Arden University: HRM4001 Developing Personal and Management Skills

This portfolio reflects on the development of personal and management skills, drawing upon the Gibbs Reflecting Cycle and the Schon Model. It includes a self-assessment of leadership and managerial abilities through team projects and scientific investigation. The portfolio identifies strengths in communication and areas for improvement in computing, creativity, and work management. A Personal Development Plan (PDP) is created to address these skill gaps. The document also explores the importance of transferable skills within InterContinental Hotels Group PLC, highlighting supportive communication, motivation (using Maslow's hierarchy), empowerment, conflict management, and team effectiveness. The analysis emphasizes the role of these skills in enhancing employee performance and organizational success.

Developing Personal
and Management Skills

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
TASK 2............................................................................................................................................5
Supportive Communication.........................................................................................................5
Motivation....................................................................................................................................6
Empowerment..............................................................................................................................6
Conflict Management..................................................................................................................7
Team Effectiveness......................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
An investment could be defined as the proof of a participant's career activities and education
across duration (Abrol, 2017). It aids individuals in remembering and benefiting from personal
encounters as they progress through life. The study follow ups includes two assignments. The
initial job entails an in-depth examination of my administration and executive abilities using two
reflecting frameworks. The next exercise is essentially an example of the relevance of a person's
transferrable talents. It also demonstrates how they assist people and also companies by focusing
on InterContinental Hotels Group PLC.
TASK 1
Reflection on administration and executive abilities, as well as PDP-related progress- A
portfolio is a collection of processes and projects completed by a person in order to study and
experience many facets of scholastic or corporate existence. The creation of portfolios is
regarded essential since it serves as proof of a user's education. Now, the following is a reflection
narrative of how I employed and strengthened my leading and managerial abilities throughout a
team project and a scientific investigation. The Gibbs reflective process and the Schon model of
reflecting were utilised to conduct the discussion.
The Schön Model of Reflecting is a descriptive framework which enables for analysis both
before and following an occurrence. The aggregation of both contributes to the recognition of a
person's encounters and education gained whilst doing the assignment. This prototype has
already been used to represent my thoughts throughout and following the assignment.
Reflection in activity: I was recently charged with conducting investigation on a global
firm and preparing a five-year fiscal record assessment to evaluate on its progress or decrease. I
was excited since I was given this work since I believed I'd be able to discover something new
(Brauer, 2019). As I became more immersed in the research, I discovered that gathering and
analysing a firm's fiscal report in order to identify its flaws and advantages was no simple
process. Since I lacked good technological abilities, I had some difficulties obtaining the
corporation's monetary facts whilst performing this assignment. I was concerned about my
absence of computing abilities. With time, I rebuilt my composure and sought assistance through
one of my colleagues. He taught me how to obtain information and recommended places for
doing so. Essentially, my time conducting this research was exceptional because it enabled me to

complete activities which I had not done previously. I utilized my arithmetic talents to
understand the company's statistics information and derive useful conclusions from it. Aside
from that, it helped me realise my lack of professional abilities expertise.
Reflection in activity: I felt a sense of relaxation after submitting my results from the
assigned work. Because of my absence of computing abilities, I initially believed I would never
be capable of completing the exercise. To close the discrepancy in my skills, I've chosen to
create a personalized growth strategy. In addition, the work helped me understand that I am a
good communicator. I didn't think twice about approaching my acquaintance for assistance. In
the coming, I may use my connection and interaction abilities to guarantee that all of my projects
are finished on schedule. One aspect I took away from the event was that there is a risk of
prejudice whenever carrying out a study, and that investigators are frequently viewed through a
dubious viewpoint. Throughout the performance of this work, I made sure not to allow prejudice
get the best of me. This aided me in finishing the assignment and earning praise from my boss
for providing useful and straightforward facts.
Gibbs Reflecting Cycle- It is among the most well-known systems of reflecting, and it
consists of five phases which offer understanding into a person's perspective throughout an
action. With the assistance of this cycle paradigm of reflecting, I've created a reflecting narrative
depending on my observations throughout a team work (Capel and Cliffe, 2020).
The circumstance or activity experienced by a person for getting additional insights and
performing up training is described in the initial stage of the plan of reflecting. In my case, I was
given the role of managing a team of ten people. My position was project manager, and I was
responsible for the group's activities and functions. I used Belbin Group Responsibilities
Hypothesis to verify that all assigned group activities were finished on schedule. It is made up of
nine different tasks that are assigned to individuals of a team based on particular temperament
features and attributes. This approach was used to allocate tasks and obligations to individuals
based on their likes, personalities, and skills. The team project put me in a number of scenarios
wherein I was able to see how successful my direction and administration abilities are.
Feelings are the next part of the reflecting process, and it covers the sentiments that an
individual experiences when performing an action or function. I was initially apprehensive about
taking on the position of project manager. I was concerned about the effects of a dearth of
communication and teamwork. With passing, though, I restored faith in my knowledge and

