of view before my demonstration.

Valuing variety made realise that folks are different whenever we received group task. I encourage other people's view, is not great shock to me working with my group on school talk with careful and thoughtful manner in subject matter we are meant to discuss, I use the chance to put everybody together although our company is from different qualifications and culture also show some similarities.

COMPETENCY DEVELOPMENT: Home DEVELOPMENT COMPETENCIES

This competency is chosen because of its importance in professional skill development and I've needed to develop more here.

According to Wikipedia, personal/personal development identifies activities that improve do it yourself knowledge and id, evolves knowledge and potentials build individual capital and employability, boost quality of life and contribute to the realization of dreams and aspiration.

When we have a discussion of this competency, the things that come to your mind are arranging well-defined and practical personal goals; exhibiting a high degree of initiative, effort, and determination towards completing projects regularly; works with little supervision; is determined to attain and demonstrates sensible behaviour.

Goal environment is a powerful technique that appears to work by giving a path for our work, focusing our attention, promoting persistence and increasing our self-assurance (providing we achieve the goals we placed). Setting up goals as my strategy for do it yourself- development is advantageous and that is why I decided this competence. Before this component, I normally arranged goals which I noticed were not achievable, with conclusion of this module, I realised that my goals have to be SMART in order to be possible. The SMART method assumes that goals should be Specific; Measurable; Achievable; Relevant and Time bound. This module has made me to know that I could set ambitious focuses on and has helped me showing determination to meet the goals as established. Along with the SMART method, I now take necessary activities to meet my goals; identify and apply measures to keep track of and quantify achievements, overcome road blocks to attaining goals and even use inability as an chance to learn.

Self consciousness/disclosure: This is potential to self-reflect and become alert to one's inner point out of being like inner feelings, dreams, associations with others, talents and weaknesses. McCarthy & Garavan (1999) identifies Self-awareness as, "the image that an specific has about him/herself and if that image is correct in comparison to how others understand that individual". It will involve self-efficacy, self-actualisation and self-concept. Self-efficacy is the degree to which a person believes he/she is capable of doing the behaviour required in virtually any given situation (Arnold et al. , 1991; Bandura, 1989), self-actualisation is an lively striving for personal development which might involve discovering one's skills, educating oneself and/or perfecting physical skills (Rogers, 1961) and Self-concept, as defined by Hayes (1994) is the evaluation that individuals make about their characteristics and personalities and the image that they have of themselves. My research in the component exhibited me what this means for an individual to develop an image of him/herself and certain key areas of it as explained by Whetten & Cameron (2007). The self disclosure skills I learned from the component include: Knowing own strengths and weaknesses, reflecting and studying oneself, knowing of inner feelings, dreams and dreams, assessing thinking habits, reasoning with oneself, understanding role in romantic relationship to others. However, my learning on self-awareness, prompted me to work with the johari home window by (Luft & Ingham 1955) to learn more about my personality by getting responses from friends. The opinions about my blind personal was shocking if you ask me because I never thought any of them; however, it offered me insights on a few of my talents and weaknesses. I really discovered that I have to focus on myself disclosure after receiving the reviews.

Receiving responses: Someone who has this competency seeks feedback on advantages and weaknesses and initiates activities to increase or boost knowledge, skills, and competence to be able to perform more effectively or enhance career. The person receives feedback in a constructive manner, probes for concrete samples and suggestions to improve own performance. The individual spends time learning new information or ideas and applying them effectively, will keep up to date in knowledge and skills and learns from successes and failures Acquiring feedback include talking to relevant resources (e. g. , appraisals, records, videos, comments from customers) to get information into own performance. Reviews is necessary since it is a moderator of goal results in that the blend of goals (Bandura & Cervone, 1983; Becker, 1978; Erez, 1977; Strang, et al. (1978).

With this module, I found out that I have to do a lot more on receiving feedback. Before the module, I ask for feedback without knowing the talents in getting it. Conclusion of the component show me how I can effectively apply received opinions in the following ways: I'll learn from both successes and failures, Initiates job debriefs to clarify learnings-both what functioned well and what could be achieved more effectively in the future, Seeks both formal and informal development opportunities, Demonstrates a desire to execute above and beyond certain requirements of my position, Coaches others to focus on self-development, develops a culture that stimulates learning and constant improvement and self-critical by discovering both my strong and disadvantages.

Reflective thinking:

Reflective thinking requires personal consideration of one's own learning. It considers personal achievements and failures and asks what proved helpful, what didn't, and what needs improvement (Given, 2002).

It is a part of the critical thinking process referring specifically to the procedures of analyzing, analyzing, and making judgments in what has took place. The module made me to find out that this feature was almost lacking in me. I normally set goals, require feedback which is even determined, but this component made me understand that the majority of my failures are because of lack of reflection. In the event that you not sit back to analyze what went wrong you retain on making same faults. With completion of this module, I will have effective tool of combining reflection with opinions to get my greatest result.

Motivation regarding to Robbins and Judge, (2009) is a process that take into account an individual's intensity, direction and persistence of work towards attaining a goal. Motivation Shows willpower to achieve goals over time; resists any pressure to be deflected out of this attainment. Takes calculated risks, based on learning and experience, to attain longer-term service advancements.

CONCLUSION

The importance of this module to my professional development can't be underestimated. It really is like an vision opener. It shows me how to proceed and what not to do as a professional, It shows me where to improve my skills to be great in my own profession. In fact, I now recognize that the street to professional success is not only based on knowing what to do, but knowing how best to take action to get greatest result.

I am particularly happy about my present and likely future improvement on myself based on what I now find out about goal setting, home awareness, feedback, drive and representation.

Conclusively, with the course in general, I am now more equipped for the challenge ahead much less a student but as a professional.

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