Professional Identity and Teaching Practices

The assignment requires students to analyze various studies and articles related to professional identity in teaching practices. It involves examining how professional identity shapes teacher behavior, classroom dynamics, and student learning outcomes. Students are expected to critically evaluate the literature, identify patterns and themes, and provide a comprehensive summary of their findings.

Professional Identity
and Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1) Understand all the benefits of on going professional development for various stakeholders
in an industry...............................................................................................................................1
P2) Investigating professional employer expectations of competence and skills in an business
associates. ...................................................................................................................................2
An investigation of critical evaluation of own skills and competence for a job role. ...............3
LO2..................................................................................................................................................4
P3) Self evaluation of own abilities and competence for a job role. ..........................................4
P4) Range of approaches and learning theories used for professional and personal
development processes................................................................................................................5
LO3..................................................................................................................................................7
P5) Frame a PDP to uplift the competence and skills within a particular area. .........................7
LO4................................................................................................................................................10
P6) Conduct a job interview for a suitable service industry role. ............................................10
Email: [e-mail]......................................................................................................11
P7) Review the strengths and weaknesses of the interview held. ............................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Professional identity and practices can be explained as a important for individual in
personality with main aim to upgrade long term career growth. It Includes various competence,
skills and potential to search out certain steps to overcome any kind of problems in the near
future. In today's world professional practices is very important to raise personal exposer more
higher towards the defined goals and objectives. Thomas cook Is a leading UK based travel and
Tourism. Thomas Cook Ltd. is the founder of the this organization. Firm services certain
services of subsidiaries is Thomas Cook Insurance Services Ltd. and many more. It serves
certain distinguished services to it's customers like, Visa, passport, Travel Insurance,
International and domestic Holidays etc. This report includes meaning of on going professional
development also focus on critical understanding on own skills and competence in response to
define a job role (Brooks, 2016). It also highlights process of interview and PDP so that own
skills and competence can be overcome. Critical evaluation will be done on distinguished
learning theories and approaches.
LO1
P1) Understand all the benefits of on going professional development for various stakeholders in
an industry.
On- going development process is a huge concept, by which individual career growth can
be developed by enhancing various abilities, skills and potentials for effective performance. In
other words it can be explained as on-going process is a way to search path to potential needs
and develop it for individual along with ensuring it's full fledged career path. Self learning and
on-going learning both are similar concepts which aims towards motivating skills, information
and knowledge. In case of on-going learning certain skills and competence can be adopted either
on the job or as a course. Whereas, self directed learning is a oriented process, in which
individual learn things by their inner motivation or by self efforts within the set time duration. In
travel and tourism on going development is important to solve customers issues as to manage
customers emerging needs. On- going development role is to focus towards uplifting individuals
skills and competence for longer time duration. Additionally. Self directed learning has been
contributing to develop person's ability and competence accordingly so, that set goals can be
achieved by potential people and productive outcomes can be seen as well (Bukor, 2015). Along
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with needs, benefits and roles this need to search out in both employer and employees which is
discussed as follows:
Employer's: On going development is essential for a person as to satisfy business
demands and employer's interest towards profit so that growth and expansion be done in the
global market. Employer is one who is hungry about an employee's who carries certain skills,
traits and abilities to achieve the set goals of business in the near future. Stakeholders has keen
interest in on going development process for an individuals. If the existing employee's is more
concentrated towards their own development skills and competence, it will turn out to be
advantages for stakeholders interest to hold back with an business for more coming years.
Employees: On going development process is very helpful to search out an individual
from learning in order to succeed in career growth and development. Also asses the development
based activities for self importance and evaluation. The main benefits of the this is finding out
mission and vision so, that sharing to business career growth and expansion can be done
smoothly. Voluntary initiative will proves to be effective in terms of business perspectives.
P2) Investigating professional employer expectations of competence and skills in an business
associates.
Employer expectations are raising at a tremendous scale in context of employee's
abilities, skills and competence so that responsibilities of job can be fulfilled effectively (Carrillo
and Vilar, 2015). Due to the continuous increasing functions and operations aspects the demand
of employer for it's employee's skills and capabilities are touching the sky. Employer not only
have higher level of expectations from it's employee's as well wants additional and basic skills
such as analytical,communication and negotiation so that job roles can be performed more
effectively and efficiently. In case of Thomas Cook, the job role of a person is training and
development executive. In this the person needs to perform training and development activities
like agreeing employees to attend training sessions as well prepare training programmes as a blue
print as well as assisting manger in their work throughout the session. Before appearing for the
interview round, It is very important for an individual to examine it's own skills, capabilities and
abilities in order to give complete satisfaction to the interviewer for the job vacant. Critical
examination is needed to create skills into professional zone and satisfy employer expectations
and demands over time duration. Individual should go for evaluating own competence and skills
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as well as deep study should be done for the specific job role (Cruess and Steinert, 2016). The
skills and competence required for the job role as a person needs to be aware about it.