talents. I was assigned the post of supervisor based on my previous track history of performing
all of my tasks on schedule and properly. To build a successful group, I used Tuckman Group
Management Principle. Creating, norming, surging, executing, and vacating are the five steps of
this idea. Those phases assisted me in establishing a connection with team participants and
motivating them to execute in accordance with the desired result. I utilized language abilities to
get feedback from all members of the group in order to build a cooperative workplace. It laid the
groundwork for a cooperative workplace environment in which group participants could rely on
each other. I secured the prompt completion of organisational objectives by steering their
effectiveness and attitude along a common aim. Participants involved in dispute as component of
the storming phase, but it ended up being fruitful. Disputes lead to the discovery of the best
appropriate solution to an issue (Drude, Maheu and Hilty, 2019).
This step of the circular conceptual framework is all concerned presenting the work or
action's positive and poor points. In this regard, the examination guided me to the conclusion that
I possess great language abilities, which enabled me to successfully offer direction to group
participants and achieve comparable production from everyone. Yet, I determined that my group
administration capabilities were inadequate, preventing me from completing a few of my
subprojects on schedule. In fact, I realised that my creative abilities may be enhanced. By honing
my skills in this area, I will be able to provide up with stronger and more viable answers to
challenges that arise during group conversations in the coming. Altogether, my management
abilities enabled me to overcome other flaws in my character and successfully manage the group.
As a result, group duties were completed within the specified schedule frame.
Conclusion as this stage of the reflection process focuses with a individual's or a collective's
review of training and knowledge obtained as a consequence of completing a task or effort. In
conclusion, acting as a group manager enabled me to show my computing and collaboration
abilities in order to achieve profitable results. Aside from that, it was implied that a few of my
abilities were lacking. These voids must be closed as soon as possible in order to avoid
inconsistency in the current environment. This exercise allowed me to grow as an individual by
allowing me to achieve to my full capacity while also bringing the most out of my teammates
(Henriksson and Detterfelt, 2018).
The final phase of the Gibbs model sets out a prospective approach to solving the flaws
detected during the analysis phase. In order to overcome weaknesses in work administration,

creative, and technological abilities, I would create a Personal Development Plan. By addressing
capacity shortages, a person can effectively advance their profession and boost their prospects of
prospective work with a reputable organisation.
Personal Development Plan- Depending on previous reflections, I've discovered several of
my flaws. I've created a PDP to fill in the holes in my abilities. It's a record which lists the steps
someone have made to improve their competency in specific abilities. I've devised a strategy to
improve my technological, creativity, and personal managing abilities.
Skills Competence
at the
Present
Competence
in a Specific
Area
Perform the following steps Span of
time
Abilities in
Innovation
4 2 During the establishment of a
replicated setting, I would engage in
training operations to obtain
understanding about various facets of
management by managing a digital
firm. Aside from that, I'll enlist the
support of my pals to improve my
ingenuity so that I can offer along with
viable answers to upcoming company
challenges.
4 month
Capabilities in
Time
Administration
2 3 I would take a schedule administration
program to improve my period
administration abilities, in which I
would understand how to balance
professional and domestic interests so
that neither of the chores are affected.
In addition, my manager would provide
me with education.
3 months
Technological
Expertise
3 4 I shall seek advice from my elders in order
to improve my technological abilities
competency. In fact, I've opted to enrol in
1 month

virtual programmes to receive digital and
technology instruction from professionals
(McGill, Heikkila and Lazarowicz,
2020).
TASK 2
Transferable abilities are discussed utilizing applicable theories and then applied to a
company. Abilities which assist an individual proceed via the phases of school, work, and
learning are referred to as relevant experience. InterContinental Properties Group Plc is a well-
known tourism company having lodging in over 100 countries throughout the globe. This
business understands the value of transferrable abilities for its personnel. As a result, it
undertakes steps to strengthen personnel with vital relevant experience so that they can perform
out administrative functions. Interaction, dispute resolution, encouragement, collective efficacy,
and autonomy are all crucial transferrable abilities for leaders. The most essential transferrable
talents that InterContinental Hotel considers and their implementation in the setting of hospitality
facilities are described below.
Supportive Communication
It's a communicative technique that's focused mainly on achieving a particular aim or
purpose. The primary goal of using supporting interaction in the workplace is to settle disputes
that arise inside the firm or to complete the implementation of a major transformation (Saghin,
LUCHEȘ and Marici, 2016). InterContinental Hotel Group currently believes supporting
communications to be critical when implementing major improvements inside the firm. The
hotel management employs Parallel Processing Theories or Supporting Communications
Hypothesis for this aim. This hypothesis aids in acquiring understanding into vocal and
nonverbal trends of conduct identified among an institution's personnel. This paradigm
highlights the importance of talking as well as group work. It is assumed that training enables the
organisation to understand the current condition of thinking and conduct of the personnel,
whether they are completing jobs or not. InterContinental Hotel is capable of creating a positive
workplace atmosphere which promotes collaboration by acquiring a thorough grasp of employee
activities and traits.

