Managing Self and Others : Assignment

MANAGING
SELF
&
OTHERS

Table of Contents
INTRODUCTION...........................................................................................................................1
Question 1 Career Development and Lifelong Learning.................................................................1
Part A Explain the plan for goal setting, a personal skill analysis and a personal SWOT on the
basis of the skill development................................................................................................1
PART B- Explain how strategy for skill development and lifelong learning may enable career
development ..........................................................................................................................5
Question 2 High Performance Individuals and Teams....................................................................8
Part A High performance people developed by effective performance management in the
organisation............................................................................................................................8
Part B High-performance Strategies....................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
Appendix........................................................................................................................................14

INTRODUCTION
Managing self and others means that learning how to work with others in order to make
the work more productive and profitable. In the same way, current report main aim is to provide
life long learning that helps an individual to attain the aim and objectives. The present report
different concepts which are linked with the career development strategies and also provide PDP
plan that help to attain the weaknesses. Further, study will describe different approaches of life
long learning and skills development and also apply different range of strategies that lead to high
performance people. Lastly, through reflection, it demonstrates learning and self- improvement.
Question 1 Career Development and Lifelong Learning
Part A Explain the plan for goal setting, a personal skill analysis and a personal SWOT on the
basis of the skill development
SWOT Analysis: It is the strategic management tool that helps me to determine my strength,
weaknesses.
Strength
 Intellectual Skills
It is biggest strength of mine, because I easily
solve the problem in an organization. This skill
help me in understanding any issue or conflict
which has occurs in an organization and also
help me in coming up with the solution which
is mutually accepted by both the parties.
Intellectual skill also help me in finding the
result of the problem which is faced by any
employee in the organization, so that it
eventually builds the good working
environment in the organization (Rangkuti,
2015).
 Personal skills
I possess good personal attribute, specially
Presentation skill is one of my biggest strength
Weaknesses
 Personal attributes and qualities
Stress Management is one of the biggest
weakness, as I used to lose the tempered when
there is a excessive work pressure over me.
 Personal skills
Critical thinking is the another big weakness of
mine as I am not able to evaluate and link the
information with the other things in an
organization which sometime proves difficult
for me to find out better judgement. The main
reason for the same is that I am not able to
interoperate the issue in the positive way.
Assertiveness is another weakness of mine as I
find it difficult to stand up for own or other
people's rights in a calm and positive way,
without being either aggressive (Phadermrod,
1

as it helps me in presenting myself in better
way in front of senior management and other
parties as well. Presentation skill help me to
leave good impression and through this, I
easily explain my views with my team
members.
Leadership is another strength under personal
skill. Through this, I provide good direction
and guide my juniors so that they work
together and attain the aim and objectives in
defined time.
Crowder and Wills, 2019).
Opportunity
 Work Experience
As I am having very good presentation and
evaluation skill it opens up a good opportunity
for me to gain the work experience in the travel
company. As the experience which I was
having was of a Investigation firm. Their is
huge difference between the functioning of
both the firm (Asah, Fatoki and Rungani,
2015). So it is very good opportunity for me to
gain the working experience in travel
company.
Threat
 Further hopes and Plan
It is the biggest threat for me in going forward
as I am not having any specific plan about the
goal to be achieve for the future professional
development, which will offer the different
challenges for me to defend in future.
Skill Audit
2

Need to work on it. Not totally sure Confident
ORGANIZATIONAL SKILLS
Able to complete task in time
Able to take initiative to complete the task
Ability to reminds the important date like seminars, meetings and other
important dates.
INTELLECTUAL SKILLS
Ability to find the solution with the help of different methods with considering
the all views.
Ability to find the solution of the problem
Innovation Skill
COMMUNICATION
Ability to give the view on the group discussion and meetings.
Ability to create notes and points from the presentation and meetings.
Confident in giving the Presentation.
Ability to work with the no plagiarism with taking the reference from the other.

TECHNICAL SKILLS
Ability to collect the information from the sources like news, internet, etc.
Ability to understand the requirement of the client with the take the right step to
solve it.

