Global Health Volunteers' Impact

This assignment examines the personal and professional impact of global health volunteers working at Addis Ababa University’s Tikur Anbessa Specialized Hospital in Ethiopia. It draws upon various sources, including research articles on reflection in learning, compulsory therapy's influence on development, and the effectiveness of professional development programs. The assignment analyzes how volunteering experiences shape both individual growth and professional skills within a global health context.

Personal and Professional
Development
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Contents
INTRODUCTION...........................................................................................................................3
1.1 Self-managed learning approaches...................................................................................3
1.2 Ways in which lifelong learning can be encouraged in context of PPD..........................4
1.3 Self-managed leaning benefits.........................................................................................5
TASK 2............................................................................................................................................5
2.1 Current skills and competencies against professional standards and objectives of firm..5
2.2 Own needs of development and activities to meet them..................................................7
2.3 Opportunities of development in order to meet of future and present needs...................8
2.4 Personal and professional development plan based on the determined need...................8
TASK 3............................................................................................................................................9
3.1 Process activities that is necessary for applying developmental plan..............................9
3.2 Undertaking and documenting development activities as planned................................10
3.3 Own learning abilities against original aims and objectives set in developmental plan 10
3.4 Updating of developmental plan based on evaluation and feedback.............................11
TASK 4..........................................................................................................................................11
4.1 Select solution to work based problem...........................................................................11
4.2 Learning styles that assist in resolving issues................................................................12
4.3 Different time management strategies for individuals and organisation........................12
Conclusion.....................................................................................................................................13
References......................................................................................................................................14
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INTRODUCTION
In modern the competition has not only became dangerous for the firm but it has
increased the number of issues for the career of the employees. It has become essential for
the individuals to upgrade themselves as per the need of the industry (Hopkinson, 2014).
Developing self with various skills and abilities that too from time to time has become
essential for everyone. There are several ways using which individuals develop their
personal and professional skills. In the travel and tourism industry also there are many
kinds of skills that are required for sustaining in the competition that has become cut
throat. It is crucial for grabbing the opportunities coming to them at various times.
Sometimes people learn from their life experience. This report highlights the various ways
adopted by the individuals for their professional development. It also showcases the PPD
plan for hotel manager as well as its important in the personal growth within the firm and
outside.
1.1 Self-managed learning approaches
In the personal and professional development the role of self-managed learning becomes
very essential. Since nothing is more beneficial than what is learned through self-
management (Busse, Aboneh and Tefera, 2014). In this type of learning such kinds of
learning individuals takes use of various resources such as books, journals, internet etc.
Some of the approaches in this regard are as follows:
 Books, articles and journals: These are the sources that are having the knowledge
about the skills and abilities. This one of the most authenticated source that is
available for self-managed learning.
 Seminars: There are various kinds of seminars and conference that is organised
which can be used by individuals for enhancing their skills. The experts from that
particular field shares their knowledge as well as their experience using which
people can learn as per their requirement.
 Internet: It is one of the biggest source that is used for self-managed learning. Since
there are large number of contents that is available at different sites. There are
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various of blogs, online journals as well as articles that are very beneficial. Other
than this since accessibility of internet has been fostered by the use of mobile
technologies hence it is beneficial for learning at any place, anywhere.
 Social media: Since there are lot of people who are connected with the social
media. This is the platform where people can easily interact with the other experts
and take their knowledge and experience to manage self-learning.
1.2 Ways in which lifelong learning can be encouraged in context of PPD.
It is a learning process that is having both long and short term goals. There are many ways
in which this kind of learning is promoted inside the firm (Moon, 2013). This learning is
based on the fact that learning process is not a single day task rather it is a lifelong process
where people learn by their experiences of life. Some of the methods using which this is
encouraged are as follows:
 Self-motivation: It is the fact that without self-motivation nothing is achievable. It
is also applicable in the process of lifelong learning. A person need to influence
their motivation level from inside and has to adapt learning procedures. It plays
crucial role in developing skills while facing many kinds of barriers like
motivational failure, negativity or depression.
 Self-management: In any long term process it is important that an individual
managed his everything. Without organising their daily life style it cannot be
possible that they can learn their skills and abilities in a better way. This helps in
facing many kinds of hurdles that comes in this process and is always bounded with
certain kind of principles, codes and is under certain guidelines.
 Self-modification: It is essential in the lifelong learning process that people need to
adapt themselves according to various situations. There must be a modification that
must be based on evaluating themselves from time to time (Huber, 2011).
Feedbacks received through expertise or any other knowledgeable individual can be
beneficial in this regard.
 Self-monitoring: It is necessary for an individual to monitor themselves based on
several criteria’s and marking schemes. It helps them in understanding their
weakness and strengths which further helps in scrutiny of their skills. It involves
analysing several talents, skills, values and interest of the individual.
