Professional Identity Formation and Development

This assignment provides a comprehensive overview of professional identity formation and development across different professions. It includes a list of relevant books, journals, and online resources that examine the concept of professional identity in medicine, nursing, music therapy, counseling, and education. The sources highlight the importance of professional identity in shaping practice, public image, and self-concept. The assignment also explores the challenges and opportunities associated with professional issues in nursing and the formation of professional identity in student teachers.

Hospitality
(Professional Identity)

Table of Contents
INTRODUCTON.............................................................................................................................1
TASK 1............................................................................................................................................1
Importance of ongoing professional development and self directed learning to enhance
professional identity and opportunities.......................................................................................1
TASK 2...........................................................................................................................................4
Investigate professional employer expectation of skills and competencies with in organisation
.....................................................................................................................................................4
TASK 3............................................................................................................................................5
Assessing own abilities, competences for a specific job role....................................................5
Hard and soft skills of an individual skills and competencies....................................................7
SWOT analysis of skills and competencies................................................................................7
TASK 4............................................................................................................................................8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
.......................................................................................................................................................13

INTRODUCTON
In toady's context professional identity and practice had been a necessary part for an
individual in personality with the main motive to encourage and enhance long term career and
growth of an individual. This practice basically involves various skill, potential and
competencies to identify certain steps to overcome and types of issues faced by an individual. It
is basically developed for an individual in or to gain experience, motives, attitudes and beliefs
through out life(Cruess, Cruess and Steinert, 2015). Moreover, in current trend professional
practice is necessary to undertake various personal exposer which are more higher and cultivate
towards define goals and objectives. In this report organisation chosen is Marriott International,
an American multinational company diversified hospitality of broad range of portfolio hotels
related to lodging facilities. This report is going to analysis the importance of ongoing
professional development and self directed learning to enhance professional identity and career
opportunity. Additionally, identifying expectation of professional employer skills and
competencies within an organisation. It will also help in accessing own skills and abilities for a
specific job role. Moreover, reviewing range of learning theories which are considered to best
development approaches in order to enhance own professional and personal development.
TASK 1
Importance of ongoing professional development and self directed learning to enhance
professional identity and opportunities
On going professional development is defined as an organised process of maintaining
records regarding skills experience and knowledge of people or individual that usually learned
within work area. It is essential process that enhance an individual knowledge and skills as well
as develop them to take decision which effective in nature. Basically, it is a development process
of findings needs of relevant skills and potential in order to develop oneself in longer term basis
and fully fledge and career path(Edwards, 2015). Eventually, it aims toward encouraging
information, knowledge and skill of a candidate as it is an ongoing process through which an
individual can learn on regular basis either on job basis or a course. Moreover, self-directed
learning is an oriented process in which an individual is generally motivated for learning and
acquiring new things by their own efforts within a specified period of time. Herein, in
hospitality industry on going development process has become important in managing customer

as well as solving their criteria, problem or issues faced by them. As this role is engaged in
empowering both employer and employees as they are focusing own organisation goals and
objective in order to achieve them within stipulated period of time(Wald, 2015.). Herein, along
with roles and responsibilities of both employer and employees there are certain benefits of it
which are determined below:
Employer: In terms of ongoing development it is responsibility of an individual to satisfy
business needs. Herein, an employer plays an effective role in generating profit as well as
increasing productivity in competitive market place. An employer is one who desire about is
employees and staff members who have unique key skill, abilities as well as trait them or align
in achieving goals and objectives of business within stipulated period of time. Moreover, from
the process of ongoing development an employer of Marriott will able to achieve its mission and
vision in an effective manner. Herein, some of the benefits for employer are discussed below.
Developing skilled and knowledgable team: In an organisation it is the role or else
benefit of an employer to develop a skilled and work forced employees with in an organisation
so that goals and objectives can be acquired(Goldie, 2012). Herein, employer of Marriott, are
developing a skilled work force of employees by motivating them as well as providing essential
knowledge which are required to perform task and activities in an effective manner. Thus, if an
organisation will have motivated, skilled and knowledgable team then they can achieve their
gaols and objectives within stipulated period of time (Wenger-Trayner, 2014).
Increased productivity: In an organisation employers play's a vital role in encouraging
employees as well as motivating them to work in an effective manner so that they can increase
productivity within an organisation. Herein, the manger of Marriott need to ensure that each and
every employer is engaged with their roles and responsibilities which are assigned to them so
that desired gaols can be achieved. This would be done if mangers have proper schedule of
achieve task and effective within stipulated period of timer. Moreover, if a respective
organisation have proper engagement of employees with in workplace they than a firm can
increase its productive in competitive marketplace as well as attain sustainability for longer
period of time(Edwards, 2015).
High morale: If an employer with in an organisation are providing benefits to its
employees and staff members by having flexible working hours as well as other benefits to them
in order to increase their morale value. It is also benefit for an employee as it will help in

