Managing and Self-Regulation: A Literature Review

This assignment requires a comprehensive review of the neurological literature on managing and self-regulation. It includes articles from various journals that discuss strategies for assessing and managing risk, mindfulness-based approaches for chronic pain management, and self-tracking in bipolar disorder. The review also covers resilience training in the workplace, anxiety and stress management, and adolescents' strategies for coping with a parent's hospice care.

Managing self and others

Table of Contents
INTRODUCTION...........................................................................................................................1
QUESTION 1 CAREER DEVELOPMENT AND LIFELONG LEARNING...............................1
a) Create own individual PDP that shows evidence of your development achieved in past 12
months that applied in planned development for 12 months......................................................1
b) Produce illustrate report that assesses how strategies for skills development and lifelong
learning enable career development for you and team colleagues..............................................1
QUESTION 2 HIGH PERFORMANCE INDIVIDUAL AND TEAMS........................................2
a) Create your own blog to produce concise summary on how high performance people be
developed by effective performance management?....................................................................2
b) Produce illustrate report that evaluates how high performance strategies enable to reflect on
how you may work effectively as part of a team........................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
PDP plan consider important role from an individual perspective from an organisational
context to encourage use of this type of plan to identify opportunities with align job duties. In
this consideration, personal goals and objectives can be accomplish to reduce turnover
(Davenport, Koch and Rumrill Jr, 2017). With this regard, it can be stated that for management
role development of individual can be accomplish with ascertained different activities and tasks.
As a result, result, report focuses on 12 months plan development for future goals and objectives.
Furthermore, it considers strategies for skills development and lifelong learning that enable for
career development and team colleagues. Moreover, it assists to analysis that high performance
of people can assists to develop desired results as an important part of team.
QUESTION 1 CAREER DEVELOPMENT AND LIFELONG LEARNING
a) Create own individual PDP that shows evidence of your development achieved in past 12
months that applied in planned development for 12 months
In order to develop significant advantages, it can be stated that PDP plan successfully
accomplish goals and objectives with development activities. In this consideration, different
activities and tasks can be ascertained for goal setting and personal skills audit with SWOT
analysis (Lee, Ahn and Kim, 2014).
1

Activit
ies
Achievement
in past 12
months
Develo
pment
plan
for
past
12
month
s
1st
month
2nd
Month
3rd
Month
4th
Month
5th
Mont
h
6th
Month
7th
Month
8th
Month
9th
Month
10th
Month
11th
Month
12th
Mo
nth
Job
rotation
activiti
es
With the help
of job
rotation
activities,
career
development
strategy
successfully
develop into
another
position to
gain exposure
in one
1

function.
Mentor
ing
activiti
es
Career
development
activities
assists to take
support for
career
development
and
professional
aspirations
Interns
hip
activiti
es
Internship
program
assists to
build
successful
career to
increase new
experience
and training
(Potter, Gibbs
and Langdon,
2

2015). As a
result, issues
can be handle
to complete
internship in
successful
manner.
Learnin
g group
activiti
es
With the help
of career
development
interest and
learning,
knowledge
and skills can
be supportive
to meet with
desired level
of results.
Soft
skills'
develo
pment
Soft skills'
development
activities
assists to
3

activiti
es
learned about
current
position and
assisting in
new
functions at
workplace.
Effecti
ve
leader
activiti
es
Effective
leadership
activities
assists in past
12 months to
face
challenges at
workplace
(Sheehan,
Mayo and
Draucker,
2016).
SWOT analysis: In order to increase personal skills and development, it can be stated that following strength, weakness, opportunities
and threats included in personal development activities:
4

