Essays on Personal Development Issues Essay

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The paper 'Personal Development Issues' is a great example of a Business Essay. This paper is a product of my course work in the MBA program. It critically examines the outcomes of the coursework as it relates to my professional development over the years in a real work context and sets out my personal development plan as a branch manager of an organization. A personal development plan by definition is a private collection of evidence that demonstrates the continuing acquisition of skills, knowledge, attitudes, understanding, and achievements. It is both retrospective and prospective” .

(Brown 1992). I will analyze my past employment and career development over the years and reflect on how the activities of the program course work have enabled me to take stock of my skills inventory, both weaknesses and strengths, training and my personal learning capabilities, personality and psychometric tests evaluation interviews in relation to the requirements of my future career. A review of my education and career background will suffice first. During my college years I worked as assistant Employee affairs in Jeladan Establishment and thereafter graduation I moved on to be a branch manager.

In the course of my career, I have faced several psychometric and personality tests, undertook several pieces of training in personal management, Customer Care, and management, teamwork, and working in groups. The focus will be on how the outcomes of this course will enable me to improve my weaknesses and position me to take advantage of my strengths in attaining the best results and satisfaction in my current and future careers. It is also an insight on how to employ and recruit personal who are destined to succeed in their specific job roles. Content All organizations perform interviews and evaluations of their potential and current employees for employment, promotion, or moving departments.

The key challenge has been as to whether the tests performed are pre-indicative of the employee’ s performance in their assigned roles and duties in the future. Various theories and ideas have been developed to support a number of pre-indicative tests and their applications. Organizations often subject their employees through various personal and skill development training and learning all aiming at creating the best attainable production and job satisfaction from their employees. Organizational and personal efficiency is based on the learning methods that one adopts or is inclined to adopt based on the environments they have been exposed to.

There are different characteristics of learning styles available to individuals and organizations in the work environment that could be grouped as first as preferences, that is easiest ways for an individual to take in, process, and express information and or knowledge; secondly, as many different frameworks as stipulated by various theories all focusing on senses, personalities, initial learning hooks, and cognitive modes; and thirdly as multiple styles which are a combination of different frameworks and preferences. The five leading frameworks of learning styles include; Gardner’ s Multiple Intelligences, elder-Silverman Index of Learning Styles (ILS), Fleming & Mills’ VARK, Kolb’ s Learning Styles Model and Experiential Learning Theory (ELT), Myers Briggs Type Indicator (MBTI) – Jung.

Most of these were covered in the MBA program activities and are reviewed as below. Gardner’ s Multiple Intelligences evaluates learning styles based on; Verbal Linguistic, Logical-mathematical, Musical, Spatial, Bodily-Kinesthetic, Interpersonal, Intrapersonal, and Naturalist. Felder-Silverman ILS talks of aspects of cognitive processing such as reflective versus active, verbal versus visual, sequential versus global, intuitive versus sensing in the following preference dimensions: Reflective versus active compare method for processing info example introspection against physical or social engagement.

Verbal versus visual talks of the modality of sensory information that is verbal (spoken or written) against visual or what can be seen. Sequential versus global deals with methods of gaining understanding such as logical, small steps against holistic and leaps steps. Intuitive versus sensing deals with the type of information such as memories, ideas, insights against sensory.

Myers Briggs Type Indicator (MBTI) - Jung talks of the personality and is a combination of personality Extroversion (J), Introversion ( I), Judgment (J), and Perception (P) and cognitive modes Sensing (S), Intuition (N), Thinking (T), Feeling (F). According to the Myers-Briggs Type Indicator, each person's personality fits into only one of 16 types. These categories are based on four features of personality, each consisting of two opposite preferences. According to the theory, all people have an innate preference that determines how they will behave in all situations.

This theory has been extensively used for career guidance and recruitment since the 1950s. The four dimensions are: Extroversion (E) vs. Introversion (I). This dimension reflects the perceptual orientation of the individual. Extroverts are said to react to immediate and objective conditions in the environment. Introverts, however, look inward to their internal and subjective reactions to their environment. Sensing (S) vs. Intuition (N). People with a sensing preference rely on that which can be perceived and are considered to be oriented toward that which is real.

People with an intuitive preference rely more on their nonobjective and unconscious perceptual processes. Thinking (T) vs. Feeling (F). A preference for thinking indicates the use of logic and rational processes to make deductions and decide upon action. Feeling represents a preference to make decisions that are based on subjective processes that include emotional reactions to events. Judgment (J) vs. Perception (P). The judgment-perception preferences were invented by Briggs and Myers to indicate if rational or irrational judgments are dominant when a person is interacting with the environment. The judgmental person uses a combination of thinking and feelings when making a decision, whereas the perception person uses the sensing and intuition processes.

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