An investigation of critical evaluation of own skills and competence for a job role.
Job Role Nature Competence and Skills
Training and development
administrator.
The nature of this specific role
involves lengthy process,
which mains at focusing
training and development
sessions to both the employee's
including new and existing
employee's. The major role of
this programmes to conduct
regular practices along with
having two way
communication with
distinguished people in the
company. Meanwhile
evaluating the performance of
the person during the training
programmes, to understand the
need of development in the
coming years.
The person who will be
selected or hired for the post
vacant needs to have certain
skills and competence like
effective communication
skills, ability to convince
employees for any topic,
remain calm and patience
during pressure of work. The
hired candidate for the job role
is has assessed and found that
candidate feels a bit hesitation
will communicating with the
staff members also inaccuracy
can be seen during work
pressure at the floor which is
essential at the time of training
process. This kinds of skills
are designed, framed or
identify to have in employer's
knowledge level (Hou, 2015).
It can be said that by proper strategic execution and planning it is must to overcome the
barriers of abilities, capabilities, skills and competence through evaluation. Assessing own
competence and skills is a critical task as this needs to be framed properly, before deciding to
design a professional development plan.
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LO2
P3) Self evaluation of own abilities and competence for a job role.
Self assessing on own skills, abilities and competence is essential to prepare person for
the defined job role. It involves searching skills in the weaknesses is at a higher level and guides
which needs to be overcomed through practices on regular basis. In other word it can be stated
that skills assessment and competence is done to better understand the present skills level which
is more and which one is less in an person. When the skills weakness are found it needs to focus
on which strategy which is used to overcome this weaknesses. This a kind of evaluation which is
done or carried out by the family members, family, peer etc. who is a deep observer to evaluate
the skills (ackson, 2016). In Thomas Cook industry, I am existed for the job role of a training and
development executive. Before entering into the sector of training and development executive
role, It is very important to self asses my skills and competence so that justice can be done with
the job role assigned to me. For this, ranking based technique will be best suitable to rank your
own abilities, skills and competence. So that we can be aware which skills needs to improved so
that justice can be done in future training and development executive job role.
Table formate will be designed to examine the skills and search out ways in future
development of exposure. In this competence and skills will be evaluated on rating scale of 1-4
Serial No. Competence
and skills
1 2 3 4
1 Interpersonal
skills
1.1 Negotiation X
1.2 Problem
solving
X
1.3 Listening
skills
X
1.4 Verbal
communicatin
X
4

g
1.5 Decision
making
X
2 Intervention
skills
2.1 Training/
education
X
2.2 counselling X
2.3 Group
facilitation
X
2.4 Empathic
relationship
X
2.5 Conflict
managements
X
What are skills and competence are find out: From the table table format it can be
concluded that I am good in building group facilitation as well as build healthy long empathic
relations with others (Kearney-Nunnery, 2015). These are some of the key skills and competence
of my new job role and as I have this skills and competence will help me in my training and
development executive post.
What are the skills for professional development: From the above table it can be
concluded that lack of conflict management, inadequate verbal communications and improper
counselling are some of the weaknesses which has been calculated from the above ranks. To
perform well in the business all this skills need to be improved so that effective outcomes can be
seen.
From the given table formate it can be calculated that lack of verbal communications,
conflict management, inaccurate counselling and lack of problem solving are some of the weak
point which needs to improved with the due time (Marañón and Pera, 2015). I need to personnel
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work on the skills so that upliftment of knowledge can be done as well as communication skills
can be better to led a effective counselling at the platform of ranting process.
P4) Range of approaches and learning theories used for professional and personal development
processes.
When the requirements of desired skills and competence are identified for training and
development job role then various approaches and theories are search out to develop this skills in
more effective way. According to my own point of view professional and personal development
is essential to gave new and creative way to explore career for future. In professional and
personal development pro active steps and effective learning is necessary to fill the gaps of skills
which are, empathic relationships, counselling and conflict management in which particularly I
am very weak. There are many learning theories and approaches by which this weakness can be
fulfilled with time duration (Novakovich and Shaw, 2017). Here, are some of the approaches and
learning theories which are discussed below:
Behaviourist approach: Behaviourist approach is based on learning which covers all the
major parts or beliefs in which repetition of the task is combined with the structured feedback
from the facilitator. On the other hand, positive feedbacks motivates continuously to perform
best and reinforce success. While the negative feedback spirit repetition of an mistake or
unwanted behaviour. The best way to optimum utilize this behavioural approaches is to learn and
develop skills and competence by clear thoughts or mind sets about the behavioural objectives
which helps in future to meet the desired goals.
