Professional Career Development Report: Problem and Solutions

This report delves into the multifaceted realm of professional career development, encompassing various aspects such as defining workplace problems, analyzing information, and proposing solutions. The report examines complex organizational issues, including social injustices, and explores the importance of identifying and addressing these challenges. It provides a detailed analysis of the Kolb learning cycle, emphasizing concrete experiences, reflective observation, abstract conceptualization, and active experimentation. Furthermore, the report discusses career planning, differentiating it from career development, and applies these concepts to a restaurant management context, highlighting the significance of experience, knowledge, and skills. The report concludes by emphasizing the importance of practical application, resource utilization, and the continuous improvement of operations to achieve success in a professional setting. The report also includes an analysis of the Kolb learning cycle and its applications in career development.

Professional career
development

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Reflection...................................................................................................................................1
Reflective writing......................................................................................................................1
Tell me about yourself?...............................................................................................................1
Why did you leave last job?........................................................................................................2
What do you know about this organization?...............................................................................2
Why do you want to work for this organization?........................................................................2
Do you consider yourself successful?.........................................................................................2
Kolb learning cycle.....................................................................................................................3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
Career development covers activities and services that helps individuals and company
quest activity to affect a wide range of carer transition. That may have associated with the life
and career stages, that involve the overall development of the career ideas of young people. It
involves the various aspects such as, learning choices, work education and position, labour and
marketplace entry skills, vocational and industrial training, redundancy, entrepreneurial business
development, on the job identity changed, career development professional do returners to the
labour market, portfolio working and pre-retirement choices. There are various examples of
professional development such as continuing education, participation in professional
organization, improve job performance, enhanced duties and responsibilities, approaches to
professional development, skill based training and job assignment (O’Reilly, and et. al., 2020).
This thing will help to grow in future and polishes the skills and abilities which is required in the
organization. Engaging is the procedure that involve challenging, interesting, and enjoyable. It
gives various chances to explore own area of interest, values and skills and abilities to begin
developing that will enable to be highly successful in the company. It encourages to keep busy in
thoughtful academic, extracurricular activities.
MAIN BODY
Define a complex problem in the workplace including its scope and impact
In the context of organization, complex problems are those problems that are beyond scope of
any single organization to understand and respond to there is often disagreement about the cause
of the problem and how to address them and problem can only be address not completely solved.
There are few example of complex problem that organization either affected by contributes such
as: climate change, social injustice in the context of discrimination and racism, social biases
includes, gender, age, education, religious, cultural, unemployment, the working poor, access to
education and infrastructure, these thing creates the problems in the workplace (Bridgstock,
2019). It includes the quality to approach them from multiple, sometimes competing,
perspectives and which may have multiple possible solutions. If organization wants to solve this
problem to identify the issue, clear about the issue, understand everyone interests, list out the
possible solution, evaluate the options, document the agreement, agree on contingencies,
monitoring and evaluation.
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Analyse information on the identified problem, to help inform the decision-making process;
First of all, identify the problem organization require to solve or question to need to
answer. After that clearly define the decision, if organization looking forward to
accomplish particular goal from the decision that it make measureable and timely to know
certain that met the goal at the end of the process.
Gather relevant information, organization have to do internal assessment, seeing where
organization has succeeded and failed in areas that related to decision, it also look information
from external sources, including studies, market research and in some cases evaluation from paid
consultants (Briller and Goldmacher, 2020). Identify the alternatives, it is usually more than one
option to consider when trying to meet a goal, if organization is looking forward to gain more
engagement on social media, that could include paid social media strategy or a combination of
the two.
Weigh the evidence, it identified the multiple alternative organization done in the past to
succeed in this area and take a good hard look at own organization win and losses. Identify
potential pitfalls for each of alternatives and weigh those against the possible rewards.
propose a range of alternative solutions to the problem;
postpone evaluating alternatives initially.
Include all involved individual in the generating of alternatives.
Specify alternatives consistent with organizational goals.
Specify short and long term alternatives.
Brainstorm on other ideas
Seek alternatives that may solve the problem.
use a decision-making technique to evaluate a range of solutions to identify the most appropriate
option
First of all, investigate the situation in detail.
Create constructive environment
Generate good alternatives
Explore your options
Select the best solutions
Evaluate the plan to become success.
