Professional Identity Formation in Nursing and Medical Education

The provided text consists of a list of references related to professional identity formation in various healthcare fields. The assignments seem to be focused on analyzing the challenges and opportunities associated with professional identity in nursing and medical education, with an emphasis on interprofessional practice and education. Students are expected to understand and apply theoretical developments in this area to future research and practice.

Professional Identity and Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Examine the key benefits of on-going professional development for different stakeholders
within a specific organisation......................................................................................................1
P2 Professional employer expectations of skills and competencies within an organisational
context.........................................................................................................................................2
TASK 2............................................................................................................................................3
P3 Assessment of abilities, skills and competencies for a specific job role...............................3
P4 Learning Theories and Approaches used for personal and professional development..........4
TASK3.............................................................................................................................................5
P5 Development plan to enhance chosen skills and abilities......................................................5
TASK 4............................................................................................................................................6
P6 Job Interview for a Service Based Industry...........................................................................6
P7 Review key strengths and weaknesses of an applied interview process................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Professional identity is defined as how an individual perceive himself with in an
organisational context and how he communicates it to others. It is very vital to understand a
person's professional identity in order to attain the knowledge, skills and capabilities of an
individual. Personal skill audit is a manner in which an individual can identify his or her
strengths and needs for developing a healthy atmosphere. It depends on the area of business an
individual is working which varies in different situations. Professional development refers to the
continuous learning of an individual in regard of his career. It is required to keep an individual
up-to-date and helps in development of new skills. Personal and professional skills and abilities
plays a crucial role for development of an individual in an organisation and for this purpose an
individual have to prepare himself for interviews in order to identify his strengths and
weaknesses.
This study is conducted to have a detailed study of professional development in an
organisation and its benefit on employers and employees. The report describes how professional
development will help an individual to enhance his skills and competencies. In this study, Hilton
has been chosen. Hilton Hotels & Resorts is a multinational hospitality company founded by
Conrad Hilton in 1919 and from then onwards it has helped in making travelling easier,
innovative restaurant concepts, and authentic hospitality. With the help of this research, the
researcher will be able to explore the importance of professional development and self-directed
learning, learner is also able to assess skills, competencies and different learning and
development theories, will helps in defining a professional development plan and will be able to
identify the strengths and weakness of an interview process.
TASK 1
P1 Examine the key benefits of on-going professional development for different stakeholders
within a specific organisation
Professional development is a process of improving the skills and abilities of an
individual by giving training and educating them at the workplace. In the modern scenario,
professional development plays a crucial role in order to enhance the knowledge and abilities of
employees. Yield management is a pricing strategy which is commonly used in the hjospitality
sector. It refers to price at which company offers a product or services to the customer at best
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time so as to earn maximum profit. It is very beneficial for Hilton as by adopting this strategy
they can make more money as more will be the demand of hotel, more the price can be charged
for the same. On-going professional development performs varied roles to ensure an individual
to be competent in their profession and can help in gaining the practical knowledge about the
work environment, which can be thoroughly applied in future. It will help employees of Hilton in
attaining various skills regarding the work culture through which services could be provided to
customers with ease. Some of the benefits of on-going professional development :
 In Hilton, an ongoing professional development programme can help the employees to
build confidence in them. With the help of this employee could perform more effectively
at the workplace and it will make positive impact on employers as when employees
perform their best it will reflect in improvement of overall performance of organisation
and will raise profits.
 Another important benefit which could be seen by developing this model is improved
efficiency of workers, as it allows other staff to learn from others while training process
which could be easily learned while other professionals are sharing their experiences. It
will lead to increased productivity and efficiency of the organisation.
As per job profile of HR Assistant manager at Hilton Hotel, this job role is benefits to
employees, employer and customer as per. HR Assistant manager is the person who plans
employee recruitment and selection through different sources such as employee referral, contract
agencies, etc. So HR Assistant manager is important for making environment of Hotel Hilton
positive by hiring expert personnel.
When there is issue to any of the employee in organisation such as related to work place
ethics, then they can contact of HR Assistant manager of Hotel Hilton. There are different laws
related to employees such as equal remuneration act, etc. are implemented by HR Assistant
managers of Hotel Hilton, so this is positive for workforce of organisation. While entertaining
new employees, orientation is provided by HR manager of Hotel. So this job profile is benefited
to employees as well.
