Effective Communication Styles in the Workplace

This assignment delves into various communication styles prevalent in professional settings and examines their influence on workplace dynamics. It requires students to analyze the characteristics of different communication approaches, such as assertive, passive, and aggressive, and discuss how these styles can shape interactions, teamwork, and overall organizational effectiveness. Understanding these nuances is crucial for effective communication and successful collaboration in the modern workplace.

Personal and
Professional Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Evaluate approaches to self-managed learning................................................................1
TASK 2............................................................................................................................................4
2.1 Evaluation of own current skills and competencies against professional standards and
organisational objectives........................................................................................................4
2.2 Identification of own development needs and the activities required to meet them........5
2.3 Identification of development opportunities to meet current and future defined needs...6
2.4 Devise a personal and professional development plan based on identified needs...........7
TASK 3............................................................................................................................................9
3.1 Process and activities required in implementing development plan................................9
3.2 Undertaking and documenting development activities..................................................11
3.3 Reflect critically on learnings against original aims and objectives in development plan11
3.4 Updating development plan based on feedback and evaluation.....................................12
TASK 4..........................................................................................................................................13
4.1 Solutions to work-based problems.................................................................................13
4.2 Communicating in a variety of styles and appropriate manner at various levels...........14
4.3 Evaluation and usage of effective time-management strategies.....................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Personal and professional development is a concept in which an individual develops and
implements strategies for their growth (Chipchase, Johnston and Long, 2012). It is an important
aspect which helps a person to enhance their capabilities to work along with future opportunities.
This report is based on Travelodge Hotel which is a private organisation and operate its business
in the hotels and hospitality industry in UK. The company is famous for its hospitality services
and offers many holiday packages to its customers at affordable rates. It is essential for a
manager of hotel to manage their self-learning in order to enhance their future development. In
this project, professional development plan is considered by company to determine strength and
weakness of an individual. Along with this, interpersonal and transferable skills is also
demonstrated in this assignment which company need so as to achieve their goals and objectives
in allotted time frame.
TASK 1
1.1 Evaluate approaches to self-managed learning
Self-managed learning is an approach in which an individual manages their own learning.
It helps an individual to enhance their lifelong development and skills. This concept is also
considered by companies which helps them to develop skills of their employees by providing
training and knowledge (Pillen, Beijaard and Brok, 2013). By this, members can able to deal
with every problems and circumstances. In context of Travelodge hotel, this concept of self-
managed learning also helps the manager of company to achieve their goals. In this, they provide
training to their staff members which helps them to learn new things and accomplish their tasks
in time. It is related with goals setting and identifying purpose of learning to attain set targets. In
this context, there are some key approaches to self-managed learning which are helpful to cope
up with professional and environment, these are:
 Conferences and seminars: To attain goals and learn new things, this approach is a
better option which can manage self-learning. According to this, a person can gain so
much of experience and knowledge by attending conferences and seminars. By this they
can resolve their issues and also helps in gaining confidence. In context of Travelodge,
the manager of hotel can also develop and enhance their skills by attending conferences
1

and seminars. This provides them opportunities to present themselves and share
knowledge achieved by them.
 Social network: Another approach by which an individual can gain and manage their
self knowledge is through social networking sites (Grima-Farrell, 2015). In order to
develop skills and learn new things, individual should engage themselves in social sites.
They should do video conferencing and share their opinions with each other which helps
them to learn a lot. The manager of Travelodge should also use social networking site to
gain knowledge and resolve their issues. By this they can also accomplish their targets in
assigned times.
 Internet: This can also be an another approach which helps an individual to increase
their potential at workplace. This also assist a person to assess different articles through
internet and gain knowledge. In context of Travelodge, the manager should also use
internet to attain required knowledge for personal and professional development. By this,
they can reach out their set goals and manage entire working of company.
Thus, these are the ways or approaches by which the manager of Travelodge can manage
their learning and enhance their skills to achieve goals.
1.2 Ways in which lifelong learning in personal and professional contexts could be encouraged
Lifelong learning is said to be a process of continuous learning in which an individual
contributes their efforts to reach their goals. It is an ongoing process which is undertaken
throughout life. The main aim of this learning is to improve knowledge, skills and competencies,
personal and professional life style and enhance career growth and opportunities (Elliott, 2012).
It is a broad term in education and development which is conducted after schooling. It is
voluntary and self-motivated in nature and depends on person to person that is totally rely on
individual. In this, a person learns new things which helps them to develop their personal and
professional growth. This process is also beneficial for the manager of Travelodge as by this they
can deal with all challenges and help employees in their projects. This also gives confidence to
accept face problems and accept challenges. It plays a vital role in individual as well as in
collective form and have many advantages that are as follows:
It helps staff members of company to gain qualification which give career advancement
when they have enough knowledge and skills that helps to reach at high peak of career. On other
hand it enhances employability and promotion aspects that gives them satisfaction and
2