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Communicate decision and take action.
develop a plan for implementing the solution
first of all, include the introduction, after that involved the team members, implementation
scheduled add resource management, require the additional document, define metrics and
in last project approval. To implementing the solution organization, have to brainstorm
desired goals, implementation responsibility to an owner, conduct a risk assessment,
establish a budget, create and delegate implementation plan task. Develop implementation
plan scheduled.
communicate the plan to stakeholders
In this identify stakeholders to whom, why, identify communication necessary to satisfy
stakeholders expectation and keep them to informed in last identify the time frame or frequency
of communication. Organization have to use collaborative software that creates report, project
status report, meeting with stakeholders, know what your stake holder expect.
assess appropriate monitoring and review techniques to ensure successful
It simply means, identify program goals and objectives, define indicators, define data
collection method and timeline, identify M & E roles and responsibilities. Create an
analysis plan and reporting templates. Plan for dissemination and donor reporting.
Kolb learning cycle
This learning cycle synthesizes shows the concrete experience that show doing or having
an experience, in another aspect it shows reflective observation, reviewing and reflecting on the
experience, it involves the abstract conceptualization that include conclusion learning from the
experience. In last it covers the active experimentation that involve the planning and try out what
you have learned. It involves the overall procedure of working from starting to end. It gives the
spotlight on the reflection component in the learning cycle (Bridgstock, 2019). That allows to
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candidate what is the experience, and how can be implemented. It covers the active
experimentation stage. Where candidates are able to utilize their reflection to make plan for
further learning aspects. As I mentioned above the stages, the first step covers the learning
experiences the activity. Second stage involve the irregularities and reason why they happened.
Third step covers creative ideas, concepts for implementation. The final stage covers the overall
procedures what you learned, what is your experience and how to implement it. It works in a
circular motion that is why it is known as learning cycle.
Career development planning covers short term goal and long term goal that employees
have pertaining to their current and future jobs, and planned accordingly of formal and informal
aspects to assists the employee in acquiring the aims and objectives. There is a difference
between career development and career planning, it is a series of activities aimed at establishing,
developing succeeding and enriching a career. Appropriate career planning is depending on the
definition of professional goals, the future position to which a person aspires on the path of
career. It covers the future goals to become a successful. In the prospective of career planning
first stage covers the experience, if I am looking forward as assistant manager of a restaurant so,
I have an experience about fine dining or restaurant so, I am able to share my practical
knowledge as well as theoretical knowledge in new organization (Flores and et. al., 2021).
growth in organization, it requires the experiences, knowledge, skills and abilities which is very
essential to grow in future, I have an experience of different types of services in restaurant such
as American, European, Russian services etc. this services shows the standard of the
organization, and guest attracts towards the restaurant. It is very helpful to increase expansion of
business, so enterprise is to run smoothly and efficiently. In the context of restaurant manager, I
have to learned cost effectiveness. It simply means serve best quality product in normal price. As
a manager or a leader organization wants benefits from the employee, because every
organization do cost cutting and provide best quality of product and services as well. The main
important thing if I am working in a restaurant, it is not about to do shift from morning to
evening, it means, I have to analyse, summarise, how operation is running in the fine dining
sector, second thing is that there is software which name is POS (point of sale), it is a system that
processes the transaction that happen at a restaurant, initially, a tradition point of sale was just a
restaurant billing software that accepted orders and generated a receipt. This system
allows business owners to track sales in terms of cash flow, food inventory and can assist
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simplify book keeping extremely. This system accepts debit or credit card payment, where guest
pay for product and services (Young and et. al., 2020). Sophisticated point of sale track
payments, receipts, inventory, consumer, sales data and can even help to manage the employee.
According Kolb learning cycle in concrete stage I have to know all these things which I discuss
above.