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1.3 Self-managed leaning benefits
There are several benefits of self-managed learning. It plays a crucial role in enhancing the
personal and professional skill that is required by the industry. It does not require any
external approach. This approach is easier to adapt as well as more reliable in modern
context. The constraint that is associated with it is that it is helpful for facing weakness and
enhancing core competencies. On the longer run it benefits organisation which can be
illustrated through these points:
 Self-managed learning enhances the skills of the employees which is essential for
bring quality to the work process at the firm.
 It helps in enhancing the productivity of the firm (Von Haenisch, 2011).
 Skilled labours always utilises the resources available to them in a most effective
ways which is essential for long term growth of the firm.
 It saves a lot of cost of the company as they have to spend a lot on training and
development programs.
Benefits to individuals
 It is beneficial while competing with others.
 It helps in personal growth of the employees which helps them in grabbing opportunities
available to them.
 It assists in gaining knowledge that can be transferred to others.
TASK 2
2.1 Current skills and competencies against professional standards and objectives of firm
In any firm some standards for skills and abilities are defined. Any employees has to check
their competency and ability level by using these as a benchmark and they need to devise
their development plan. There are many standards deciding criteria looking at which skills
needs to be developed. These are as follows:
 Conceptual skills: These are understood as the one of the primary skills which
helps in forecasting threats, evaluating and understanding the opportunities for the
firm. This skill is highly helpful in making presentation and presenting them. Never
ending activities and designing model for business becomes easier.
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 Effectiveness skills: It is essential that a company has to have the employees who
are highly effective. It is also important that individuals use effective methods
(Mwalongo, 2011). It assists in maintaining the standards of the project which is
beneficial for the firms and also helps individuals in surviving in the competitive
race.
 Interpersonal skills: It is one of those skills which is compulsory to be present
inside an individual. Higher standards of interpersonal skills helps in differing them
from masses. It is this skill that makes a leader. Lectures, seminars and many other
training programmes can be helpful in this process. Functionality standards is also
enriched by this skill since it empowers confidence within them.
 Communication skills: It is also one of the primary skills that help in the success in
the life. It helps in expressing in a better way which assists in helping others.
Evaluation table against the professional standards is illustrated below:
S.NO Skills and Competencies Score Score
by
others
Variances
1. Skills for countering issues 7 8 -1
2. Team construction and managing 8 9 -1
3. Good listener and advisor 7 9 -2
4. Research linked with innovative methods
and concepts
8 6 2
5. Providing motivation 8 6 2
6. My effectiveness and efficiency 9 7 2
7. Quality standards 8 9 -1
8. Effective as a team member 8 8 0
9. Styles of leadership 8 6 2
Positive values show my strengths while negative reflects my weakness. My CV
according to the above mentioned table is as follows:
CV
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Name:
Address:
Telephone No:
Email:
Carrier Objective: To work for the firm by utilising my skills that I have gained in
my academic carrier while learning many of the professional experiences.
Academic Qualification:
 Graduate
 Master in Hotel Management
Experience:
Working in Marriot from the past one year.
Personal skills:
 Problem solving ability
 Skills of leadership
 Honesty
 Skills of time management
 Working as a team
Declaration: I solemnly declare that all the above mentioned information is correct
and up to best of my knowledge.
2.2 Own needs of development and activities to meet them
When I was analysing my skills against the standards that is set by the company. I have
found that there were any kinds of flaws that can be noticed. It assist in underpinning the
needs of self-development and understanding core competencies (Zepeda, 2012). It
assisted me as a person to determine those needs that has to be fulfilled in order to new
capabilities. Some of them are as follows:
 Under internal and external pressure also research skill needs to be enhanced.
 Managerial instincts have to be enhanced
 Approach utilisation
 Undertaking responsibility
There are various activities that fasten this process:
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 Manager’s guidance: For personal development managerial guidance may be extremely
beneficial as it enhances the pace of process of development. Managers at higher levels
can provide guidance that is beneficial.
 Conference and Seminars: There are many kinds of seminars and conferences that is done
by the expertise from that field and can be highly valuable in learning the skills.
 Simulation training: To update individuals own ability, they are put inside the virtual
environment. Skills are enhanced using this. Various kinds of training programs are
developed in this regard.
2.3 Opportunities of development in order to meet of future and present needs
Opportunities of development comes to each individual that too from time to time. They
need to develop all these so as to grow in their life. Several activities are done for
achieving the goals. They are as follows:
 Adding large number of staffs in the process of decision making.
 Sessions for changing mind-set must be attended.
 Use of libraries can be highly beneficial for developing skills related to research.
 Constructing and implementation of SMART goals (Desimone, 2011).