 Strength: With respect to consider successful personal development plan, I have good communication skills that assist to
communicate ideas and opinion with several members in a particular group. With the help of innovative and creative skills, I
can develop my own performances towards manager position (Chongtham, Gupta and Chavan, 2015). I am good in creating
network with different people to show effectiveness at workplace. There are different values and importance also develop
successfully to show significant advantages for powerful people. I have some personal resources that assists to meet with
innovative results in the business. Weakness: However, due to lack of confidence I am unable to reach my goals and targets on time. It also creates negative
impact on my performances which is the greatest weakness in my professional career. Furthermore, I have not effective
technical skills so that it create negative impact on the technological advancement. Therefore, it is important to focus on the
organisational conceptual work and outcomes (Audulv, Packer and Kephart, 2016). Moreover, I have not problem solving
skills so that it also create impact on my management performances and effectiveness. Opportunities: I have opportunity in my management career to develop more desired results at workplace. In this regard,
advance technology assists to me to develop creativity and effectiveness to accomplish goals and objectives in positive
consideration. With the help of market potential, I can also create network of strategic contacts to offer good advice that helps
to offer good advice that assists to target several customers. In order to gain competitive advantages, it is also important to
focus on the company's competitors which would be beneficial to attain desired level of results (Powell and Enright, 2015).
 Threats: Competitors performances is major threat for the chosen organisation. In addition to this, my colleagues are also
competing with me so that their performances also create major impact on technological changes that is threatened to my
position. Furthermore, weaknesses also lead to threat so that it reduce my efficiency and effectiveness to perform several
functions at workplace.
Personal skills audit with SWOT
5

 With respect to consider SWOT analysis, there are several benefits can be successfully implemented. In this context, personal
skills audit helps to develop strategies to attain more desired goals (Clegg, Kornberger and Pitsis, 2015).
 People can perform better than their friends and colleagues.
 Currently it shows stand on path of success in the business as manager position.
 I need to reach desired goals so that it boost career, life and personality as well.
 It assists to me to explore and enhance soft and hard skills.
6

b) Produce illustrate report that assesses how strategies for skills development and lifelong
learning enable career development for you and team colleagues
In order to accomplish goals and objectives, there are several strategies for skills
development and lifelong learning successfully build to attain more desired level results. With
skills development and lifelong learning, career development activities successfully ascertained
goals of individual and group as well (Matthews, Murnane and Snyder, 2017).
Strategies for skills development
 For skills development, business need to allocated segment in the economy that assists to
perform several functions and operations. It can be turn to allocated most relevant
strategies and distribute appropriate fund for development of individual and group. This
is because, as per skills and capabilities, the chosen business need to perform their
functioning which would be helpful to gain effectiveness at workplace (Tenuto, Gardiner
and Yamamoto, 2016).
 Workplace skills plans: It consists comprehensive outline of intended up skilling planned
for coming 12 months. These can be submitted annually with relevant consideration and
strategies.
 Annual training reports: Reports are also shows training and development business which
can be done in past year and submitted to the organisation. Motivation helping
empowered employees to understand group and contribute to long term viability of roles
and organisation success (Robertson, Cooper and Curran, 2015).
 Organisation also identifies Scarce and Critical skills which is most important part of
government's annual growth in the particular economy. As a result, it can be shows
training needs align that can be apply for a discretionary and special grant. Motivation
also assists to group that empowered and fulfil organisational strategy. In most cases, this grant can be finance training in full aspects. Therefore, group
members think and act like a business and create strategic contributions to the
organisation (Magnusson, Brunetta and Annosi, 2017). They all are promoted creative
thinking, hard work, boldness and discipline.
Lifelong learning that enable for career development
Lifelong learning enable for career development that assists to meet with desired level of
results. In this consideration, participation of several team members can be successfully develop
1

