Self-Assessment Report: VUCA World and Hospitality Management

This report presents a critical analysis of a self-assessment focused on emotional intelligence and its relevance to professional practice in the hospitality industry, particularly within a Volatile, Uncertain, Complex, and Ambiguous (VUCA) world. The assessment results, which indicate low scores across all competency areas, are contrasted with prior experiences and survey results, leading to a self-evaluation that questions the assessment's validity and usefulness. Theoretical concepts, such as Maslow's hierarchy of needs, are introduced to provide context for understanding employee needs in a competitive environment. The report explores the implications of these findings for enhancing key skills, such as problem-solving and adaptability, necessary for success in a VUCA world. The author concludes by expressing doubts about the assessment's ability to provide meaningful guidance, emphasizing the importance of teamwork and flexible leadership in the current professional landscape, and referencing relevant literature.

HOSPITALITY MANAGEMENT
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Table of Contents
Relevance of the results of self-assessment.....................................................................................3
Self-evaluation based on the results of self-assessment..................................................................3
Theoritical concepts helping in better understanding of the LPA results........................................4
Use of this self-assessment for an improved professional practice in a volatile, uncertain,
complex and ambiguous (VUCA) world.........................................................................................4
Reference List:.................................................................................................................................6
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Relevance of the results of self-assessment
An individual is evaluated on the terms of his emotional intelligence as to how one recognizes
and copes up with various emotions in a particular situation. This information proves relevant in
understanding an individual’s way of perceiving and tackling with various situations in the work
place. Hence, the given test results on emotional intelligence regarding this self-assessment is
something I would have to disagree upon, as it shows that I can rarely cope up with any of my
emotions. As all the five sections of competency in the assessment have been marked as lowest
in scores (Kiesel & Hammer, 2018). Whereas, according to a Clifton Strengths survey and group
coaching session and my past achievements, gives me assurance of my present emotional
stability.
Self-evaluation based on the results of self-assessment
This self-assessment was unable to provide me with any real facts as it has shown nothing that
has even a slightest link to my assumptions or the prior results. Despite of my positive and
confident attitude, this assessment has not met its level of critical approach to help candidates
improve their efficiency (Davies, 2018). All the present criteria listed in the assessment have
been marked the lowest creating a negative impression. The given competency categories does
not come close to my assumptions based on the survey or the prior results reflecting a much
higher score in previous assessments. Hence, self-evaluation based on the given results does not
seem possible.
Theoretical concepts helping in better understanding of the LPA results
Maslow’s hierarchy of needs is a concept that can give a pretty good idea about the general
issues and needs of an employee in the present VUCA world where there is a growing
competition that needs its people to along (Innovation People, 2013). According to the present
theory, an employee has quite a few needs to take care while playing his part in the professional
field. With the bar starting from their basic needs, to safety and security, emotional belongings, a
need to maintain a respectable post and a balance between all these prior maintained needs is
what this theory shows in general. In the present VUCA world, maintaining these needs are the
first priority of any individual, as it signifies the overall performance of one and helps in gaining
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the professional satisfaction that is of great importance. Hence, I would have to stand by my
words of having been denied a proper result so as to help me sustain and excel my role in this
platform unlike others.
Use of this self-assessment for an improved professional practice in a volatile, uncertain,
complex and ambiguous (VUCA) world
In this VUCA world, the present assessment result was supposed to help me understand and
work accordingly to enhance my key skills for keeping up with this volatile, uncertain, complex
and ambiguous world (Shmerling, 2016). Which cannot be seen in the present reality due to the
unagreeable low markings that are building a rather negative approach than expectation. The
given analysis regarding problem solving, professional compatibility, achieving objectives, self-
development and adaptation to change are categories were to guide me to make a mark in the
chapters of this VUCA world with its changeable, unsure, difficult and misleading aspects. But
this assessment proved nothing as per the given results which reflects a totally different
perception compared to the expected assumption.
Based on the assessment results, the candidate is to have at least an average score that will help
him analyze, categorize and start working on his talents and skills to survive in this critical
world, or as it is called, a VUCA world. Based on the research performed by eminent scholars, in
this modern world, the existing crowd mostly believes in a work and home balance in their fast
paced life. According to them working in a free and non-monotonous platform is better than the
previous mundane style of working without any creativity. introducing creativity or working for
projects around the globe is a much more productive and promising way to survive in the ever-
growing competitive world.
But unlike expectation, the self-assessment result score hardly shows any progress or a positive
approach (Green, 2018). Surviving in this VUCA world would need me to show high scores on
team-work, as professional relationships are a huge concern for the work-oriented population in
the present world. Looking back at the pages of history and the then work cultures, the world of
today may look glorious, but comparatively needs all its residents to make their own space.
The present generation is more concerned in altered ways of working and leadership capabilities.
Here a leader has to be flexible and efficient while making quick and apt decisions to suit and
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carry on with their work. As this world runs a fast competition and survival of the fittest requires
a faster solution to the ever-changing and new set of challenges at hand. This requirement of the
VUCA world needs its individuals to be adaptive to change and speed (Mckinsey Global
Institute, 2017). But based on the present results, this quality seems to be missing which was not
in the case of my previous assessments or according to the prior mentioned survey report. Hence,
it is immensely doubtful as to how this self-assessment is going to be of any help in my case.
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Reference List:
Davies, J. (2018). The inner journey of leadership: Preparing leaders for a Vuca
world. Independence, 43(1), 14.
Green, M. A. (2018). The psychological secrets behind improving work performance: the
individual and cumulative effects of employees pursuing intrinsic and extrinsic
goals. Development and Learning in Organizations: An International Journal, 32(5), 26-28.
Innovation People. (2013). Leading in complex and uncertain times: the implications of a VUCA
world. PDF
Kiesel, M., & Hammer, J. (2018, October). TRIZ–Develop or Die in a World Driven by
Volatility, Uncertainty, Complexity and Ambiguity. In TRIZ Future Conference (pp. 55-65).
Springer, Cham.
Mckinsey Global Institute (2017) The digital future of work: what skills will be
needed? https://www.mckinsey.com/featured-insights/future-of-organizations-and-work/the-
digital-future-of-work-what-skills-will-be-needed
Shmerling, L. (2016, March 25). Work Skills and Employability. The Sydney Morning
Herald. Retrieved from http://www.smh.com.au/business/workplace-relations/work-skills-and-
employability-20160325-gnqz2g.html
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