Personal and Professional Development: Sainsbury's Analysis Report

This report delves into the critical aspects of personal and professional development within the context of a modern business environment, using Sainsbury as a case study. It examines various approaches to self-managed learning, including social media, seminars, and models like Kolb's learning cycle and Honey and Mumford's learning styles. The report proposes methods for fostering lifelong learning, such as team collaboration, educational videos, and personal construct psychology. It also evaluates self-skills and competencies against organizational goals, identifies personal development activities, and frames a development plan. Furthermore, it covers the implementation of the development plan, documentation of activities, reflection on learning outcomes, and remedies for professional issues, along with time management strategies. The report highlights the advantages of self-management learning for both individuals and organizations, emphasizing the importance of flexibility, ethical considerations, and expert development within the workplace, ultimately providing insights into how to foster growth and adapt to the evolving business landscape.

PERSONAL AND PROFESSIONAL DEVELOPMENT
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Table of Contents
Introduction......................................................................................................................................3
TASK 1............................................................................................................................................3
LO1. 1.1 Evaluation of different approaches in self-managed learning..........................................3
1.2 Proposal of methods enforcing lifelong personal and professional learning.............................4
1.3 The advantages in self management learning for individuals and organisations......................9
TASK 2............................................................................................................................................9
LO2. 2.1 Evaluation of self skills and competencies against organisational motives and
professional standards......................................................................................................................9
2.2 Identifying the own personal developments and the activities to be performed to meet the
targets.............................................................................................................................................11
2.3 Recognition of the strengths and weaknesses of personal skill development to meet present
and future goals 192.......................................................................................................................13
2.4 Framing a developmental plan based on the requirements......................................................13
TASK 3..........................................................................................................................................14
LO3. 3.1 The procedure for implementation of developmental plan............................................14
3.2 Documentation of the developmental activities as per the plan..............................................15
3.3 A brief reflection on own learning against original aims placed in development plan...........16
3.4 Upgrading the development plan against feedback analysis...................................................17
TASK 4..........................................................................................................................................17
LO4. 4.1 The remedies for professional or work based issues......................................................18
4.2 Different types of communication in appropriate ways at different levels.............................18
4.3 Evaluation and significance of time management strategies...................................................18
Conclusion.....................................................................................................................................19
Reference List................................................................................................................................20
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Introduction
The business environment in the modern times is at the verge of modification and change in a
dramatic way. The indulgence of complexities in market situations and circumstances are
advancing from time to time. The role of managers and marketers are eventually exposed under
high pressure, which requires core attention to keep the market position stable. The idea of
personal and professional development plays a key role in this scenario. An established
organisation of the United Kingdom, Sainsbury is selected in order to justify the importance of
personal and professional development. The personal and professional development is a two way
contributing process where the organisation and the employee indulges into a continuous
learning process, in order to meet the required target.
TASK 1
LO1. 1.1 Evaluation of different approaches in self-managed learning
In Order to cope up with one of the largest chain of supermarket in the United Kingdom, the
requirement for peripheral and in-depth knowledge is highly required. As stated by Moon (2013,
p.132), employees are constantly thriving to look for advanced ways to increase the abilities of
self management. Some of the effective approaches that can help in strengthening the base of
learning are:
The use of social media and discussion forums
The usage of social media like twitter, Linkedin, Tumblr and Pinterest are some of the most
efficient site in today’s world, which can be easily accessed at any point of time. Though the
method is simple and available, it is one of the fastest and wise ways to train one in self
management. The reading of forums and discussing issues and sharing experiences in forums is
an effective way to make progress.
Attending conferences and seminars
Attending business seminars or joining short tours can provide the individual with better
exposure to the real world scenarios which can shape up the existing knowledge. In addition,
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organisations like Sainsbury can indulge employees in self management learning programs, for
staff development progress.
Kolb and Honey and Mumford model in learning
Using the Kolb’s model of learning, the organisation can also gain definite knowledge, which
can help to minimise the risks and understand the problems. In the view of Tseng and Kuo
(2014, p.39), Kolb’s model of learning can be used by the organisations in order to learn things.
The Kolb’s model of learning is centralized on a cyclic process of experience, reflect,
conceptualise and plan. Organisations, in terms of housekeeping can be termed as the
management of operations and works, which can be managed in an effective way through
approaching both the Kolb’s model and Honey and Mumford’s model of learning.