Professional Development Plan
SMART Objective Action Resource Time Outcome
(Short Term)
Stress
Management
I have to make sure that I
am able to complete my
task on time, by
prioritising the work which
has to be done first. Also I
have to make sure that I
maintain the proper notes
to complete the task. I also
need to maintain the
schedule of all the meeting.
This will help me in
reducing the Work load as
workload is the big reason
of creating the Stress.
Books
Sticky Note
Colleague
6 Months From the last
month I am able
to manage my
meeting very
proficiently but I
have to still focus
on managing the
workload as it
still creates the
pressure on me.
(Medium Term)
Critical Thinking
(Positive
thinking):
I have to first understand
the point of view of all the
party who are involve in
the topic and also I have to
trust the employee and
subordinate in the
organization so that it
become easy for me to
understand the topic in
different ways also.
Senior
management
and Colleague
1 Years From the last 12
month I am able
to make the good
trust factor
among the
employee but still
find it hard to
interpenetrates
their point of
view in positive
manner. So need
to achieve the
same in next
deadline.
5

(Long term)
Assertiveness
I will join the different
coaching centre to have a
proper control over the
language and also will try
to have a proper
knowledge about the roles
and responsibility so that I
can represent myself in
front of other.
Coaching
Tutor
Books
2 years From the last 12
month I am trying
to gain the
knowledge and I
am succeeded in
the same also but
still not able to
generate the
confidence to
represent the
same in front of
other.
PART B- Explain how strategy for skill development and lifelong learning may enable career
development
Skill development is the process which identifying the skill, comparing the same with
own current situation and on the basis of that finding out the skill gap and in the end take the step
to cover the gap and adopting the skill set. There are different Strategy used to improve the skill
development, such as:
Learning style: In this strategy individual has to derive the best learning style which
used to improve the skill set. Opting for the correct learning style will help the employee in
understanding the need of the skill set very easily, which will eventually result in improving the
motivation of the employee to develop the skill (Lewis and et.al., 2016). There are many learning
style which is available for the employee to chose from such as Kolb learning, Behaviourism,
Cognitivism. All the theory used to see the learning in different ways as Kolb learning looks at
leaning done with the help of the new experience which is gathered by the employee.
Behaviourism learning is the learning done with the help of the interaction with the environment
or can be said that all behaviours are acquired through conditioning. Cognitivism learning style
which looks at the learning which focussed on the process involved learning rather than
observation.
6

Kolb's Learning style: It is the learning theory that is developed by David A. Kolbs and also
describe how the person understand and process the information. He also describe the learning
style into four types such as:
 Diverging: If an individual opt this style, they look at different perspective and also
posses strong imagination and emotional. Further, they have deep interest with other's
cultures and people
 Assimilating: In this style, an individual prefer good and clear information, even they
can logically format the given information and used different analytic models. The same
style is also opted by me because have good presentation skills and also reflective
observation too.
 Converging: This style helps learner to solve problems and also apply own learning to
practical issues. Even they tend to be unemotional and always prefer technical task with
new ideas.
 Accommodating: This style leads a person to do things practically and also attract new
challenges to solve the problems intuitively.
Learning by doing: It is the strategy in which individual used to look at doing more
practical work to implement the skill in himself. This helps me in making the habit of the skill
which is required for the individual to be successful (Lussier and Hendon, 2017). This strategy
will help me and my team member to adopt the process in order to moving gradually toward a
more advanced stage.
Teach what you learn: It is the another type of strategy which includes the learning of
the skill set in the team. This strategy explains that the individual should teach from other
member in the organization which will help to clarify the doubts which are in their mind. This
strategy will help me in building the good trust factor among the subordinate in the organization
as all the employee in the team will feel free to convey their problem to me. This will eventually
help me in increasing the employee retention in an organization and also, build good working
environment for the worker to work in. As Employee retention is the main issue for all the
company in today's scenario it will help me in developing my career in HR line.
Test Yourself: It is another strategy which is used to develop the skill in the employee,
For that, they must set the target before hand itself and after that try to learn the skill and then
compare the result with the set goal which will help the employee in knowing the direction in
7

