Workplace Learning and Motivation Strategies

This assignment delves into the crucial relationship between workplace learning and employee motivation. It requires you to analyze various motivation theories, such as Expectancy Theory, and evaluate their application in promoting employee engagement through learning initiatives. You'll also examine different types of workplace learning, including informal and formal learning, and discuss how they contribute to individual and organizational development. Finally, the assignment encourages you to explore best practices for designing effective training programs that foster self-directed learning and empower employees.

Personal and professional development
Name:
Course:

1
Table of contents
Task 1……………………………………………………………………………………………..2
1.1 Evaluation of two approaches to self-managed learning.......................................................2
1.2 Proposal of two ways in which lifelong learning could be encouraged................................3
1.3 Evaluation of the self-managed learning opportunities available at my workplace..............4
Task 2..............................................................................................................................................5
2.1 Skills Audit............................................................................................................................5
2.2 Personal Development Plan (PDP)......................................................................................12
2.3 Action plan...........................................................................................................................16
Task 3............................................................................................................................................20
3.1 Skill audit and Personal Development Plan (PDP)..............................................................20
3.2 Evaluation of my experience in the HNC/HND program...................................................30
3.3 Analysis of the problems I have encountered in my professional life:................................32

2
Task 1
1.1 Evaluation of two approaches to self-managed learning
Multiple approaches to self-managed learning exist in the literature, the two selected
approaches are attaining training courses and home-based learning. They are discussed as
follows:
1.1.1 Attending a training course (or completing a distance learning course) on a
specific topic
Training is considered a structured learning process, as the training staff work in
collaboration, or by an external agent who work in their behalf. According to Tyson (2006),
training aims to develop the individuals' knowledge, skills and attitudes necessary to carry
out certain tasks or develop certain skills. Training programs that aim to develop generic
and technical skills are highly desirable to diversify the individuals' skills (Detsimas et al.
2016). The most important factor to the self-learner is to have a motivation to learn, it is the
process in which the trainees put forth in learning guided by the direction, interest and effort
made before, within and after training. Today, technology is incorporated in training, as the
technology-based training has mostly replaced the traditional training forms (Sharma &
Garg 2016). Both of the two forms can succeed and can fail as well, although the
technology-based training is preferred as it is cheaper and could easily deliver knowledge
(Salas et al. 2012). The e-learning enables flexibility and availability, and people from
different places, backgrounds and culture can meet in the same training program (Lundin &
Lundin 2016). Training assists in self-actualizing, as the learner seeks to develop the need of
self-directing as a mature person. Also, the learner attends the training program with a
reservoir of life experiences that acts as a great learning resource. The learner is usually
interested to develop his social role. He could seek an immediate application of knowledge,
or he may be internally motivated to gain knowledge (Rana et al. 2016). The self-managed
learning exists everywhere and most of them are meant to retain certain knowledge and
skill.
1.1.2 Home-based learning: Private study, structured reading on particular themes or
topics
The self-directed learning, which is based on experience, is considered as the centre of
developing professional knowledge in general practice. The continuing learning through

3
private study can guarantee that the self-learner gain an updated knowledge and rapidly
progress in the changing social context (Roos et al. 2016). The self-regulatory processes act
as a key determinant in shaping the learner's direction towards the degree and continuity of
effort toward learning. This process allows the learner to guide his goal-directed actions
across changing conditions and time.
According to Ellington & Dierdorff (2014), learners who manage self-monitoring, and self-
evaluation can align their learning strategies to more effective strategies. Self-efficacy
connected to the overall learning process. The self-directed learning is useful as the amount
of knowledge is almost infinite. It helps in directing the learning process towards the area of
real need to the learner. It is important for the self-learner to diagnose the learning needs. It
is recommended to use a blend of learning methods in the home-based learning to overcome
the weaknesses of a single method of learning and make sure that the learner did not go in
the wrong direction (Chawathey 2014). The home-based learner needs to plan his needs of
knowledge, especially when utilizing the online content in the web-based learning
environment (Fatimah et al. 2016). It offers a great opportunity for the self-learner to engage
in the process of knowledge development by interacting with the instructor and the
colleagues (Ai 2011). This method is advantaged in managing what to study, when to study,
and how to study.
Despite the advantages of the home-based self-directed learning, disadvantages could take
place represented in the wrong decision making by the learner, as he can follow a wrong
direction in selecting the new knowledge to learn (Schürmann & Beausaert 2016). This
would take place if he only selects the information that conform with his current beliefs and
ignores the other knowledge and practices (Gureckis & Markant 2012). The home-based
self-learner should consult trainers or practiced people about the kind of knowledge that
really fit for him.
1.2 Proposal of two ways in which lifelong learning could be encouraged
It is important for people to stay up to date with the latest information and knowledge to
continuously develop their skills in the process of continuous learning. Two ways could be
adapted by the self-learner to encourage the process of lifelong learning are as follows:
 Self-awareness: It is highly important for the self-learner to be aware of his own learning
as an individual. Realizing the intrinsic value of learning is important. It is much easier to