In terms of the Kolb’s learning model, the organisation can learn from their executed actions,
which can help them to reflect and evaluate the situation. From analysing the situation, the
organisations can gain conceptualise the barriers and other concerns, which helps to plan in an
effective and efficient manner. In the opinion of Dixon et al. (2014, p.114), the effective
planning can help top execute efficient actions, which can help the organisation to maintain their
organisational processes and housekeeping in a proper manner.
On the other hand, Honey and Mumford is based on the Kolb’s model of learning, where an
organisation needs to have proper intellectual abilities and knowledge, in order to research on the
concerned issues. Moreover, in the opinion of Lambrechts et al. (2013, p.69), an organisation
needs to have proper capabilities and skilled employees in order to maintain their housekeeping
in a proper manner. Effective skills and knowledge of employees can help the organisation to
gain effective research and thus can help to gain effective learning environment with
development of critical learning and thus place effectiveness.
1.2 Proposal of methods enforcing lifelong personal and professional learning
The proposal for encouraging personal and professional development involves the way in which
the action plan shall be performed. Learning in a team is one of most effectual way, as human
mindset of learning gets motivated by social learning. Therefore, creating a group of co-workers
can cultivate the untouched ideas of employees from different areas. The main methodologies of
the proposal can be,
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● maintaining a specific team log or record
● learning in groups
● collaboration of fresh ideas
● keeping and reviewing team record
● watching educational videos
● seminars
The above techniques shall help the participants understand the gathered ideas. The process
together shall keep the enthusiasm among employees alive and equally benefit the organisation
in setting and discovering skillets of the staff. The organisation can also understand the specific
direction of its staff development, individually.
In order to develop the employees in terms of learning and development of knowledge,
approaching the educational videos can help them to develop them in both personally and
professionally. In the view of Cottrell (2015, p.187), individuals can approach the educational
videos, in order to understand the mechanism and concerned issues, which can help them with
concrete reasoning. On the other hand, the seminars can help the employees to understand the
barriers issues in a practical manner with approaching questionnaires and thus to gain effective
outcomes.
Seminars in the organisations can be framed to the employees, which can help to understand the
mechanism of organisational works and thus can help to enhance the capabilities and abilities of
them. In the view of Hoeve et al. (2014, p.300), high skilled employees help the organisation to
deliver their organisational works effectively and efficiently, which helps to gain high customer
satisfaction. In addition to that, these seminars, group discussions, educational videos can be
more enhanced with considering the Kolb’s model of learning and Honey and Mumfords, with
learning the things from experiences.
The usage of personal construct psychology
According to Bayar (2014, p.319), the outcomes can be placed against the personal construct
theory. This theory can assist in evaluating the prediction of assumption skills of each employee,
uninfluenced by any external information or data. This shall also help the organization to
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evaluate employee knowledge and execution capabilities. Since the theory of PCP enforces
cognitive style of learning, the employee shall be less hesitant to put up the raw set of ideas or
knowledge in a team or workshop, in the future.
Figure 1: The functioning process of the personal construct psychology theory
(Source: Tseng and Kuo, 2014, p.37)
Contribution of Kolb’s learning style theory
The Kolb’s learning cycle mainly controls the cognitive and internal process of learning. The
learning theory functions on one or more levels of the learning for a learner and can also be used
to assess certain areas of knowledge.
Concrete experience
The concrete experience of learning refers to the extremely new and non existing interpretations
in the entire experience. As mentioned earlier in the study, social learning can provide
opportunities to the existing data.
Abstract conceptualization
Whereas the abstract ideology is more of an inventory idea that is yet to be implemented and is a
example or theory in order to bring forward other ideas or explanations. This can be used vastly
in the team work.
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Reflective observation
The reflective observation can be used very effectively in a group, because the method of human
learning depicts observing other members or experts in order to make self progress.
Active experimentation
The active experimentation involves partial risk if not implemented in the right manner. In this
stage, the learner in the group, as explained in the proposal can imply the knowledge in real
world scenarios.
