Personal Work Priorities and Professional Development

This report discusses strategies for managing time, performance and behavior, six management development activities, achieving a better work-life balance, policies and procedures, learning styles, and five strategies for maximizing time and performance. It also covers the alignment of work goals and plans with organizational plans, measuring and maintaining personal performance, prioritizing work, using technology for maintaining work/life balance, alignment of personal skills and knowledge in meeting the competency standards, developmental needs, personal learning style, using feedback for improving competencies, usage of networking and the new skills for maintaining competitive edge and contributing to the competitive edge of the organization.

Running head: PERSONAL WORK PRIORITIES AND PROFESSIONAL DEVELOPMENT
Personal Work Priorities and Professional Development
Name of the Student:
Name of the University:
Author Note:

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PERSONAL WORK PRIORITIES AND PROFESSIONAL DEVELOPMENT
Table of Contents
Question 1........................................................................................................................................2
Question 2........................................................................................................................................2
Question 3........................................................................................................................................3
Question 4........................................................................................................................................4
Question 5........................................................................................................................................4
Question 6........................................................................................................................................4
Project 1...........................................................................................................................................5
Introduction......................................................................................................................................5
Discussion:.......................................................................................................................................6
Conclusion:......................................................................................................................................8
References:......................................................................................................................................9

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PERSONAL WORK PRIORITIES AND PROFESSIONAL DEVELOPMENT
Question 1
The ten strategies used for managing time, performance and behavior include (De Waal 2013):
1. Through delegation of task: It involves the delegation of the task to the subordinates
according to their abilities and skills.
2. Through prioritization of work: Prioritization of the task for focusing on their
importance
3. Through scheduling of the tasks: Scheduling the tasks by making a ‘to do' list and
focusing on the essentials.
4. By setting up deadlines: Deadlines should be set few days prior to the task to complete
it within time.
5. By avoiding procrastination: One should avoid it as it leads to the loss of time and
energy.
6. Avoidance of multitasking: It hampers productivity and avoided for improving the time
management skills.
7. By avoiding stress: Excess burden is reduced through proper delegation of task to the
juniors.
8. By starting early: Waking up early helps in sitting, thinking and planning for the task
9. By taking regular breaks: Scheduling break times helps in relaxing and getting back
to work in an effective manner.
10. By learning to say ‘no’: Politely refusing the acceptance of additional tasks.

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PERSONAL WORK PRIORITIES AND PROFESSIONAL DEVELOPMENT
Question 2
Six management development activities are as follows (Bolden 2016):
 Participation in workshops for dealing with resistance
 Undertaking simulations for implementing or making changes
 Application of the different thought processes
 Being a part of meeting and conference simulations
 Development of technical skills
 Learning to effectively manage time
Question 3
Ten things for achieving a better work life balance (Groysberg and Abrahams 2014):
1. Identification of one’s core value that helps him/ her in achieving better balance between
responsibilities at home and at office
2. By focusing on the long term that allows one in planning for activities, goals and the
leisure time
3. Knowing to say ‘no’ that enables one in staying with the vision and the values
4. Setting the Work Schedule and sticking to them
5. Short-listing objectives, goals and the activities that helps in setting the daily priorities
6. Scheduling a ‘me time’ that enables the leisure time in having similar importance as work
7. Planning for a workout routine that helps in staying focused, energized and motivated

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PERSONAL WORK PRIORITIES AND PROFESSIONAL DEVELOPMENT
8. Dependency on the support network that includes the family and friends
9. Taking a day off for taking care of oneself and recharging
10. Unplugging from the devices for a specific period
Question 4
Policies and procedures helps in providing clarity to the readers while dealing with the
activities or the accountability issues that holds critical importance to the company (Oleszek
2013). This includes legal liabilities, regulatory requirements, health, and safety.
Employees need to be aware of the procedures and policies for providing better service and
consistent customer service. It also helps in enhancing the quality of the products and services of
the organization thereby enhancing the reputation of the company.
Question 5
Learning style refers to the educational condition where the student is expected to learn
(Chang, Hung and Lin 2015). Learning style preferences refers to the style of learning preferred
by the student. There are four types of learning styles. This includes:
 Visual
 Reading /Writing Preference
 Auditory
 Kinesthetic

