Developing Self-Awareness for Career Growth in Business Management

This report aims to develop self-awareness for career development in event and business management, focusing on obtaining suitable employment and enhancing professional skills. It uses tools like the Big Five personality trait test and leadership skill assessments to evaluate personality, values, motivation, emotional intelligence, and leadership qualities. The report also examines the influence of power and politics within organizations and their impact on self-awareness. Key findings include an analysis of personal personality traits, values, and motivators, alongside an exploration of emotional intelligence and leadership styles. The report concludes by emphasizing the importance of self-awareness in decision-making and career planning, providing a framework for personal and professional growth. This detailed analysis helps in identifying personal strengths and weaknesses, crucial for navigating organizational behavior and making informed career choices.

EVENTS AND BUSINESS MANAGEMENT
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Executive summary
In this report, the main purpose was to develop self-awareness for the process of career
development in obtaining the suitable employment position. This process was also associated
with developing the professional career. Therefore this report focused on the internship position
in the event and business management organisation where the problem solving and decision-
making abilities can be easily developed for the future career. For this big five personality trait
test, leaders traits skill test is conducted. The specified area of self-awareness was the
development of personality, value motivation emotional intelligence and leadership. Finally, the
effect of power and politics in the organisation was also verified in this report to understand its
impact on self-awareness process. This report also helped me in identifying my traits for my
future job role.
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Table of Contents
1.0 Introduction................................................................................................................................4
2.0 Self-awareness...........................................................................................................................4
2.1 Personality.............................................................................................................................4
2.2 Values and Motivators...........................................................................................................6
2.3 Emotional intelligence...........................................................................................................9
2.4 Leadership............................................................................................................................11
2.5 Power and Politics...............................................................................................................12
3.0 Decision making and planning................................................................................................13
4.0 Conclusion...............................................................................................................................15
References......................................................................................................................................16
Appendices....................................................................................................................................19
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1.0 Introduction
Every individual has to develop self-awareness as part of their practical exercise with personal
benefits in the suitable employment position as well as for improving the professional career.
The purpose of this report is to demonstrate the self-awareness elements. These elements include
the personality of the individual values and motivating factors emotional intelligence leadership
and workplace power and politics. In addition to that, how the personal strengths and weaknesses
related to the professional career is part of the study. Similarly, the organisational behaviour and
its relation with self-awareness and decision-making process will be evaluated by focusing on
the events and business management career.
2.0 Self-awareness
2.1 Personality
In the process of self-awareness, personality development is considered as major because the
influential quality of an individual's personality creates an impression on others in the workplace.
In the Event and business management industry, personality creates a huge influence on
managing customers and clients (Allen, 2015). For understanding the personality traits,
evaluation of an individual’s reactions an interaction process with others accounted with the
other personality determinants. The personality determinants include the situation, heredity and
environment which affect the elements of an individual’s personality. Understanding my
personality traits the big personality model is used in the process of professional development.
The big five personality model highlights the five different components of personality. Those
include openness to expression, extraversion, conscientiousness, agreeableness and emotional
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stability (Bryson, 2018). Each of these components has different characteristics. For example,
openness to expression can be divided into four different types; those are curious, artistic
imaginative and sensitive. Similarly, the conscientiousness can be responsible organised,
persistent or dependable. The agreeableness is either good nature of cooperative or trusting. For
the extraversion, an individual can be assertive, sociable or gregarious. Finally, the emotional
stability of a person can be the various types which include calm, secure under stress, insecure
under stress, self-confident, nervous and depressed. According to this theory, the major five
personality traits a part of an individual's personality and one characteristic from each of the
section is similar to one individual (Caruso et al. 2014).
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By investigating these five big personality traits, I have able to find out my personality traits. The
career of the event and business management an employee has to be either artistic or imaginative
for opening up his expression. However, I am imaginative according to this use of the big five
personality test. In addition to that, I am a responsible and social able individual who like to
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communicate with others and try to understand their perspective for gathering more knowledge
from others. However, I have Cooperative nature and try to work with a team. Finally, I am self-
confident, and my personal traits also help me in providing confidence to the other team
members at the time of stress.
Personality
traits
openness to
expression
extraversion conscientiousnes
s
agreeableness emotional
stability
Personal
evaluation
imaginative responsible sociable Cooperative self-confident
Table 1: My personality traits
Similarly, the personality attributes which are influencing the organisational behaviour are core
self-evaluation process, self-monitoring, risk-taking, the positive and negative effect. In the
process of Event Management and business management, these personality attributes are
essential because the responsibility of this management area is associated with developed
personality skills
2.2 Values and Motivators
Value is considered as a system which is hierarchy based honour ranking. In the process of
professional development, the individual's value is associated with the terms of their intensity on
the provided classification. In maintaining organisational behaviour in the event and business
management process, the importance of value is highly dependable in the process of self-
awareness (Fayolleet al. 2014). The importance of value includes providing proper knowledge
about the attitudes behaviours and motivation of individual and their culture. It is evident that the
perception of our surrounding world also influences the value system. The representation of
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interpretation and what are the specific behaviour of an individual or outcome which are referred
by other even part of the importance of value. Value is being differentiated into different type
one is terminal, and the other one is instrumental. The Terminal values include the desire of one
person for achieving the goals for existence, and the instrumental value includes the preferable
behaviour of the individual in achieving the terminal values (FioriandVesely-Maillefer, 2018).