Figure 2: The Kolb's learning theory cycle based on line axis
(Source: Hoeve et al. 2014, p.295)
Proposal based on Honey and Mumford theory
As per Lambrechts et al. (2013, p.65), the Honey and Mumford plus theory possess similarities
with the Kolb’s theory and is one of the oldest theory. The basic use of it is to understand one’s
personal learning style that helps in getting the grip of the subject in a rapid way. The four stages
are,
Activists
The activists set of learners deal with the situation on the field with the help of learning sessions
like brainstorming, debates, and interactions on the particular subject. This method shall be very
effective for the organization as well.
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Theorists
Whereas the theorists, as the name suggests penetrate to the hypothetical part of the subject in
order to analyse the pros and cons to match with the goals and objectives. For example,
drawings, data charts, theory models. This can definitely give the learners a different perspective.
Reflectors
On the other hand, the reflectors in the group are observational learners. This skill depends from
individual to individual.
Pragmatists
Lastly, the pragmatists are the type of learners are likely to intake risk in the career and
implement the learning materials in real situations. This can result negatively as well as have
advantage and can be experimental at times.
Benefits of lifelong learning experience
Personal development and career building always include learning aspects. A continuous
improvement plan reflects life-long learning procedure. For example, if a respective employee is
static in the professional place, there are least options to explore new professional glances
whereas an employee searching for growth and career development seeks to find new learning
opportunities. As stated by Csikszentmihalyi (2014, p.147), an organisation has the same benefit
as a lifelong learning personality helps build dynamic expertise in the same work field. Business
organisations provide opportunities for employees to promote their designations along with new
opportunities and following the same all of the above benefits are experienced by both i.e. an
individual as well as by the respective organisation.
A regular instance of the benefits regarding life long experience is that employers always make a
space or opportunity to help learn new aspects of professional learning when an individual
employee seeks to do so. It is very evident that professional heads get lesser scopes or time to
make study or analyse new prospects of learning. In most of the terms, employer’s support is
found to be there as lifelong experience is not only beneficial for employee growth, but at the
same time, the impact is positively utilised by an entire organisation. At a glance, individual
employees get the opportunity to improve designation and organisation gets an efficient
professional support maintain additional responsibilities.
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1.3 The advantages in self management learning for individuals and
organisations
Since the Sainsbury is a retail sector and possess a number of channels and deals with multiple
business circumstances, the requirement for flexible working team is high. More than 40% of the
management chain of Sainsbury is team based. The organization can create experts within the
premises and solve day to day issues much more tactfully. The benefits to the enterprise include,
● Specifying the range of skillets and type of services of staff group
● Involve business ethics with the help of employees informed of moral judgments
● Possessing increased flexibility in staff, that shall ease arising problems in management
Whereas, the learner can undoubtedly excel in skill sets like performing presentations, team
work skillets and acquiring standardized collaboration and communication skills. As stated by
Dixon et al. (2014, p.111), the significance of self management is equally important and the
beneficiary factors of the organization and employee is directly proportional, in the scenario.
Lifeline learning and experiences can help to evaluate the situations nad analyse the issues in a
proper manner. In the view of Fullan (2014, p.138), development of analysing capability in an
individual can help to gain critical reflection. Development of critical reflection in self can help
to enhance the capabilities of conceptualisation and understanding of situation in a evaluative
manner.
In addition to that, enhancement of personal skills and capabilities can help to evaluate the
organisational works and processes in an effective manner and thus can help to enhance the
organisational performance and processes.
TASK 2
LO2. 2.1 Evaluation of self skills and competencies against organisational
motives and professional standards
Job responsibilities Personal skillets
Monitoring and analyzing customer service Integrative thinking and analytical
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results; keeping accurate records of employee
performances and reporting to the senior
management
assumptions
Coordinating and disciplining team workers in
terms of dress codes, maintaining ethics and
norms; maintaining Sainsbury regulations and
policies
Excellent communication and collaboration
skills; keen observational skills
Assigning and clarifying job roles to team
members
High level management skills
Crisis management, in case customer service
disputes
Problem solving skills in a rapid way;
balancing employee satisfaction and company
criteria; maintaining professionalism
Stating through personal experience, the middle person between the team and the management
requires carrying out the above roles in a precise manner. The improvement in communication
skill has improved the way of giving out instructions to employees. On the other hand, the most
challenging responsibilities among the above are the assigning and clarifying of job roles to each
team member along with handling crisis situations. In explanation, the clarification of job roles
requires immense amount of patience and equal attention to each co worker. More importantly,
the last moment crisis, for example, confusion in payments and orders, disputes in the premises
between staff and customer leads to higher level of unnecessary issues. The conflicts occur due
to the gaps in management and providing instruction. This is caused because of the failings in
communicating with all employees equally. As stated by Cottrell (2015, p.183), the group is
comprised of several employees coming from different backgrounds, it is challenging to tackle
all issues and reach the expected target level.