to attain more desired level of results at workplace. Career development is not generally well
understood but also contribute to make desired level of results at workplace. Learning is clearly
determined in career development process for different kinds of people to complete their goals
and objectives. Information is one of the important aspect that assists to provide current
information that is related to learning and work. It is necessary to conduct research, exploration
and career decision making (Todd, Stubbs and Pugh, 2018). Therefore, goals and objectives can
be successfully accomplish to attain more effective and significant advantages at workplace.
Skills based services include information to focus on research and apply it to evaluate
appropriate information in relevant ways. Basic career management skills needed to navigate
learning, working and transitions over the lifespan. Change based service also include problem
solving to focus on resolving issue and barriers. Individual and group capacity to effectively and
optimally participate in learning and work to develop services. It is important to help individual
and group that have been excluded from opportunities to access learning and work to build better
life.
QUESTION 2 HIGH PERFORMANCE INDIVIDUAL AND TEAMS
a) Create your own blog to produce concise summary on how high performance people be
developed by effective performance management?
Every organisation consider changing their performance management systems. There are
several numbers of reasons which included difficulty of doing performance management. It is
more important to implement effective talent management that is important and effective
performance and play vital role in success (Matthews, Murnane and Snyder, 2017). Performance
management is completely reinventing in particular guided in which article show feedback to
employees and increase promotions as well. I have seen that high performances of people can
increase opportunities to use information technology and potentially it is powerful effect and
create more effectiveness in performance management process. High performance in the
business implement to ascertain new system which assists to reduce labour cost and involve
appraisal performance. Number of people also reduce to increase individual performance in
positive consideration. Good ideas also produced to save time and it is critically important to
manage effective performance in the business.
2

I can share common purpose in suitable way that assists to focus on the facilities and
software development program. Interdependence is a key determinant where goals and objectives
will be successfully ascertained to make solution for the business problem. Furthermore,
consumption also involved in the process to use information technology and social media to
share goals. These functioning can be successfully develop and evaluate to accomplish targets. I
have understood that reducing number of people involved in appraising each individual
performance which is good and another way to save labour cost. It is good action to ask wrong
individuals for rating. Building high performance culture is fresh look for performance
management activities. With this regard, accurate and authoritative information regarding subject
matter covered so that professional services can be develop and sought with licensed
professional. Regarding specific policies and practices in the organisation, I need to look upon
retrieval system or transmitted in whole part. In several decades of research and practices, it can
be stated that performance management is most important part to understand and improve within
the business. Traditional performance review process also continuous effective for managers and
employees so that high performance can be accomplish positively (Davenport, Koch and Rumrill
Jr, 2017). I can also increase annual reviews with day to day process of managers to
communicate expectations with providing feedback and leveraging employee talents. With the
help of performance based cultural using strategies, communication can be successfully improve
to identify specific tools to develop more effective performance management behaviour at
workplace.
With the help of effective practice guidelines, series also successfully implemented that
support lifelong learning for manager. Along with this, creating educational resources for major
perspective and originally it is developed understanding and increase promotions in positive
consideration. Furthermore, use of information technology also assists to save time that contain
important role in effective performance management system. Role modelling needs to begin at
the top and demonstrate appraisal in strategic management. Second feature also successfully
develop to focus on the challenging practices with high performance workplace culture. Report
also identifies tool to develop effective performances' management behaviour in the organisation.
Effective practice guidelines series also supports life learning for HR professional. In addition to
this, creating educational resources word-wide develop positive work so that it assists to made
possible outcomes and support life long learning for HR professional. With the help of effective
3

performances and outcomes, it can be stated that desired level of results will be accomplish to
focus on targets and goals.
b) Produce illustrate report that evaluates how high performance strategies enable to reflect on
how you may work effectively as part of a team
High performance strategies consider important role in success of team goals. In this
regard, profitability can be accomplish through ascertained desired level of results. Development
of work teams is a long established tradition for managers so that they can be done well in
particular job and tasks. I had seen that it is important to create strategies that helps to make
business more success. Create excitement and energy work also define goals assigning key roles
and giving positively structured feedback. As a result, employees will appreciate challenge and
spirit to seek their place of work. Following are different strategies can be successfully
implemented at workplace: Specify goals: In order to define specify goals, it can be stated that key initiatives can be
accomplish to start team project. It helps to provide perfect ideas for achievement when
employees know exact to accomplish targets. I had set daily or weakly goals to reach
team's overall objectives. It assists to workers to stay on track as deadline develops to
complete tasks. Build excitement: Excitement about project also increases flow of adrenaline in work that
assists me to work in team and eager to perform functions at high level. Express
enthusiasm about work in front of team members inspire to take advantages and work as
optimism. Employees in a group can easily talking about work so that plan can be
develop to focus on the meeting employees needs and requirements. With the help of
right track and adjustment, it can be stated that high performing level goals will be
accomplish at workplace (Matthews, Murnane and Snyder, 2017). Team identity: Working in a team also assists to perform better so that it develop
particular identity. Therefore, team members requires to come together as individual.
Furthermore, they are also taking participation from leaders and innovators. In order to
accomplish more desired level of results, team role successfully defining so that
management should be encourage maintain trust and team accomplish their high level
performances.
4