overcoming those areas where they are lacking behind. Herein, if an employer of a respective
organisation are provided with attractive benefit than it lead to increase morale that have positive
impact on quality of work. In this manner an organisation can increase their productivity with
their work which ultimately benefits business in terms of bottom line earnings(Hoeve, Jansen
and Roodbol, 2014.).
Thus, the above mention are some of the benefits for employer so t hat they can perform their
roles and responsibilities in an effective manner.
Employees: In context to ongoing development process, an employee's learn and develop their
knowledge themselves while performing their roles and responsibilities within an organisation.
It help in assessing an ability of an individual based on the activities that help them to develop
themselves. Additionally, one of the major benefit is discovering of aligned vision and mission
of an organisation as well as developing their career path respectively. It can be done only with
the help of PDP plan as it help over come the weak areas where employees are lacking behind. I
Herein, hotel Marriott have various benefits from their employees which help them to achieve
their gaols and objectives in an effective manner. Therefore of the benefits for employee's are
determined below:
Workplace flexibility: If an organisation are providing are flexible working hours to its
employees or staff members they are employees feel comfortable in performing task or activities
with an organisation. Herein, manger of Marriott are providing flexibility working hours to their
employees so that they can chose their working hours as per their suitability. Moreover, they
are providing proper training and development to its employees and staff members so that they
can improve their efficiency on those points where they need to improve. Hence, in this manner a
organisation is able to attain high employment work force so that their aims and objectives can
be achieved (Edwards, 2015).
Thus, the above mention are some of the benefits that are provided by the mangers of a
respective organisation. In this manner they are encouraging their employees as well as staff
member so that they perform their role and responsibility in an effective manner.

TASK 2
Investigate professional employer expectation of skills and competencies with in organisation
In an organisation, employer is considered a person who have various roles and
responsibility towards business such as organising funds, gathering resources, collecting and
gathering information of marketplace. In context to an organisation , employer expect higher
performance due to increase in business function and activities. For such purpose, an employer
need effective and high skilled workforce so that business gaols and objectives can be attained
within stipulated period of time(Edwards2015)
Job role of employer in training and development
In context to Marriott, an employer is ensure to perform its roles and effectively. Herein,
an employer need to perform a job role regarding training and development. Within an
organisation training and development plays and effective role as with proper training an
employer can develop its employees as per the need of an organisation (Huston, 2013.)
Moreover, critical evaluation is required in order to develop skills into professional zones that
usually fulfils employers expectation over longer duration of time. An evaluation of own skills
and competencies are required as it investigate nature of job role which are essential for training
and development executive over period of time(Goldie 2012).
Job role: Training and development
Nature: Herein, the nature of training and development is long process which usually
focused towards the growth and development of the existing and new employees in an attractive
manner. This job role consist of regular practice of providing training session to employees and
staff members(Hercelinskyj, 2014).For such purpose an employer should have proper
communication with different person with an organisation so that training and developing
session are know top every body.
Skills and competencies: For job of training and development an individual need to have
high skills such as good in communication, ability to create interactive interaction among each
other as well as handle different types of employees during training session. Moreover, a person
need to critically evaluate all candidate in equal manner so that it does not have any inaccuracy
of pressure or issues in training and development sessions. Thus, an employer need to have
proper knowledgable about a particular topic in which it is going to provide training and