4
understand things if the learner does things hands-on, rather than getting information
from a text book. Also, combining the self-awareness with the technological affordance
can benefit in providing a particular technology to support learning. According to Winter
et al. (2010), as cited in Zundel (2012), he has found that learners with experience of the
online discussions, recognized the advantages of reflection, sharing opinions and ideas.
Also, the discussion forums assist in learning and developing new skills that could be
positively reflected on them.
 Adaptability: Being adaptable refers to having a variety of strategies to overcome
challenges, experiment new technology and prioritize competing demands. Also, it helps
the self-learner to develop the desired strategies to use the technology in the way that
matches his individual learning needs. Seale et al. (2010), as cited in Sharpe (2014),
found that self-learners used a wide range of strategies that each one has developed. They
could describe their way of using experiments to learn how to use a new tool. Moreover,
individuals create strategies to balance their desire to learn and other activities, including
work and family life.
1.3 Evaluation of the self-managed learning opportunities available at my workplace
Learning and development are considered among the main tasks of the HR department
(Alliance & Start 2017). It has to be aligned with the organizational strategy to fulfil the
organizational goals. According to (CIPD 2015), the most important barrier to self-managed
learning is that the practitioners lack the resources, interest and the understanding of the main
purpose of the from business leaders.
At my workplace, there is an ambiguity of the organizational strategy which negatively
impact the process of self-managed learning. The HR finds difficulties in aligning their
strategy with the organizational strategy. Accordingly, the offered opportunities to develop
the employees' individual knowledge, skills and capabilities are almost rare. The employees
have to manage this process by themselves and on their own expenses. The top management
at my work place do not support the self-managed learning and they only consider the
training and development programs necessary to achieve the organizational goals.

5

6
Task 2
2.1 Skills Audit
SKILL TYPICAL
DESCRIPTORS
TARGETTED
SKILL
LEVEL
Low High
CURRENT
SKILL
LEVEL
Low High
SPECIFIC
COMMENTS
Organisation
and time
management
Prioritising, dealing
with paperwork;
interruptions;
planning your day.
1 2 3 4 5 1 2 3 4 5 I am a good-organized
person, who can manage
his time effectively. But
as multi tasks are required
and I am expected to
manage them all. I
sometimes feel that I need
someone to prioritize the
importance of tasks and
their deadlines (Brain
Tracy 2013).
Decision
making and
problem solving
Ability to make
decisions; selecting
suitable solutions;
analysis of
appropriateness.
1 2 3 4 5 1 2 3 4 5 I need to develop my
knowledge and practice
with the decision making
process and its sequential
steps. Complex problems
need to be analysed to
know their causes, avoid
them and select the
appropriate solution for
them (Lunenburg 2010).
Planning Leading teams;
consulting team
members; task
allocation; objective
1 2 3 4 5 1 2 3 4 5 Leadership skills are very
important to develop my
career in the future. Many
leadership styles could be

7
SKILL TYPICAL
DESCRIPTORS
TARGETTED
SKILL
LEVEL
Low High
CURRENT
SKILL
LEVEL
Low High
SPECIFIC
COMMENTS
setting. followed to fulfil the
organizational goals,
motivate the staff and
help them achieve their
individual goals. Task
allocation is the most
challenging to me, as it
requires good knowledge
with the task itself and the
individual capabilities to
best match them together
and achieve the desired
goals (Whittle 2016).
Organizational objectives
are set by the top
management and the
department head sets the
team objectives in
accordance. I am not
involved in this process,
but I wish to be involved
in it (Clemmer 2012).
Delegation Matching tasks to
staff; providing
guidance and advice;
maintaining staff
motivation and focus.
1 2 3 4 5 1 2 3 4 5 I need to develop the
process of matching tasks
to staff. I need to gain
more knowledge and
experience with this

