Professional Portfolio: Reflective Statements on Self and Others

This professional portfolio comprises reflective statements based on peer reviews and self-assessment activities, focusing on the development of self and others. The portfolio includes blog entries discussing the relationship between cognition and behavior, the impact of communication on individual behavior in the workplace, and motivational theories such as Attribution theory, Expectancy theory, Goal-Oriented theory, and Equity theory. It also explores the importance of self-efficacy, locus of control, and emotional stability in job satisfaction and performance. The portfolio further delves into Hollander's theory on personality and identity, addressing challenges like stress and anxiety in the workplace and strategies for coping with them. Additionally, it examines the role of transformational leadership and performance appraisal in enhancing employee motivation and performance. The ultimate goal is to demonstrate an understanding of leadership management and its potential to influence management effectively.

Running head: Development of self and others
Title page: Development of self and others
Name of the student
Name of the author
Authors note

Running head: Development of self and others
Table of Contents
Blog entry one:.......................................................................................................................3
Blog entry two:.......................................................................................................................6
Blog entry three:.....................................................................................................................8
Blog entry four:......................................................................................................................9
References............................................................................................................................12
Appendices...........................................................................................................................13
1
Blog entry one:
This is based on session two.
From the last week class, I could understand that there is a connection between
cognition and my behaviour. The knowledge of psychological core is constitutes an ongoing
process that revolves around the core feelings, ability to understand things and perceives
things. It is our understanding that serves the foundation of our psychological core that is
linked to the motivational factor (Judge and Bono 2001). Our motivational factor delves on
our ability of how we control things, and as a result, it is reflected as our external behaviour.
This assessment focuses on the discussion based on the work environment and how
communication, can influence individual’s behaviour.
Individual participating in an enterprise needs a constant flow of motivation or else
she or she will get alienated and the workflow will get hindered. In order to understand the
basic driving force, there were enumeration of three basic theories in our assessment. The
first theory is related with Attribution theory, which is concerned with hoe individual
1

Running head: Development of self and others
interpret events and these interpretation relates to their thinking and behaviour (Pekrun and
Marsh 2018). I came to know that this theory was developed by Weiner and this theoretical
framework serve as one of the major research paradigm. This theory was more focused on the
attribution theory of achievement. Weimer wanted to uncover the facts that led to the
classification of the attribution model into three causal dimension, namely locus of control,
stability and controllability. The locus of control is further divided into two poles, namely
internal versus external locus of control. The stability dimension checks on the changes that
might occur with time. Controllability refers to the causes that one can control, such as, skill,
efficacy, to the ones, which cannot be controlled like, mood, aptitude luck and so on
(Maddux 2016). I also have to learn about other theories, like expectancy theories,
goal0orineted theory, and equity theory (Miner 2015). These theories altogether helped me to
understand that underlying factor which motivates the individual to work in an organization.
According to the Expectancy theory, an individual will behave in a certain way, only
because they are motivated to do a specific behaviour (Renko Kroeck and Bullough 2012).
The motivation to this behaviour will be fuelled with the assumed of what the outcome can
be. Thus, the motivation of employee is driven by the desirability of the outcome. This reduce
the individual motivation down to the outcome of the single act. Thus the importance of the
goal-driven theory, because establishing the goals can serve as an intrinsic motivation for
employees. Goal and Goal Orientation theory emphasises on the relationship between goal
difficulty, level of performance and the amount of efforts that are involved (Abuhamdeh and
Csikszentmihalyi 2012). This theory also suggest the importance of an employee to accept
the goal along with the commitment involved in it. The nature of these goals are not one-
dimensional, because it includes different variable like Mastery goals, Performance Goals
and Outcome goals. The mastery goals deals with the understanding of the consults and
acontents and application to tasks like, on-the-job learning, task-involvement, approach and

Running head: Development of self and others
avoidance.performance goals as the name suggests deals with the level of performances of
the employees, their relative ability ego-involved in the act of performance and so on. The
outcome driven goals deals with the attribution, self-efficacy, levels of cognitive engagement,
self-regulation, affect, interest, persistence and choice of behaviours and so on. Last but not
the least it is the equity theory, which focuses on the determining the distribution of the
resources is fair to both relational partners or so on. This theory measures the ratio of
contribution, that is, the cost and the benefits or rewards for each person.This theory also
addresses the unequal distribution of resources, and harbours the belief that value fair
treatment will motivate to uphold the fairness among the co-workers and the organization.
These theories formed the foundation of the my understanding, and I realised the that
motivation of an employee depends upon the various factors. These factors are inter related
with performances, ability and effort of the employee. The dimension of the employee
performance is not static, rather it is dynamic and therefore they are cyclical. Self and the
understanding of the self by the person itself determines the outward behaviour. The major
elements that affect these behavioursare self-efficacy, locus of control, and emotional
stability with job satisfaction and job performance.
I realised that individual’s ability to evaluate oneself is a determining factor of
positive self-concept. It is important of the employee to have belief in one’s ability to be able
to perform to the censored level. However, due to the false self-fulfilling prophesy, the
individual can often falsely influenced. Self-efficacy of the employee is also related to this
the motivation of the employee because it refers to the personal judgement of every single
employee (Cherian and Jacob 2013). The personal judgement serves as determining factor of
how long the employee can cope up with the challenges thrown at him. I understood that it is
very important to have self- efficacy because it refers to the self-conceptand the also the
habits of attribution that can contribute to the development of the professional identity for the