which the skill development is going on (Lussier and Hendon, 2017). This will generally help me
in seeing the performance of the employee in the organization and on the basis of that I can
motivate the employee to work better and also achieve organizational goals as well. As the main
responsibility of the HR manger is to maintain the good human force in the organization.
Lifelong learning is the ongoing voluntary, and self-motivated pursuit of knowledge for either
personal or professional reasons. Life long learning also provide better and efficient opportunity
to improve the quality of the personal and professional life. Strategy used to improve the lifelong
learning:
Encouraging Learning Ownership: This is the strategy in which employee by their own
used to take the responsibility or initiative to improve the source and the quality of the learning
by evaluating and visualising others who are performing the task in an organization or in team.
This will help me in getting the Self-esteem, pride in achievement, and will make me more
independent which will help me in achieving the career goal very efficiently (Longworth, 2019).
This will also help me in improving the teamwork which will eventually help me and my
colleague in achieving the organizational goal.
Turn mistake into opportunities: It is the another way through which lifelong learning
can be improved in which the employee has to learn from the mistake which has been committed
by the employee in the past. On the basis of that employee used to take correct actions so that the
mistake never occur again in the future. This show us better ways to think and work, and also
provide insights into hidden knowledge and awareness. It will help me and my colleague to be
confident enough to dealt with the problem efficiently. This will eventually help me in retaining
employee in an organization and also will help them in getting the motivation to do better next
time.
Set Learning Goal: It is the another way through which lifelong learning can be
improved in an employee, in this strategy worker used to clarify the end goal to be achieved.
After that employee used to take the different step to achieve the same. It will help me and my
colleague to feel motivated in order to achieve defined goals and also it will help me in bringing
the progression in the work as for achieving the end goal their will be a series of the work which
need to be performed in the organization (Lewis and et.al., 2016). This strategy also helps the
organization in bringing the sense of the clarity among the employee of the organization.
8

Question 2 High Performance Individuals and Teams
Part A High performance people developed by effective performance management in the
organisation
“High performance people developed by effective performance management”
High performance people are those people who work as a team to achieve a common target.
They are those people whose goals, visions and perspective of thinking are same and they hold
accountable to each other to achieve results. Various things should be followed in the
organisation so that it boost effective performance of management. Some of them are employee
development and empowerment, values and more. Employee development can be made by
allowing employees to take various decision and giving them power (Jannesson, Nilsson and
Rapp, 2016). They should be treated equally and they should be allowed to use their talent and
capabilities for the benefit of the company. They should be developed by training and attending
various business events and more.
Performance management is important because it helps in creating a surrounding of trust, and
support. It helps in creating a long term relation between employee and the organisation. The
values of employees should be treated with due respect and employees should be trusted and
they should be treated properly. There are various ways by which a high performing employee
can be developed by effective performance management. Performance management will help in
identifying the work of employees at all levels and they can be rewarded for their excellent
work. From my peers feedback, I analysed that through my strength, I develop further
performance management options.
Rewards are very important in a company, Reward motivates employees to work with their full
efforts and achieve organisational goals. The role of reward is very important in a organisation
and it makes sure that employee performs better next time. Reward should always be given on
correct standards which are set before and everyone has equal right on the reward (Leischnig,
Wölfl and Ivens, 2016). Performance management helps an employee to align with the goals of
the company. If the performance of the employee is checked at proper timing then he will know
what he has to achieve and what are the current goals of the company even if he goes on the
wrong track. The employee should always feel that he is connected to the organisation and it is
9

his duty to achieve the goals of the organisation.
Working in human resource department of the company teaches many things to a candidate. He
gets to know the mindset of different people and even through the feedback I also analysed that
I have better presentation skill. The employee should have interest in the company then only he
will do his best for the organisation. Employee will stay in a company only when he is
motivated time to time. I always seek for knowledge in my organisation so that my development
never stops and I always observed for new and upgraded opportunities which will benefit me in
the future. My work is to select and recruit the employees for the organisation and to decide the
payroll of employees. Performance management will always keep the employees engaged
(Grant, 2016).
If the employees performance are checked then the company will know how much work should
be given to employee so that he is not idle for long time and it should be also seen that excess
workload should not be given. If there is an atmosphere of trust and interest in the company
then all the objectives and targets can be achieved easily. Building trust is not an easy task for a
company, as it take time and resources which should be invested in employees. The main
feature performance management is that it increases communication between employee and
team leaders (Performance Management, 2019).
Good communication between employees and leaders will reduce the chances of confusion and
the topic can be discussed more clearly. In the same way, by taking feedback from the Peers, I
realized that I posses good presentation skills and The employee will be well known of the
expectation that the employer has from him and he will be well versed to his job. As a manager
I always expect that the employee should directly talk to me on various subjects and complaints.
He should not hesitate to share something, if he thinks something wrong is going on. I always
try to make personal relations with employee as it benefits me and the company in the long run.
Good relations with the employee helps the company in reducing labour turnover and at the
time of burden also the work is easily completed. In the same way, I also come to realize that I
posses strong communication skill and better presentation skills which further help me to let my
subordinate understand about my views. In addition to this, I also provide training session and it
is also given to existing employees when a new innovation is done in the existing technology.
Overall, this helps to provide high performance in the company and attain the defined aim and
objectives in better way as well.
10

