Personal Development Plan - Essay Example

?My Personal Development Plan 0 Introduction Ackerman (2002, p.50) defined Personal Development Plan (PDP) as individual’s attempt to identify whathe/she wants to do and how is he/she going to do it. He further added that an effective way of creating PDP is for individuals to outline objectives that are specific, measurable, attainable, realistic, and time limited or SMART. An individual should establish objectives that are specific instead of general. Specific goals allow individuals to determine how they accomplished such goals (Weinberg, 2009, p.32; Lopper, 2007, p. 97). A measure or standard should be available to assess the accomplishment of these objectives (McNair, 2000, p.61; Atkinson, 2001, p.3). An individual should critically assess if these objectives are attainable and realistic (Clarkson, 2001, p.14). Lastly, he/she should set objectives within a time frame (W. Hoeger & S. Hoeger, 2011, p.54). This paper highlights my personal resume. It also presents two to three theories discussed in class. This paper outlines Myers-Briggs test and MAPP career assessment as tools that describe my personality traits, strengths, weaknesses, and potentials. Lastly, it presents my SMART action plan and integration of theories that were discussed in class. 2.0 Brief Resume FATMA ABDULKAREEM HLWANI Personal Information Gender: Female Nationality: Arabian Date of Birth: June 6, 1986 Place of Birth: Jedah, KSA Education College: COLLEGE OF BUSINESS ADMINISTRATION IN KAAU Bachelor degree High school: JEDDAH K.S.A. Core Competencies Computer literate Possesses the ability to interact with people in different walks of life Capacity to lead Work Experience GNP GENERAL HOSPITAL Worked as an HR staff 3.0 Personality and Career Assessment Researchers defined personality as a persistent pattern of interpersonal processes and behaviors (Burger, 2008, p.4; Hampson, 1988). Several researchers attempted to determine aspects of personality through various tests (Kaplan & Saccuzzo, 2008, p.18; Frick et al., 2009, p.22). Myers-Briggs test is a widely utilized personality test in the workplace. It is used to determine the different personality styles of employees. This test utilized three polarities namely, thinking vs. feeling, extroversion vs. introversion, intuition vs. sensation. Researchers added judgement vs. perception to these polarities. Carl Jung (as cited in Cohen, 2011) contends that each polarity is mutually exclusive from one another. Thus, individuals cannot process the world through thinking and feeling at the same time. A side of the polarity dominates the other (Cohen, 2011). Individuals who scored higher in thinking compared to feeling are commonly analytical and rational in making decisions. In contrast, feelers rely on circumstances and subjective evaluation in decision making (Wilde, 2008, p.16). Extroverts tend to prefer the company of others while introverts thrive in solitary activities (Wagele, 2006, p.109; Jung, 2006, p.44). Meanwhile, sensors prefer to process information through the senses and tend to rely on minute details. In contrary, intuitors heavily depend on insights instead of sensory data (Saklofske & Zeidner, 1995, p.215). Lastly, judgers prefer structure, planning, and predictability, while perceivers opt for flexibility, openness, and spontaneity (Cohen, 2011). Previous researches suggest that this test is a valid and reliable measure of an individual’s personality (Stern, 2007, p.286). Validity refers to a certain test’s ability to assess what it purports to measure. Meanwhile, reliability is primarily concerned with the extent that the test offers similar results each time (Bayne, 1997). MAPP career assessment is utilized to determine the individual’s strengths. It has undergone extensive reliability and validity testing. A study conducted in 1997 showed that it had similar validity with Strong Interest Inventory. The occupational matches of these two tests range from 50%-90%. The second validity study indicated that the validity of MAPP career assessment is similar to Strong Vocation Interest Inventory. Findings from studies that assess the reliability of MAPP suggest that it is consistent over time (“MAPP,” n.d.). 