There are different consumers visiting to Hotel for different purpose such as dinning,
stay, party, meeting, etc. So it is responsibility of HR Assistant manager to hire individuals
which are able to maintain brand image of Hotel Hilton. There must be some specific dress for
all the departments so this gives good image to consumers.
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P2 Professional employer expectations of skills and competencies within an organisational
context
Every employer has some or other expectation from their employees which may be like
completion of task on time, maintain a peaceful work environment and to attain organisational
goals. So it is justified that employers of Hilton must be having some expectations from their
employees related to individual’s skills and development.
Willingness to learn – As in the hospitality industry there is rapid changing nature where
needs of customers changes every day, thus it is essential for an organisation to analyse the
changing needs and wants and provide them facilities accordingly. So employers at Hilton
expects their employees to listen the instructions carefully and try to make innovation according
to the changing environment.
Professional Attitude – Employers at Hilton expects a positive and professional attitude
from the workers i.e., they must have ability to effectively manage time, act in ethical manner,
manage conflicts and focus on customer satisfaction even in the complex situation. By having
such kind of attitude it will help each individual in performing well even in the hard times.
Teamwork – Teamwork is a process of working with a group of people. Effective team
working can lead an organisation to stand out different in the competitive market because when
an individual is performing well within a group this could easily satisfy the expectations of an
employer. So, by employees working with effective contribution in team will help employers of
Hilton in building.
Charismatic Personality – This position involves the employee to make the customer
feel peaceful and satisfied which can be done only when an employee is having charismatic
personality.
TASK 2
P3 Assessment of abilities, skills and competencies for a specific job role
It is crucial to analyse various skills, abilities and competencies available in order to get
the desired position. These skills, abilities and competencies will help in establishing a
relationship between skills and abilities required for the position. In this modern business era the
potential motive of each small as well as large business enterprises is to attaining higher growth
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and success within the market and for this an organisation is require to hire well skilled and
talented people who are contributing the significant efforts in the growth and success of business.
In the present context, to apply for the role of HR Assistant Manager in Hilton hotels and
services, an individual must possess some skills which would be important for this job.
Various skills, abilities and competencies are:
Team player – It is very important to have an effective team for the success of an
organisation as through this measure various goals and objectives of an organisation can be
ascertained. I am a team player as I can keep a team together, this will help Hilton Hotels and
Resorts as the job responsibility involves direct communication with the team. I should have the
skills to manage team through maintaining a proper communication base with the team members,
thus this create value in resolving the errors that are faces by customers and retain them for long
term operations of firm. I am good at team working as HR assistant manager at Hotel Hilton
because I am able to understand skills of individuals and then provide them job responsibilities.
There are numerous workers which work as team, so I am good in providing positive results
from them.
Positive Attitude - This quality will help me in building more customers as positive
attitude will make customers feel satisfied towards their deficiencies. I plays positive role which
was helpful for Hilton Hotels and Resorts in building image of the company. A positive attitude
is effective in grabbing attention of customers towards the people who are attending them for
satisfying their needs and wants by making them familiar with organisational environment.
Sometimes I am not able to deal with situation at Hotel Hilton and negativity occurs in my mind,
so in this case I am not able to motivate my team. So I have to enhance my skill of positive
attitude. People with positive attitude are more convincing in nature and also plays vital role in
developing the customer base for hotel industry.
Leadership – This quality is not much required for my role but this skill will help me in
my development and growth at Hilton hotels and services. This quality will help me in getting
bigger opportunities, i.e., if leaders see some potential in me to lead a team in an effective
manner then they will delegate some work to me. I am good at leadership skills. When some
task is assigned to me with team, then I properly distribute different task to individuals and
regularly analyse their performance and in case of any issue I assist them.
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Effective decision making skills – This quality will help me in making better decision
regarding assignment of responsibilities to different workers. Better decision making will help
Hilton in improved productivity and efficiency of me. As HR assistant manager I am weak in
decision making skills. While recruitment and selection, I get confused whether to select or reject
candidate. This affects my future plans in negative manner. Hence I have to improve this skill.