motivation. When an individual professionally capable enough then they have lot of
opportunities to earn many things in life. Lifelong learning gives advancement to broaden their
knowledge that helps in professional development and also give satisfaction in career. So
continuous and life long learning is very important in today's fierce competitive world to keep
oneself updated and knowledge enough to grab potential opportunities. There are various
methods in which manager of Travelodge should adopt to learn new things in day to day life to
remain competitive enough in today's scenario. Methods of life long learning are as follows:
Self-directed learning:
In self-directed learning, an individual is responsible and take initiative to study and
accept challenges without taking help of others (Hildebrand, 2018). It is the method in which a
person implements new techniques or strategies to achieve their goals. This method is also
advantageous for staff members of Travelodge, as by this they can expand their knowledge and
improve their skills.
Continuous professional development:
CPD is another way of continuous learning of an individual on a regular basis. It is
beneficial process which enhance personal and professional growth. This assists employees of
Travelodge to determine their strength, weakness and track skills. It aids them in upgrading their
knowledge and make sure about their growth along with future opportunities.
1.3 Evaluation of benefits of self-managed learning to individuals and organisation
Self-managed learning is a structural process through the help of which personnel takes
steps towards development and accomplishment of goals that are essential in a person's life. This
continuous process is largely significant for individuals as well as organisation as it is impacted
by performance given by employees. The two fold benefits of self-managed learning is as
follows:
Benefits to individual in Travelodge: It is a process which helps individuals in
developing certain essential skills and traits that are necessary for carrying out activities within
organisational premises (Hicks and et. al., 2014). The major benefit of this self managed learning
is associated with the flexibility of process as it helps individuals in becoming effective and
efficient for delivering performance in Travelodge. This assists personnel in developing ways to
deal with and tackle complex situations that may arise in business context. Also, this process
3

enhances the decision making power of business persons operating in corporate world along with
increasing the productivity of individuals at workplace.
Benefits for Travelodge: A significant benefit of self-managed learning process in
relation to Travelodge is that it assists in reduction of cost of learning in an entity. Also, this
process helps the managers in enhancing and developing effective skills and knowledge to
manage the activities and functions of the company. When leaders and managers will be
effective, it implies that workforce will complete all the assigned tasks in a desirable manner
within due course of time (Macià and García, 2016). This reflects opportunities for company to
gain a strategic edge in market by way of competitive workforce and management.
TASK 2
2.1 Evaluation of own current skills and competencies against professional standards and
organisational objectives
Skills are the traits and competence that one needs to develop one's personal and
professional abilities to perform tasks (Kumari, 2011). Skills audit is a tool used to measure and
record skills of a personnel. The major purpose of conducting this in context of Travelodge is to
identify the skills and knowledge required by workforce to carry out tasks within the premises of
an enterprise. A skills audit is conducted by me to identify and assess my skills as per current
and future needs, as follows:
As an assistant manager in Travelodge, it is essential for me to evaluate my skills and
need for further improvement.
Skills and Competencies Score Score from others Difference
Good communication skills 8 9 1
Leadership skills 7 8 1
Negotiation Skills 8 10 2
Conflict resolution 9 6 -3
Time management and problem-
solving skills
8 6 -2
Customer Focus 7 4 -3
4