On the other hand, in order to develop professionally as a hotel manager, different skills and
capabilities needs to be enhanced properly. In terms of being a hotel manager, my self-skills can
be analysed through using the SWOT analysis.
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Strength
 Efficient communication skills
 Confidence
 Easy learning
 Manipulative skills
Weakness
 Team management
 Deadline maintenance
Opportunities
 Effective Communication
 Relationship and trust building
 Effective team work
 Critical reflection and analysis
Threats
 Gauge in terms of finishing project
deadlines
 Improper work processes
 Occurrence of Conflict situations
In terms of being an effective hotel manager in future, I need to gain effective communication
skills, which can help me to deliver the messages and information to the other employees in a
proper manner. In addition to that, effective communication can help my team to deliver the
works in an efficient manner and thus to finish the projects in the concerned time. However, on
the other hand, I need to develop the skills of team management in order to manage the
possibilities of conflict occurrence.
2.2 Identifying the own personal developments and the activities to be
performed to meet the targets
Job responsibilities Lacking Skillets Activities to improve
required areas of lacking
Gathering the outcomes of
services provided by team
members and analysing them
before reporting to the senior
Lack in assumption and
predictable flaws that can be
done by the employees; lack
of critical thinking
The details of activities for
improvement are as follows,
● The requirement of
observing and quickly
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management constructs an idea
about the working or
functioning nature of
the employees.
● Reviewing or
checking the existing
data to avoid flaws
Keeping team workers aware
of company policies and
disciplined
Slight lacking on spreading
awareness among employees
Not much improvement
required
Assigning responsibilities and
instructing employees
Lack of understanding of
employee and job role
suitability and communicating
accordingly
Areas of attention are,
● Required to receive
employee feedback
regarding experiences
● Performance data
review
● Assessing each team
member as per the
roles after each
performance
Managing crisis situations Lack of composed nature and
cooperating with others to
perform the duty correctly
Required to acquire expert
opinions and facing field
practice or practical situations
more can bring improvement
rapidly.
From the analysed SWOT of personal skills, I need to develop the skills of team management,
which can help the employees to manage their works in a proper manner. In addition to that, I
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need to develop the skills of critical thinking in order to understand the issue in a proper manner,
which can help me both professionally and personally.
2.3 Recognition of the strengths and weaknesses of personal skill development
to meet present and future goals 192
In the opinion of Boud and Brew (2013, p.2018), the use of the personal SWOT analysis is a
wise way to explore the possible threats and opportunities of personal skill sets, in an extended
manner.
Strengths Weakness
● Incorporating ethics and norms in
work culture and following the same
● understanding the mindset of team
members or co-workers
● Will and desire to receive feedbacks
and criticism
● Making wrong assumptions while job
role division
● High amount of focus and performing
task in a perfect way
Opportunities Threats
● Encouraging team members to follow
organizational ethics and integrity
● Linking the similar type of skill-sets or
job roles within the team
● Ability to focus on a particular
situation and improve being open to
criticism.
● Wrong predictions can decrease
efficiency of employees and self
efficiency in performing a particular
task
● While focusing on the specific
situation and reaching perfection,
missing work deadlines.
2.4 Framing a developmental plan based on the requirements
Objective Necessity Resources Measurement
of development
Timeline Deadline
Improving
decision
making skills
To increase team
performance and
efficiency. For
instance, if the
roles are divided
as per the
skillsets, the
Expertise
consultation
and practical
experience;
Using the
decision
matrix to
Increase revenue
margin by
increasing
overall sales
percentage, as
the right
decision making
It is a time
consuming
process as
decision
making
depends
solely on
3 February
2018
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performance shall
increase
automatically.
evaluate the
plus and
minus points
shall help in
meeting the
expected targets
positive and
negative
experience
which
involves risks
for the
individual as
well as the
organization
Making the
right
assumptions
The right
assumptions or
predictions shall
lead to a stable
functioning and
team work by
reducing effort
Using and
reviewing
previous team
performance
data and
understandin
g the
functioning
pattern
Shall increase
and improve the
areas like
employee
satisfaction and
performance
Minimum
time frame of
6 months
4 June 2018
Improve time
management
It is a mandate
requirement as
sainsbury is a
huge organization
and the customer
expectation is
highly valued.