Accountability: It refers to various assignment of responsibilities which are undertaken in
order to achieve goals and objectives. As I am able to fulfil with all my means all the duties
allotted to me but I feel I don't undertake the duties where I have to choose whether to perform a
duty or not. It suggests that I am not a very accountable person which I need to improve. I am
good in accountability. As HR assistant manager I am accountable to HR manager. So I
understand task properly and then conduct activity.
Soft Skills: These are the skills which consist of various interacting skills that makes the
communication process effective. Though, I am able to effectively deliver the views of mine to
other people, but, somewhere I need to develop and improve it more in order to attain success in
Hilton as the job involves communication with the customers and efficiently carrying out the
interaction. Hotel Hilton is big organisation, I have to understand and lead many employees, so
soft skills are important but I have weak skills which affects my performance at workplace
among workers.
P4 Learning Theories and Approaches used for personal and professional development.
Learning theories are an organised framework that describes how knowledge is received
and processed during a learning experience by an individual. It informs application of
instructional designs through models and can be done either formally or informally. Learning
theories helps in development of an individual and plays a vital role in the professional and
personal development of a person (Farrell,2016).
The different theories of learning and their role in professional and personal development are:
Behavioural Learning Theory – This theory is based on the learning that new
behaviours or change in behaviours can be acquired by the learner. This theory could be
considered as an effective theory of learning, as in it individuals could easily learn by focussing
on repeating a task. With the help of this theory, employees of Hilton can perform well, and will
lead to growth and development of Hilton.
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Cognitive Learning Theory – cognition refers to an individual thoughts, ideas,
knowledge, feelings and understanding about own self and environment. This theory implies
how an individual processes and reasons information by his abilities. This theory may help in
realising the worth of employees working at Hilton.
Constructive Learning Theory – This theory keep focus on development of existing
knowledge with the information taken out by experiencing a whole new thing. This theory is
considered to be the best theory of learning as it would help individuals of Hilton in reaching at a
new level by acquiring various skills, knowledge and abilities in order to grow (Larson and et.
al ., 2013).
Information Learning theory – This theory explains about how mind functions in the
process of learning. This theory lays more importance on the information which is processed
rather than learning. This theory is divided into three parts namely sensory register, short term
memory and long term memory. This theory will help Hilton to process the information
smoothly.
Humanistic learning theory – This theory of learning involves the concept of learning
by watching the behaviour of others. This will help the Hilton in making a plan that depicts what
skills need to be developed for individual. Moreover this also help to develop motivation as well
as earning skills of the individual (Izadinia, 2013.).
TASK3
P5 Development plan to enhance chosen skills and abilities.
A Professional Development Plan consists of various skills and abilities that are acquired
by a person in order to enhance growth. A personal and professional development plan for
Assistant manager is given below:
Professional Development Plan
Sr
No.
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria
for
judging
success
Time
Scale
Evidenc
e
1 Accountabili
ty
Not effective
enough to take
To improve
skills to be
Development
of interest in
Access to
more
3-
4mon
Tough
duties
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some
responsibility.
able to take
more
responsibility
in Hilton.
organisational
activities and
taking up their
charge.
work and
responsib
ilities.
ths will be
allotted.
2 Soft-skills Not effective
enough to take
up the role of
assistant
manager at
Hilton.
To develop
more skills in
order to attain
growth.
By
participating in
communicativ
e programs
and interacting
with people.
Effectivel
y
communi
cating
things
without
any
problems.
6-8
mont
hs
Effective
commun
ication.
3 Effective
decision-
making
skills
Not justified
according to the
role needed.
Able to make
effective
decisions
Handling
customer
queries and
providing
effective
solutions.
Entrusted
with
complicat
ed
decisions.
8-12
mont
hs
Handlin
g queries
in a
quick
and
efficient
manner.
This model will serve as a guiding light in order to achieve goals and objectives of an individual
effectively and efficiently.
TASK 4
P6 Job Interview for a Service Based Industry.
