Advancing Career Development - Term Paper Example

Unit 5 The unit provided a lot of insight on employee recruitment and selection techniques that I ought to embrace. Firstly, I understood some of the aspects to be considered in salary negotiations; a research on the salary is required, the amount to be earned should be in the mind, salary goals should be clarified, and salary discussions should be made after a job has been offered. On the other hand, a job seeker should not measure their salary on basis of national average, it is wrong to tell the interviewer about personal financial problems, salary should not be the only determiner of a job offer, and the job seeker should not mention the salary unless the interviewer does (Volkema & Fleck 2012:286). Upon getting a job offer, a consideration on whether to consider the offer should be made based on the need to balance work, family and friends. In addition, I also learnt that the nature of the job requires to be clearly understood before making the decision. Also to be considered are the non-monetary benefits and the location of the new job (Trinity Washington University n.d: 1). As an employee, one should be at a position of utilising their returns constructively. A consideration should be made for tax, savings, and reserve funds while planning appropriately for investments (Dockery, Ong & Wood 2011:266). The unit also did shed light on the management of the transition to a new job place. An employee is required to get an orientation at the work place. In addition, training programs are very important in ensuring that a new employee gets conversant with the actual operations of an organization, this should include the probationary periods, reviews, and assessments. Upon getting the basic training of the job place, it is important to build professional relationship. This entails building trust with associates and the management (Tonidandel, Braddy, & Fleenor 2012). The unit also provided insight on recession proofing a job, including the factors that facilitate including broad responsibilities, flexibility and a positive attitude. As one grows in the employment development of people, management skills are essential, such supervision training and teaching. In addition, communication, sales and marketing, technical, operations management and leadership skills are developed over time. The unit also facilitated an understanding of the importance of recruitment and selection including all the accompanied policies. Also mechanisms are put into perspective that are geared to mitigating failure in the recruitment process. Unit 6 The unit broadened my understanding on the mode of presentation that I should adopt as well as the interview skills to have. For the interview, I appreciate that preparation and practice are important aspects. The conduct during the interview plays a great role in employability. Though an interview can go against my expectation, it is possible for me to identify a successful interview and one that is not. I came to realize that some of the perceptions I had towards an interview were wrong. The objective should be to secure the job. The first impression matters. It is important to be confident, this is facilitated by preparation, planning, and practicing. I have a view of the various types of interview and how to approach them effectively. These include, mock interviews, group interviews, traditional interviews, multiple interviews, behavioural-based interviews and telephone/Skype interviews. Nervousness in an interview is almost inevitable. I learn techniques that I will apply to release the tension, an understanding of the position, the organization, and likely interview questions is very vital. In addition, mind-calming techniques can help ease the pressure. In answering the interview questions, I realized the need to be calm, understand the questions and align the answer with what the interviewer wants to know. Honesty and frankness are very important in an interview. I will endeavour to use the STAR model in my interviews by defining the situation, the task, the action, and the results. The unit also cleared the air on the competencies that the interviewer will be evaluating. They are basically; the individual capability, interpersonal competency, the ability to motivate others, the capacity to manage and the analytical capabilities. I learnt a number of skills for effective presentation. This includes the need to know self, knowing the content, being sensitive to the audience and being objective in the presentation. In making a presentation, confidence is key, it is facilitated through making of rehearsal. Another important aspect that outstood in this module is the need for teamwork. Working with others is highly beneficial. Having learnt the stages of team building, namely, forming, storming, norming, performing, and adjourning, I will be an active team player. It was also apparent that the successful team working required that I develop clear goals, good communication, develop support and cooperation and keep on making reviews on the progress made (Dayaram & Fung 2012). Other important aspects dealt with include the management of a team and the how to develop effective communication within the team. Unit 7 This unit covered a very important aspect in the management of others. It expounded developing interpersonal skills. One major area that was addressed was in stress management; it is an important aspect that should be considered when dealing with others. Stress can easily cause dissension and disagreement if not managed well. As an employee, the remedy is to have a positive mind-set, taking time to relax the mind and developing items that can be implemented. It is also important that whenever stressful conditions arise, the sources should be identifiable in order to be able to establish the means of coping with the stressor. In order to create a good perception before the public, the module clearly taught me that personal care and appearance is very important. Decent grooming fosters confidence as well as revealing to the public a person’s self-image. All the details should be looked into, body pierces and tattoos should not be revealed. Nails and hair should be well made while makeups and perfumes should be mild. Interpersonal relationship can also be boosted by an individual’s self-image; this can be boosted by developing a number of things. These can be achieved through developing lose weight, sitting up straight, and doing exercises among other things. Self-esteem can be boosted through seeking advice and then weighing the advice for authenticity. There should also be the aspect of unleashing personal energy so that one is able to transform the career through innovation and creativity (Drennan & Richey 2012). It is also paramount to have a strong will and be able to hold on to a goal for a long period of time. Giving up should be given a priority to prevail under all circumstances. The group formation task provided a special opportunity to exemplify the interpersonal skills that we had learnt. I realized that the more exposure