8
SKILL TYPICAL
DESCRIPTORS
TARGETTED
SKILL
LEVEL
Low High
CURRENT
SKILL
LEVEL
Low High
SPECIFIC
COMMENTS
regard. Also, guidance
and advice are sometimes
helpful and sometimes
require a higher level of
proficiency than the level
I already have. I need to
be more practiced in using
the intrinsic and extrinsic
motivational tools to
maintain a high level of
satisfaction among the
staff members.
Delegation leads to
employees'
empowerment, which
enables them to add value
to the organization. It is
considered important
(GanjiNia, Gilaninia &
Poor 2013)
Motivation Applying
motivational
techniques;
understanding
individual motives;
making tasks
challenging;
1 2 3 4 5 1 2 3 4 5 Keeping the team
motivated is among the
main duties of the leader.
Motivation is related to
expectations. The team
members' ability to
perform in a certain way

9
SKILL TYPICAL
DESCRIPTORS
TARGETTED
SKILL
LEVEL
Low High
CURRENT
SKILL
LEVEL
Low High
SPECIFIC
COMMENTS
encouraging
creativity; providing
team support;
engendering trust and
openness.
is function of their
expectations (Lunenburg
2011) Also, employees
need a positive force to
motivate them, encourage
their creativity and
capabilities (Al Mehrzi &
Kumar 2016). I need to
develop my leadership
skills to engage the
employees emotionally,
cognitively or physically
to ensure high
productivity at the
workplace (Gashgari
2016).
Coaching Providing guidance;
listening skills;
ability to draw out
information;
reinforcing behaviour
using feedback;
negotiating; planning
goals and objectives.
1 2 3 4 5 1 2 3 4 5 The leader coaching skills
require using of different
leadership styles. These
styles range between the
two extremes of the
autocratic style to
democratic style. Each
style has its effect on the
employees' performance
(Iqbal et al. 2015). I need
to deepen my knowledge

10
SKILL TYPICAL
DESCRIPTORS
TARGETTED
SKILL
LEVEL
Low High
CURRENT
SKILL
LEVEL
Low High
SPECIFIC
COMMENTS
and experience with
different styles of
leadership to be an
effective leader coach
who can effectively listen,
guide, give feedback,
negotiate plan objectives
and maintain trust (Harper
2012).
Target setting Understanding and
communicating
organisational
objectives; use of
SMART objectives to
achieve targets.
1 2 3 4 5 1 2 3 4 5 I need to be specific in
outlining the team
objectives, the outcomes
have to be measurable to
be monitored and
evaluated. The objective
has to be achievable and
challenging. They have to
be realistic by focusing on
the outcomes and finally
they have to be
timely to make sure they
could be achieved within
the planned time frame
(Chartered Management
Institute 2011). I believe
that I can set targets for
my team, but I need to be

11
SKILL TYPICAL
DESCRIPTORS
TARGETTED
SKILL
LEVEL
Low High
CURRENT
SKILL
LEVEL
Low High
SPECIFIC
COMMENTS
involved in the
organizational process of
setting goals.
Interpersonal
skills
Relating to others;
building rapport and
positive relationships;
being sensitive to
peoples' needs; using
influencing and
persuasive skills to
help others improve
performance or
overcome problems;
listening effectively
and providing
feedback; being
assertive; use of body
language.
1 2 3 4 5 1 2 3 4 5 These skills need to be
dramatically developed. I
believe I have to fully
develop them. As a
practical team leader, I
lack these skills. I used
different ways of self-
learning to develop them,
but I believe that I need to
develop them more
effectively to overcome
problems. Also,
developing these skills
will enable me to
communicate and
negotiate on behalf of the
organization which will
assist me in developing
my future career
(Lempereur 2012)
Written
communications
Structure and format
of letters, memos, e-
mails, reports
1 2 3 4 5 1 2 3 4 5 I believe that I can
communicate efficiently
through written formats,
including, letters, emails,