From this skill auditing process, I have evaluated that my main strength point is my
communication skill. Through this skill, I am able to influence workers towards achievement of
common goal. Along with this, leadership and negotiation skills are also good points of mine.
But in context with time managerial, conflict resolution and customer focus, I need to make
some improvement in the same. For this process, I have to develop my personal and professional
skills for giving out better performance.
2.2 Identification of own development needs and the activities required to meet them
In context of any company, an Assistant Manager plays a crucial role in the management
of activities within the organisational context. In Travelodge, assistant manager works in
coordination with head managers and collaboratively guide and govern the operations being
performed in enterprise. To be an effective assistant manager, I need to possess good leadership
skills along with oral and written communication skills. Also, it is required to have a proper
knowledge of the roles and duties to be performed by me as well as the staff operating under my
supervision.
Thus, I have ascertained certain skills in which I need improvement so as to improve my
performance as an assistant manager in Travelodge. These skills are described below:
Skills to be Developed Methods of Development
Managerial skill As in big organisations like Travelodge, to
manage business appropriately, it is essential
for a manager to possess effective managerial
skill. Here, as a manager, I have evaluated that
in some situations, where quick decision-
making is necessary, I have failed for the same.
In addition to this, to resolve conflicts among
workers belong to different background.
Therefore, to develop such skills I will take
some management classes from affiliated
institution.
Customer Focus I am weak in customer focus which create
issues regarding products and services that are
5

offered by me. For make appropriate
improvement in customer focus, I required to
satisfy my customer expectations where I need
to fulfil all needs and demand of buyers in
better manner. Along with this, I required to
manage customers complaints regarding
delivery goods and facilities. I should help
others in delivering customer excellence in
which I need to give priority to satisfy
customers needs and identify constraints. For
improving customer focus skill, I required to
find out more about customers and also
provide them best services or facilities.
2.3 Identification of development opportunities to meet current and future defined needs
Development is a process through which employees can be made skilful, competent and
qualified to complete the assigned tasks and duties in timely manner. It is an effective means for
developing the workforce in a desirable manner to perform the task in a manner that can provide
a strategic edge to company over its competitors (Patton, Parker and Tannehill, 2015). Some of
the development opportunities that helps in enhancing existing skills to meet current as well as
future needs are defined below:
Training: It is an effective tool by which employees of Travelodge can be trained
optimally so that they can perform as per the rules and regulations set by organisation as well as
law. This acts as a motivation as well as development approach for personnel as it assists in
making the employees competent to perform the roles assigned to them within their powers.
Here, colleagues, seniors and other business professionals impart knowledge so as to train
individuals to perform in corporate context. This is required for manager is to attend training
session where they learn to solve numerical problems in better manner. For example: By
providing on-the-job training helps Travelodge in making employees familiar with working
process. This would also give opportunity to employees to develop their current skills and
knowledge as per business requirement.
6

Focus on customers – For make improvement in current skill regarding customer focus,
they required to analyse their customers expectations and needs and try to fulfil it. This will help
them in managing customers issues and complaints regarding delivering goods and services.
They also evaluate delivering of customer excellence and help others in satisfying their all
demand in proper manner. Therefore, by making more interaction with customers through
effective communication system, managers of Travelodge can provide better service.
Welfare Programmes: This is yet another impactful way in which individuals can
develop their skills and knowledge by learning these from line managers so as to work in
accordance with the needs and requirements of organisation and deliver performance to the best
of their potential. Also, it assists in making personnel carry out work in a formal and structural
manner within the premises of organisation so that there are least chances of failure of task.
Team leading: This is considered to be an optimum tool that which help me in lead the
team or group in right direction while they are carrying out roles and duties within organisational
premises. It is effective in developing individuals in a way that they can meet current as well as
future needs. Managers and leaders of an entity can use this practice to keep a check upon
employees so as to identify any discrepancy or variances between actual and desired
performance objective. For example: By engaging workers in group activities and assigning roles
and responsibilities accordingly, help in giving out best performances.
Growth & development activities and tutorials: This is another significant tool by which
individuals can enhance their existing skill set as well as knowledge to suit the requirements of
enterprise and deliver performance within due course of time in a desirable manner. Also,
tutorials can help personnel to gain ideas about how to deal with complex situations that may
arise in current or future context. This implies that personnel will be able to meet their goals and
objectives in a timely manner without much variance from desired performance.
2.4 Devise a personal and professional development plan based on identified needs
Personal and professional development plan is a strategic means used by individuals
through which they can set their goals, strategies to develop skills and find variances in actual
and desired proficiencies (PERSONAL OR PROFESSIONAL DEVELOPMENT PLANS, 2012). It
assists in evaluation of one's strengths and weaknesses. For this purpose, I have developed a
personal and professional development plan so as to overcome my weaknesses, given below:
Developmen Priority Activities to be Resources Target Target Criteria for
7