3.1 Results & Interpretation The result from Myers Briggs test indicated that I was 63.16% extroverted as compared to 36.84% introverted. In addition, it suggests that I am 53.49% intuitive and 46.51% sensing. I got 55.56% for thinking and 46.51% for feeling. Lastly, it showed that I got 52.63% for judging as compared to 47.37% for perceiving (“Jung,” n.d.). I tend to be more extroverted rather than introverted. I tend to be talkative, assertive, and actively looking for the company of others. I concentrate towards objects and people. There is a tendency for me to seek breadth of influence and knowledge. I prefer frequent interaction with people. However, it should be noted that I also dwell on concepts and ideas but the degree of my extraversion dominates my introversion. I have a high inclination to look at a particular situation and see countless possibilities. There is a tendency for me to focus on patterns and connections between details instead of the facts themselves. I prefer to come up with decisions based on logic and rational thinking instead of empathize with the situation. I possess the ability to transcend from the present situation and concentrate into the future. Huszczo (2010) stressed that individuals who are highly intuitive want to seek strategies for the long-term success of a company. Thus, they may not appreciate the sensing type of concentration in the short term results. The result of the Myers Brigs test showed that I had a higher degree of judging attitude as compared to perceiving attitude. I tend to be orderly and decisive instead of spontaneous and flexible. Richard (1993, p.77) stresses that judgers tend to be methodological and possess a sense of control in their environment. These individuals create contingency plans. Richard (1993, p.77) further added that these individuals are neat and orderly, and possess a sense of closure. They make lists and systematically manage their jobs. They utilized these lists to guide their actions. Overall, the result suggests that I have an inclination to lead others. In addition, it indicated that I tend to look for a position of responsibility. The findings from MAPP career assessment suggest that my perception easily triggers ideas. I tend to come up with ideas with minimal conscious effort. The result of MAPP career assessment is consistent with the findings from Myers Briggs test. The former showed that I preferred to be surrounded with people recreationally, socially, and organizationally. I am inclined to manage individuals and their activities. I possess an inherent curiosity in the mechanism of nature and the universe. In addition, result from MAPP Career Assessment indicated that I thrive in jobs that require systematic organization and scheduled plans. I prefer to be involved in the task or activities that are constantly changing. Results of the MAPP Career Assessment also showed my temperament for jobs. I tend to seek variety and change. I have an inclination to look for new assignments, options, challenges, acquaintances, and relationships. I tend to easily get tired of repetition, routine, and sameness even in tasks or activities I once considered as interesting. My aptitude for jobs is also measured by MAPP Career Assessment. The result suggests that I am drawn towards holistic and conceptual thinking. In addition, it indicated that I possess philosophical curiosity and intuition which causes awareness of emotions, values, intentions, and moods of other individuals. MAPP career assessment also measures how I relate to things. It suggests that I have average physical/sensory/mental preference for performing material processing. It signifies that I have moderate interest in manipulating things from a particular place to another or from a single process to another. MAPP Career assessment provides insights into how I process data. It showed that I was driven to look at the big picture and see each element of the picture in the bigger context. My thinking and perception are conceptual and holistic. I tend to apply thinking on the bigger picture. I have the tendency to be motivated at various theoretical math concepts. I am driven to consider communicating and creative writing at the professional level (“MAPP”, n.d.). 4. 0 Personal Development Plan 4. 1 My Strengths My strength lies in the ability to interact well with different individuals. I can easily express ideas and concepts that can contribute to the success of a particular group. My inclination to be constantly surrounded by individuals will likely enhance my leadership skills. My interpersonal ability makes me aware of emotions, moods, and values of others. Thus, I can have a satisfying relationship with other individuals. I can thrive in politics, sales, brokering, and teaching. I have an inclination to be action oriented instead of thought oriented. Thus, I can easily finish tasks within the specified deadline. In addition, I possess an ability to be organized. I have the ability to forecast potential problems, which consequently impel me to create contingency plans. I can come up with important decisions through rational thinking. I tend to come up with decisions by what is considered as consistent, reasonable, and logical deductions. However, there is also a part of me that acknowledges insights which stemmed from the unconscious mind. I may also be drawn towards contemplating on future possibilities. My strengths make me suitable to be a leader of an organization. I possess interpersonal skills to understand the emotions, values, and moods of others. Thus, I may be able to lead them easily. I can come up with effective business strategies through critically weighing the cost and benefits of executing such strategies. My ability to come up with contingency plans ensures that the company succeeds. I can also concentrate into the long-term profitability and sustainability of a company. 