Professional Identity and Practice Assignment - Marriott

Professional Identity and
practice

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
2. Key benefits of ongoing professional development for various stakeholders within Marriott.
................................................................................................................................................1
3. Evaluating professional employer expectations of skills and competencies within Marriott
in relation to managerial position...........................................................................................3
4. Own abilities, skills and competencies in relations to a position and also identification of
team characteristics................................................................................................................4
5. Learning theories and approaches that can be used for personal and professional
development...........................................................................................................................7
6. Own skills and competencies to meet employer expectation of professional skills required
for employment......................................................................................................................8
PART 2............................................................................................................................................8
LO3 /LO4.........................................................................................................................................8
1 and 2. Professional development plan to enhance skills and competencies........................8
3. Detailed, coherent, and critical reflection of interview process and own abilities during the
process....................................................................................................................................9
4. Conclusion statement..........................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Identity is been represented as a term in which individual is seeking in terms of
discriminating roles and status of their individual personality (Andersen, 2014). While
professional identity is defined as a selfs relation in terms of profession or any other collective
identity related to profession and also to ones membership towards it (Börjeson, Gilek and
Karlsson, 2015). In this report, Marriott International has been taken into consideration. It is an
American multinational diversified company that manages a portfolio of various hotels in brand
manner.
In this report, benefits of ongoing professional development will be discussed in detail.
Further, own skills and competencies has been discussed with help of SWOT analysis and
professional development plan will be constructed that enhance skills. In addition to this, this
report also highlights on use of leraning theories as well as approaches in terms of professional
development process.
MAIN BODY
2. Key benefits of ongoing professional development for various stakeholders within Marriott.
Ongoing professional development is defined as a process in order to develop, document
and also to maintain the skills that are professionally important (Cruess, Cruess and Steinert eds.,
2016). Further, these skills can be gained through various courses or training or even by
observing other professionals. Thus, key benefits of this process has been discussed as per below
context-
 Increase employee retention- In Marriott there are number of employees who are cutting
cost for various opportunities related to training. So the cited company should take
advantage of this and must offer and promote them with some options related to
professional development. This leads cited company in order to show respect to them and
make them feel that they are valued. This will assist them in maximising their efforts in a
particular task.
 Benefits in forecasting weakness- Staffs that are involved in Marriott have some or other
type of weakness at their workplace or in general. Therefore, this training leads in
addressing their weakness related to work and accordingly put efforts in order to develop
required knowledge or talent. In addition to this it also helps in strengthening the required
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skills. While ongoing professional development plays essential role in Marriott as they
lead team in such way that they work independently without any type of supervision from
others.
 Improvement in satisfaction of customers- Ongoing professional development process or
training assists staffs of Marriott in such way that they give their complete talent towards
task and try to meet needs and desires of customers by researching on current trends of
market. In this way, customers gets easily satisfied and creates loyal customer base
towards a particular brand.
 Helps in building confidence and credibility- If Marriott provides professional
development training on continuous basis than it may help them in building confidence of
staffs and customers towards a particular brand. Workers will feel confident in
performing their work as skills and knowledge is increased because of training process
while customers will feel confident in purchasing goods and services of Marriott without
any hesitation.
 Making succession plan simple- This type of training on a continuous basis plays a role
of an important tool for future leaders that will get involved with Marriott. They may
promote a great way of hiring inside staff for a particular position rather than recruiting
people outside business. This may help them in making employees feel that they are
valued and that they have long career with particular company. It may also aids in
reducing knowledge gaps that are actually inevitable with turnover and also the hires that
are from outside. Thus, ongoing professional development process of training may help
workers in gaining master skills that is required in order to progress and also in shaping
development of leaders that may be a part of a company in the future.
 Allows in building new contacts and expanding networks- It becomes easy in order to
stuck in a circle or a social group. But it also leads in branching out new ideas and
provides various opportunities of meeting other people who might be able in order to help
in building career. Further, they can also take advantage of involving in networking
events and also workshops. This will help in coming in contact with number of
individuals in a particular industry.
Thus, ongoing professional development training leads all stakeholders that are involved in a
particular company Marriott. It leads in increasing satisfaction towards job and also in raising
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motivation level that may help in order to perform in an effective manner by adapting changes
accordingly. With help of this process, Marriott can easily pull high skilled and talented
members towards their brand. Thus, investors will be gaining huge amount of interest as Marriott
earns huge profit.