Proper employee management in the company eliminates problems at all the levels of the
management hierarchy because if problems of all employees are solved then the company will
be left with small issues only. Performance management helps the employee in developing their
skills. Employee are always ready to learn different skills which can be beneficial for them.
Performance management works as a continuous process that helps in identifying strengths and
weakness of a employee. It helps the employee in offering full support and training to the
employees in the areas of development. Employees always need training when they enter into a
new job so that they get familiar with the working of the company. Training is also given to
existing employees when a new innovation is done in the existing technology. I gave training to
various employees who are working in different department. There are various things which are
taught in training like discipline, ethics, increasing efficiency, working environment and more.
Effective management will lead to the development of learning skills of the workers too.
Employees will get to know about various markets and various types of business. Management
of employees is a tough task and there are many learning situation in them (Carlier and et.al.,
2017). Performance management is very important if the company want high performing
workforce in the company as these guidelines help the employees in development of their
capacities
Part B High-performance Strategies
All the top companies in the world have high performance and effective team. These
team are very important as they give a competitive edge to a company over others. If the
company want to increase its productivity, create a healthy work environment, raise job
satisfaction then it needs to create and manage a team. High performance people are those people
who work as a team to achieve a common target. They are those people whose goals, visions and
perspective of thinking are same and they hold accountable to each other to achieve results. In
the same way, there are different strategies that needs to be developed by the firm in order to
gain high performance within a firm. Increasing the performance of the company is in the hands
of the employees working. High performance strategies are:
Defining the meaning of high performance in the company: The definition of high
performance is unique in different firm. For a small firm high performance is different
comparing to a large firm. Different individuals take high performance differently depending on
11

their skills and capacity. Employee should be properly motivated so that they can perform to
their maximum (Lehmann, 2016).
Recruit the right people: After understanding the meaning of high performance
company must recruit right candidates in the organisation. Right candidate will always give his
best for the benefit of the organisation. It is the role of Human Resource manager to recruit the
best employee in the organisation. He arranges the interview and he selects the best candidate out
of the total. Good employee will have different skills which will benefit the organisation. The
right employee will have good communication skills and he will motivate others to achieve the
target. An employee need to deal with various types of employee so he should know various
forms of communication techniques. The benefit of employing right candidate is, that he will
work for a long time in the company and it will be beneficial for the company in long run.
Be transparent about the strategies: If the company is transparent about its strategies
then it will create an environment of trust and understanding. Employees will trust each other
and they will encourage team work. The role of Human Resource management is very important
in building team, work. The employees will be more enthusiastic to work in the company if they
know what is the proper working and they will do their best to attain it. Human resource manager
should share information with the employees so that they can perform better and their purpose
towards the organisation get clears. Good communication between different departments will
help the company to attain the transparent strategy.
The importance of succession planning: To be open and honest in front of employees
about the growth and opportunities is succession planning. The vision of the employee will be
clear about the firm and himself. No opportunities should be missed so that the chances of failure
are very few. Clearer vision in the eyes of employees will lead to more dedication and
motivation of employees. There should not be any point which can lead to failure of business in
the future (Buckingham and Goodall, 2015).
Tracking employee engagement: When an employee feel emotionally connected to the
organisation and its goals, it is said to be engagement of employees. Employees need three things
from the organisation i.e. good relations, sense of purpose and a vision of future. Engagement
increases the productiveness of employees and they feel more connected to the company. It helps
them to retain in the company for longer time. An engaged employee will be disciplined, serious
towards work, innovative and will be very positive towards the company. Communication is the
12

