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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