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PERSONAL WORK PRIORITIES AND PROFESSIONAL DEVELOPMENT
Question 6
The five strategies for maximizing time and performance include (Grant 2016):
1. By Setting a Goal for the Day: This helps in aligning the daily activities with the
specific goals of the project.
2. By Prioritizing Tasks: Addressing the tasks strategically with the project vision and the
daily goals
3. Through Delegating: This involves figuring out what a person can do best and what the
others can do for him or her.
4. By Learning to Say ‘No’: This helps in separating the non-essential tasks and drawing
a line on what a person can commit for successful completion.
5. By Breaking the Projects into Manageable Tasks: This enables easier management of
task thereby leading to its successful completion.

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PERSONAL WORK PRIORITIES AND PROFESSIONAL DEVELOPMENT
Project 1
Introduction
This is a reflective report that aims at providing an overview of managing workplace
priorities and undertaking professional development. The report therefore focuses on the
characteristics of role model, traits of an effective leader, alignment of work goals and plans with
organizational plans. It also focuses on the goals, job responsibilities, measuring and maintaining
personal performance, prioritizing work, using technology for maintaining work/life balance,
alignment of personal skills and knowledge in meeting the competency standards. There is also
discussion about the developmental needs, personal learning style, using feedback for improving
competencies, usage of networking and the new skills for maintaining competitive edge and
contributing to the competitive edge of the organization.
Discussion:
It is to be noted that a good role model represents someone who is not only positive but
also confident and calm (Wagner, Barnes and Scott 2014). Therefore, I can act as role model to
the employees that I supervise through demonstration of leadership and confidence, by not being
afraid to be unique, interacting and communicating with everyone, by showing concern and
respect for others, by being well rounded and knowledgeable, possessing humility and
willingness in admitting mistakes. Effective leaders portray traits of ambition, confidence,
courage, passion and commitment (Antonakis and Day 2017). Such traits can be developed by
choosing a character driven leadership over the outcome driven leadership and opting to become
a follower first and then a leader (Podsakoff and House 2013). It is also necessary to overcome

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obstacles and thereby lead by following a moral authority. In addition to this, it is also necessary
for developing competencies of core leadership. I can assure aligning the work goals and plans
with the organizational plans and goals by setting goals with executive teams. Besides, I should
ensure creation of a cascade of goals along with driving accountability and consistency. The
alignment is also possible by encouraging communication on a continuous basis (Shields et al.
2015). On the other hand I can meet the job responsibilities through communication of
performance standards that will enable in obtaining the required outcome, improvement in the
performance of employees and the development of new skills. However, measurement and
maintenance of personal performance depends on performing a 360-degree evaluation, by
conducting a performance measurement and ensuring work quality along with gauging time
management (Parida et al. 2015).
Besides, I can prioritize work through collection of a list of all the tasks, by
identification of the urgent versus the important, assessing the value, by ordering task through
estimated effort and by being adaptable and flexible. I can however use technology for
consolidation, scheduling, prioritizing, synchronizing and conversion thereby contributing to
managing and organizing priorities (Hacker 2017). Nevertheless, through proper time
management, setting of career and personal goals, taking care of one self, possessing healthy
eating habits and getting enough sleep I am able to maintain a work life balance. I can also
assure the alignment of my personal knowledge and skills meet competency standards by
being fully aware of standards required by any organization and possessing the required skills
and knowledge. And I can determine the developmental needs through the review of job
descriptions of people, meeting the team members, observing the team members at the work,
gathering additional data and preparation and analysis of data.