best way to see that employees are properly engaged or not. Proper feedback should be taken
from them so that the reasons for deviation can be known and corrective actions can be taken for
them. Feedback of employees will give them the feeling of engagement (Ashdown, 2018)
Seek-out diversity: diversity is very common in all the modern firms. Aim of diversity is
to employ people with different talent, background, thinking and all. This benefits the company
as people from different cultures and types gives a variety of opinions on different matters.
Employees are able to learn from each other as most of them belong to different backgrounds
and they all have different experience to share. The creativity and innovation skills are also
increased as the employees by learning from different places apply the knowledge together on a
same work. Diversity in employees can become a big differentiator form other companies.
Variety is not only needed in employees but also the clients in which the company is dealing
with because it makes the work interesting.
Recognise achievements: Reward and recognition should never underestimated. All
kinds of success should be celebrated whether it is a small one or a big one or individual or in
team. The main benefit of celebration is that there is a memory in the minds of employee which
connects employees with the organisation. This doesn't mean a big celebration but an email is
enough to make sure that you remember it. The employees are the most important asset and the
performance of the company depends on their performance too (Kroll and Moynihan, 2018).
CONCLUSION
No company can work without effective team and it is needed so that the employees are
motivated and they achieve the targets. High performance people can be developed by effective
performance management by giving them reward so that they are motivated and do their best.
Employee are the most important asset which the company have and if they are properly guided
then they can complete all the tasks. There are various strategies which can be followed like
recruiting the right employee, succession planning and more. These will help the company in
achieving objectives easily. Other skills are also needed like communication skills, learning
skills which can help the company.
13

REFERENCES
Books and Journal
Asah, F., Fatoki, O. O. and Rungani, E., 2015. The impact of motivations, personal values and
management skills on the performance of SMEs in South Africa. African Journal of
Economic and Management Studies. 6(3). pp.308-322.
Ashdown, L., 2018. Performance Management: A Practical Introduction. Kogan Page
Publishers.
Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
Business Review.93(4). pp.40-50.
Carlier, S.I. And et.al., 2017. Low-skilled labor markets as a constraint on business strategy
choices: A theoretical approach. Journal of Business Research.
DiPaola, M. and Wagner, C. A., 2018. Improving instruction through supervision, evaluation,
and professional development. IAP.
Grant, R.M., 2016. Contemporary strategy analysis: Text and cases edition. John Wiley & Sons.
Jannesson, E., Nilsson, F. and Rapp, B., 2016. Strategy, control and competitive advantage.
SPRINGER-VERLAG BERLIN AN.
Kroll, A. and Moynihan, D.P., 2018. The Design and Practice of Integrating Evidence:
Connecting Performance Management with Program Evaluation. Public Administration
Review.78(2). pp.183-194.
Lehmann, C.F., 2016. Strategy and business process management: Techniques for improving
execution, adaptability, and consistency. Auerbach Publications.
Leischnig, A., Wölfl, S. and Ivens, B., 2016. When does digital business strategy matter to
market performance?.
Lewis, T. J. and et.al., 2016. Training and professional development blueprint for positive
behavioral interventions and supports. National Technical Assistance Center on Positive
Behavior Interventions and Support.
Longworth, N., 2019. Making lifelong learning work. Routledge.
Lussier, R. N. and Hendon, J. R., 2017. Human resource management: Functions, applications,
and skill development. Sage publications.
Lussier, R.N. and Hendon, J.R., 2019. Fundamentals of Human Resource Management:
Functions, Applications, and Skill Development. SAGE Publications, Incorporated.
Phadermrod, B., Crowder, R. M. and Wills, G. B., 2019. Importance-performance analysis based
SWOT analysis. International Journal of Information Management. 44. pp.194-203.
Rangkuti, F., 2015.Personal SWOT analysis. Gramedia Pustaka Utama.
Online
Performance Management. 2019. [ONLINE] Available through:
<https://www.personneltoday.com/hr/performance-management-six-conditions-high-
performance/>
14