Career Management: Role Conflict and Self-Concept Analysis at KFC

This assignment analyzes career management principles through the lens of a KFC crew member's experience. The student examines their role, encompassing management and decision-making responsibilities, and explores role set, role expectations, and potential role ambiguity within the fast-food environment. The analysis delves into various types of role conflict, including inter-role and intra-role conflicts, and their impact on the individual's performance and experience. Furthermore, the assignment investigates the relationship between the crew member's identity and their role, highlighting how self-assessment and feedback influence their career development. The student also discusses how self-awareness, self-assessment, and feedback contribute to their ability to integrate their roles and self-concepts, ultimately enhancing their effectiveness as a manager at KFC. The assignment concludes with references to relevant academic sources, demonstrating a solid understanding of career management theories and their practical application.

Running Head: Career Management 1
Career Management
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Career Management 2
Question 1
At present, I am working at KFC as a crew member. Basically, my work involves concepts of
management and decision making. My duties are distributed across all sections of KFC. There
are several aspects that relate to my role as a crew member.
Role Set
My role as a crew member is well defined based on skills, interests, and abilities. I have skills in
management and decision making. At KFC, I am able to determine schedules required to meet
goals and objectives. For that reason, KFC entrusts me to prepare and coordinate budget as part
of my role. I also ensure timely completion of the production process by scrutinizing daily
reports.
Role Expectation
KFC has a lot of expectations from me. First, they rely on my skills to coordinate transportation
process among the staffs and other crew members. As a unit production manager, I am expected
to maintain liaison with regulatory authorities on matters of location and operations of KFC.
Role Ambiguity
At times, my role as a production unit manager is subjected to role ambiguity. This is contributed
by desires of other crew members to perform my roles. It is not clear on what I am required to do
simply because much of my roles have been executed by other crew members.
Inter-role Conflict
This is where separate roles that I am expected to perform clash from role expectations
(Kanungo & Manuel, 2014). This scenario occurs when expectations and requirements of a
single role conflict with other roles. I am expected to budget on expenditure for crew members
but this role conflict with a budget for projects at KFC.
Intra-role Conflict
This occurs due to incompatible requirements within the same role (Marylene, 2014). In the
company, I am required to initiate a program with other crew members to determine strategies to

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improve the performance of the company. We conduct one meeting to determine these strategies.
Later, I am required by top management to explain to other crew members the incompetence of
these strategies. This role tends to contradict the requirements.
The conflict between Identity and Role
This may be caused by many variables. Identity occurs through the ability to respond to
feedbacks, ability to self-assess and increasing self-knowledge (Arnold, 2010). This may conflict
my role as a crew because my role is recurrent in nature. I perform the same roles in a given
period of time but my identity may change based on asserted variables.
Question 2
My career roles and self-concepts are very important to assist my quest as a crew member. I have
discovered that my potential to integrate roles and self-concepts will contribute positively to my
job. First, through self-awareness, I am able to understand my potential and abilities. This
enables me to generate positive interests towards my roles as a production unit manager. Again,
ability to self-assess enables me to realize what I need to do so as to achieve my targets, goals,
and objectives (Inkson et al, 2015). In addition, ability to gain and use feedback enables me to
learn new ideas and strategies on how to perform my roles. Lastly, increasing self-knowledge
enables me to achieve results that were beyond my scope. All these self-concepts enable me to
be a better manager at KFC.

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References
Arnold, J. (2010). Coaching Skills for Leaders in the Workplace: How to Develop, Motivate and
Get the Best from Your Staff. How to Books.
Inkson, K., Dries, N., & Arnold, J. (2015). Understanding Careers-the metaphor of working lives
(2nd ed). California: Sage Publication.
Kanungo, R.N., & Manuel, M. (2014). Work Motivation: Models for Developing Countries.
Sage Publication put.
Marylene, G. (2014). The Oxford Handbook of Work Engagement, Motivation and Self-
Determination Theory. OUP USA.