3. Evaluating professional employer expectations of skills and competencies within Marriott in
relation to managerial position.
Expectations of professional employers of skills and competencies has been discussed as
per following discussion-
 Continuous learning- Ability of learning in continuous manner may help in order to raise
the contribution which has been made by them so that company may achieve long term
success (Devrim Yilmaz, 2017). Thus, anyone must have ability of learning new and
innovative things on daily basis that will lead the housekeeping manager that they work
with great effort and with enthusiasm and interest. This in turn pulls high volume of
consumers towards a particular brand.
 Positive attitude- Supervisors or manager must have positive attitude at workplace. This
positive attitude will help staffs in looking for the best and high quality goods and
services for the potential and loyal customers and also for new customers. In addition to
this, it also leads in fulfilling expectations of the employer that they can face any type of
challenge and also in finding ways related to difficult tasks in easy and smooth way
without any kind of complaint or guidance from others.
 Dependability- Employees of a cited company must usually have this quality and it
becomes essential and expectations of employer of Marriott. This means that worker
must have quality of performing tasks related to jobs, finish projects that has been
assigned, in meeting deadlines that has been expected and also demonstrates commitment
actively with help of maintaining a consistent and also work schedule that has been
assumed.
 Communication- Employees of Marriott have effective communication skills and this are
also termed as an expectation of an employer of a cited organisation. Having good and
sharp communication skills may lead them in conveying all type of information in clear
and accurate manner. This further leads in order to engage audience as they can easily
understand what is been communicated to them and accordingly reply or retain.
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 Cooperative- Cooperation is one the most essential asset of Marriott. The housekeeping
manager has to play very important role in hotel as they have to look after various
important responsibilities in terms of room service, availabilities of room etc. therefore,
they should have required skills as well as competencies and also ability to cooperate
with other members and work accordingly. This will lead them in sharing their views and
ideas and also any kind of problem related to particular task.
Skills and competencies are this knowledge that helps in performing by putting extreme efforts
towards tasks (Haslam, Reicher and Platow, 2015). Therefore, it becomes duty of employer of
hiring employees in such way that will lead them in making and also in saving money of their
respected brand.
4. Own abilities, skills and competencies in relations to a position and also identification of team
characteristics
The role that has been specified in this report is of housekeeping manager. The main
purpose of this role is to look after maintenance in terms of buildings and also various
equipments which act as the most important and essential element of effective housekeeping
(Johnson, 2016). Further, maintenance means to keep buildings, equipments and machinery in
safe and efficient order and also in good repair. They oversee the activities and maintain
schedules, also assign duties and review the performance level of their team. Thus, my skills and
competencies in order to perform the role of housekeeping in efficient manner has been
discussed as per below context with help of SWOT analysis.
Strengths
 I have high level of problem solving
skills that leads me to solve any types
of problems related to task and can also
easily solve disputes or conflicts that
take place among members.
 I have also multi tasking ability that
helps me in performing number of task
at one time without any kind of
difficulty.
Weakness
 I have lack of time management ability.
This affects me and my career my work
may always get delayed. This will
affect my career and also reputation of
a particular company. This will also
affect customers loyalty base as their
trust may get affected.
 I font have patience in me. As great
service beats faster service is therefore
true. This affects my ability of
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 I also have good and defective
communication skills. Having these
skills can help me in making people to
share their views and ideas in easy and
smooth manner. This also leads me in
maintaining good relationship between
all members that are available in a
particular organisation.
maintaining relationship with people
that are involved with Marriott.
Opportunities
 Good and effective communication
skills may lead me in order to maintain
and enhance my relationship with
customers by communicating with
them in efficient manner. This leads in
building high level of loyal customer
base that helps in increasing my
service. This will also asst me by
opening a great opportunity for me of
expanding my business in the whole
world and increase my business
turnover.
Threats
 I have lack of time management ability
which will affect my career to a large
extent. Due to lack of this ability it
becomes difficult for me to manage any
kind of task may be simple or hard
cannot be done on a specified time that
has been decided as a deadline. Thus,
this affects my success as it gets
delayed due to this.