12
SKILL TYPICAL
DESCRIPTORS
TARGETTED
SKILL
LEVEL
Low High
CURRENT
SKILL
LEVEL
Low High
SPECIFIC
COMMENTS
memos and reports.
Although I need to gain
advanced skills in
different writing formats.
Oral
communications
Structure and format:
techniques for
effective
presentations; using
the telephone;
meetings.
1 2 3 4 5 1 2 3 4 5 Oral communication is
very important to deliver
messages to the receiver
in an appropriate way. I
believe that I need to
develop the interpersonal
communication skills that
affect the occurrence of
possible complexities at
the workplace. They
could be represented in
different communication
styles (De Vries, Bakker-
Pieper & Oostenveld
2010).

13
2.2 Personal Development Plan (PDP)
What are my
development
objectives?
Priority What activities
do I need to
undertake to
achieve my
objectives?
What
support/resour
ces do I need to
achieve my
objectives
Target date
for achieving
my objectives
Actual date of
achieving my
objectives
I need to develop
my oral
communication
skills
First Communicating
through good
language of
speaking, use
the power of
body language,
provide
effective and
timely
feedback,
choose the right
time, careful
listening and
managing
cultural
differences
(Garber 2008)
 Attending
training
courses
 Learning from
others
 Gaining
experience
through
projects
Jan 2016 March 2016
I need to develop
my interpersonal
skills
First Becoming an
active listener,
expressing
gratitude,
communicate
more
effectively, use
persuasive
 Watching
video
programs
 Perform
structured
reading
 Attending
conferences,
March 2016 May 2016

14
What are my
development
objectives?
Priority What activities
do I need to
undertake to
achieve my
objectives?
What
support/resour
ces do I need to
achieve my
objectives
Target date
for achieving
my objectives
Actual date of
achieving my
objectives
techniques
(Fáilte Ireland
2013)
seminars,
workshops
and in house
training.
I need to develop
my decision
making and
problem solving
skills
Second Planning to
obtain the
necessary
information and
evaluate results,
thinking before
taking action,
intuition,
compliance,
avoid delaying
decision taking,
have the
courage to take
the decision and
bear its
consequences
(Carnegie
Mellon
University
2014)
 Action-based
learning
 Attending
seminars and
conferences.
 Reading
books and
articles
 Gaining
experience
through
projects
 Watching
video
programs
 Attending
qualification
courses
April 2016 June 2016
I need to develop
my planning skills
Second Determine
goals, decide
 Perform
structured
June 2016 July 2016

15
What are my
development
objectives?
Priority What activities
do I need to
undertake to
achieve my
objectives?
What
support/resour
ces do I need to
achieve my
objectives
Target date
for achieving
my objectives
Actual date of
achieving my
objectives
attainable
actions,
determine
realistic
objectives,
setting priorities
reading
 Gaining
experience
through
projects
 Attending
qualification
courses
I need to develop
delegation skills
Second Empowering
employees,
training staff
members,
problem
solving,
encouraging
idea generation
and creative
thinking,
encouraging
innovation
(Zimmerman
2012)
 Attending
training
courses
 Learning from
others
 Gaining
experience
through
projects
 Watching
video
programs
 Perform
structured
reading
 Attending
conferences,
seminars,
August 2016 September
2016

16
What are my
development
objectives?
Priority What activities
do I need to
undertake to
achieve my
objectives?
What
support/resour
ces do I need to
achieve my
objectives
Target date
for achieving
my objectives
Actual date of
achieving my
objectives
workshops
and in house
training
I need to develop
motivation skills
Second Employee
engagement,
enhancing the
working
conditions,
realize and
fulfil
employees'
expectations,
using intrinsic
and hygienic
factors (Parijat
& Bagga 2014)
 Performing
work based
development
 Reading
structured
materials
October 2016 November
2016
I need to develop
coaching skills
Second Using various
leadership
styles, good
communication,
specialization,
providing
effective
feedback (Iqbal
et al. 2015).
 Attending
training
courses
 Gaining
experience
through
projects
December
2016
January 2017
Review Date: 01/01/2017

17
What are my
development
objectives?
Priority What activities
do I need to
undertake to
achieve my
objectives?
What
support/resour
ces do I need to
achieve my
objectives
Target date
for achieving
my objectives
Actual date of
achieving my
objectives
2.3 Action plan
Question Action
What are my future needs? Currently, I am a unit manager and I
wish to escalate to the position of vice
department manager. I need to develop
my skills through self-learning. I need to
complete my studies to enable me in my
future career development. I need to
link theory to practice through
continuous learning process.
What opportunities and threats are
there to my career progression?
Opportunities:
Getting higher position inside or
outside the organization
Gaining experience and the required
capabilities to fulfil the targeted
position
 Self-development through a variety of
tools to diversify my knowledge
resources
The managerial support enables me to
gain practical experience, gives me
trust and self confidence
The self-learning enables me to switch
my career in the future to adapt to
market changes.