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Apart from this learning theories and approaches, relevant learning style is also equally
important. In this, social learning styles mostly used to welcome other's to get involved in the
process of learning. This type of learning theories is used to brings empathic relationships.
Whereas, logical and verbal learning style can help;s to upgrade or enrich verbal
communications and improves problem solving quality into their professional personality.
LO3
P5) Frame a PDP to uplift the competence and skills within a particular area.
Professional development blueprint is a kind of document consisting of goals,
competence and necessary skills which helps to improve continuous improvement in their career
development. As well as objectives of staff members are accomplished to meet the set targets on
timer in the coming years. According to me skills like, lack of conflict management, problem
solving, inaccuracy in communication has been pointed out as an major weak point which
requires immediate solutions to overcome this weaknesses (Pennington and Richards, 2016). For
training and development role professionl and personal development plan is designed which is
explained as follows:
Skills Activities which
are to be carried
out
Resources Time duration Improvements
needed
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Illustration 1:
Cognitive approach to learning
(Source: Cognitive approach to learning, 2018)

Verbal
communication
To resolve the
issues related to
the skills different
activities like,
speaking in front
of public
gathering, live
music conserts,
and dialogues
speaking can be
effective idea to
improve verbal
communication
with each other.
Reading material
and good sound
system is needed
for public
gathering so, that
openly verbal two
way
communications
can take place
with the desired
scenario.
2 months The outcomes
will be
appreciated with
the raising
communication
strategies and
utilizing them at
the optimum
levels over the
period of time.
Problem solving Problem can be
solved by
conducting
various activities
bases on business
creation along
with playing
games like
sudoku is the
effective way to
builds or make
strong problem
solving ability as
well as by solving
tricky long case
study also helps
to widens the
Case study
solutions,
practical
functioning,
classrooms tasks.
Aptitude tasks,
reasoning etc. are
some of the
resources which
can be helpful to
resolve the
problem solving
skills.
1.5 months The ability to
solve the
problems which
would be
emerged due to
this practices.
Whereas, the
ability to pursue
critical decision
making can also
be increased with
the potential to
meet the set goals
on time (Pihl-,
2015).
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knowledge level
to problem
solving abilities.
This will hep to
develop both
personal and
professional
development
abilities in the
coming future.
Here, social based
learning style is
the best and
suitable way to
resolve the
problem among
distinguished
entity.
Conflict
management
For the job role
training and
development
conflict
management skill
is must to
measure
performance of
teams or groups
by focusing on
real life scenario,
performing
activities and
The major and the
most effective
resources are
effective
presentation,
reading books,
writing articles,
participate in
team work,
writing on blogs
etc.
2.5 month By the given
practices, it
turned out to be
the most effective
conflict solutions
for me to enrich
my personality at
a wider level.
Also, practices
will assists me to
overcome any
kind of shortages
in my exposure
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practical
simulation are
some of the
activities by
which conflict
management will
be gained
(Sabanciogullari
and Dogan,
2015). Apart from
this regular or
continuous
concentration is
needed along with
anger ans anxiety
control to meet
the desired task
through which
conflicts can be
handled.
and growth.
LO4
P6) Conduct a job interview for a suitable service industry role.
Job interview process is important to select or hire a right candidate at a right place with
all the skills and capabilities required for the job role. Framing the questions for the different
interview rounds is also one of the most difficult and challenging task performed by the
interviewer. In this case, interview handles different scenario in order to gain appropriate
candidate for the vacant post as well as to succeeded to get a positive outcomes by the end of the
interview. In Thomas Cook candidate has been appointed for the post of training and
development executives, who are shortlisted after the first round of the interview (Seemiller and
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Priest, 2015). The process of interview to hire right candidate for the vacant executive post is
explained as follows:
Mock Interview: The conversation is between X as a interviewer and Y as a Interviewee.
Y: Sir, may I come in?
X:Yes, come in.
Y: Thank you.
X: have your seat.
Y: Thank you sir.
X: Are you prepared for the round of interview?
Y: Sure.
X: Tell me something about yourself for 2 minutes?
Y: My name is John.........................................
X: Why should this company hire you?
Y: This organization should hire me for the post as I will practically use all my skills and
abilities to uplift the company in the market.