By using
mind tools or
time
management
tips or tools,
that are
available on a
large scale
Meeting
deadlines even
though the task
shall not be 99%
perfect, shall
improve
organizational
data.
4 to 5 weeks
if the short
term goals
are met
6 January
2018
TASK 3
LO3. 3.1 The procedure for implementation of developmental plan
As stated by Fullan (2014, p.136), there are several types of methodologies for applying the
development plan. There are different types of techniques for the diversified types of perceptual,
gifted and intellectual capabilities of the learners. Some of the useful methods that can turn out to
be productive are,
Development via mentorship
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The mentorship development process is one of mostly adapted methods today. It involves
learning via live mentors or guidance that can increase the intellectual, academic and emotional
intelligence simultaneously.
Self management development
The process of self management is comparably simpler than the other methods but is one of the
most effective methods in terms of getting better exposure to advanced learning tools, available
today.
Apprenticeship development
In this method, the learner can achieve the goal both in terms of quality and quantity that can
provide him with advantages in completion of the task in a quality manner. The learning process
improvises on practical implementation with supporting advises.
In order to develop in an effective and efficient manner, I will develop my communication skills
in more effective manner, which can help me to deliver the flow of information in a proper
manner. The delivery of proper information can help me to minimize the situation of gauge and
misleading situations, and thus can help to deliver quality works. On the other hand,
communication will help me to gain trust and build relationship with the other employees and
thus can help to gain effective team work. Moreover, it can also help to gain collaborative and
participative leadership approach thus, to engage the employees in decision making.
3.2 Documentation of the developmental activities as per the plan
As per Saunders (2013, p.303), there are a number of approaches and methods acquired for the
improvement and that has been mentioned in the developmental plan. The documentation shall
include some of the core activities that shall be productive for the entire learning process. The
activities include, consulting the expertise group of other organization to mix and match data and
information in order to improve decision making. Also, the necessity of time management was
one of the activities required for rapid improvement. In addition, the requirement for checking
and reviewing performance data, use of the information technology and polishing the overall
communication and body language skills are equally eminent changes to be made.
Thus, in order to develop my professional and personal capabilities, I have started
communicating and engaging myself with the other individuals in different works. Engaging
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myself in other works is helping me to gain knowledge on different areas and sectors and also to
gain an effective and trustworthy relationship with the other individuals.
In addition to that, I have started to manage the time of work, with setting deadlines for the
concerned work. Maintenance of deadlines is helping me to finish my works on time and thus
helping me to gain proper time management skills. On the other hand, I have started to manage
my works with splitting the long terms goals into short terms goals, which helps me to
accomplish my works in an easy manner and on concerned deadline.
3.3 A brief reflection on own learning against original aims placed in
development plan
The personal learning skillets have a large impact on the actual objectives and goals of the
organization. The Sainsbury is formed of several hierarchies and has an exclusive work culture.
Therefore, the usage of the skills like, time management, re checking of data, increasing
communication and instruction giving skills shall make the task easier not only for the individual
or a limited group but the entire management chain. Time is a significant factor in customer
service and meeting the deadlines shall increase customer satisfaction, making the customer feel
valued, encourage and motivate employees eventually adding on to revenue margin of the
organisation.
From analysing the skills and abilities, which needs to be developed, it has been found that the
team management skills with proper efficiency and performance have to be developed in a
proper manner. In order to do so, the communication and engagement of employees needs to be
proper. In the view of Stephenson and Yorke (2013, p.50), proper communication and employee
engagement can help to communicate with the employees in an effective manner. In addition to
that, approach of effective communication and engagement will help to maintain stronger
relationship and collaborative works and thus can help to gain organisational objectives and
aims.