one gets to socialize with others, then their social skills are boosted. Unit 8 The first knowledgecast of unit 8 provided information that is very beneficial in decision-making. The discussion began by evaluating the daily, weekly, and occasional decisions that we make as students. Considerations are made when making decisions including the success that is associated with the decision, the available time, the complexity of the matter and the general outcome of poor decision-making. I realized some of the impediments that hinder decision making and ways of eliminating them. When there are many choices or where ignorance prevails decision making becomes relatively cumbersome. Additionally, other reasons such as lack of confidence, pressure, culture, lack of motivation and economic circumstances among others can derail decision-making. I also grasped the concept of cause-effect relationships and how it relates to decision making. This relationship facilities making of informed decisions that have an end in the head. Effective decision-making requires that one may get a clear picture of the pros and cons of the decision, proper time management and proper proof reading. In addition, adequate research is highly necessary. I found the Zigzag method to be a very useful method in the development of a concrete decision. It is important that the details are considered, the big picture, then a focus on the logic and finally a consideration of the overall outcome. In this process, there are detractors that can hinder decision making such as daily crises, shock or personal pressures. Decisions making is also influenced by emotions, which requires to be controlled. There are factors that facilitate performance which enhancing motivation. Such include the level of achievement, the level of knowledge, the structures, and belonging among others (Malakooti 2012). In order to make adequate decisions, it is important that I will need to have adequate conflict management skills. Conflicts can emanate from various sources; they should be avoided by all means. It can be approached through either trying to change the other person, changing self or changing the situation. I understood various ways of conflict management and resolution including avoiding the conflict. Conflict management skills require that one embrace the principles of persuasion. Through this module, the principles were articulated. Firstly, there is need to consider the prevailing attitude, the messages are processed and then it also states that people are aware of their attitudes. I also got to grasp the strategy of persuading with appropriate, consistent, effective, and special particular additional reasons. In negotiations, diplomacy is vital. In addition, It is important to be assertive, in order to achieve a common consensus. I have got to understand the need to use Monroe’s motivation sequence which entails, getting the attention, understanding the need, satisfying the need, visualization and taking of action. In persuading a person, it can be done through appealing to their ethos, logos or pathos. Unit 9 This unit addressed the entire aspect of ‘learning to learn’. One important aspect that struck is the way that I can be able to learn effectively. It is paramount to understand that learning has no end and it is a continuous cycle. Learning can be achieved through various modes, including experimentation, theorising, experimentation, and through reflection. Learning can either be superficial or deep. When superficial the benefits are minimal; the course requirements are meant but the purpose remains undefined. Deep learning involves an active interest in a topic, one is able to understand ideas on their personal capacity and previous knowledge and experiences can be related to the current ideas. According to the Honey and Mumford learning styles, learners can either be activists, reflectors, theorists and pragmatists. Learners can fall in one or more of these categories. The most effective learners do have all these styles. Personally, I am capable of developing both, this categorizes me as an effective learner. Other learning theories that contribute to learning how to learn are the Visual Auditory Kinesthetic learning style and the MBTI learning styles. These theories despite being faulted by some critics facilitate an understanding of learning (Seiler 2012). One important practicable aspect that reflected in this unit is the aspect of reflecting. When doing reflections I got that sufficient time is required, there should be a specificity of the experience for which one is reflecting on and if possible, the reflections should be recorded. In addition, when reflecting a genuine feedback is required. I was able to get an insight on the steps that are to be followed for effective learning. The unit presentation, provided four steps that are to be followed for effectiveness in learning; the past should begin, then the present, the process is then put into consideration and finally a review is done. References Dayaram, K. & Fung, L. (2012) Team Performance: Where Learning Makes the Greatest Impact, Research & Practice in Human Resource Management, vol. 20, no. 1, pp. 1-16. de Menezes, L.,M. (2012) Job satisfaction and quality management: an empirical analysis", International Journal of Operations & Production Management, vol. 32, no. 3, pp. 308-328. Dockery, A.M., Ong, R. & Wood, G. (2011) Measuring Work Disincentives: Taxes, Benefits and the Transition into Employment", Australian Journal of Labour Economics, vol. 14, no. 3, pp. 265-288. Drennan, F.S. & Richey, D. (2012) Skills-Based Leadership The First-Line Supervisor Part II, Professional safety, vol. 57, no. 3, pp. 50-54. Retrieved from http://search.proquest.com/business/docview/928448942/FD4C70C46A3B4EC2PQ/14?accountid=45049 Malakooti, B. (2012) Decision making process: typology, intelligence, and optimization, Journal of Intelligent Manufacturing, vol. 23, no. 3, pp. 733-746. Retrieved from http://search.proquest.com/business/docview/1112160924/9257192269B24052PQ/2?accountid=45049 Montes, C., Rodríguez, D. & Serrano, G. (2012) Affective choice of conflict management styles, International Journal of Conflict Management, vol. 23, no. 1, pp. 6-18. Seiler, D. (2012) Age and Learning Style in the Adult Learner, The Journal of Human Resource and Adult Learning, vol. 8, no. 1, pp. 133-138. Retrieved from http://search.proquest.com/business/docview/1285154764/1D777EF54A7407CPQ/3?accountid=45049 Tonidandel, S., Braddy, P.W. & Fleenor, J.W. (2012) Relative importance of managerial skills for predicting effectiveness, Journal of Managerial Psychology, vol. 27, no. 6, pp. 636-655. Trinity Washington University (n.d) Salary negotiation strategies, retrieved from http://www.trinitydc.edu/career/files/2010/10/Salary_Negotiation_Strategies.pdf Volkema, R.J. & Fleck, D. (2012) Understanding propensity to initiate negotiations, International Journal of Conflict Management, vol. 23, no. 3, pp. 266-289. Retrieved from http://search.proquest.com/business/docview/1022707204/2C3CCA04B26A4A89PQ/1?accountid=45049 Read More