Second stage is reflecting observation; it refers watching others or developing
observation about one own experience. Abstract conceptualization developing theories to
elaborate observations. Active experimentation, utilising studies to solve issues and make
decisions. I learned, if I want to become a food and beverage manager. So I have to build those
qualities which is necessary for instance, good leader or manager, if there is problem in the
organization, so I am able to come with solution not with issues this thing will encourage
towards the higher position. To work in any organization, or any field experience matters a lot as
well as knowledge. If I have hospitality degree and diploma in food and beverage management
but I don’t know how operations is going on, this thing create negativity towards the
organization. that is why degree doesn.t matter knowledge and experience matters a lot. By
observing and learning from them, I managed to pick up tips and learned different types of skills
from learning to communicate and deal with others departments. During my work experience in
restaurant, I was fortunate enough to have experienced first-hand and learned many various sides
of what goes into a restaurant. The general procedure is how to plan an event, organised,
developed and completed as well as how much work and details goes into every stage. Through
experience and observation another valuable lesson that I learned while working at restaurant
was that in an operation., especially working in a basic stage in specific reckons, things can
change very quickly and dramatically (Wehmeyer and et. al., 2019). I found that the
organization itself was relatively diverse from what I had observe working at restaurant, there are
managers, supervisors or other employees working different office and coordination to each
other. This large of people have various strength and qualifications and they have work together
and organise their work in appropriate manner.
Third stage is abstract conceptualization that means process of making sense that includes
interpreting the events and understanding the relationships between them. This stages shows the
learner makes comparisons between what they have done, reflect upon and what they already
know. As the opposite of concrete examples, abstract concepts are intangible things like love,
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hate or friendship (DeGarmo, 2020). The overall conclusion is if I am assistant manager of a
restaurant, so I have to know restaurant operation, in easy terms there are different activities that
tare take out from the restaurant to run the enterprise, there are activities that can be included in
the preparation of food, customer service, cleaning, purchasing raw materials, accounting,
reporting etc. I have to improving restaurant operations such as reducing food waste and create
cost cards, embrace new technology, improve order times and accuracy. Simplify inventory
management.
final stage is active experimentation, that using theoretical knowledge to solve issues and come
up with the solution. To analyse the overall aspect of the organization, I have learned various
things such as optimum utilization of resources, and how to serve best quality product in nominal
price (Pugh, 2019). The overall aspects are given the benefits with the available resources.
CONCLUSION
It is inferred from the above report about findings such as, knowledge and experience is very
essential in every field. It can be concluded if organization work on their nuances like
reducing waste, cost cutting and various other thing so, business is able to run efficiently and
effectively, that gives advantage to the company. Practical knowledge plays very crucial
role, because restaurant services totally depend on practical things such as types of services.
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REFERENCES
Books and Journals
Bridgstock, R., 2019. Employability and career development learning through social media:
Exploring the potential of LinkedIn. In Challenging future practice possibilities (pp.
143-152). Brill Sense.
Briller, S.H. and Goldmacher, A., 2020. Designing an anthropology career: professional
development exercises. Rowman & Littlefield Publishers.
Carmona, J., and et. al., 2020. Professional Career Readiness in Undergraduate Business
Program. Journal of Higher Education Theory & Practice, 20(12).
DeGarmo, S., 2020. Using ANCC Certification Renewal Criteria as a Roadmap for Career
Development and Lifelong Learning. The Journal of Continuing Education in Nursing,
51(10), pp.444-446.
Flores, G., and et. al., 2021. Program evaluation of the research in academic pediatrics initiative
on diversity (RAPID): Impact on career development and professional society diversity.
Academic Medicine.
O’Reilly, and et. al., 2020. Career development: Profession or not?. Australian Journal of Career
Development, 29(2), pp.79-86.
Patton, W., 2019. Development of a Profession: The Career Development Professional in
Australia. In Career Development as a Partner in Nation Building Australia (pp. 209-
233). Brill Sense.
Pugh, S.L., 2019. A Longitudinal View of Students’ Perspectives on Their Professional and
Career Development, Through Optional Business Skills for Chemists Modules, During
Their Chemistry Degree Programme. In Research and Practice in Chemistry Education
(pp. 167-183). Springer, Singapore.
Wehmeyer, M.L., and et. al., 2019. A crisis in career development: Life designing and
implications for transition. Career Development and Transition for Exceptional
Individuals. 42(3). pp.179-187.
Young, J.Q., and et. al., 2020. exploring residents’ experience of career development scholarship
tracks: a qualitative case study using socialVondracek, F.W., Lerner, R.M. and
Schulenberg, J.E., 2019. Career development: A life-span developmental approach.
Routledge.
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