development to employees and staff member so that aims and objectives of an organisation can
be achieved within stipulated period of time(Johnson, 2012).
Job role: Recruitment and selection process
Nature: In an organisation recruitment and selection process play's an effective role in
order to have knowledgable and skilful employees for operating business activities in an
effective manner. This job role need various experience in selecting a right candidate for a
appropriate designation so that purpose can be achieved in an effective manner. Herein, an
employer need recruit professional and experience workers so that they can aid in enhancing
growth facilities that maximises profitability (Wald, 2015).
Skills and competencies: In an organisation a recruiter is a individual who have high
skills and knowledge of recruiting and selecting a right candidate at right time. Herein, an
employer need to understand the real job need of an organisation and according hire a candidate
so that actual need of a business can be fulfilled. Moreover, a recruiter must have consultative
skills, ability to chose right and fare candidate, marketing cope in search of appropriate and
skilled candidate. Apart from this an individual must be accountable in nature so that each and
every one is treated in equally and fairly as well as create connectivity within each other. Apart
from all a recruiter must have good communication skills and proper knowledge about its so that
a best candidate can be selected for an organisation so that a firm objectives can be attained in an
attractive manner (Hoeve, Jansen, and Roodbol, 2014).
Thus, the above mention points are different job role of employer within an organisation.
Herein, in an organisation both training and development as well as recruitment and selection is
important role. Both the job role has its own importance within an organisation. Moreover, in
order to perform each role an organisation an employer need have skill and competencies to
aims of a particular job role can be fulfilled (Edwards,2015).
TASK 3
Assessing own abilities, competences for a specific job role
While working in an organisation, it is necessary for an individual to access its own
abilities and skills to develop it self for a specific job role. Basically, it involves strength and
weakness of a individual. Moreover, with the help of self assessment an individual is able to over
come its weakness as well as strength its capabilities more accurately. In other word it is

defined as proper formate to an individual what short of adequate are need to improve in order
to perform a specific job role with in an organisation. In case of Marriott, I have appointed for
the job role of training and development executive. Before performing this role it is necessary to
evaluate my skills and competencies in order to know my short coming so that I can improve
upon it in an effective manner. Herein, in order to know my skill and competences point based
techniques have been adopted in order to know which skill of mine I need to improve so that a
specific job role of training and development executive (Pihl-Thingvad, 2015).
Herein, tabular presentation is preferred to evaluate actual skills in order to find out scope for
future development of exposure . Moreover, skills and competencies are measured on rate scale (
1 to 5) Herein, rating 1indicate very poor, 2 indicates poor, 3 indicates good and 4 indicates
very good.
S. no Skills/competencies 1 2 3 4
1 Interpersonal skills
a. Listening skills X
b. Negotiation X
c. Problem-solving X
d. Decision making X
e. Verbal communication X
2 Intervention skills
a. Counselling X
b. Education/training X
c. Group facilitation X
d. Conflict management X
e. Empathic relationship X
The rating 1 indicates that

From the above table it has been identified that I have certain skills and competencies that I need
to improve. Rather, than this I also have certain strong competences that are effective for the
specific job role.
Strengths of competences and skills: From the above table it has been examined that I have
strong command over in group facilitation as well as good in building long bond with others.
Thus, this skills and competences are effective for my specific job role in Marriott that is for
training and development executive.
Weakness of competences and skills: Apart from some positive skills and competences it has
been noticed that I have certain skills where I need to improve such as lack of conflict
management and inadequate verbal and effective communication etc. Thus, I need to improve
such skills with effective measure so that I can perform by job role in an effective manner.
Hard and soft skills of an individual skills and competencies
Herein, rating 1indicate very poor, 2 indicates poor, 3 indicates good and 4 indicates very good.
Skills and competencies Rating ( 1 to 5)
Hard Skills
Problem solving
Verbal communication
2
2
Soft skills
Listening skills
Group facilitation
Empathic relationship
4
4
4
Herein, from the above defined table hard skills indicates those skills and competencies
which I need to improve. Such as problem solving skills and verbal communication for my
specific job role that is training and development executive . Moreover, soft skills indicates that I
have good command over listening skills, group facilitation and empathic relation. This are my
strength that will help me to perform a specific job role of training and development executive
in an accurate manner.

