Professional Identity and Practice Report: Marriott International

This report provides an in-depth analysis of professional identity and practice within Marriott International. It begins with an overview of the company, its services, and its global presence. The report then examines the skills and competencies expected of employees, particularly in training and development roles, and emphasizes the importance of ongoing personal and professional development. It explores the benefits for both employees and the organization. The report further discusses the implications of various learning theories, such as behaviorism and constructivism, for employee training and development within Marriott. It includes a self-assessment of the author's skills and competencies, identifying areas for improvement. A development plan is presented, outlining activities, resources, and timeframes for enhancing skills like conflict management, time management, and problem-solving. Finally, the report touches upon the interview process and its strengths and weaknesses, offering insights into the company's approach to recruitment and employee development. The report concludes with a reflection on the importance of professional identity and practice in fostering long-term career growth.

Professional Identity
and Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
PART A...........................................................................................................................................1
Overview.....................................................................................................................................1
Skills and competencies expected by the employer to perform particular role in the Marriott
International................................................................................................................................1
Benefits and importance of on going personal development and professional to upgrade the
meet the career objectives...........................................................................................................3
Implication of learning theories for personal and professional development in Marriott
International................................................................................................................................3
Evaluation of own ability and competences for job roles within the organization, by using
self-examined models: ...............................................................................................................4
Best development approach to uplift professional and personal development. ........................5
PART B............................................................................................................................................5
Preparation of development Plan................................................................................................5
PART C............................................................................................................................................7
Interview of assistant manger......................................................................................................7
Strengths and weaknesses of the interview process for Marriott International organization......8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Professional identity and practice has become important to enhance long term career
upliftment and growth of an individual in personality. These practices includes distinguished
skills, potential and competencies which directly help to find out steps which can be taken to
overcome any kind of issues or shortage. In the era of 21st century, professional practice plays a
vital role as it makes personal exposure more cumulative and effective towards set goals and
targets (Broadhead, 2017). Marriott international is a leading American multinational hotel
industry. It offers a wide range of services and subsidiaries across the globe which are Le
Meridien, Ritz Carlton, Starwood etc. This report includes meaning of professional development,
critical evaluation of own competencies and skills for a particular job role. It also study factual
understanding PDP and process of job interview how it helps in growth of a firm as well as
individuals. Apart from this critical examination will be done on various learning approaches.
PART A
Overview
Overview on Marriott International American multinational hospitality company. It's
headquarter is in Bethesda, US. Organization is serving 177,000 employees across the different
countries. The founders are Alice Marriott, J. Willard Marriot and was founded around 92 years
ago. The ownership of Marriott family is 25% . The website name is marriot.com. Firm is
serving it's services across the globe so, that they can find worth paying for Marriott
International. This helps the organization to build trust and faith in the eyes of the customers, so
that they can fight against the existing rivals in the market. From last fifteen years, Marriott
International is offering is best services to it's loyal customers which directly raise revenue
generation. This helped the business to explore and grow in diversified fields in around 100
countries across the globe (Brooks, 2016). Whereas, business has made successfully strong
connections with it's loyal customers by offering valuable services and reaching out potential
customers by promotional techniques. To reach out to the distinguished traveller firm includes
hotels which are, holiday Inn, resorts, Crowne plaza, Kimpton hotel etc.
Skills and competencies expected by the employer to perform particular role in the Marriott
International
Employer expectation is increasing day by day about employee's abilities and skills to
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perform their job at the optimum efforts. In context to the organization, employer expectations
from employee's has been raised because of more business functioning and operational aspects.
Employers do not expect from employee's , but they look for some of the basic skills which is
important such as, analytical, negotiation and communication to perform their job more
effectively and efficiently. In Marriott international person job role is of training and
development executive who actually need to work hard to perform work relating to employee's
assessment, training preparation undertaken the relevant training and assisting manager in that
particular process (Bukor, 2015). Before appearing for any kind of interview individual needs to
self examine all the skills and competences in order to satisfy the employer expectations for the
job profile. Critical examination is necessary to develop skills into professional zoner so stand up
at the expectations of the employer. To proceed ahead with own skills and competencies it is
essential to investigate about the job role which skills and competencies are required for training
and development executive over the time.
An investigation of critical evaluation of own skills and competencies for a job role is
explained below:
Job role Nature Skills/ Competencies
Training and development
executive.
The nature of this role consists
of long process, which focus
more on giving training and
development to existing or
new employee's. This job role
includes continuous practices
along with two way
communication with various
people in the firm (Jackson,
2016).
The person who will be hired
for the post needs to have
strong communication
skills,ability to interact with
others and competencies to
handle work under pressure.
Moreover, candidate should
have skills related to quick
response, knowledge and
handle work under pressure at
a given time. It has been
examined that candidate is bit
low while communicating with
other people also hesitate
while sharing views on certain
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topics also inaccuracy of
pressure can be seen which is
required at the training
process. This are identified to
have in employer's information
or knowledge.