X: What motivates you to join this job role:
Y: I like interacting with the people around and would like to share information which is my
passion. This pulled me towards this job role.
X: How much salary are you expecting from the company?
Y: As per the job post, I would expect 18000 pounds per annum.
X: Nice to meet you John, we will revert you back
Y: Thank you, have a nice day sir.
Strengths: The positive results about the interview is that interviewee presence was full
of enthusiasm, confidence and time management was enough to complete the interview within
the given time duration (Wald, 2015).
Weaknesses: The main point of weakness was the transparency in my CV (Curriculum
Vitae) which was not clearly and systematically arranged.
Curriculum Vitae
Name:
Email: [e-mail]
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Contact number: 987654321
Profile: Attractive personality looking for work opportunity training and development sector to
provide training sessions to various person. 6 month experience will be responsive and
overwhelming.
Skills: Good problem solver, effective verbal communication and analytical thinking.
Knowledge: Masters of business administration with specialisation in HR department.
Language: English, Japanese
Traits: Immense behaviour, Polished attitude.
P7) Review the strengths and weaknesses of the interview held.
I am holding experience and the interview was quite good and amazing. The interviewer
was smart and full of knowledge and was clear with the questions put to me. Interview was clear
two way communication in a effective manner. Also, I was confident regarding my skills and
abilities as it was my first interview and I gained a positive experience. Apart from the strengths
I also felt challenges will communicating and the interviewer was able to sense it as I was bit
nervous. I am considering it as a positive learning for future so that future interviews can be
cracked in more better way (Cognitive approach to learning. 2018).
CONCLUSION
From the above it can be concluded that professional practice and identity is need for
personal development. It can be done by identifying own skills and competence so that
improvements can de done to meet the objective of the sessions. Critical evaluation of
competence and self skills is necessary to develop them within to overcome any kind of
inaccuracy n the job role. PDP plan figured out towards overcoming any capabilities and skills
into an individual personality development. Approaches and learning theories resulted into
upliftment of person's knowledge.
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REFERENCES
Books and journals
Brooks, C., 2016. Teacher subject identity in professional practice: Teaching with a professional
compass. Routledge.
Bukor, E., 2015. Exploring teacher identity from a holistic perspective: Reconstructing and
reconnecting personal and professional selves. Teachers and teaching. 21(3). pp.305-
327.
Carrillo, C., Baguley, M. and Vilar, M., 2015. The influence of professional identity on teaching
practice: experiences of four music educators. International Journal of Music
Education. 33(4). pp.451-462.
Cruess, R. L., Cruess, S. R. and Steinert, Y. eds., 2016. Teaching medical professionalism:
supporting the development of a professional identity. Cambridge University Press.
Hou, H., 2015. What makes an online community of practice work? A situated study of Chinese
student teachers’ perceptions of online professional learning. Teaching and Teacher
Education. 46. pp.6-16.
Jackson, D., 2016. Re-conceptualising graduate employability: the importance of pre-
professional identity. Higher Education Research & Development. 35(5). pp.925-939.
Kearney-Nunnery, R., 2015. Advancing Your Career Concepts in Professional Nursing. FA
Davis.
Marañón, A. A. and Pera, M. P. I., 2015. Theory and practice in the construction of professional
identity in nursing students: A qualitative study. Nurse Education Today. 35(7). pp.859-
863.
Novakovich, J., Miah, S. and Shaw, S., 2017. Designing curriculum to shape professional social
media skills and identity in virtual communities of practice. Computers &
Education. 104. pp.65-90.
Pennington, M. C. and Richards, J. C., 2016. Teacher identity in language teaching: Integrating
personal, contextual, and professional factors. RELC journal. 47(1). pp.5-23.
Pihl-Thingvad, S., 2015. Professional ideals and daily practice in journalism. Journalism.16(3).
pp.392-411.
Sabanciogullari, S. and Dogan, S., 2015. Relationship between job satisfaction, professional
identity and intention to leave the profession among nurses in Turkey. Journal of
nursing management. 23(8). pp.1076-1085.
Seemiller, C. and Priest, K. L., 2015. The Hidden" Who" in Leadership Education:
Conceptualizing Leadership Educator Professional Identity Development. Journal of
Leadership Education, 14(3).
Wald, H. S., 2015. Professional identity (trans) formation in medical education: reflection,
relationship, resilience. Academic Medicine. 90(6). pp.701-706.
Online:
Cognitive approach to learning. 2018. [Online]. Available through:
<https://www.feedbackpanda.com/learning-goals/bloom-taxonomy/>.
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