A Reflection of and Professional Development - Personal Statement Example

A Reflection of my Personal and Professional Development Name: Grade Course: Tutor’s Name: 28th, March, 2010 (a) A summary of the context in which you are undertaking this course I am currently the general manager of our organization (a business company that deals with selling of toys and ideas about toys). Young J Toys Corporation started in 1998 and now has grown and expanded to an international level. The company has its headquarters in London but has sub branches in the United States of America, other UK states, Asia and Africa. I work as a general manager of one of the sub branches in London. Before being made the general manager, I was the human resource manager of the sub branch. There are so many changes that have taken place and still take place that need to be dealt with while managing this company. This company expands and a lot of new ideas are required to enable it stay in the market and remain competitive. I am a trained manager to graduate level but I need improve my confidence in managing this institution, learn how to cope with the increased responsibilities due to the promotion and learn how improve my personal skills. For efficiency purposes, I would like to undertake a personal and development planning course to help me gain the necessary skills in management of the organization. I have more responsibilities in this position than as a human resource manager that I was before, there is increased stress, increased cases of conflicts though this I can manage courtesy to my previous experience, there is also increased dissatisfaction among employees and my employer which I want to eliminate, there is also the issue of meeting deadlines and lack of effective communication. I try my best but the results do not show any work done to my level of professionalism and personality. I need to get some lessons on how to improve on my good qualities and identify my weaknesses so that my running of the company is efficient. b). An Evaluation of the Personal Strengths and Weaknesses When selected for the job, the following skills were required from me: Conflict management: The ability to negotiate a fair resolution by understanding the commitment of the business communication partners and employees and establishing a mutual agreement is also important. The manager should be able to prioritize, the efforts of the team (if available), the efforts of the projects of the business and efforts of each role played by different people in the business (Mason, 2007). Good communication skills: Good communication skills as well as the ability to listen and be patient to understand other managers, employees and directors. This skill ensures you understand your communication partner without rushing into response. Self-awareness personal strengths and weaknesses: Knowledge of one’s style of communication and motivations in comparison to others’ communication styles and motivations is part of the best way to ensure there is effective management. Motivation of employees form part of good management and improves the performance of the organization, and so skills necessary for people motivation are important (Mason, 2007). Leadership, guidance, career direction and job security: Ensure you offer required support to different teams of the organization without micro managing. Ability to recognise and award positive movements and actions will be appreciated. Human Resource Management Good leadership skills Making a team work well Ensuring projects of the organization succeed Achieving organizational aims Working in unity with the directors Managing other departments of the organization (Finance department, information technology department and sales and marketing department) Personal motivation to accept change and become a good manager Change management skills (Mason, 2007) The approach used for the assessment of the skills is as shown in the table below: Rating Description Definition 0 No evidence of competence An individual does not currently display any form or level of competence in the skill listed. He or she may require formal training and exposure to the skill in the workplace. 1 Some evidence of competence The individual may demonstrate part competence, but definitely needs formal training and exposure to the skill in the workplace. 2 Evidence of competence, needs further training An individual is competent, but needs to improve. Training is the most effective solution. The individual may be at a lower level than the position requires, i.e. at linear, instead of complex level. 3 Evidence of competence, needs more exposure to the skill The individual is competent and has undergone training. Further exposure in the workplace would ensure improvement and full competence. The individual may be at a lower level than the position requires, i.e. at linear, instead of intermediate level. 4 Full evidence of competence The individual is competent in the skills at the level allocated to his/ her position. Courtesy of (Employee Performance Management, 2005) Below are the results of the skills audit conducted in 2009 Skill Rating Human Resource Management skills 4 Conflict management 3 Good communication skills 4 Good leadership skills 4 Making a team work well 4 Ensuring projects of the organization succeed 3 Achieving organizational aims 4 Working in unity with the directors 2 Managing other departments of the organization (Finance department, information technology department and sales and marketing department) 4 Personal motivation to accept change and become a good manager 3 Change management skills 3 Self-awareness personal strengths and weaknesses 2 This table shows an assessment of my skills that are important in management of the company. It is evident that I need more exposure in conflict management, change management skills, Personal motivation to accept change and become a good manager and Ensuring projects of the organization succeed. More training is needed in Self-awareness personal strengths and weaknesses and Working in unity with the directors. In ensuring the projects of the organisation succeed, there are so many factors that affect the success such as the approval of the directors, available resources, resistance from employees and so many others. This reduces my ability to competently manage the projects hence the rating. I know I have good leadership skills, that I have I doubted my experience in relation to the job, that I have been seeking confirmation of my position of the job rather than doing the job, that management of the company requires continuous implementation of strategies depending on the market situation, the organization culture, the available resources, good communication. Responding to change is also my problem. I may have moved as a general manager to the new office with different functions but still had in mind previous management strategies to implement in my new office. I believe I have the skills necessary to manage the organization and the experience obtained from the previous years of managing a department in the same organization. The problem is in the change management and other sections mentioned. I may have the professional skills to deal with change management but may not initiate necessary change of may not have the confidence to initiate and manage such changes. (c). A discussion of how theories you are studying on other modules are informing what you do at work I found out that I need more training in Self-awareness personal strengths and weaknesses and working in unity with directors. I therefore decided to go for more training in these areas. My self-awareness and personal strengths is already covered in the personal development program. I do take a course on stakeholder management which gives me knowledge and skills on how to manage not only the directors, but also the employees, the shareholders, other managers of the organization, suppliers of products and other parties that are involved in one way or the other with the organization. Theory states that managing the directors or stakeholders requires determination of their interests and power in the organization (Huber & Pallas, 2006). With this knowledge, it is easy to establish how to communicate to the stakeholder, what to results to give and how to manage them. It reduces conflict cases and lack of understanding. In most of my misunderstanding with the directors, they never approved my proposals for projects of the organization or on making improvements for the growth of the organization. With this knowledge, I am able to give those directors with high interest what they need. I found out that this category of directors needs to be kept informed on business progress and how to move to higher levels. The category placed the directors into high interest-high power, high interest-low power and low power-low interest (Huber & Pallas, 2006). d). An evaluation of the role of PDP One may have the knowledge, skills and experience but may not know his or her strengths, weaknesses, or areas that need more attention. PDP has proven very important in making one develop professionally and personally. I was not aware of some of my strengths or my weaknesses. This program has made me recognize them, accept them and even look for ways of improving them and resolving weaknesses. It has given me more confidence in dealing with difficult and challenging situations, has given me the ability to recognise the importance of choice when it comes to behaviours; it has motivated me, given me the skills to manage pressure effectively and provided a foundation for other types of training that I may w ant to undergo. References Employee Performance Management (EPM), (2005), Skills Audit. Retrieved on 28th,March, 2010 from: http://www.cognology.biz/sawhatis.htm Huber, M. and Pallas, M. (2006), Customising Stakeholder Management Strategies: Concepts for Long-term Business Success, New York, US: Springer. Mason, L. J., (2007), 9 Tips For Management Success - Skills Necessary to Be an Effective Boss. Retrieved on 27th, March 2010 from: http://ezinearticles.com/?9-Tips-For-Management-Success---Skills-Necessary-to-Be-an-Effective-Boss&id=423851 Read More