Further, this skills help me in bridging up the gaps that may have occurred between
customers and me and also between my team members. Building up these gaps will help me in
achieving long term success in my business in Marriott and also in increasing profit. This in turn
assist me in expansion and diversification of my business in various areas all over the world so
that I can easily pull maximum number of customers towards my brand and later my brand will
reach the boost.
In addition to this, I have impatient nature that may impact on my understanding towards
customers. I will therefore have to handle frustration of every type that may easily affect my
Marriott brand.
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Identification of team roles
Team roles of Belbin has been defined as a tendency in order to behave, contribute and
interrelate with others that are involved in appropriate way (Miskelly and Duncan, 2014).
Further, these roles has been discussed as per following context-
 Implementer- This is one of the practical organiser that is available in a particular team.
They are the one who puts plans into actions. Further, they can act as a bit practical types
and also conservative types when new ideas are not clear in immediate manner.
 Resource investigator- This type of role ones are extremely cheerful, extroverted person
that has huge number of contacts. This type of people show interest in performing their
task and are also adventurous or open-minded. They act really good in order to maintain
the old contacts or develop new ones.
 Plant- This is termed as a creative, innovative and original thinker of the whole team.
They are also known as a free spirit that requires place for fantasizing new and innovative
solutions for tough problems or situations. Further, they may not be always act in
practical way and misses what other person actually desires from them.
 Monitor- This type of person are sensible, thoughtful and critical. They are also known as
analyst of a team. They are always on a way of analysing situations and make things get
done easily. Their judgement is always right as they deliberate long and in thorough
manner.
 Shaper- Shaper is termed as one that is passionate and wilful. Further they look after the
task to be done within a set deadline and also in meeting targeted goals and objectives
without any kind of delay. In addition to this, they may easily get frustrated and angry
and may also react in emotional manner easily.
 Coordinator- They are the natural coordinator of a team and looks after procedures that
has to be undertaken in order to assist team members so that they can easily clarify their
intentions regarding task and also summarise what is actually needed by every member.
They are those who have knowledge of utilising talent in a right place and area to their
full potential. They have trust on others and delegate work accordingly but sometimes
they try to leave maximum amount of work on others.
 Complete finisher- They are one who ahs extreme talent in feeling about occurrence of
wrong thing that may take place. This mainly leads towards maximum attention on
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details, checking, rechecking and also tendency to perfectionalism. They generally
monitors quality and safety of work but sometimes may become overprotective. This
leads them in finding difficulty in order to delegate things to others.
 Team worker- They are one of the extreme sensitive member that are available in a
particular team. The main aim of this role is to focus in terms of creating atmosphere in
pleasant and positive way and also in building sense of togetherness. They face difficulty
in conflicts and may also face trouble in take any kind of decision in relayion with critical
times.
 Specialist- This are one who are termed as providing knowledge on specific topic with
great pleasure and ease. People or member playing this role may does not care for social
activities that much.
5. Learning theories and approaches that can be used for personal and professional development.
Learning theories are termed as a frameworks in conceptual manner that leads in
describing absorbtion of knowledge by an individual while process of learning (Moss, Gibson
and Dollarhide, 2014). This also plays criticqal role in order to acquire skills and abilities that is
essential for achieving long term success and targeted objectives. In addition to this, learning
theories that has to be used by Marriott has been described as below-
 Behaviourism- This type of theory related to learning, behaviour of a person is been
taken into consideration. It consist of various factors that includes philosophy,
methodology and psychological theory (Tan, Van der Molen and Schmidt, 2016). It
involves easy understanding as it is been completely based on observance of various
behaviours of an individual and also leads in terms of describing universal laws. In
addition to this, if any individual wants to learn in problem solving and creative thinking
than this acts as the major disadvantage of learning process.
 Cognitivism- The main focus of this theory is on mental process that are important in
developing cognitive nature. This involves various process in terms of thinking of a
people and also their attention on one stimulus rather than on other.
 Constructivism- The statement of this theory is that understanding and knowledge of an
individual is being constructed by people by them with help of experiencing various
things and also by reflection on their own experiences. It also emphasises on importance
of social influence.
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 Experimentalism- It is termed as a philosophical belief that is further defined as practice
of conducting studies or love for particular experience. It also leads in providing or
offering automatist view of those who are learner.
 Connectivism- This process of learning or learning theory is most new and trendy method
tghat is included in learning (Rosemann and vom Brocke, 2015). In a digital age it
emphasises social and cultural role about place and also about process of a learning that
arises. This happens with both aspects as individual and also across various networks.