t Objectives undertaken Start
Date
End Date Success
Conflict
resolution
High By working
under guidance
of seniors and
upper level of
management, I
can understand
how to resolve
conflicts among
workers
I will
engage in
some group
related
activities
and observe
how seniors
make
decisions to
develop an
effective
team and
resolve
conflicts
among
them.
01/02/19 01/04/19 Meet with
technical team on
regular basis.
Take feedback
and response of
managers and
colleagues while
doing working.
Customer
Focus
Very
high
It is required for
me is to focus on
my customers
where I need to
gain attention of
large number of
customers
towards desired
goods and
services. I need
to analyse
customer
The
resources
which assist
me in
acquiring
desired
products
and also
satisfying
their buyers
demand. I
required to
21/01/19 22/03/19 Feedback from
customers and
company
manager.
8

expectations and
work on fulfil all
needs and
demand of
people. This
skill can be
improved by
managing
customers
complaints that
occurs regarding
providing
commodities.
adopt new
strategies
and policies
in order to
gain
customer
focus on
required
goods and
services.
Managemen
t skills
Very
high
To develop this
skill, I will take
managerial
classes from
affiliated
university.
I need time
and proper
budget for
taking
classes
under
university.
01/04/19 22/12/19 Feedback from
senior managers
TASK 3
3.1 Process and activities required in implementing development plan
Strategic planning process of Travelodge is not going as per plan. So, to solve this issue, I
have set a development plan so that activities can be conducted within organisational premises in
a formal and structural manner. This ensures that work is done with greater efficiency and skills.
Therefore, to implement development plan, some activities are required as:-
Define goals – It is essential for an individual to define proper goals or objectives before
developing a professional plan. This would in analysing what have to be achieved and the
process for same.
9

Understand your strengths and weaknesses – For developing a plan, it is also essential
for an individual to evaluate own strengths and weaknesses. This would help in analysing which
abilities are needed to be improved for performing more better.
Arrange training – To reduce weaknesses, the another step is to arrange training program
for developing such skills. These trainings are majorly focused on business demand and goals
that are needed to achieved.
Set a deadline – The development plan can be implemented more appropriately if all
mentioned activities would complete in set time frame.
Clearly define objectives of plan – For implementation of development plan, there is also
essential define objectives in clear and precise manner. These objectives are related to time
period such as short term, midterm and long term, as shown below:-
Goals and
objectives
Short Term Mid Term Long Term
Timely
achievement of
goals and targets.
I need to enhance and
develop my skills.
In mid-term, it will help
employees in developing
their skills and talents by
training.
In this part, timely
achievement of goals
and objectives has been
mentioned.
Acquiring more
skills and
knowledge
Here, I need to
enhance my
knowledge so that I
can achieve goals and
objectives.
Knowledge can be
enhanced by training
sessions, seminars etc.
Training helps me in
timely achievement of
goals and objectives.
Learning new
skills and
technologies.
Learning new skills
and technology
improves knowledge.
Working with improved
skills motivates for
future development.
Herein, new
advancements and skills
will help an organisation
in achieving their goals
and objectives in
efficient manner.
Time- 3 months 7 months 1 year
10

management
These are certain factors that assists in timely achievement of goals and objectives in
context of Travelodge and ensuring that work is completed in a desirable manner within due
course of time.
3.2 Undertaking and documenting development activities
Time Period Action
Interpreted
What is learn till
now
What is
required to do
next
Estimated time
3 months Democratic
leadership style
has been chosen
by me for
effective decision
making.
This help me in
taking appropriate
decision which is
effective for an
organisation.
Take participation
with other
managers and
give them
appropriate
suggestions for
the welfare of an
organisation.
3 months
3 months Here managers
need to adopt new
technologies for
delivering goods
and services.
I learn how to use
complex
techniques and
methods.
In this part, I need
to emphasize on
employees and
their skill
development.
3-5 months
These are certain activities that are to be practised by me for timely achievement of goals
and objectives and making sure that the processes and procedures are being carried out within
the premises of Travelodge in a timely manner.
3.3 Reflect critically on learnings against original aims and objectives in development plan
For effective implementation of strategies and plans, it is quite important for me to
continuously evaluate and assess employees and their performance. Herein, there are certain
methods of learning against original aims and objectives of development plan, which are
mentioned below:
11