Motivation
Motivated is defined as a mechanism which guides and assists people in adopting
responsibility in order to achieve their own aims and outcomes as quickly as possible.
Psychological, intellectual, ecological, and societal influences all play a role. Every one of those
influences operate together to motivate people to perform diligently and achieve desired goals.
This has been observed that firms that prioritise worker engagement and undertake many
measures to support workers are capable of achieving their individual aims and outcomes more
quickly. Workforce motivating elements also assure that workers collaborate and contribute to
the firm performance. This is accomplished by ensuring that workers' corporate and individual
targets are accomplished. The significance of motivating in terms of commercial needs has been
established by the management of the InterContinental Group of Hotels. With the goal of
addressing all of the firm’s fundamental requirements, the firm's relevant management stresses
the application of Maslow's pyramid requirements concept. Abraham Maslow established five
separate categories of requirements that are included in the corresponding concept (Staddon,
2017). Every one of those stages must be considered into account by administrators so that they
could effectively meet the requirements of all types of workers. This immediately leads to
improving worker engagement and persuading workers to invest in extra attempt in the
organization's job. According to this concept, a firm's management should first concentrate on
meeting a fundamental requirement before moving onto more wants like security, affection,
togetherness, prestige, and self-actualization. This could be claimed that perhaps the least
concept of worker requirements should be met first, and then the highest tier demands of the
workers should be met last. To do so successfully, the management must employ a variety of
methods, procedures, and methodologies with the aim of reaching the hotel's aims and outcomes.
Incorporating motivating methods into management practises aids in the creation of a pleasant
workplace situation in which people are allowed to engage and give their all.
Empowerment
Empowering is defined as a condition in which people have influence over and authority
over their personal life. In this case, a person undertakes a variety of steps toward self-
empowerment. It is critical for each organisation to provide possibilities for its employees so that
they could grow and improve over time. This also enables employees to gain authority within
oneself and their respective personas, resulting in a superior outcomes for both oneself and the

company. When contrasted to companies which do not offer empowering chances to their
workers, this could be claimed that those which do have higher engagement levels. Workers at
the InterContinental Hotel have the opportunity to be empowered through educational and
growth workshops. Such aid in the instillation of desire in them. It encourages employee conduct
and enables people to offer their all in order to achieve corporate objectives. Workers are
motivated to work efficiently at the hospitality foundation by a feeling of achievement. In
addition, the use of Kanter's Concept of Institutional Empowered aids the InterContinental Hotel
in educating its employees. This concept asserts that firms which provide tools, training,
direction, and other critical facts to workers create participative management. It motivates
students to put growth and teaching into practise for their general growth (van Meerkerk, 2017).
Conflict Management
This ability aids a person in settling problems between 2 or more entities. Inside the
confines of a firm, disputes could now arise amongst administration and employees, or involving
an employee and a corporate director, or even a commercial affiliate and a consumer. Dispute
resolution is essential for any firm operating in today's complex environment. It enables the
creation of a constructive workplace in which employees may collaborate with each other to
achieve the organization's goals. In this regard, the InterContinental Hotel employs the PEACE
paradigm of dispute settlement to address issues that arise on the premises. The application of
this idea aids the hotel management in achieving beneficial results by creating a pleasant
workplace environment for employees. Workers are driven to deliver their maximum
productivity in order to meet the hotel's aims and outcomes on occur as a consequence of the
firm's effort to address their disputes. Dispute management creates the groundwork for the
establishment of a collaborative and coordinated workplace. InterContinental Hotel fosters the
workplace atmosphere and promotes balance and tranquillity at all occasions as a consequence of
using the PEACE concept.
Team Effectiveness
Teamwork efficiency refers to a collection of people's capacity to operate together to fulfil
organisational objectives defined by a greater administration, typically a project coordinator. Duties
and responsibilities are explicitly defined in a collaboration effectiveness. Participants of these groups
are familiar with the objectives and timelines for achieving them. This assists the team in moving in
the similar path and achieving a collective objective. Various types of groups exist in each and every

firm, like working groups, operational departments, online collaborative, and so forth. For the
formation of an efficient group, InterContinental's hospitality operator now employs Tuckman Group
Establishment Model. It is a five-phase concept that starts with creating and ends with final stage.
Such steps assist a company in familiarising teammates with others, participating in constructive
confrontations to design viable remedies, completing the real assignment, and finally splitting the
group to return individuals to their regular duties (Yu, 2018). InterContinental Hotel uses this
approach to assure the completion of many group work that would normally be impossible to
complete alone. The Tuckman principle develops a feeling of drive in employees and pushes people to
putting their finest foot forward in the group. A firm’s operational performance is frequently achieved
via the efficiency of its workforce. It denotes the achievement of company objectives on schedule.
CONCLUSION
Depending on the initial assignment, it can be concluded that direction and managerial
abilities are essential for individuals to do their tasks efficiently. The assessment of robust and
deficient cognitive domains can be aided by evaluating on processes and projects. The
establishment of a PDP is required to address the deficient transferable skills. Aside from that,
the next challenge demonstrated the value of transferrable abilities in the workplace. Employees
inside a corporation can efficiently utilize and build such abilities over time by using concepts. It
contributes to their professional and job enhancement.

REFERENCES
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