On the other hand, proper critical thinking needs to be done in order to minimise the mis-
prediction and negative outcomes. The senior authorities and other employees can be approached
in order to learn things and thus to develop the capability of critical thinking. In addition to that,
in order to enhance the organisational effectiveness, the employees needs to be properly analysed
16

and thus needs to be delivered with the responsibilities meeting their skills and capabilities.
Work roaster can also be approached in order to help them to understand different works which
can also help them to gain interest in learning the processes and procedures of new things.
3.4 Upgrading the development plan against feedback analysis
Figure 3: Basic structure of the analysis of the personal and professional development plan
(Source: Stephenson and Yorke, 2013, p.46)
In order to develop both personally and professionally, the experience plays an important role. In
the view of Fishman et al. (2013, p.428), individuals needs to learn from their previous and past
experiences in order to gain effective outcomes. Past experiences of the individuals can help to
reflect the situation and thus to gain critical thinking which helps to develop the capabilities and
abilities. Development of the capabilities of the individuals ultimately can help the organisation
to enhance the organisational development with intensifying the performance of organisation.
TASK 4
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LO4. 4.1 The remedies for professional or work based issues
The issues in work environment can vary from harassment, stress, satisfaction to performance
issues. Different issues have different requirements which depend on the nature of the problems.
In Order to establish a successful work environment some of the most effective solutions are,
involving the method of mutual feedback in the organisation. For example, every employee can
get a chance to express and acknowledge information about one another. Moreover, this method
shall act as a solution not only for a particular set of group but also for the entire functional
group. The involvement of creating individually focused environment can help each employee
get equal attention, notifying none is left behind in the learning process. The introduction of
special assistance and training for employees who are facing issues to maintain the expected
criteria shall also reduce insecurity among employees and keep employee motivation and
enthusiasm intact to learn. In this regard, it has been evident that two of the work-based problems
are in terms of employee equality. Employee training has also been a problem, which has been
identified in this section.
4.2 Different types of communication in appropriate ways at different levels
As per Fishman et al. (2013, p.426), there are new sets of problems arising on a daily basis in a
work environment. The continuation of the development plan is highly necessary, in this
scenario. One of the most effective ways to meet the targets is by benchmarking the criteria
against the market requirements. The market scenarios are ever changing and ever advancing in
the 21st century. The benchmarking of the basic requirements shall help meet one target at a
time. In addition, updating of knowledge more frequently is one of the efficient processes to stay
updated in a continuous manner. Furthermore, seeking help from the committees, local
communities, professionals and experts can provide unique kind of learning experience that is
different from the regular methodologies. The mentioned methods can help in not only achieving
up continuing and communicating the development plan on different levels of learning. For
instance, the method of improving communication skills shall be used as one of the initial
techniques proceeding with social and cognitive learning and finally changing the course and
style of learning to interaction and informal conversations. Here in this regard it has been evident
that in recuperating with the problems evident in the above section that providing employees
with appropriate opportunities will help in mitigating the problems regarding employee
18

opportunity. Moreover it needs to be further stated that the training will help in mitigating the
problems of employee training and employee performances as well. An effective
communication between the management and the employee in this regard concerning the
drawbacks and there in capabilities would be helpful.
4.3 Evaluation and significance of time management strategies
The significance of time management learning is huge because of the mentioned factors and
provides plenty of confidence to tackle the specific area or subject that is already explored or
learnt. As stated by Kunter et al. (2013, p. 105), the right estimation of time shall improve team
performance and reduce complexities or hurdles in communication in the future. Some of the
efficient time management strategies that can limit the chances of risk involvement are,
● Prioritizing high value tasks
● Limit the chances of multi tasking
● Reviewing existing data more frequently
● Setting short term goals and deadlines on activities
In explanation, by acquiring the above techniques, the complexities shall be narrowed down to a
particular estimation and make the entire learning process easier.
Conclusion
As learned from the above study, since the skillets depicts the performance of an employee,
which directly affects the career growth, reputation building and organizational function, it is
necessary to understand the advantages and disadvantages as well. The Sainsbury employee
expectations are increasing on a daily basis due to the dramatic expansion of the organisation
over time. The team employees represent the mission and vision of the organisation. Therefore,
the personal skillets like monitoring and coordinating the team requires core attention from the
management in which the personal and professional development play a massive role and is
being prioritized by a large number of organisations today, in order to cope up with the
competitive situation changes.
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