Motivation: Motivation plays a vital role in an organisation. Herein, a managers need to
encourage its employees for achieving effective targets, goals and objectives of a particular
organisation (Sabzian and Gilakjani, 2013). Motivation is a key factor required to motivate their
employees in completing their task. Furthermore, main objective of managers is to analyse each
and every individual in an organisation and encourage them for timely completion of tasks.
Superior knowledge and experiences: I, being a manager, essentially need to evaluate
skills and knowledge of each and every employee in Travelodge. Also, it is required to check
their past and present knowledge and tasks performed. Learning and gaining knowledge is an
ongoing process that is beneficial for both employees and organisation.
The above mentioned points will help me in implementation of a development plan by
critically evaluating aims and objectives specified therein so that variances can be found out
between actual and desired performance and worked upon to avoid discrepancies.
3.4 Updating development plan based on feedback and evaluation
After drawing feedback from peers and subordinates and carrying out own evaluation, it
has been analysed that there are certain shortcomings for which development plan needs to be
updated. The updated development plan is formulated as follows:
Qualities Feedback Action for
improvement
Required Time
period
Learning advanced
technology
Lack required
information about
latest technology, tools
and techniques
Making initiatives to
learn and develop new
and high-tech ways of
carrying out work
2 months
Enhancing leadership
skills
Not able to identify
behavioural
characteristics and
expertise of employees
to delegate tasks
Substantially eliminate
flexible and lenient
nature of leadership
and enforcing formal
behaviour within
organisational
premises
1 month
Developing inter- Not able to effectively Giving importance to 2 months
12

personal skills deliver message and
information to
workforce
verbal over written
communication so as
to develop ways to
effectively interact
with personnel
TASK 4
4.1 Solutions to work-based problems
In any organisation, there can be various issues that may arise at timely intervals. These
problems act as hurdles and hindrances in performance and hamper the operational activities of
employees. Many such issues also arise in Travelodge and thus, managers have developed a
systematic process that assists in addressing and resolving the problems. The process for
developing solutions to work-based problems in Travelodge is as follows:
Identification of problems: It is imperative that managers ascertain the issues related to
work so as to address them in an effective manner. In this context, main work-based issues in
Travelodge are unfavourable working situations, employee turnover and ineffective
communication.
Analysis of problems: The next step in this regards is to analyse all the problems
effectively. This can be done by carrying out an in-depth research about the reasons due to which
such problems might have arisen (Sabzian and Gilakjani, 2013). Another step can be to take
feedbacks from staff so that appropriate solutions can be developed to deal with the situations.
Potential solutions: The last step in the process is to evaluate various possible solutions
to identified problems so that these can be tackled in timely manner. This ensures that these
problems do not hamper the growth and development of organisation. In this regards, solutions
to above identified problems are:
 Organising workshops as well as training and welfare programmes help in enhancing
skills and knowledge among employees so that they can feel motivated to perform in
an effective and efficient manner towards completion of tasks.
13

 Designing and developing optimum communication strategies such that workforce
can interact and deliver necessary information irrespective of cultural, linguistic and
national diversities.
 Using monetary (incentives, bonus, paid holidays) and non-monetary (appraisals,
recognition, award and certification) forms of motivation to encourage employees
and develop a feeling of loyalty in them towards Travelodge.
4.2 Communicating in a variety of styles and appropriate manner at various levels
In any organisation, communication plays a crucial role in management of activities and
procedures. Also, Travelodge hotel highly emphasizes upon enforcing a culture where necessary
information is communication in a formal and systematic manner. There are various ways of
communication that are described as under:
Ways of Communication in Travelodge
There are a number of ways in which employees and management communicate within
the boundaries of rules and regulations in Travelodge, these are:
Verbal: This is one of the most crucial and impactful type of communication prevalent in
any company. In Travelodge, staff as well as management makes use of oral style to deliver
necessary information or message within the premises. To become an effective speaker, leaders
and managers in company stress upon making subordinates understand the importance of being
an active listener (St‐Jean, 2012). Also, here leaders tend to focus upon respecting the diversities
in opinions of individuals so as to implement a policy or guideline that can take this into account
and facilitate effective communication channels.
Non Verbal: This is yet another way of effective communication wherein speakers make
use of gestures, postures, body movements, voice modulations and inflexions, eye contact and
hand movements so as to deliver necessary information. In Travelodge, leaders focus upon using
their assertive skills so as to inculcate a culture wherein employees and management can
communicate in a healthy manner to address the problems faced by staff internally and
customers.
Written Communication: Here, communication is done in a descriptive as well as written
manner. With reference to Travelodge, managers use Information and communications
technology (ICT) to interact at various levels and departments. ICT is a communication system
wherein company uses integration of telecommunications and computers to access, use, store and
14

