To implement career development, employees required well self-understanding and clear career goals and organisations are required to better communicate with employees. The well communication between organisations and employees reduce the turnover rate of employees and enhance the satisfaction and performance of employees. Hence, organisational career development not only provide resources for individual career planning, but also improved organisational commitment and employee job satisfaction.The relevance of career development to employee satisfaction lies in the fact that career development is an important outcome for assessing the effec¬tiveness of employees’ satisfaction. Career development practices have been broadly classified into four broad areas as skill development, skill assessment, incentive pay schemes and projects/ assignments from various literature reviews. Career development practices as independent variables leads to the outcome variable i.e.
Hence, the aim of this report is to reflect over my current personal skills and abilities assessment with a particular focus on self-development to become a management professional in order to fit into the organization and to become successful. 1.1 Personality, Assessment and Evaluations Psychologists have long recognizes the importance of work in our lives and they proposed that, personality play a significant role in all the process of work starting from how people actually perform their jobs and the attitudes they hold about them (i.e. job satisfaction) through the factors that increase or decrease their
Therefore there must be other alternative approaches for professional development. The article further argue that the “the principles of learning and their implications for designing the learning environment apply equally to child and adult learning”. Thus, professional development programmes should be learner centred, knowledge centred, assessment centred, and community centred to improve teacher learning .Ono & Ferreira (2010), states that the workshops conducted as the means of teacher profession development and lesson development should be reviewed, meaning; they should find means to make them effective. They maintain that teachers do not change their teaching overnight, consequently, any
Prior research has used career plateau to account for employees’ work outcomes. Owing to recent de-emphasis on organizational careers, however, employees may have changed their attitudes toward career plateau. This research argues that professional plateau-defined as the point where employees find their jobs unchallenging and that they provide few opportunities for professional development and future employability-can enhance the explanation for employees’ work outcomes. The major hypothesis of this research is that professional plateau will account for a significant variance in three work outcomes-namely, career satisfaction, job satisfaction, and turnover intentions. Data collected from a questionnaire survey were used to test the hypotheses in this research.
Definitely, this research will help me to enhance my professionalism as it will provide insight on this topic. Findings of my research will be beneficial for me as I can use as a reference for reflecting and rethinking on my own practice. It can also work as an important reference for the civil society of my country and abroad. Thus, I agree with Kothari (2004) that research is the foundation of knowledge and it is a significant source of providing guidelines to solve different problems which occur in the community, societies, and country itself. Research is a proper guidance which enables one to understand the new developments in one’s field in a better way.
Many times, for personal and professional growth to occur, being pushed out of a comfort zone is challenging. These challenges are necessary, particularly related to classroom practice, in order to lead to positive change. Action research puts the teacher in many new roles, teacher as researcher, teacher as decision maker, and teacher as change agent (Mertler, 2006). Implementing the action research process has helped inform daily instruction, and has transformed, changed, and expanded teachers’ curriculum perspectives, choices, and
No matter the rank of the position, within an organization, or how easy or difficult the temperament of the job in question, there is always room for performance improvement. Consequently, the data that are used to design a development plan comes from the appraisal form. Theoretically, a development plan may be supported on each of the performance dimensions evaluated (Jenkins & Lettiere, 2008). Thus, its focal point is on the knowledge and skills required for long-term career aspirations (Jenkins & Lettiere, 2008). In addition, research shows that using the approach for evaluative reasons did not rely on employee approval with the system; yet, by using the system for developmental purposes had a more positive relationship with satisfaction (Jenkins & Lettiere,
Many people find themselves in need of professional advice as they encounter problems or must make decisions about their careers, for instance when they are thinking of looking for a new job or changing occupations. Factors and Barriers that Influence Career Development Several factors and the interactions between them influence career development and some may be barriers to it. These factors are: Personal Characteristics When you are in the process of choosing a career, you should do a thorough self assessment. It will allow you to learn what your personality type, interests, aptitudes and work-related values are. These traits, taken in combination, play a major role in career development and will help you find careers, as well as workplaces, that are suitable for you.
The current report will illustrate the process of personal and professional development that I have encountered in my profession in strategic management and leadership. I will explain the learning and professional development process that I have encountered in pursuing my career. I will explain how the professional development plan has enhanced my achievements in strategic management and leadership course that I was enrolled. The professional development will also explore the role of strategic managers and leaders in delivery of services to organisations. In addition, it will explain the essential skills that I have acquired throughout the course.
Professional Career Development As stated by Hawkins & Smith (2013) it is significant to not only understand career and development transitions but how these can be best supported by mentors. There are three common stages of mentoring people through transition process: The first stage, unlearning, is when the mentee begins to encounter the limits of their current way of being. They find themselves in a role or situation in which their past ways of operating no longer work so well for them. For some, this is a time of frustration and loss of confidence, for having been previously very successful they now start to receive negative feedback. Others cling desperately to their old skills and habits.