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Question Action
Threats:
Inability to gain the required skills at
the required level
Inability to achieve the desired skills at
the planned time.
Career progression will increase the
responsibilities, problems and stress
 There is a risk not to achieve the
desired position.
What personal or professional
development do I need?
I need to develop a variety of skills
including, oral communication skills,
decision making and problem solving
planning, delegation, motivation,
coaching and interpersonal skills.
What learning programmes or
activities will I need to complete?
 Attending training courses
 Learning from others
 Gaining experience through projects
 Watching video programs
 Perform structured reading
 Attending conferences, seminars,
workshops and in house training.
 Action-based learning: A systematic,
structured approach to the solving of
problems in the workplace.
 Reading books and articles
 Attending qualification courses
 Performing work based development
How can I measure progress? First: I will use the tool of Self-
Perceived Communication Competence
Questionnaire to assist me in monitoring

19
Question Action
the how people recognize my
communication level (McCroskey &
McCroskey 2013). I will use this tool
several times to measure the actual
progress of my communication skills.
Second: I will also use the Personal
Report of them Communication
Apprehension tool, which will assist me
in measuring my ability to communicate
through answering relative questions and
how I would behave in different
communication situations. The results
are analysed to monitor the progress of
my skills.
Third: A measuring tool of my
Willingness to Listen Diagnostic, as it
measures the individuals' orientation
towards listening skills.
Fourth: I will measure my performance
after having the required self-developing
skills by asking people around me, as my
manager, my friends and relatives to
evaluate the development in my abilities
to be able to screen the gap between my
perception and other person's perception.
There feedback will be very useful for
me.
Fifth: the certificates I will get after
completing the training programs will be
a documentation of the progress I have

20
Question Action
achieved.

21
Task 3
3.1 Skill audit and Personal Development Plan (PDP)
3.1.1 Skills Audit
SKILL TYPICAL
DESCRIPTORS
TARGETTED
SKILL
LEVEL
Low High
CURRENT
SKILL
LEVEL
Low High
SPECIFIC
COMMENTS
Organisation
and time
management
Prioritising, dealing
with paperwork;
interruptions;
planning your day.
1 2 3 4 5 1 2 3 4 5 No progress had happened
regarding these skills as
they are not among the
top priorities that needs to
be further developed at
the time being.
Decision
making and
problem solving
Ability to make
decisions; selecting
suitable solutions;
analysis of
appropriateness.
1 2 3 4 5 1 2 3 4 5 I believe that I could
enhance my skills in
decision making and
problem solving, but I
seek to develop them to
the maximum.
Planning Leading teams;
consulting team
members; task
allocation; objective
setting.
1 2 3 4 5 1 2 3 4 5 I have selected a set of
leadership styles, self-
learned about them and I
feel I could progress with
this regard. They include
the transformational, the
transactional and the
democratic leadership
styles. I am still not
involved in setting the
organizational objectives,

22
SKILL TYPICAL
DESCRIPTORS
TARGETTED
SKILL
LEVEL
Low High
CURRENT
SKILL
LEVEL
Low High
SPECIFIC
COMMENTS
but I got more knowledge
regarding these skills.
Delegation Matching tasks to
staff; providing
guidance and advice;
maintaining staff
motivation and focus.
1 2 3 4 5 1 2 3 4 5 My manager believes that
I have progressed in
getting knowledge and
practice in developing the
delegation skills. I could
enhance my skills in
matching tasks to staff,
could increase my level of
proficiency in providing
guidance and giving
advices to the team
members. Also, I got a
more knowledge and
practice of using the
intrinsic and extrinsic
motivational tools. The
level of satisfaction of the
team members has
positively developed, as
the employees feel they
are more empowered.
They could add more
value to the organizational
performance (GanjiNia,
Gilaninia & Poor 2013).