The personal influences and organisational influences influence the ethical behaviour of an
individual. In addition to that, the individual influence of my professional development is
dependable on the value system, cognitive moral development and locus of control. The
organisational influence of my article behaviour is dependable on the ethics communication
system, organisational policies and procedures and the code of conduct in the organisation.
In understanding my values for maintaining my organisational behaviour, I have found out that
my terminal values are equality, wisdom, true friendship, an exciting life, family security,
freedom and mature love. Similarly, my instrumental values are ambitious, capable, honest,
responsible and self-controlled (Forsgren, 2015).
Terminal values Instrumental values
 Equality
 wisdom,
 true friendship
 an exciting life
 family security
 freedom
 mature love
 ambitious
 capable
 honest
 responsible
 self-controlled
Table 2: My terminal and instrumental values
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Unsatisfie
d Nee
d Tensio
n Drive
Solutio
n Satisfied
Nee
d Reductio
nof
tension
Motivation is considered the vital area of working in the management area and leading others
towards achieving a goal. This personal trait the persistence, intensity and direction attribute of
an individual. The process of motivation is a step-by-step process. Initially, the unsatisfied needs
create tension and drive towards a solution. After getting the solution dissatisfied needs to
develop and total reduction of the tension is possible (Hutteman et al. 2014). After the process of
reduction of tension development of unsatisfied need generally increases and the process works
similarly for the next time.
Figure 1: Motivation process
(Source: Jonkeret al. 2014)
There are various motivation theories which are used by organisations for managing the
employees or as a management employee I can use. The early theories include Maslow's
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hierarchy of needs, two-factor theory etc. Similarly, the contemporary theory includes
McClelland's theory of need, goal setting theory, equity theory, etc. For understanding my
motivation settings, I have focused on the goal-setting theory (Jonkeret al. 2014). The basic
premises of this theory are to understand the specific goals, generation of self-feedback and
finally leading the performance to a higher level. The process of personal motivation also helps
an individual to motivate others. The influences of this theory help an individual to understand
the goal commitment National culture, task characteristics and the specific needs of the goal.
The smart goal setting factor includes the basic requirement of achieving a goal. Those are
specific about the goal, the goal has to be measurable, and the goal has to be attainable. The
smart goal setting also includes the relevant work and time bound for the individual. Career
satisfaction is an important area because achieving the goal is part of the organisational
behaviour (Kim et al. 2015).
Therefore, for the self-awareness process, I have selected the theory of smart goal setting for
achieving my personal goals, and the motivators help me in achieving these goals for the
organisational interest and career development.
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Figure 2: Smart goal setting
(Source: Kimet al. 2015)
2.3 Emotional intelligence
Emotions are considered a negative factor in the organisational behaviour process for a long
time. The definitions of emotion and mode are different which has been identified the leadership
of organisations, and due to that, the positive and negative both effects of emotion on the labour
of the organisation can find out. The emotional intelligence e help an employee of the
organisation in carrying out information for the process which is more sophisticated and also
emotion relevant (Körkkö et al. 2016). It has been found out that this information is also useful
for thinking and behaviour development of the employee engagement process for performing the
organisation roles. There are two experimental and to strategic emotional intelligence branches
which are connected with maintaining the organisational behaviour by an employee. The
experimental emotional intelligence e is either recognising emotion or using emotion. Similarly,
the strategic area of emotional intelligence e can be related to understanding the emotion or
managing the emotion (Lovan et al. 2017).
The theory of Mayer Salovey model also helps in understanding emotional intelligence e of an
individual and how it is related to maintaining the organisational behaviour. According to this
model, knowledge and skill are involved with emotion. Therefore the differences in the skills
impact in the individual's social relationship, career development process, work relationship and
also achieving success in the workplace. There are two types of effects of emotion. The positive
effect expands the thinking process, helps in creating new ideas and also encourages the
individual in considering the various potentials. The negative effect is related to giving a clear
focus details examination and also the number of errors increase (Megginson and Whitaker,
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2017). Individuals have two type of emotion, one is actual feelings by them, and they display the
other. In the event and business management process, developing the knowledge about displayed
emotion is very important because it is considered as part of the hospitality industry. My
emotional intelligence e helps me in developing my work relationship and also in the process of
career development. However, the displayed emotion is not an easy career development skills it
records a lot of self-control and also controlling the emotions.
My emotional intelligence skills  Building work relationship
 career development
 developing the displayed emotion
Table 3: My emotional intelligence skills
2.4 Leadership
There are mainly two types of leadership one is known as authentic leadership, and the other is
ethical leadership. Authentic leadership includes believe in values, act openly depending on the
values, and also they consider ethical leaders as their follow (Panait, 2017). The ethical
leadership mainly follows their goals; they work positively which generally help in changing the
attitude and also the behaviour of the employees. Finally, the behaviour of these leaders are
constructive for engaging socially, and they also do not use their power as abusive.