transmit data related to employees and management of Travelodge electronically in a digital
form. This is an effective manner in which necessary information and statistics is exchanged
within organisational premises in a formal and structural written way so as to avoid any chances
of glitches or miscommunication (Zepeda, Parylo and Bengtson, 2014). Some other ways of
written communication can be memos, bulletins, employee manuals, business reports, job
description, electronic mail etc.
Interpersonal Communication: This is a type of communication which is used by
managers to communicate in a small group of individuals. In Travelodge, this communication is
majorly used when leaders have to take necessary decisions in relation to departmental teams.
Interpersonal communication may at times make use of persuasion skills so as to gain acceptance
from group with reference to any decision or procedure.
Formal and informal feedbacks: This is a type of communication involving taking
information from customers and present staff regarding the satisfactory and dis-satisfactory
elements in enterprise (Trede, Macklin and Bridges, 2012). This helps managers and staff of
Travelodge to ascertain and analyse the grievances and issues faced by people as well as
workforce so as to bring about improvements and enhancement in products and services
delivered by hotel. This will ensure that quality and standard of living for guests so that they can
have an excellent experience during their stay.
Styles of Communication in Travelodge
To successfully execute the process of communication in Travelodge, managers make use
of different styles depending upon the situation and behavioural characteristics of existing staff.
Such styles of communication are explained below:
Controller style: This is a direct style of communication wherein leaders are demanding
and thus put across their thoughts and views in front of team in a straightforward manner (Trede,
Macklin and Bridges, 2012). In Travelodge, personnel make use of controller style when a
motivated and dedicated approach towards work is needed to carry out the tasks in a desirable
and timely manner. This communication style involves making eye contact and often require
assertive behaviour.
Supporter Style: In corporate world, it is the most liked style of communication among
employees of an entity. This is well renowned form of interaction which makes use of strong
15

inter-personal communication skills so as to effectively express one's views and opinions in
relation to policies, methods and procedures being followed in Travelodge. It makes use of calm
and composed manner of working to execute the tasks within due course of time.
Analyser style: This style of communication involves organized and astute way of
working by paying intense attention to facts, necessary statistics and intricate details (4
Communication Styles and How They Play out in the Workplace, 2018). Many a times, leaders in
Travelodge are involved in gaining proper knowledge and analysing all the necessary facts and
information in relation to an upcoming project so as to ensure its long term success. Here,
personnel make use of observation and analytical skills to effectively communicate within
organisational premises.
Promoter style: This is a communication style which involves making use of enthusiastic
and people-driven approach. Staff and management in Travelodge makes use of promoter style
when they intend to create a social environment for individuals wherein anyone can freely
express one's views and opinions about a subject matter. Business persons using this style
possess excellent inter-personal communication skills to effectively deliver the required message
amongst the workforce.
4.3 Evaluation and usage of effective time-management strategies
Time management is a crucial factor in any entity which defines the extent to which tasks
are being effectively handled by personnel and completed in a timely manner. In context of
Travelodge, various strategies are used by managers to ensure completion of assigned tasks and
achievement of organisational goals in due course of time. Such strategies are explained below:
Prioritising workload of employees: It is imperative that the tasks assigned to leaders and
managers in an organisation are effectively delegated to subordinates on the basis of their
educational qualification and knowledge. Besides this, it is also essential that the tasks allotted to
personnel in Travelodge are prioritised on the basis of time and importance. This assists
employees in completing their activities within specified duration.
Setting objectives: Setting goals and objectives is a crucial factor for ascertaining the
variances in actual and desirable performance (St‐Jean, 2012). Also, this acts as a criterion on the
basis of which individual performances in Travelodge are measured and analysed.
16