Benefits and importance of on going personal development and professional to upgrade the meet
the career objectives
On going development is a wider concept by which development of distinguished skills,
abilities and traits needs to be continued for developing career path of an individual and uplift
them with enriched capabilities for their performance. In other words it can be said that on going
development is process of searching out the needs of necessary skills and potentials to develop it
for long term career path (Kearney-Nunnery, 2015). On going and self learning is two similar
concepts which focus on knowledge and skills of a candidate. In this process individual can learn
more skills or competencies either on job time. Self directed learning is a oriented process which
a candidate learn things by themselves by their own efforts in a given time duration. In hotel
industry on going development is important because it enhance candidates abilities for longer
time duration. Here, are roles, benefits are needed to be identify in context of both employer and
employee are explained as follows:
Employee: On going is helpful to identify an individual from learning in order to grow in career
an ability to led development based activities for self importance. One of the major benefits is
discovering vision and mission for conducting career development.
Employers: On going development is important to satisfy business needs and employer's interest
level for profit to grow in the global market. Employer desires about an employees who have
abilities, skills to pull it towards meet set targets. This is big contribution to employees mission
and vision towards business success.
Implication of learning theories for personal and professional development in Marriott
International
Approaches and learning theories involves distinguished approaches which are,
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constructivism and behaviourism which helps the people to expand and retain the valuable
knowledge. Here are some of the strategy, techniques and tools to promote learning within the
staff members of the organization Marriott International which are explained below:
Productivity: If the Marriott International hotel connect or link the benefits like hike, extra pay
etc. with the performance or goals of the staff members this will help to attain the targeted goals
on time. Operate conditioning involves positive sign which encourage the employees to uplift
their personality as well raise firm productivity level.
Behaviourism: Approaches of learning plays a significant role in the lives of the
employees as it changes the existing behaviour of the employees as well helps to uplift the
personal and professional development. It includes role of stimulus to change the behaviour of
the existing staff at workplace (Marañón and Pera, 2015). Hence, this theory is a concept of
operant conditioning helps to upgrade the productivity level at work place.
Customer service: Continuous positive reinforcement helps the existing employees to
improve their serving quality for customers as well as offer them best quality customer service.
This will help the firm to bind customers for long time duration. It also helps to satisfy
customers and retain them back as they are the face of the organization which helps to create
good experience for an individual.
Constructivism theory of leadership: In this theory individual frame their own
experience and knowledge from their past experiences. Everyone faces different experience in
the past and builds distinguished perception that gives birth to new and innovative idea or
experience. This approaches of leadership helps to resolve the conflicts in the organization by
considering the I impact of past conflicts. Apart from that the particular theory helps hotels to
promote collaborative learning which leads to resolve issues and brainstorming to create new
idea.
Evaluation of own ability and competences for job roles within the organization, by using self-
examined models:
Skills Own ratings Others ratings Deviations
Hard skills:
Certification or Degree
Computer
8 9 -1
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programming 8 5 3
Soft skills:
Problem solving
Time management
8
8
6
9
2
-1
On the basis of my hard and soft skills it can be said that I lack in computer programming
because Thomas Cook hotel works on various software. As I am new for this software which I
will improve with the time frame. In case of degree my qualifications is completed were as some
optional courses such as, international certificate in hospitality business which I don't have.
Whereas, my rating is low in problem solving soft competence because firm requires multitasker
which I have never experienced in the past. While, it requires critical thinking ability on which I
am working at present to overcome it in the near future.
Best development approach to uplift professional and personal development.
Among the distinguished theories or approaches of learning social learning which is a
great combination of cognitive and behavioural learning works together in upgrading the
professional as well as personal development with Thomas Cook. While behavioural learning is
based on association of stimulus whereas, cognitive learning is based on the thought process of
an employee's. Hence, social factor includes factors like, retention, motivation and observation to
uplift the development of workforce within work area.
PART B
Preparation of development Plan.
Development Plan are framed or designed by the managers or by the top level
managements of respective business associates. It is efficient source to examine the skills of
personnel and resources needed by firm to achieve the targets of the business in the market. It
can be said that it is a effective tool which is to deign or frame strategies and goals of firm. This
type of framed plan varies from individual to individuals. According to me, skills such as
conflict management, time management and problem solving are the areas which needs to be
improved as this are my weaknesses. Hence, this weaknesses needs to be overcome with the time
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phrase by efficiently using the organizational resources (Webb, 2017). Therefore, for training
and learning outcomes development plan is framed below:
Skills Activities that
needs to be
undertaken
Resources Time frame Desired
improvements
Conflict
management
The
responsibilities
and roles of
assistant
managers is to
resolve the
conflicts arising
in the business as
well as to
decrease the
interdependency
of distinguished
departments on
the same
resources. It also
motivates
employees to
remain task
oriented by
controlling their
emotions such as
anxiety, anger to
achieve the
desired results by
mentioning the
organization
decorum
(Pennington and
Richards, 2016).
The resources
such as,
presentation,
reading books,
articles, books
and journals and
participation in
work etc.