 Attending seminars and conference can be helpful in this regards.
2.4 Personal and professional development plan based on the determined need
Various need of PPD has been discussed above hence the plan for developing it is as
follows:
S.no Learning
objective
Current
proficiency
Target
proficiency
Opportunities
of
development
Criteria for
judging
success
Time
scale
Evidence
1. Effectiveness
and
efficiency
In current
times
methods
that is
utilised for
this purpose
is effective
Adopting
new
methods
and
techniques
will help in
gaining
desired
Guidance by
seniors
Taking use
of
performance
report
4-5
months
Judgement by
Administrator
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results
2. Style of
leadership
Taking use
of the
autocratic
style of
leadership
Essential to
adapt a
leadership
style that is
democratic
Simulation
training as
well as
learning from
other senior
managers in
the hotel can
be beneficial
in this regard
Judgement
report
managers at
higher
levels
2
weeks
Report by top
management
3. Motivational
level
Presently
having the
motivational
level that is
on the
negative
side.
Necessary
to have
motivational
level that is
high and
positive
Seminars and
motivational
conferences
can be
helpful as
well as
theories of
motivation
can also be
used.
Colleagues
judgement
can be
crucial
2
months
Report by
colleagues
and other
coordinates
TASK 3
3.1 Process activities that is necessary for applying developmental plan
There are many kinds of activities and process which can be helpful in implement plans for
development. For increasing current skills and abilities these processes are beneficial. For
ensuring success proper implementation is essential. Some of the process are as follows:
 Time scale set up: It is always essential that a plan must be bounded under certain
time limit. This helps in completing the task in a proper manner (Hudson, 2013).
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 Learning strategies: There are various strategies, methodologies and approaches
that can be utilised in the process of learning. Selecting approaches is always based
on their personal requirement.
 Knowledge, skills and abilities: For attaining different task in the process
individual need to understand all these three. They are beneficial for solving work
associated problems.
 Resource: It is also essential that there must be selection of authenticated resources
so that learning process is more beneficial.
 Evaluation and Feedback: In order to understand the effectiveness of learning
process and the quality of training it is crucial that evaluation of it is done which
can be based on feedbacks and several other methods. It is essential in shaping of
learning program.
3.2 Undertaking and documenting development activities as planned
In the process of monitoring development plan it is beneficial that everything gets
documented. It can be used for future reference using which plans could be developed.
Some of the activities in this regard are as follows:
 Change management: For managing the alterations it is essential to document them.
Even the smallest of change has to be noted down. Without documentation
feedbacks is hard to be produced.
 Learning strategies: Appropriate learning strategies have to be adopted for
registering higher growth rate.
 Research: For making the process effective data needs to be gathered through
thorough research.
 Monitoring and evaluation: In order to measure variances it is essential that needs
of employee is monitored. It is helpful in addressing issues in a proper way.
3.3 Own learning abilities against original aims and objectives set in developmental plan
It is crucial for the individual to dedicate their time in the process of personal and
professional development (Cleary and et. al., 2011). It helps individuals in moving on the
paths of achieving goals and objectives. PPD plan needs to improve as per the requirement.
Some of the ways to understand the mechanism of learning is as follows:
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 Formal meetings: An individual must produce their plan in front of the expertise in
that field through formally meeting them. This could assist in plan redevelopment.
 Experience from others can be crucial: Others experience is highly crucial for
evaluating own developmental process. It assists in reshaping, updation of plan etc.
 Self-motivation: It is crucial for touching higher standards of developmental
process. Without it may not be successful or may not complete on time as desired
before.
3.4 Updating of developmental plan based on evaluation and feedback
Any plan however may be good it is needs to be updated on the regular interval as per the
requirement of the individual. It must be based on the received feedback from others as
well as evaluation done by self. Some of things that have to be done in this regard is as
follows:
 Training methodology change: It is essential for individual to change their training
methodology in order to remove flaws in them. Desired outcome can be easily
achieved by doing this.
 Different approaches: In the process of making effective learning methodologies it
is crucial that individuals adopt many kinds of approaches (Floyd, 2012). Use of
different styles makes plans multi variant in terms of resolving difficulties of
future.
 Motivational requirement: In order to achieve anything it is essential that
employees have higher motivational level. It is also required for developing
professional attributes.
TASK 4
4.1 Select solution to work based problem
There are many kinds of problems that arise at workplace. These are to be tackled in order
to have higher growth rate for the enterprise as well as their personal career. In this part
one such problem and its solution has been provided:
Working as a team: In the present working environment it is essential that company takes
use of collaborative working (Yeh, Huang and Yeh, 2011). Several theories of business
have suggested that working in team reduces the efforts of each individual. It is essential
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that company enforces the culture of where environment of working in a team can be
promoted. Since this lagging in our hotel. These methods can be used to solve this
problem:
 Development of appropriate communication channel: It is essential that company
develops a communication channel that is appropriate and ensures the smoothness
in the flow of information.
