Personal Profile and Goal Setting - Admission/Application Essay Example

0 Introduction After careful engagement with the supervisors, we decided that I needed to improve on empowerment, mastery and control. This was evident from my personal profile. For this to happen, there was a need to address my personal mental abilities that relate to the role that I am expected to play. This would make it easier to predict my performance outcomes. There was a need to work on aptitudes and emotional stability when dealing with social responsibility in management. The firm considered emotional stability as one of the qualifications for improved performance and economic viability. The human resource principles for running and organization demand that a leader must master social empowerment skills that motive the workforce to perform. My profile indicated the areas I needed improvement in so that I could deliver on empowerment, communion, and mastery. 2.0 Develop objectives 2.1 Coming up with an innovative idea per week The initial objective entailed intentional steps taken to pursue personal growth opportunities. I was expected to implement an idea that could be done through teamwork management. This is crucial in delivering service to organizational targets. To nurture empowerment, I proposed the idea of coming up with an innovative idea on a weekly basis. The score in the personal profile indicated that I needed to have a deliberate propensity to controlling my environment. The objective is to have concrete plans to nurture and measure my imagination, innovation and artistic sensitivity in an organizational environment. 2.2Discussing harmonization of ideas with stakeholders every fortnight The other personal objective is to harmonize the working ideas with the organizational goals. This can lead to achieving the much needed organizational results. I needed to match with divergent thinking, which has to be embraced as an organizational culture. Empowerment is closely related to communion. In the face of organizational opportunities that lead to autonomy, this objective provokes personal creativity which responds to the organizational needs. As an individual seeking empowerment, deliberate motivational striving for such empowerment must be manifested in my team leadership skills. This objective has an aim of harmonizing the organizational targets and goals, both short and long-term. My profile revealed that I needed to harmonize ideas among team members. This is the best method of enhancing social support and to boost empowerment and communion to improve my competencies. 2.3Assessing sustainability on weekly basis The third objective is that I must ensure the sustainability of the goals set. This calls for predictability and strong reality checks. Research shows that sustainability is tied to self-confidence, energizing others members of the team and propelling openness to change. Therefore, there must be a set deliberate methods of assessing sustainability to improve communion, empowerment and control. I planned to be holding assessment meetings with my team. A plan of action must be agreed on among all the stakeholders and to reach the level of implementation. Therefore, my assessment plan must be relevant to the stakeholders directly or indirectly. I had to link the weekly assessment plan to stakeholder participation, which is essential in the process on empowerment, communion and mastery. This weekly plan must include consulting and offering opportunities that impact others in the environmental setup of the organization. 2.4Identifying barriers I had to incorporate the barriers into the action plan. The possible barriers to these objectives include low self-esteem and poor training. This move aims at overcoming the barriers through training, proper budgeting and supplying all requisite equipment in the process of implementation. I needed to view the viability of the action plan by addressing the barriers to improving the competencies revealed in my profile. For success to be achieved, the management fundamentals like confidence and competence must be facilitated through equipments and funding the organizational processes. Therefore, my plan to discuss and address barriers needed to be approved by the management to ensure organizational support in the process of implementation. 3.0 Implementation My plan of action needed practical methods of implementation. My profile suggested that I had to have mastery and control of the roles. The implementation shall impact organizational staff, customers and stakeholders (Locke 201). My supervisors are supposed to approve of the implementation process and make the necessary adjustments in the plan on a regular basis. My implementation plan shall be communicated to staff at all the levels in the firm. This shall entail stating the objectives, timeframes, expectations, and responsibilities. This shall guarantee clarity among stakeholders in the process of implementation. I shall hold a discussion in the first week to encourage staff participation and enhance support. For this to happen, experience and intuition play a crucial role. I have made intentional steps to motivate others through socially interactive means. I incorporated social support and teamwork. These goals are best achieved through creation of an interdependent atmosphere that reflects the roles of each player in the organizational target. I was determined to improve mastery and control through social proximity within an organization. I organized my roles in a way that encourages informal communication among team members and organizational departments. This shall be implemented through team management activities in the organizational atmosphere. I also acquainted myself with management of teams through short-term projects. The process is expected to demonstrate my management skills with regard to empowerment, communion and mastery of tasks. Furthermore, I understood the implementation must demonstrate trust. My research indicated that when trying to achieve empowerment and mastery, it can be counterproductive to be controlling and bossy. My implementation plan must be tempered by intelligent leadership and emotional stability. Mastery and control is practiced with professional restraint on a consistent basis. This calls for psychological well-being of my leadership competencies. I had to make personal and deliberate effort in demonstrating positional expertise, task variety and role power. This plan must be time-bound and strict. For a month-long implementation plan, the schedule for work and details in the methods of performing tasks had to be incorporated. I opted to use this in my experience to indicate the extent of mastery and control. It can also reveal more autonomy in performing roles. My implementation plan must be measured against time and results. Therefore, task variety and autonomy must deliver the expected results within the first 14 to 28 days. This gives a sneak preview into the practicality of the action plan. 4.0 Monitoring I had to ensure professional monitoring of the progress in my action plan. An action plan is a living document which requires regular updates for it to work. The process of empowerment, communion and mastery of tasks shall be implemented in my action plan. I shall ensure program changes and updates are revised regularly so that the staff can connect with the progress of the implementation. This shall reveal whether activities are completed in time or moving towards completion. Creating empowerment shall require weekly updates to allow efficient review and monitoring. The members of my team shall be convened after every week to discuss organizational attributes and activities that bring empowerment, confidence and mastery in the running of the organization. I shall oversee this process. This shall reveal the occurrences of complacency. The regular meetings shall explore methods of avoiding repetition of similar mistakes in the process of monitoring progress. The time span of my action plan shall be five weeks. New time frames shall be drafted in the process of implementation. The plan and adjustment shall ensure that the delayed processes shall be implemented fully. Empowerment processes shall demand weekly progress assessment in the achievement. As the team leader, I shall conduct personality and competent tests to reveal the requisite job intelligence in the implementation of the action plan. Notably, reviews of the action plan shall involve all the team players. Motivation performance through goal setting is expected to instill greater autonomy and my personal responsibility through strict time limits and ownership of job processes. How much one has accomplished in the job position can be a way of measuring effectiveness. 5.0 Evaluation indicators This is the systematic process of reviewing processes to assess their worth. I shall ensure that evaluation shall be done on a weekly basis. This shall reveal the degree of success in positively impacting the set priorities. The process shall also entail the use of data collection tools like check sheets. The members of my team shall be subject to internal performance score cards in the organization. The evaluation and data analysis on the objectives shall be communicated through graphs and charts. Histograms shall also be used because they are an easy way of communicating to the team members while implementing empowerment and communion attributes and progress. I shall oversee the formal adoption of solutions through process documentation. This shall ensure that the achievement of empowerment and mastery of duties is progressing and is sustained. The results shall be shared and lessons documented to avoid repetition of mistakes. Works Cited Locke, Edwin A. HANDBOOK OF PRINCIPLES OF ORGANIZATIONAL BEHAVIOR. 2nd ed. John Wiley and Sons, Ltd, 2009. Print. Read More