1 month To achieve the
desired outcomes
emerging
conflicts in the
firm need to be
resolved
effectively. I can
form build
healthy relations
with my team
members and can
meet the achieved
goals. Hence,
This particular
skills can help me
in maintaining
healthy
management
relation by
welcoming their
co- workers in
their task or work.
Time
management
For proper time
management the
role of the
manager is to
frame a effective
plan within the
given time period
to avoid
procrastination
Formal training
and effective
mode of
communication.
2 months Setting up the
lists of priorities
and allocation of
work by which
desired way for
me can be framed
to improve the
time management
skills.
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which is in
priority list,
delegate work
effectively, track
daily.
Problem solving Mangers perform
various activities
to solve the
problem like,
remain loyal for
customers,
interpersonal
skills, maintain
flexibility (Wald,
2015). For
problem solving
social learning
style is one of the
techniques which
is used to raise
the potential of
employees foe
productive results
as well as to gain
organizational
objectives from
personal and
professional
development.
Provide practical
formal
simulation,
training, case
study, aptitude
tests to acquire
problem solving
skills.
2 months The solve the
problems the
capabilities of
mangers is
checked to solve
the emerging
problem at
workplace. This
can be done by
effective decision
making and I
make sure that it
achieves the
organization
objectives by
enhancing the
profitability of an
organization.
PART C
Interview of assistant manger.
After the last evaluation process which was interview round 1 was shortlisted as an
assistant manger in the Marriott International organization (Pihl-Thingvad, 2015). To clear the
round I put forward additional efforts in as compared to other candidates who appeared for the
interview round. The best way to pass this confirmation round is by updating myself on
continuous basis as well as acquired knowledge to track the interview. I cracked the interview by
impressing the interviewer by my updated knowledge and skills gained while working in the
same industry for one complete year. Thus, apart from skills and knowledge or experience
interviewer was looking about the ample amount of knowledge regarding the company Marriott
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International like, goals, policies, norms, history, achievements respective firm gained etc.
Keeping aside the one year of experience in Marriott International firm I have done internship in
respective organization for few months. So I was bit aware about the internal operations of the
firm. The training programmes which I attended for one and half month helped me throughout
the interview to crack it for the assistant manger post (abanciogullari and Dogan, 2015).
Moreover, individual must, groom their present skills, abilities, capabilities as well as their
potential with the time duration. Intrinsic and enthusiasm motivation needs to be timely enriched
which helped in achieving goals of any individuals. The secondary but the most valuable task of
an individual is to reach out to the respective locations before the time. So, that interviewer can
be mentally prepare themselves for the evaluation rounds and is able to give it's hundred percent
in the interview. On the other hand they should keep ready all the necessary documents for
verifications with accurate time period (Salifu and Agbenyega, 2016). Thus, it can be said that
time management plays a vital role in uplifting the professional development as well as meeting
the set targets of an individuals.
Strengths and weaknesses of the interview process for Marriott International organization.
Strength and weaknesses are associates with interview rounds which are discussed below:
Strengths: Interview for the assistant post helped me to gain self confidence, see the
reflection of my knowledge and how in tricky way I cracked the questions asked by the
interviewer in different rounds. Thus, this different interview rounds has added valuable
experience in my life time. Meanwhile, due to huge exposure, sound knowledge, skills and
experience I gained during the internship time within Marriott International group has helped a
lot to uplift my personality (Sharif and Cho,2015). Additionally, interview rounds gave a wide
platform to share about myself openly in front of the interviewer. It also gave a platform to
communicate with the existing staff members of respective organization and becoming a
valuable assets of that business.
Weaknesses: While facing the interview round for the assistant manger post I felt that I
lack behind in my reasoning part. So, this are some of the parts which I need to cover or improve
in the coming time to become more perfect for future challenges of interview. But by facing this
interview round I actually came cross the desired skills, knowledge needed by an assistant
manger or need to have such qualities which I unaware about for this skills for all this years
(Seemiller and Priest, 2015).
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CONCLUSION
From the above discussion it can be concluded that development of personal and
professional is essential for organization which takes place by never ending process.
Distinguished learning theories which are, cognitive learning, behaviourism helps the
organization to fulfils their set targets on time. Whereas, development and training not only helps
in the upliftment of the person but also contributes in the enhancement of the business. So, it can
be said that by uplifting the never ending development process is benefiting both sides
individuals as well as business associates.
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REFERENCES
Books and journals
Broadhead, R. S., 2017. The private lives and professional identity of medical students.
Routledge.
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.
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.
Salifu, I. and Agbenyega, J. S., 2016. Teacher motivation and identity formation: Issues affecting
professional practice. MIER Journal of Educational Studies, Trends and Practices. 3(1).
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).
Sharif, A. and Cho, S., 2015. 21 st-Century Instructional Designers: Bridging the Perceptual
Gaps between Identity, Practice, Impact and Professional Development. International
Journal of Educational Technology in Higher Education. 12(3). pp.72-85.
Wald, H. S., 2015. Professional identity (trans) formation in medical education: reflection,
relationship, resilience. Academic Medicine. 90(6). pp.701-706.
Webb, S. A. ed., 2017. Professional identity and social work. Taylor & Francis.
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