23
SKILL TYPICAL
DESCRIPTORS
TARGETTED
SKILL
LEVEL
Low High
CURRENT
SKILL
LEVEL
Low High
SPECIFIC
COMMENTS
Motivation Applying
motivational
techniques;
understanding
individual motives;
making tasks
challenging;
encouraging
creativity; providing
team support;
engendering trust and
openness.
1 2 3 4 5 1 2 3 4 5 I have progressed in
motivating the team
members. I could
understand their
expectations more deeply.
I could encourage their
creativity and capabilities.
I still need to develop my
skills in engaging the
employees emotionally,
cognitively or physically
to ensure high
productivity at the
workplace (Gashgari
2016).
Coaching Providing guidance;
listening skills;
ability to draw out
information;
reinforcing behaviour
using feedback;
negotiating; planning
goals and objectives.
1 2 3 4 5 1 2 3 4 5 I believe that developing
my skills in leadership
enabled me to develop the
leader coaching skills by
using various leadership
styles. The three styles
which I have selected to
use as tools in coaching
could affect the
employees' performance
in terms of efficiency,
good communications,

24
SKILL TYPICAL
DESCRIPTORS
TARGETTED
SKILL
LEVEL
Low High
CURRENT
SKILL
LEVEL
Low High
SPECIFIC
COMMENTS
specialization and
effective feedback.
I still need to achieve the
proficiency in using the
coaching techniques,
through effective
listening, providing
guidance, giving
feedback, negotiating plan
objectives and
maintaining trust (Harper
2012).
Target setting Understanding and
communicating
organisational
objectives; use of
SMART objectives to
achieve targets.
1 2 3 4 5 1 2 3 4 5 No progress had happened
regarding these skills as
they are not among the
top priorities that needs to
be further developed at
the mean time.
Interpersonal
skills
Relating to others;
building rapport and
positive relationships;
being sensitive to
peoples' needs; using
influencing and
persuasive skills to
help others improve
performance or
1 2 3 4 5 1 2 3 4 5 These skills still need
more development. I
believe I have to fully
develop them. As a
practical team leader, I
still lack these skills. I
used different ways of
self- learning to develop
them, but I believe that I

25
SKILL TYPICAL
DESCRIPTORS
TARGETTED
SKILL
LEVEL
Low High
CURRENT
SKILL
LEVEL
Low High
SPECIFIC
COMMENTS
overcome problems;
listening effectively
and providing
feedback; being
assertive; use of body
language.
need to develop them
more effectively to
overcome complexities.
Also, developing these
skills will enable me to
communicate and
negotiate on behalf of the
organization which will
assist me in developing
my future career
(Lempereur 2012).
Written
communications
Structure and format
of letters, memos, e-
mails, reports
1 2 3 4 5 1 2 3 4 5 No progress had happened
regarding these skills as
they are not among the
top priorities that needs to
be further developed at
the time being.
Oral
communications
Structure and format:
techniques for
effective
presentations; using
the telephone;
meetings.
1 2 3 4 5 1 2 3 4 5 I believe that I still need
to develop the
interpersonal
communication skills that
affect the occurrence of
possible complexities at
the workplace. They
could be represented in
different communication
styles (De Vrieset et al.,

26
SKILL TYPICAL
DESCRIPTORS
TARGETTED
SKILL
LEVEL
Low High
CURRENT
SKILL
LEVEL
Low High
SPECIFIC
COMMENTS
2010). Developing these
skills are not easy to me
as they are highly related
to my social and cultural
attitudes. I still need to go
more deeply into self-
learning and practicing as
well to achieve the
desired level of progress.
3.1.2 Personal Development Plan (PDP)
What are my
development
objectives?
Priority What activities
do I need to
undertake to
achieve my
objectives?
What
support/resour
ces do I need to
achieve my
objectives
Target date
for achieving
my objectives
Actual date of
achieving my
objectives
I need to develop
my oral
communication
skills
First Communicating
through good
language of
speaking, use
the power of
body language,
provide
effective and
timely
feedback,
choose the right
time, careful
 Action-based
learning
 Attending
training
courses
 Learning from
others
 Gaining
experience
through
projects
 Perform
Jan 2018 March 2018