4. 2 My Weaknesses My primary weakness is the inability to perform tasks and activities which are deemed as routine. I may perceive previously interesting jobs or tasks as boring in the long run. This may impel me to constantly look for new jobs. This weakness can be transformed as strength when I seize opportunities for innovation. I can concentrate on developing new products, establishing new ways of doing things, and imposing changes based on the demands of the external environment. I also have a weakness in manually operating things. 4.3 Feedbacks Several friends and group-mates noticed that I got easily overwhelm with a heavy workload. In addition, they complain about me becoming too assertive at times. There are instances when I become too focused in my ideas. I often convince others to choose my ideas over other’s ideas. My family noticed that I consumed a bulk amount of my time in the bar hanging with friends. They fear that I may neglect my studies due to desire to be constantly surrounded with friends and acquaintances. 4.4 Desired State I want to learn how to handle stress in having heavy workload. In addition, I want to minimize my assertiveness in such a manner that I allow others to voice their opinions and ideas. I want to be able to properly allocate time in studying and having fun with friends. Improving these aspects increases the likelihood that I can attain objectives outline in my SMART action plan. 5.0 A SMART action plan 6.0 Brief Conclusion Personal development plan refers to individual’s attempt to determine his/her goals and means to accomplish such goals. It is essential for individuals to grasp his/her personality traits, weaknesses, strengths, potentials, and suitable career in outlining attainable and realistic objectives. Myers-Briggs test and MAPP career assessment showed my preference to be surrounded by people and work in systematic and organize manner. The results of MAPP career assessment indicated that I have moderate inclination towards operating things manually. I can accomplish my career objectives when I utilize my strengths. I can use my ability to be organized-as indicated in Myers-Brigs and MAPP career assessment-in submitting assignments on the specified deadline. In addition, I can utilize my ability to interact with other people in group projects. My extraversion can also help me enhance my leadership skills. High grades and the skill to lead others will likely get me into a prestigious company. I can eventually become a manager if I continue to use my strengths to my advantage. References Ackerman, L. J., 2002. Business basics for veterinarians. USA: iUniverse. Atkinson, J., 2001. Developing teams through project-based learning. USA: Gower Publishing, Ltd. Bayne, R., 1997. The Myers-Briggs Type Indicator: A critical review and practical guide. USA: Nelson Thornes. Burger, J., 2008. Personality. 7th ed. USA: Thomson Wadsworth. Clarkson, M., 2001. Developing IT staff: a practical approach. USA. Springer. Cohen, L., 2011. The handy of Psychology answer book. USA: Visible Ink Press. Frick, P.J., Barry, C.T., & Kamphaus, R.W., 2009. Clinical assessment of child and adolescent personality and behavior. USA: Springer. Jung, C.G., 2006. Contribution to analytical psychology. USA: Read Books. Hampson, S.E., 1988. The instruction of personality: an introduction. USA: Routledge. Hoeger, W.K., & Hoeger, S., 2011. Lifetime physical fitness and wellness: a personalized program. USA: Cengage Learning. Huszczo, G., 2010. Tools for team leadership: delivering the x-factor in team excellence. USA: Nicholas Brealy Publishing. Jung test results. n.d. similarminds.com [Online]. Available at: http://similarminds.com/cgi-bin/newmb.pl Kaplan, R.M., & Saccuzzo, D.P., 2008. Psychological testing: principles, applications, and issues. USA: Cengage Learning. Lopper, J., 2007. Personal development 40 Best Articles. USA: Lulu.com. MAPP test validity & reliability studies. n.d. assessment. com [Online]. Available at: http://www.assessment.com/AboutMAPP/validity.asp McNair, F., 2000. It’s ok to ask ‘em to work--and other essential maxims for smart managers. USA: AMACOM Div American Mgmt Assn. Richard, L., 1993. How your personality affects your practice. ABA Journal, 73. Saklofske, D.H., & Zeidner, M., 1995. International handbook of personality and intelligence. USA: Springer. Stern, B., 2007. Curriculum and teaching dialogue volume 91 & 2 (PB). USA: IAP. Wagele, E., 2006. The happy intovert: a wild and crazy guide to celebrating your true self. USA: Ulysses Press. Weinberg, T., 2009. The new community rules: marketing on the social web. USA: O’Reiley Media, Inc. Wilde, D.J., 2008. Teamology: the construction and organization of effective teams, Volume 10. USA: Springer. Read More