Making and keeping appointments: It is a key strategy which assists managers in
keeping a documented and systematic record of daily operational activities so as to ascertain
whether tasks assigned to employees in Travelodge are being executed in due course of time.
Reliable estimates of task time: Managers in an entity are required to ascertain on an
assumption basis the time required by personnel to meet organisational goals and objectives.
Also, it is essential that leaders in Travelodge make evaluation of employees' performance at
regular intervals to ascertain divergence from established organisational goals.
CONCLUSION
From the above report, it has been concluded that personal and professional development
is an essential process for an individual so as to develop capabilities as well as potential for
current and future needs. Also, it has been analysed that this process largely assists personnel in
achieving personal along with professional objectives. It is comprehended that self-managed
learning is a process by individuals can develop ways of enhancing their skill set along with
knowledge and conducting activities effectively in a corporate world. Besides this, it has been
evaluated that making use of various types of learning methods and techniques assists business
professionals to learn ways of carrying out work in a formal and structural manner. Furthermore,
it is assessed that a personal and professional development plan helps a person in analysing their
current and targeted capabilities and proficiencies.
17

REFERENCES
Books and Journals
Chipchase, L. S., Johnston, V. and Long, P. D., 2012. Continuing professional development: the
missing link. Manual Therapy. 17(1). pp.89-91.
Elliott, J. ed., 2012. Reconstructing teacher education (Vol. 221). Routledge.
Grima-Farrell, C., 2015. Mentoring pathways to enhancing the personal and professional
development of pre-service teachers. International Journal of Mentoring and Coaching
in Education. 4(4). pp.255-268.
Hicks, P. J. And et. al., 2014. Domain of competence: personal and professional
development. Academic pediatrics. 14(2). pp.S80-S97.
Hildebrand, J., 2018. Bridging the gap: A training module in personal and professional
development. Routledge.
Kumari, N., 2011. Personal therapy as a mandatory requirement for counselling psychologists in
training: A qualitative study of the impact of therapy on trainees’ personal and
professional development. Counselling Psychology Quarterly. 24(3). pp.211-232.
Macià, M. and García, I., 2016. Informal online communities and networks as a source of teacher
professional development: A review. Teaching and Teacher Education. 55. pp.291-
307.
McNiff, J., 2010. Action research for professional development: Concise advice for new action
researchers. Dorset: September books.
Minott, M. A., 2010. Reflective teaching as self‐directed professional development: Building
practical or work‐related knowledge. Professional development in education. 36(1-2).
pp.325-338.
Moon, J. A., 2013. Reflection in learning and professional development: Theory and practice.
Routledge.
Patton, K., Parker, M. and Tannehill, D., 2015. Helping teachers help themselves: Professional
development that makes a difference. NASSP Bulletin. 99(1). pp.26-42.
Pillen, M., Beijaard, D. and Brok, P. D., 2013. Tensions in beginning teachers’ professional
identity development, accompanying feelings and coping strategies. European Journal
of Teacher Education. 36(3). pp.240-260.
Sabzian, F. and Gilakjani, A. P., 2013. Teachers’ attitudes about computer technology training,
professional development, integration, experience, anxiety, and literacy in English
language teaching and learning. International Journal of Applied Science and
Technology. i(1).
St‐Jean, E., 2012. Mentoring as professional development for novice entrepreneurs: maximizing
the learning1. International Journal of Training and Development. 16(3). pp.200-216.
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.
Zepeda, S. J., Parylo, O. and Bengtson, E., 2014. Analyzing principal professional development
practices through the lens of adult learning theory. Professional Development in
Education. 40(2). pp.295-315.
Online
PERSONAL OR PROFESSIONAL DEVELOPMENT PLANS. 2012. [Online]. Available
through:<http://www.faculty.londondeanery.ac.uk/e-learning/assessing-educational-
needs/personal-or-professional-development-plans>.
18

4 Communication Styles and How They Play out in the Workplace. 2018. [Online]. Available
Through:<https://fairygodboss.com/career-topics/communication-styles>.
Through:<https://fairygodboss.com/career-topics/communication-styles>.
19