Running head: Development of self and others
person or it can detract him from the ideals of achievement. Self-confidence and self-efficacy
are twoof the determining factors that serves as main drivers of the employeewelfare and
well-being. The factors although dwell in the internal categories are limited by it because, the
emotional should also be created by the management. These are the following ways by which
these emotions can be created like, when the management creates performance
accomplishments, or when it provides the opportunity for interaction, when it provides
appropriate feedback to the employees. During the transition, these needs to be vehemently
practiced, beforehand preparation with all the projects will also help the employees from
getting perplexed in the end moment. Thus, their confidence level will remain boosted up.
The internal attitude of confidence can also give way to over-confidence, thus comes the
importance of attribution theory
Blog entry two:
This is based on assignment three.
Employees while working in an organization can come across with certain challenges
like stress and anxiety. I leaned about the Hollander theory, where I understood that the
difference between personality and identity (Lam et al 2016). Identity refers to the unique
characteristics and personality refers to the structure of the inside person that justifies the
characteristic of the thought process. According to Holland personality is the “underlying
stable psychological structures and process that organizes human experiences and shape a
person’s action and reaction to the environment” (Lazarus and Mowat, 1979). Unlike
Bandura’s explanation of social learning process, which is more situation, Hollander
approach is more interactional (Bandura 2017). According to his theory, the behaviour is a
combination of both inherent personality traits and environmental factors. Thus it reflects that

Running head: Development of self and others
the understanding of self as a definite things not a process. This theory suggests that self is a
definite organic things which is uninterrupted by the situational influence. The fore the
outward behaviour is a function of the personality and the environment. In order to explain
such micro social psychological behaviour, one needs to understand the layers by which it is
segregated. The first element is the Psychological core that refers to the “real self”, aninnate
and more permanent types of the nature of self. Next comes the typical reposes, that refers to
the usual way one respond to the environment, this is learned and the stored knowledgethat
indicates the nature of the core. Then the next role-related behaviour is determined by the
perception of the environment can be changed at any time, depending on the situation. This
theory is also duly applicable in the employee welfare related to the business,
entrepreneurship and the leadership abilities. A business or a company do not always run
smoothly. Stress, anxiety and arousal can also the factors that can cause demotivation of the
employees. In order to cut down the demotivation, the employee and the managementmust
cooperate and support each other. Now there are several factors like emotional intelligence,
core evaluation strategies, innate values attached in the personal standards and moral
judgement, attitude towards change and the learning style. These factors are related with the
self-understanding and self-management of the employees and also the managerial
effectiveness and job satisfaction desirability of the management. Employees working in the
company because of certain events can face sudden arousal, and it is important for the
management to check that there arousal remain in the neutral level. Stress is another
burgeoning factors and it results when skewed demand is put forwarded to them and they
think they are able to meet the demand with current resources or ability or activation.
In order to deal with these I learned that changes are not existing outside the person,
therefore in order to cope up with the challenges it is important to understand the happiness
or sadness exist inside the person’s mind. If one becomes more specific of it they can duly

Running head: Development of self and others
address that and feel motivated. Therefore perception is the sole key, stress can also be a
positive factor like when, it emanates good, healthy competitive vibes and when the demand
is in seen as a scope of opportunity to perform better. Anxiety too has type types, where one
is related to the mental aspects and the other is somatic anxiety, which is, relateto the
physiological aspects. Positive effects of stress can increased the arousal which will in turn
affects the alertness or readiness to do the job it also prepares the body for the action because
it releases the Glucocorticoids.
According to the Person-environed fit theory coined by Caplan, 1987 poor
compatibility between person andtheory environment cause stress and discomfortbetween the
employee and the organization. Thu sin order to arrest these challenges and channels them
into a positive sources one need to follow three principles, which are, removal of the existing
cause, changes or accept, which very is feasible.
Creating string social and self-management skills will better the prospect of the employee and
this will also benefit in the process of leadership making ideals. A leader is the one who will
try to encompass every causes and issue put forward by the client, thus he will be able to
inculcate proper group solidarity and be aware of the emotional levels of his or her own self.
Blog entry three:
This is from assignment four
In order to be a good leader one must have the ability to transform the group dynamic
collectively to a single goal. Performance appraisal can be one of the effective ways in which
one can fuel the employee motivation, ability and performance. Inthis assignment, I learned
the leadership management has got a lot of potential to influence the management. More
effectively, the transformational leadership capability address the flexibility of time and
makes sure that the employee do not feel left behind. The transformational leadership theory