Job Interview refers to a conversation which takes place between a job applicant and an
interviewer. Interviewer is a person who tries to analyse the knowledge, skills and abilities of a
person and measure the level of confidence prevailing to best fit in the job (McNeil and Parker,
2013). A job applicant tries to impress the interviewer with his capabilities in order to get the
job. Hiring decision is made after this.
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Before going for an interview an individual has to submit their Curriculum Vitae(CV) in
order to state the qualities, skills and educational background before hand only. For the following
situation, a Curriculum Vitae and a Mock Job Interview will be taken.
CURRICULUM VITAE
Curriculum Vitae
Name: Emma Fernandez
Address : 24th Street, Crawley, United Kingdom
Phone No. 74452966
Profile summary: A degree in Masters of Business Administration with specialisation in
Marketing and two year experience in a reputed Hotel in London. I wnt ot work with an
organisation where I can develop my skills and knowledge and where my work is appreciated.
Specialisation:
 A Leader who can effectively work in a team.
 A hardcore marketer.
 Effective Interpersonal skills Satisfying customers by a giving a luxurious environment.
Educational qualification: -
 Bachelor in Business Administration. Masters in Business Administration.
Hobbies: -
 Reading
 Singing Writing
Declaration:
I hereby declare that the details mentioned above about me is true in the best of my knowledge .
Date : April 15, 2019
Place : United Kingdom
Mock Job Interview
Job Interviewer: Hello! Emma. Thanks for Coming today. I am Jacob.
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Candidate: Pleasure Sir!Nice to meet you.
Job Interviewer: Do you know about the job role ?
Candidate: Yes sir, I have applied for the post of HR assistant. It job role is very
appealing and challenging. I will glad to work with famous hospitality
brand and tries to give best for maintaining brand image.
Job Interviewer: So, what is your educational background?
Candidate: I have studied marketing and HR from XYZ University. I positioned as
gold medallist in university because of good curriculum and non
curriculum activities.
Job Interviewer: Great. Can you tell me more about your current job?
Candidate: Currently, I am working with side HR and been able to generate a good
relationship along with my Employees. I make policies through which
workers are ready to work under dynamic environment which gives
positivity to growth of organisation.
Job Interviewer: What is your experience in this area?
Candidate: I have been working with employee relationship team from last 2years. As
internship from Hotel Hilton, I have in- depth information about legal
aspects to make long term relations with employees and providing them
satisfactory environment.
Job Interviewer: What would you like to do in your spare time, Emma?
Candidate: I love to read books and sing.
Job interviewer: So as we are hiring for the post of HR assistant manager can you provide
some specific knowledge about related laws?
Candidate Yes, there are different acts such as Minimum Wages Act 1948,
Workmen’s Compensation Act 1923, Industrial Disputes Act 1947,
Maternity Benefit Act 1961, etc.
Job interviewer Why do you want to work in this company?
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Candidate Sir, I have knowledge about HR policies and I have good communication
and leadership skills which assist me to lead employees and make them
work in synchronise manner. So would like to take pride to work with you.
Job interviewer Are you willing to travel, as there are possibilities to work in different
branches of Hotel?
Candidate Yes, I am ready to travel and this is an opportunity for me to get success
and learn new things.
Job Interviewer: Lastly, why do you expect from this job?
Candidate: Sir, I have been doing Marketing from last two years and as far as I know I
can do a lot in genre as I have skills and capabilities for it , well yo may be
having lots of candidates for this position, but I fulfil the minimum
requirement for this post, so it would be great if you give me this
opportunity. My words cannot describe my thoughts as far as I dont get
this opportunity.
Job Interviewer: Okay Emma, it was nice talking to you. We'll decide and make you aware
about our decision.
These are the steps of job interview process which is followed by Hilton Hotels &
Resorts manager through which appropriate selection of candidate can be done . It is also
required for managers to ask relevant questions related to the job and qualifications of an
applicant (Oliver, 2013).
P7 Review key strengths and weaknesses of an applied interview process
An interview is a conversation between candidate and job interviewer where questions
are asked and answer are given. The strength and weakness will be established in order to know
the success rate of the whole procedure.
Strengths of an applied interview process:
 Behavioural analysis : Behaviour of a person can be judged by face to face interview as
behaviour plays a important role in understanding the way how person works and
operates different situation.