Leadership is considered as the ability to influence individuals and groups for achieving the
organisational goals and vision. The Trends of leadership include motivational and influencing
others by introducing change in the procedure (Pettigrew, 2014).
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The process of managing event and business the proper characteristics of a leader is essential
because it helps in influencing others as well as interpreting the reality. In this industry, the
charismatic leaders need a proper vision. Checking personal risk for achieving the vision is an
essential part. In addition to that, the charismatic leader has to be sensitive to the expectation and
needs of the following as well as about the environmental issues. Finally, the exhibited behaviour
of a charismatic leader has to be extraordinary which create the influence among others.
Transactional and transformational leadership are also important to understand in evaluating the
potential qualities of leadership in an individual (Ramaniet al. 2017). The transformational
characters are generally effective, and the transitional characters are ineffective for most of the
time. Transformational characteristics include individualised consideration, inspirational
motivation, intellectual stimulation and Idealised influence. However, the transactional
characters include laissez-faire, management of exception and contingent reward.
Evaluating my personal leadership aspiration and potential among the different mentioned
leadership approaches, the most influential characteristic is the inspiration motivation and
individualised consideration (RathoreandPandey, 2018). Except that, I have the abilities to be a
charismatic leader because I have the potential to take personal risk for the organisation with
considering the sensitiveness for both my team members and environmental issues. In
investigating my organisation behaviour, I have found out I have the abilities of ethical
leadership.
My leadership traits and skills
 inspiration motivation
 individualised consideration
 taking personal risk
 sensitiveness for both my team members and
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environmental issues
 abilities of ethical leadership
Table 4: My leadership traits and skills
2.5 Power and Politics
In the event management business, the use of power and politics help an individual in achieving
the organisational goals. The leadership is considered as part of the effectiveness of power
tactics. The effectiveness of power help in is consistent with the targeted values, and also the
culture of the organisation can be affected by power (Rocha et al. 2017). The power in a group is
associated with solutions which help in maximising the influence and also supporting the
objective of the leader. In addition to that, the coalition also occurs frequently in performing a
high task a resource based dependency.
Politics within the organisation put the power in action. However, the political behaviour is
divided into two parts in an event and business management organisation. It is either legitimate
political behaviour or illegal political behaviour. Politics within the organisation can also
negatively affect on the organisational process. The activities which are not at all required in the
formal role of an organisation for influencing others is considered as politics in the organisation.
There is two type of factors which influence the political behaviour one is individual factors and
the other is organisational factors (Van der Wagen and White, 2018). The individual factors
include internal locus of control, the expectation of success, etc. But the organisational factors of
political behaviour develop from promotion opportunity, role ambiguity, unclear performance
evaluation system, low trust, etc.
In evaluating my power, politics and attitude for maintaining my organisational behaviour and
also career development is not very active. In working the management role, there is a different
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type of powers in my job role, but personally political behaviour within the event and business
management process is not considered as my approach. According to my understanding, it will
minimise opportunities for most of the potential employees and also the organisational
performance is disrupted because of political activities in the organisation.
3.0 Decision making and planning
The process of problem-solving and decision making for the internship or graduate employment
is beneficial for my future career development process. The rational decision-making model
helps in identifying the problem and different criteria of decisions. Allocation of the weights to
the criteria and developing the alternative is part of the process. In addition to that evaluating the
alternative and selecting the best among them is part of this decision-making model. Finally, the
implementation of the selection and evaluating the effectiveness of the decision is done by this
process (Wilson, 2018). There is another type of decision-making model which is known as
consensus decision making. This process is known as group decision making where the members
of the group support or agree with one decision which has the best interest among the whole.
This decision-making process focuses on cooperativeness, negativeness, inclusiveness,
participation and egalitarian behaviour for making the decision.
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Figure 3: consensus decision making
(Source: Van der Wagen and White, 2018)
By contrasting both of these theories, it can be said that the process of problem-solving and
decision making is very complicated. In addition to that, the main focus is provided in this
process on the effectiveness of the decision on the organisational performance. The rational
decision-making model can be performed by an individual, but the consensus decision making is
associated with a group performance (Van der Wagenand White, 2018).
In my internship position decision is related to the geographical location. As in the process of the
internship, I am associated with the business and event management process the Australian
business and events have some specific rules and factors to maintain which affect my decisions
on managing the event for client and customer. This internship employment is unpaid, but the
opportunity of training and development is high. However, this entire internship process is
associated with giving proper certification for working in this industry in my future career. The
problem solving and decision making which are part of my daily internship process help me in
developing my personality for the specific job role.
4.0 Conclusion
In light of the above discussion, it can be concluded that for the career development in event and
business management industry, the self-awareness practice help in enhancing the personal traits.
This includes the organisational behaviour which needs to maintain in developing the self-
awareness. However for working in this industry the process of problem-solving and decision
making help in developing decisions for future careers and also provide appropriate confidence
in achieving the organisational goals by maintaining the organisational policies and procedure.
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Appendices
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