Running head: Development of self and others
is an integral part of the Full range Leadership model, and the entire purpose of this kind of
leadership program is to enhance the job performance of the follower through a variety of
mechanism. This include the respond of one identity and also theself-conceptwhich bridges
the group dynamics and the collective identity. The leadership dynamics are also associated
with leadership philosophy as the one which underlies the personal approach for the
development of the interpersonal relationships. However it must be noted that leadership is
only a part of the umbrella management. I understood the importance both the management
and leadership. This is because if one is able to influence people towards the right track they
are going to be a good leader. But without the support of management a leader will be like
seed without its supporters like water, sun or water. Leadership follows different patterns,
like it can be autocratic, it can be Laissez-Fair and Democratic and so on. I myself prefer the
democratic pattern though I am completely aware that democratic pattern of leadership can
create chaos. I feel it provides the people with the autonomy of exercising their free will.
Nevertheless I think in time of emergency it is okay to cut down the individual autonomy and
give clear cut dimension and when a new idea is being introduced in the opinion of the
people that matters should be considered. Thus combination of the entire three patterns are
essential of the company to run effortlessly. I also came to know about the different types of
leadership theory, which is basically the evolution of the leadership theory. From leader
defined by the birth, to traits, to transformational to transactional and so on (Masa'deh et al
2016). For me I think to is important to grow the ability of grow the qualities of global leader.
With the age of technological innovation and scientific development, there is great need of
inculcate the abilities of global leader and known as world leaders (Bird and Mendenhall
2016). The outlook of this leadership is inter disciplinary and it includes the elements of the
personal experiences along with the macro realms. For being able to understand, the
importance of transformational leadership there needs to a proper understanding of the self-

Running head: Development of self and others
concept. For which the cultural and the emotional intelligence of the person is very
importance. This is because the emotional intelligence deals how well one managements
himself or herself and the other social management skills.
Blog entry four:
This from assignment five
The performance of the leader owes to certain elements; he or she cannot fully access the
freedom of the choices. One needs to understand the importance of feedback and the context
in which things are playing. Thus as Pedler in 2008 stated that challenges, context and the
characteristics of the leadership development. According to him the blend of these three
elements are very necessary for strategic implementation of leadership ability. Any element
over shadowing the other will causes incoherence the thus leadership will not be able to
witness change. I learned about transformational leadership and how it is different from
servant leadership. According to the servant leadership theory the ultimate purpose of the
leader is to serve. The leader becomes the servant of the followers in this the leader cannot
exercise the option to command but to serve. This position is very different form the
transformational leadership because in this form of leadership approach there is some extent
to which the leader can exercise his or her own will power. However I realised that more than
the sides the importance should on the main purpose that serves as the driving force of the
situation. After the realization of the current purpose of the situation the leaders can actively
work for the betterment of the fellow beings. Thus the transformational leadership qualities
appeal to the higher psychological effects of the employees. Thus becoming authentic or
genuine to oneself serves as the crux of the leader.
Even though the differences are not very stark, but there are subtle differences that must be
internalised for better understanding of the components of leadership (Aktas 2016). In
transformational leadership it is the idealised influence, inspirational influence, intellectual

Running head: Development of self and others
stimulation and individualised consideration. However in Authentic Leadership, self-
awareness, internalised moral perspective, balanced processing and relational transparency
remains vital.
On the account of the self- reflection, this course also helped me to raise my self
awareness. This course gave the chance of reflecting the how and what to perceive of the real
situation. Of this, one needs to aware of what is going or happening around. This perceiving
of the ability will build the accountability of the person. He or she will be held responsible for
the thoughts or the action they choose to do. There are four important things which needs to
be kept on mind, which are future or the outcome, culture primarily the coaching culture,
performance and coaching the perfomitivity can help in achieving the results and improve the
collective performance. In addition these procedure will go incomplete without the
consideration of employees. Communication in a systematic manner is very important to avid
misunderstanding or else the entre administration might collapse.
By coaching one refers to the methodology that is sued for stimulating individual
behaviour and change. Coaches do not show up like any expert who primarily analyse
problem or give advice and recommend goals. They focus on the client for being expert on
their own beings. There are different kinds of coaching, one long termed and the other short-
termed. Coaching on the spot refers to the supportive conversation than a “telling one”. It
involves the usage of the skills that most the mangers are well accustomed with. For instance
listening without judgement, or without any preconceived notion maintaining the eye contact
with the person. These kinds of small support help to inculcate to create an ethical and the
positive work inculcate, that motivates the management as well as the employees working in
it. The development process that involves cooperative working platform for auxiliary member
and less experiences member is a genuine process. Mentoring things that is highly popular
and the serves as the rigor of policy solutions in a wide range of contexts.

Running head: Development of self and others
Nevertheless, there is difference between coaching and mentoring, where the key goals in to
correct any inappropriate methods whereas in mentoring it is support and guide to personal
growth. On the level of duration, coaching usually serves for short term and mentoring is
alone term programme.
Summary
This paper tries to focus on leadership quality that is essential for developing sustenance for a
long term. There are different approaches for the leadership premised in the larger structure
of management. I learned the importance and essence of leadership ability the way evolved
and how important are core psychological factors. The internal attitude and external
behaviour is inter-related.

Running head: Development of self and others
References