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PERSONAL WORK PRIORITIES AND PROFESSIONAL DEVELOPMENT
However, I have a personal learning style which is that of a spatial or the visual learner
(Schmeck 2013). I can ensure taking advantage of the learning opportunities through appropriate
decision-making, by grabbing the right opportunity, by paying attention, by being diligent and
making an impact by being generous. I can however gather personal feedback through team
meetings, by installing a suggestion box and by undertaking employee surveys on a regular basis.
Besides, I can also collect feedback for my own performance by even performing usability test. I
can use this feedback to improve my job performance through enhancement of abilities and
efforts. Besides, the feedback will also reduce mistake, increase the efficiency and enhance
performance within workplace (Nathenson and Henderson 2018). However, I can use my
networking skills for enhancing my knowledge, gaining newer skills and the development of
relationships by attending events, joining various social media groups, by befriending the venture
capitalist and by looking outside the niche (Foley and O'Connor 2013). In the context of a wider
community, Networking has become a vital tool of success in defining the business environment
of present times. Therefore it is necessary to get involved in the community events and building on
some networking skills. However, I can acquire new skills for maintaining competitive advantage
by breaking my desired skill into smaller portions and by mastering them. It is also important for
identifying the twenty percent work that results in giving 80 percent results. Besides, in addition to
joining a group, it is also important in setting a specific and concrete target level of performance.
Further, I can also take up certain online courses or some internship to acquire newer skills. This is
can also be aided with the help of a mentor. Nevertheless, I can contribute to the competitive edge
of the organization by reviewing my core strengths, by reducing costs, by focusing on the service,
by focusing on the service and the product quality and by differentiating the products and the
services. Competitive edge can be achieved by forming an alliance with a different company

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PERSONAL WORK PRIORITIES AND PROFESSIONAL DEVELOPMENT
(Spring et al. 2017). This is because; competitive advantage refers to the ability of staying ahead of
the potential competition. Companies mostly develop competitive edge when they put forward
attributes that allows them in outperforming the competitors.
Conclusion:
To conclude, I can say that there are various attributes that contributes to the
management of the workplace priorities. It can be said that, employees are judged based on their
capabilities and at the same time benchmarked against peers. The goals in aworkplace keep
moving which is unlike undertaking a study for a specific quality. The reason may be the newer
technology, different vision of the new chief, legislation and the changes in the demand of the
customers. All changes have an invariable implication on the staffs. Staff undertaking learning
activities are able to quickly adapt to changing requirements of the organization and also gain
competitive edge within job market. Candidates demonstrating conscientiousness about personal
development are not only highly motivated but also engaged.

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References:
Antonakis, J. and Day, D.V. eds., 2017. The nature of leadership. Sage publications.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
Chang, R.I., Hung, Y.H. and Lin, C.F., 2015. Survey of learning experiences and influence of
learning style preferences on user intentions regarding MOOC s. British Journal of Educational
Technology, 46(3), pp.528-541.
De Waal, A., 2013. Strategic Performance Management: A managerial and behavioral
approach. Macmillan International Higher Education.
Foley, D. and O'Connor, A.J., 2013. Social capital and the networking practices of indigenous
entrepreneurs. Journal of Small Business Management, 51(2), pp.276-296.
Grant, R.M., 2016. Contemporary strategy analysis: Text and cases edition. John Wiley & Sons.
Groysberg, B. and Abrahams, R., 2014. Manage your work, manage your life. Harvard Business
Review, 92(3), pp.58-66.
Hacker, S., 2017. Pleasure, power and technology: Some tales of gender, engineering, and the
cooperative workplace. Routledge.
Nathenson, M.B. and Henderson, E.S., 2018. Using student feedback to improve learning
materials. Routledge.
Oleszek, W.J., 2013. Congressional procedures and the policy process. Sage.

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Parida, A., Kumar, U., Galar, D. and Stenström, C., 2015. Performance measurement and
management for maintenance: a literature review. Journal of Quality in Maintenance
Engineering, 21(1), pp.2-33.
Podsakoff, P.M. and House, R.J., 2013. Leadership effectiveness: Past perspectives and future
directions for research. In Organizational behavior (pp. 55-92). Routledge.
Schmeck, R.R. ed., 2013. Learning strategies and learning styles. Springer Science & Business
Media.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing employee performance &
reward: Concepts, practices, strategies. Cambridge University Press.
Spring, M., Hughes, A., Mason, K. and McCaffrey, P., 2017. Creating the competitive edge: A
new relationship between operations management and industrial policy. Journal of Operations
Management, 49, pp.6-19.
Wagner, D.T., Barnes, C.M. and Scott, B.A., 2014. Driving it home: How workplace emotional
labor harms employee home life. Personnel Psychology, 67(2), pp.487-516.