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 Accurate screening : It help in making the accurate decision about the individual who is
facing the interview . The skills, abilities and capabilities of person can be judged by the
interviewer and help the one to make a decision whether to hire a person or not (Trede
and Bridges, 2012).
 Pool of talent : Job interview will help the interviewer to chose one best among all the
other by judging their skills on a similar situation.
 Flexible: The interview does not always follow a similar pattern as interviewer can
change the flow accordingly to the answer of candidates or skills and abilities of the
candidates.
 Collection of primary information: Interview can help to collect the fresh, new and
primary information as needed.
Weakness of an applied job interview process:
 Time consuming: This process is very time consuming as interviewer has to take
personal interviews of so many candidates which take lot of time also efforts of
management.
 Costly: Most of the interviews are costly and expensive as some of them are conducted
out of the cities which includes plenty of expenses like travelling , accommodation etc.
which are incurred by the management.
 No record: Confusion arise sometimes in future as there is no actual evidence of what
has discussed during an interview .
 Incomplete process: Suitable candidate can not only be selected by interviews only
sometimes written test also plays a important role.
 Biasedness: It can be a possibility that interview process get biased because of thing
procedure of interviewer as he can get influence on the basis of culture, caste, state and
educational background.
From the above strength and weakness it can be analysed that there are certain advantage
as well as disadvantage of the job interview process (Wald, 2015). An organisation should select
a way that would be affective with the available resources.
CONCLUSION
From the above report, it can be concluded that person's ability and skill plays a great role
in defining the role played by them in an organisation. Skills and abilities can be enhanced with
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the help of many development programmes and monthly training. It is the role of organisation to
conduct such type of activities which helps in overall development of their employees. Candidate
should also keep a close look of all the skills and abilities possessed and undertake various
learning programmes to develop skills which will help them in getting more opportunities in
future. The overall analysis of the report represents that it is required for each business to hire
well skilled and talented staff in respect to strengthen their work force, thus this create value for
the firm in attaining higher growth and success within the commercial centre.
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REFERENCES
Books and Journals
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identity. Left Coast Press.
Clark, P.G., 2014. Narrative in interprofessional education and practice: implications for
professional identity, provider–patient communication and teamwork. Journal of
Interprofessional Care. 28(1). pp.34-39.
Crigger, N. and Godfrey, N., 2014. From the inside out: A new approach to teaching professional
identity formation and professional ethics. Journal of Professional Nursing. 30(5).
pp.376-382.
Cruess, R.L., and et.al ., 2015. A schematic representation of the professional identity formation
and socialization of medical students and residents: a guide for medical educators.
Academic Medicine. 90(6). pp.718-725.
Hercelinskyj, G., Cruickshank, M., Brown, P. and Phillips, B., 2014. Perceptions from the front
line: Professional identity in mental health nursing. International Journal of Mental
Health Nursing. 23(1). pp.24-32.
Huston, C.J., 2013. Professional issues in nursing: Challenges and opportunities. Lippincott
Williams & Wilkins.
Izadinia, M., 2013. A review of research on student teachers' professional identity. British
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Johnson, M., and et.al ., 2012. Professional identity and nursing: contemporary theoretical
developments and future research challenges. International nursing review. 59(4).
pp.562-569.
Larson, J.,and et.al ., 2013. The formation of professional identity in nursing. Nursing education
perspectives. 34(2). p.138.
McNeil, K.A., Mitchell, R.J. and Parker, V., 2013. Interprofessional practice and professional
identity threat. Health Sociology Review. 22(3). pp.291-307.
Oliver, C., 2013. Social workers as boundary spanners: Reframing our professional identity for
interprofessional practice. Social Work Education. 32(6). pp.773-784.
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.
Wald, H.S., 2015. Professional identity (trans) formation in medical education: reflection,
relationship, resilience. Academic Medicine. 90(6). pp.701-706.
Wenger-Trayner, E., and et.al 2014. Learning in landscapes of practice: Boundaries, identity,
and knowledgeability in practice-based learning. Routledge.
Xu, Y., 2014. Becoming researchers: A narrative study of Chinese university EFL teachers’
research practice and their professional identity construction. Language Teaching
Research. 18(2). pp.242-259.
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