 Reducing confusion regarding structure of organisation: It is the role of leadership
to communicate organisational structure within the workforce so as to eliminate
confusion which may result in reduction of performance (Horsford, Grosland, and
Gunn, 2011).
 Team building exercise: Some kind of games and other exercises may result in
bringing coordination among staff members. This helps in building trust in each
other which is required for becoming effective team.
4.2 Learning styles that assist in resolving issues
In Marriot many kinds of learning styles are used. They help in resolving identified
problems. Every worker chooses their style as per their need of development. In
identification taking help from senior managers can be beneficial. It is also the role of
leader to convince staffs for adapting alterations.
New styles can be created by using three styles logical, solitary and verbal. Predefined
channels are used for communicating at various levels of firm. For example managers take
use of controlling and direct instruction method for having control on their subordinates.
Managers sometimes take use of supportive style for strategic levels interactions. It is
useful at the places where they need to motivate employees for adapting changes. Promoter
style is also used by manager for understanding the employee’s perception.
4.3 Different time management strategies for individuals and organisation
It is essential fact that time management strategy is very helpful achieving personal and
collective goals of individual and organisation respectively (Rienties, Brouwer and Lygo-
Baker, 2013). Different time management strategies in this regard are as follows:
 Setting objectives: It is essential that individual sets objective for the path in which
they have to move. It is highly focused strategy and hence task gets achieved on
time.
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 Scheduling: In order to complete task on time it is crucial that schedules is made
that is divided in discrete time frame.
 Organise: If every part of the work is organised in a proper way then it can be
possible that task gets completed on time.
 Time bound: To complete task on time it is crucial that every part of the task is
time bounded.
Conclusion
From the above based report it can be concluded that in the modern competitive
environment it is essential that employees develop their personal and professional skills and
abilities. It helps them in grabbing various opportunities that arise within the firm. In this
regard self-managed learning can be highly beneficial for both individual and organisation.
Books, journals, seminar, conferences can be highly beneficial. Experienced individuals can
be used as a mentor who can evaluate in the entire development process. For making process
effective it is essential that there must be personal and professional development plan. Time
management strategies and learning style adopted by individual plays an essential role in
obtaining desired result.
References
Books and Journals
Hopkinson, C., 2014. Personal and professional development. Becoming a Nurse: A Textbook for
Professional Practice, p.383.
Busse, H., Aboneh, E.A. and Tefera, G., 2014. Learning from developing countries in
strengthening health systems: an evaluation of personal and professional impact among
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global health volunteers at Addis Ababa University’s Tikur Anbessa Specialized Hospital
(Ethiopia). Globalization and health, 10(1), p.64.
Moon, J.A., 2013. Reflection in learning and professional development: Theory and practice.
Routledge.
Von Haenisch, C., 2011. How did compulsory personal therapy during counselling training
influence personal and professional development?. Counselling and Psychotherapy
Research, 11(2), pp.148-155.
Mwalongo, A., 2011. Teachers' perceptions about ICT for teaching, professional development,
administration and personal use. International Journal of Education and development
using information and communication Technology, 7(3), p.36.
Zepeda, S.J., 2012. Professional development: What works. Eye on education.
Desimone, L.M., 2011. A primer on effective professional development. Phi delta kappan, 92(6),
pp.68-71.
Hudson, P., 2013. Mentoring as professional development:‘growth for both’mentor and
mentee. Professional development in education, 39(5), pp.771-783.
Cleary, M. and et. al., 2011. The views of mental health nurses on continuing professional
development. Journal of clinical nursing, 20(23‐24), pp.3561-3566.
Floyd, A., 2012. ‘Turning Points’ The Personal and Professional Circumstances That Lead
Academics to Become Middle Managers. Educational Management Administration &
Leadership, 40(2), pp.272-284.
Yeh, Y.C., Huang, L.Y. and Yeh, Y.L., 2011. Knowledge management in blended learning:
Effects on professional development in creativity instruction. Computers &
Education, 56(1), pp.146-156.
Horsford, S., Grosland, T. and Gunn, K.M., 2011. Pedagogy of the personal and professional:
Toward a framework for culturally relevant leadership.
Rienties, B., Brouwer, N. and Lygo-Baker, S., 2013. The effects of online professional
development on higher education teachers' beliefs and intentions towards learning
facilitation and technology. Teaching and teacher education, 29, pp.122-131.
Huber, S.G., 2011. Leadership for learning–Learning for leadership: The impact of professional
development. In International handbook of leadership for learning (pp. 635-652).
Springer Netherlands.
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