SWOT analysis of skills and competencies
SWOT analysis is a frame work that help an individual to know its strength, weaknesses,
opportunities and threats of its own skill and competencies while performing specific job role
within an organisation. Herein, SWOT analysis of my skills and competencies regarding a job
role of training and development executive is determined below:
Strength: Strength refers to those are where an individual have good command over its
skills and competences in order to perform a specific job role. Herein, I have proper listening
skills, group facilitation and empathic relationship that will be helpful for me in performing by
roles and responsibilities within organisation. Moreover, with my strong competencies I can
work for the benefit for an organisation in achieving an organisation goals in an effective
manner.
Weakness : In this framework weaknesses are refers to those are where an individual
need to improve upon it. Herein, some of the weaknesses I have that I need to improve are
problem-solving skills and verbal communication. Thus, this are important for an individual in
performing a specific job role within an organisation.
Opportunities: Herein, opportunities are refers to those area where an individual can
develop and grow it self by adopting various other opportunities in wider area. By acquiring
proper training and development classes and session I can improve more opportunities in
competitive marketplace.Herein, I have opportunity to develop my skill and competencies by
attaining various training and development session of communication and problem solving skills.
This in this manner I can grab opportunities to develop my skills where I am lacking behind.
Threats: Threats refer to those area where an individual can have potentials harm if they
are not able to maintain proper time in order to develop their skills and competencies in an
effective manner. Thus, in case it is essential for me to maintain proper time so that I can over
my lacking skills and competence so that I cab perform by job role in an effective manner.
TASK 4
In order to facilitates learning in Marriott they will use different approaches of learning in order
to facilitates personal and professional learning in the business that can be pointed below-
Honey and Mumfort learning style was developed by Peter honey and Alan Mumford.
In this theory they identified four distinct learning styles that are Activist, Theorist, pragmatist

and Reflector (Huston, 2013). In order to maximise owns personal learning individuals prefers
these learning approaches. They can be further elaborated below-
Acivist- These comprises of those people who learn different while performing their role
and job. The learning activities involves in these can be Group discussion, competitions and
puzzles. (Goldie,2012 ) Theorists-In these individuals require models and ideas along with goals in order to take
participation in the learning procedure. In these the choices of learning includes stories,
statistics and information related to background. Pragmatists- This comprises of individuals possessing the capacity to put learning in
practice. In this individuals tend to learn through taking time in which they think about
how to apply their learning into reality (Edwards, 2015.). Reflectors- These comprises individuals who do not want to jump and would prefer to
watch from sidelines. They focus on setting back and observing through different point of
view and then use the opportunity for working towards suitable solutions. They involve
activities such as pair discussions, time out and observing activities.
Vark Theory- It suggest that there are four different type of learners which were suggested by
Fleming and Mills in the year 1992. These four types of learner are- Visual- It involves depicting the valuable information in visual form such as charts,
graphs and other devices. While it ignore inclusion of still pictures, movies or power
point. Aural/Auditory- Learner under this learns best from radio, email and lectures. The aural
preference includes both talking out loud and taking to self as well. Under this individual
tent to speak first instead of sorting their ideas first and then speaking ((Pihl-Thingvad,
2015) Read/write-These comprises of depicting information in words. Under this individuals
tent to posses attribute such as being good at reading and writing. People under this
modality are often addicted to diaries, internet and words. Kinesthetic- These comprise of learners learning but through by touching and doing.
Individuals under this modalities are connected through realities they want to learn from
different experiences and value their own background of experiences.

Social learning theory- This theory emphasis on the value of observing and modelling the
behaviour, attitude and emotional reaction of others. It depicts that learning is an cognitive
process and it social environment and it can occur through observing or through direct
instructions. It also believes that learning can also occur through observation of rewards and
punishments. If a behaviour is being rewarded regularly then it is likely to persists Where as if a
particular behaviour is punished on regular basis it will likely to desists (Wenger-Trayner,
2014).
The Marriott would apply Social learning theory in order to develop personal and
professional developments from this the are benefiting their employees in learning and working
together in an effective manner. As it helps in elimination of undesirable behaviour and also
helps in modifying the behaviour of individuals and along with it helps in increasing the
desirable responses.
Approaches of personal and professional development
Personal development offers busy professionals a way to maximise their skills and learn
various ways to handle the pressures of their positions. There are number of approaches, they are
as following:
Conscious leadership- Self awareness is on of the important skill for everyone. If an
individual has good leadership and conscious about it than it provide guidance to its employees
when they are working on a task to achieve a conman goal. In Marriott, with the help of this
quality, the manager and leader can provide motivation to the workers and employees when they
are demotivated and not able to achieve the target in set period of time. With the help of this
approach, a leader can lead the team and provide them direction by setting vision and mission or
gaols for their objective. In this hotel, with the help of this personal development approach, the
manage rand leader can properly provide guidance to their employees so that they can attain their
objectives on time which help in increasing the profit and enhancing the productivity of the firm
and as well as their personal development. Because if they attain their goals on time, the
management department of the company will promote for their good performance. Moreover,
this will help me to have proper planning and schedule so that I can each my target within
stipulated period of time.
Active Listening- It is an another personal development approach, it is beneficial for the
individual because with the help of this traits, they can doing multitasking. In Marriott, if the