27
What are my
development
objectives?
Priority What activities
do I need to
undertake to
achieve my
objectives?
What
support/resour
ces do I need to
achieve my
objectives
Target date
for achieving
my objectives
Actual date of
achieving my
objectives
listening and
managing
cultural
differences
(Garber 2008)
structured
reading
I need to develop
my interpersonal
skills
First Becoming an
active listener,
expressing
gratitude,
communicate
more
effectively, use
persuasive
techniques
(Fáilte Ireland
2013)
 Action-based
learning: A
systematic,
structured
approach to
the solving of
problems in
the workplace.
 Watching
video
programs
 Perform
structured
reading
 Attending
conferences,
seminars,
workshops
and in house
training.
 Gaining
March 2018 May 2018

28
What are my
development
objectives?
Priority What activities
do I need to
undertake to
achieve my
objectives?
What
support/resour
ces do I need to
achieve my
objectives
Target date
for achieving
my objectives
Actual date of
achieving my
objectives
experience
through
projects
 Perform
structured
reading
I need to develop
my decision
making and
problem solving
skills
Second Planning to
obtain the
necessary
information and
evaluate results,
thinking before
taking action,
intuition,
compliance,
avoid delaying
decision taking,
have the
courage to take
the decision and
bear its
consequences
(Carnegie
Mellon
University
2014)
 Action-based
learning
 Attending
seminars and
conferences.
 Reading
books and
articles
 Gaining
experience
through
projects
 Watching
video
programs
 Attending
qualification
courses
April 2018 June 2018

29
What are my
development
objectives?
Priority What activities
do I need to
undertake to
achieve my
objectives?
What
support/resour
ces do I need to
achieve my
objectives
Target date
for achieving
my objectives
Actual date of
achieving my
objectives
I need to develop
my planning skills
Second Determine
goals, decide
attainable
actions,
determine
realistic
objectives,
setting priorities
 Perform
structured
reading
 Gaining
experience
through
projects
 Attending
qualification
courses
June 2018 July 2018
I need to develop
delegation skills
Second Empowering
employees,
training staff
members,
problem
solving,
encouraging
idea generation
and creative
thinking,
encouraging
innovation
(Zimmerman
2012)
 Attending
training
courses
 Learning from
others
 Gaining
experience
through
projects
 Watching
video
programs
 Perform
structured
reading
 Attending
August 2018 September
2018

30
What are my
development
objectives?
Priority What activities
do I need to
undertake to
achieve my
objectives?
What
support/resour
ces do I need to
achieve my
objectives
Target date
for achieving
my objectives
Actual date of
achieving my
objectives
conferences,
seminars,
workshops
and in house
training
I need to develop
motivation skills
Second Employee
engagement,
enhancing the
working
conditions,
realize and
fulfil
employees'
expectations,
using intrinsic
and hygienic
factors (Parijat
& Bagga 2014)
 Performing
work based
development
 Perform
structured
reading
October 2018 November
2018
I need to develop
coaching skills
Second Using various
leadership
styles, good
communication,
specialization,
providing
effective
feedback (Iqbal
 Attending
training
courses
 Gaining
experience
through
projects
December
2018
January 2019

31
What are my
development
objectives?
Priority What activities
do I need to
undertake to
achieve my
objectives?
What
support/resour
ces do I need to
achieve my
objectives
Target date
for achieving
my objectives
Actual date of
achieving my
objectives
et al. 2015).
Review Date: 30/11/2017
3.2 Evaluation of my experience in the HNC/HND program
In order to evaluate my experience in the HNC/HND program, including the successes and
difficulties I have faced, I will use the Kirkpatrick's model, as follows:
1. The reaction of learner: I think that this training program is very helpful and
useful for me on both the professional and personal levels. I have gained much
knowledge, discovered different self-learning techniques, trained to use a variety of tools.
The program could provide me with essential skills required in my business career and I
believe I would not have progressed in this field regardless of the assistance of the
training.
2. Learning: I gained knowledge about different approaches about self-learning. I
used to know and practice some of them, but I could practice several other self- learning
tools. I have discussed the skills I need to develop and prioritize them in the Personal
Development Plan (PDP). I believe I could progress in the required skills, including
decision making and problem solving, planning, delegation, motivation and coaching.
More developments are still required. The challenge that I still face is developing my oral
communication and interpersonal skills, although I could progress in developing them,
but I still far away from the proficiency level (the targeted skill level is 5, the current skill
level is 3).
3. Behaviour: Much progress had happened in the second priority skills, but still the
first priority skills need more development. This assessment was made by using different
measuring tools, including Communication Competence Questionnaire, Personal Report
of Communication Apprehension, Willingness to Listen Diagnostic tools and the
feedback of people around me, as my manager, my friends and relatives. I have started to