 Roles assignment: Each member need to take part with defined goals and objectives to
work in a team. According to the roles, it is essential to know about outlined work in
detail so that staff members knows exactly to accomplish targets and outcomes in
appropriate manner (Davenport, Koch and Rumrill Jr, 2017). With the help of
responsibilities, it can be stated that time frame also need to successfully applied.
Individual roles can be given to all members in the enterprise so that it integral valued
part of the team and strategies develop to reach high performance level.
CONCLUSION
From the above report, it can be concluded that managing self and others consider
important role to accomplish business goals and objectives. With this regard, effectiveness of
team performances can be successfully develop to maintain high growth and performance.
Strategies also undertaken that helps to focus on the team work which would be develop to focus
on targets and goals. Furthermore, it summarised about development plan which undertake on
the basis of 12 months plan. As a result, it also focuses on the individual and team work
performances to attain more desired outcomes in the organisation. At last, different strategies of
high performance has been explained that assists to accomplish positive results in the group.
5

REFERENCES
Books and Journals
Audulv, Å., Packer, T. and Kephart, G., 2016. Coping, adapting or self‐managing–what is the
difference? A concept review based on the neurological literature. Journal of advanced
nursing. 72(11). pp.2629-2643.
Chongtham, V., Gupta, N. and Chavan, B.S., 2015. Structuring and self-competence: How they
can make a difference in assessing and managing risk. Indian Journal of Social
Psychiatry. 31(1). p.37.
Clegg, S.R., Kornberger, M. and Pitsis, T., 2015. Managing and organizations: An introduction
to theory and practice. Sage.
Davenport, J., Koch, L.C. and Rumrill Jr, P.D., 2017. Mindfulness-based approaches for
managing chronic pain: Applications to vocational rehabilitation and employment.
Journal of Vocational Rehabilitation. 47(2). pp.247-258.
Lee, E., Ahn, J. and Kim, Y.J., 2014. Personality traits and self-presentation at Facebook.
Personality and Individual Differences. 69. pp.162-167.
Magnusson, M., Brunetta, F. and Annosi, M.C., 2017. Self-organizing coordination and control
approaches: The impact of social norms on self-regulated innovation activities in self-
managing teams. In Ecosystems and Technology (pp. 55-94). Apple Academic Press.
Matthews, M., Murnane, E. and Snyder, J., 2017. Quantifying the Changeable Self: The role of
self-tracking in coming to terms with and managing bipolar disorder. Human–Computer
Interaction. 32(5-6). pp.413-446.
Potter, G.B., Gibbs, J.C. and Langdon, P.E., 2015. Equipping with Skills to Manage Anger and
Correct Thinking Errors. In A Comprehensive Cognitive Behavioral Program for
Offenders (pp. 141-182). Springer, Cham.
Powell, T.J. and Enright, S.J., 2015. Anxiety and stress management. Routledge.
Robertson, I.T., Cooper, C.L. and Curran, T., 2015. Resilience training in the workplace from
2003 to 2014: A systematic review. Journal of Occupational and Organizational
Psychology. 88(3). pp.533-562.
Sheehan, D.K., Mayo, M.M. and Draucker, C.B., 2016. Two worlds: Adolescents' strategies for
managing life with a parent in hospice. Palliative & supportive care. 14(3). pp.177-186.

Tenuto, P.L., Gardiner, M.E. and Yamamoto, J.K., 2016. Leaders on the front line—Managing
emotion for ethical decision making: A teaching case study for supervision of school
personnel. Journal of Cases in Educational Leadership. 19(3). pp.11-26.
Todd, M., Stubbs, C. and Pugh, S., 2018. Mobiderm Autofit: an adjustable sleeve that enables
patients to self-manage lymphoedema. British journal of community nursing. 23(Sup4).
pp.S22-S28.