6. Own skills and competencies to meet employer expectation of professional skills required for
employment.
Skills
 I have ability of encourage and motivating staff.
 I also have ability of coping up with problems and also emergencies that leads me in
taking effective decisions.
 I also have good planning and organisational skills.
Competencies
 I have leadership competencies and can easily turn ideas into actions.
 Creative competencies as I can understand the essential part of a particular persons
position and also their relation to particular organisation.
PART 2
LO3 /LO4
1 and 2. Professional development plan to enhance skills and competencies.
Skills Activities Time Importance
Patience Counselling, stress
management training
and also guidance is
required in order to
build this ability. It
becomes very essential
to have patience so
I may require 3
months so that I can
overcome this problem
and maintain the
reputation of a
particular business.
Having patience is
very much important
as it plays most
essential role in
building relationship
with customers and
employees and
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that frustration can be
avoided.
housekeeping manager
can keep record of
every thing that is
actually required.
Time management Training and coaching 2 months is required to
come over these
limitations.
It is important as it
leads in performing
maximum number of
task within a time. It is
also important to
perform difficult tasks
with full attention due
to this time
management ability.
3. Detailed, coherent, and critical reflection of interview process and own abilities during the
process.
The role I play is of house keeping manager. And I have maximum ability of
communication skills. This helps me in interacting with all participants in easy and smooth way
so that they can share their views and answer in positive way. I also can present myself in good
way. This helps participants to easily answer the questions that has been asked by me. I also have
patience that may lead me in keeping calm and listen to other without interruption. When I asked
candidate question regarding himself. He was free to answer as I interacted with them in wasy
and soft manner. Further, when I asked about number of hours for working. They replied without
any hesitation that they can work with flexibility.
4. Conclusion statement
From the above task, it has been concluded that being an housekeeping manager, it
becomes very essential for them to have various skills and abilities. So that they can recruit
skilled and talented employees towards the brand and achieve long term success.
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CONCLUSION
From the above report, it has been concluded that, having skills and abilities in order to
perform various tasks is really essential to achieve long term success and high profitability. In
this report, role of hospitality manager has been taken into consideration. Therefore, this report
helps in analysing that ongoing professional development process is quite essential in order to
maintain the available knowledge and also in developing skills and abilities that is required in
Marriott. Further, SWOT analysis framework is been used to analyse my personal strengths and
weakness while performing role of housekeeping manager.
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REFERENCES
Books and Journal
Andersen, K., 2014. Bridging the Gap: The Role of Ongoing Training and
Coaching. Elearn. 2014(1).
Börjeson, N., Gilek, M. and Karlsson, M., 2015. Knowledge challenges for responsible supply
chain management of chemicals in textiles–as experienced by procuring
organisations. Journal of Cleaner Production. 107. pp.130-136.
Cruess, R.L., Cruess, S.R. and Steinert, Y. eds., 2016. Teaching medical professionalism:
supporting the development of a professional identity. Cambridge University Press.
Devrim Yilmaz, Ö., 2017. An undervalued department or a terra incognita? Hotel housekeeping
from the perspectives of executive housekeepers and room attendants. Turizam:
međunarodni znanstveno-stručni časopis. 65(4). pp.450-461.
Haslam, S.A., Reicher, S.D. and Platow, M.J., 2015. Leadership: Theory and practice.
Johnson, T.J., 2016. Professions and Power (Routledge Revivals). Routledge.
Miskelly, P. and Duncan, L., 2014. ‘I'm actually being the grown‐up now’: leadership, maturity
and professional identity development. Journal of nursing management. 22(1). pp.38-48.
Moss, J.M., Gibson, D.M. and Dollarhide, C.T., 2014. Professional identity development: A
grounded theory of transformational tasks of counselors. Journal of Counseling &
Development. 92(1). pp.3-12.
Rosemann, M. and vom Brocke, J., 2015. The six core elements of business process
management. In Handbook on business process management 1 (pp. 105-122). Springer,
Berlin, Heidelberg.
Tan, C.P., Van der Molen, H.T. and Schmidt, H.G., 2016. To what extent does problem-based
learning contribute to students' professional identity development?. Teaching and Teacher
Education. 54. pp.54-64.
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