32
apply most of the ideas and skills I learned in my personal and professional life and I
believe it was fruitful.
4. The results: The effect of the training was very positive. The program is
considered among the self- learning techniques I followed to develop my skills. I could
gain experience by practicing the use of internet and joining the online forums related to
professional and personal development.
Also, I have practiced the evaluation of learning activity circle to be able to evaluate the
progress including, assessment, monitoring, reflecting on it, concluding and making future
plans for self-learning, as shown in figure (1).
The most challenging issues I have faced are represented in:
 Time management: To be able to balance between attending the training program, manage
self-learning, work and social life.
 Using new approaches in self-learning: Represented in performing structured readings,
attending conferences, seminars and workshops and performing an action based learning.
Figure (1): Evaluation of learning
activities

33
 Feedback: At most of the time I would have appreciated a timely feedback to correct my
actions and direct me to the right way.
 Communication and interpersonal skills: Still need to be developed in the personal and
professional levels. I need to carry out different activities to enhance the overall progress. I
believe I fully understand the theoretical approaches, but I need to effectively communicate
in a workplace which keeps changing and evolving.
3.3 Analysis of the problems I have encountered in my professional life:
I have faced several problems in my professional life, but the most severing problems are
related to communication and interpersonal skills. I have learned during this training
program the scientific way of problem solving, starting with the problem recognition, then
proceeding with problem solving through, information collection, identifying alternatives,
selecting the best alternative, implementing the decision and monitoring the impact of the
solution (Martynov 2016; Ji, Dimitratos & Huang 2016), as shown in figure (1).
Figure (2): The problem solving process

34
3.3.1 The problem of mixing work and personal communications
 The problem definition: Communication is considered the medium through which
managerial work is constituted. This medium is used to deliver messages from the
sender to the receiver (Armstrong 2008). Some employees among my team tend to
mix their personal lives into workplace communications. This behavior is not
professional in the workplace as it leads to gossip and decreasing morals.
 Collecting information: Employees who were accused of mixing work and personal
communications are described as new entrants who did not fully realise the
organizational culture that prevents such attitudes. Also, their background, age and
gender were defined.
 Identifying alternatives: Three alternatives were identified to deal with the
employees who caused the problem. First, the HR gives them an orientation about the
organizational culture and work ethics. Second, I give them negative feedback
regarding their attitude. Third, to fire them in order not to cause any further problems,
concerning that there collegues asked them to stop this behavior.
 Selection of the best alternative: It was recommended that I give them negative
feedback regarding their behavior.
 Implement decision: I have decided to meet each one of the employees who caused
the problem individually and transferred the opinion of their collegues concerning this
issue. Also, I have highlited that their behaviour is against the organizational culture.

35
 Monitor and review: the majority of the employees recognized their fault and
stopped mixing work with personal communication, but only two of them did not
respond to what should be done and quit.
3.2.2 The problem of lack of feedback on workplace
 The problem definition: Using informal or unstructured feedback is important as a
self-development tool (Adair 2007). Managers have to be careful when providing
feedback in order to deliver an effective message. The problem occurred as most of the
team members I supervise, have mentioned in the employee satisfaction survey that
they are dissatisfied with the lack of feedback.
 Collecting information: Information was collected from the employee satisfaction
survey.
 Identifying alternatives: Three alternatives were identified to deal with the problem.
First, using a face to face discussion rather than relying on questionnaires. Second, to
revise the performance measures. Third, to revise the work objectives (Armestrong
2006).
 Selection of the best alternative: It was recommended that I use face to face
discussion rather than relying on questionnaires
 Implement decision: I have decided to meet the team members individually to
provide my feedback and listen to their comments.
 Monitor and review: The majority of the employees was satisfied with the new way
of delivering feedback.

36
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