manage of the company have this quality, they can listen carefully to the problem of their
employees and provide solution to them. Active listening is useful and important for people
because if they have it, they can clearly understand the things which is beneficial for their
personal growth and development. This is important and necessary approaches for the
individuals and manager because with the help of this approach, they can make contribution in
the success of the company and also their personal development. This theory will help to take
right decision when I can participate in decision making process because due to this skill, I can
properly understand the talks and communication and provide their own decision or view. If they
are correct, the firm can implement them and operate its business in efficient way or earn huge
profit.
Observation- It is a professional development approach which refers to the analysis and
monitoring of things. If the individuals have it, they can analyse things in a better way which
help in their personal growth. In Marriott, If the manager have this skill, they can easily
determine the strategies and tactics that which is beneficial fro the company or not and help in
the organisation growth by increasing sales and profit of the organisation. With the help of it I
an take right decision and consider correct strategies and techniques which are favourable fro the
firm as well as beneficial for me conducting my Task within stipulated period of time.
From the above approaches, in context of Marriott, it can be recommanded that the
company can follow and apply conscious leadership approach. Because it help the company to
lead and guide the employees so that they can achieve their aim in set period of time and help in
the development of the company.
CONCLUSION
From the above discussion it has been concluded that professional identity and practice
had been a necessary part for an individual in personality with the main motive to encourage an
individual to develop themselves in an attractive manner. Moreover, on going development is
essential process that enhance an individual knowledge and skills as well as develop them to
take decision which effective in nature. Herein, with help of hard and soft skills and individual
can develop its skills and competencies where its is lacking behind. Thus, with the adoption of
various approaches an individual can attain various knowledge over leadership.Wald, 2015.

REFERENCES
Books & Journals
Cruess, R. L., Cruess, S. R., and Steinert, Y., 2015. A schematic representation of the
professional identity formation and socialization of medical students and residents: a
guide for medical educators. Academic Medicine. 90(6). pp.718-725.
Edwards, J., 2015. Paths of professional development in music therapy: training, professional
identity and practice. Approaches: music therapy & special music education, 7(Special
Issue: music therapy in Europe: paths of professional development). pp.44-53.
Goldie, J., 2012. The formation of professional identity in medical students: considerations for
educators. Medical teacher. 34(9), pp.e641-e648.
Hercelinskyj, G., 2014. Perceptions from the front line: Professional identity in mental health
nursing. International Journal of Mental Health Nursing. 23(1). pp.24-32.
Hoeve, Y. T., Jansen, G. and Roodbol, P., 2014. The nursing profession: public image, self‐
concept and professional identity. A discussion paper. Journal of Advanced Nursing.
70(2). pp.295-309.
Huston, C. J., 2013. Professional issues in nursing: Challenges and opportunities. Lippincott
Williams & Wilkins.
Izadinia, M., 2013. A review of research on student teachers' professional identity. British
Educational Research Journal. 39(4). pp.694-713.
Johnson, M., 2012. Professional identity and nursing: contemporary theoretical developments
and future research challenges. International nursing review. 59(4). pp.562-569.
Moss, J. M., Gibson, D. M. and Dollarhide, C. T., 2014. Professional identity development: A
grounded theory of transformational tasks of counselors. Journal of Counseling &
Development. 92(1). pp.3-12.
Pihl-Thingvad, S., 2015. Professional ideals and daily practice in journalism. Journalism. 16(3).
pp.392-411.
Pillen, M., Beijaard, D. and den Brok, P., 2013. Professional identity tensions of beginning
teachers. Teachers and Teaching. 19(6). pp.660-678.
Trede, F., Macklin, R. and Bridges, D., 2012. Professional identity development: a review of the
higher education literature. Studies in Higher Education. 37(3). pp.365-384.
Wald, H. S., 2015. Professional identity (trans) formation in medical education: reflection,
relationship, resilience. Academic Medicine. 90(6). pp.701-706.
Wenger-Trayner, E., 2014. Learning in landscapes of practice: Boundaries, identity, and
knowledgeability in practice-based learning. Routledge.
Online
Overview of Learning Styles, 2018. [Online]. Available through: <https://www.learning-styles-
online.com/overview/>