Good communication skills: Good communication skills as well as the ability to listen and be patient to understand other managers, employees and directors. This skill ensures you understand your communication partner without rushing into response. Self-awareness personal strengths and weaknesses: Knowledge of one’s style of communication and motivations in comparison to others’ communication styles and motivations is part of the best way to ensure there is effective management. Motivation of employees form part of good management and improves the performance of the organization, and so skills necessary for people motivation are important (Mason, 2007).

Leadership, guidance, career direction and job security: Ensure you offer required support to different teams of the organization without micro managing. Ability to recognise and award positive movements and actions will be appreciated. Human Resource Management Good leadership skills Making a team work well Ensuring projects of the organization succeed Achieving organizational aims Working in unity with the directors Managing other departments of the organization (Finance department, information technology department and sales and marketing department) Personal motivation to accept change and become a good manager Change management skills (Mason, 2007) The approach used for the assessment of the skills is as shown in the table below: Rating Description Definition 0 No evidence of competence An individual does not currently display any form or level of competence in the skill listed.

He or she may require formal training and exposure to the skill in the workplace. 1 Some evidence of competence The individual may demonstrate part competence, but definitely needs formal training and exposure to the skill in the workplace. 2 Evidence of competence, needs further training An individual is competent, but needs to improve. Training is the most effective solution. The individual may be at a lower level than the position requires, i.e. at linear, instead of complex level. 3 Evidence of competence, needs more exposure to the skill The individual is competent and has undergone training.

Further exposure in the workplace would ensure improvement and full competence. The individual may be at a lower level than the position requires, i.e. at linear, instead of intermediate level. 4 Full evidence of competence The individual is competent in the skills at the level allocated to his/ her position. Courtesy of (Employee Performance Management, 2005) Below are the results of the skills audit conducted in 2009 Skill Rating Human Resource Management skills 4 Conflict management 3 Good communication skills 4 Good leadership skills 4 Making a team work well 4 Ensuring projects of the organization succeed 3 Achieving organizational aims 4 Working in unity with the directors 2 Managing other departments of the organization (Finance department, information technology department and sales and marketing department) 4 Personal motivation to accept change and become a good manager 3 Change management skills 3 Self-awareness personal strengths and weaknesses 2 This table shows an assessment of my skills that are important in management of the company.

It is evident that I need more exposure in conflict management, change management skills, Personal motivation to accept change and become a good manager and Ensuring projects of the organization succeed. More training is needed in Self-awareness personal strengths and weaknesses and Working in unity with the directors. In ensuring the projects of the organisation succeed, there are so many factors that affect the success such as the approval of the directors, available resources, resistance from employees and so many others.

This reduces my ability to competently manage the projects hence the rating. I know I have good leadership skills, that I have I doubted my experience in relation to the job, that I have been seeking confirmation of my position of the job rather than doing the job, that management of the company requires continuous implementation of strategies depending on the market situation, the organization culture, the available resources, good communication.

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