DEVELOPMENT SKILL

Development Skills

Development Skills

Introduction

This paper includes my personal assessment and objectives that I my future objectives. I would also discuss my areas of interests that would help me achieve my objectives in the future. After assessing my current goals and objectives, I would discuss my future plans.

Discussion

The acquisition of knowledge has different meanings in different contexts. No matter what the definition of knowledge is, its sole purpose is to develop diverse skills. A significant body of literature suggests that individuals need to acquire new knowledge in order to achieve success. There are different tools that can be used to develop new knowledge. The theory of double loop learning is relevant to this literature. The theory of double-loop learning has been successful incorporated into diverse areas of learning. Double-loop learning is considered a contender for reliable processes that could transform subjective experiences into valuable knowledge (Argyris, 2002, pp. 206).

The valuable knowledge that individuals acquire as a result of double-loop learning help them to become good managers. A number of management experts and scholars suggest that autocratic leadership in business organizations is more effective than participative leadership. The factor that plays the most important role in successful management is the intervention of managers at the right time. This intervention is known as one-minute intervention (Tagg, 2010, pp. 52). Effective managers are those who set simple and measurable goals for their subordinates. When subordinates accomplish their goal, good managers appraise them. It results in the motivation of employees.

The one-minute management approach is more practical in the business environment than other approaches. This argument suggests that good morale is not enough to become a good manager. It also suggests that employees in organizations can be best motivated through feedbacks and praises (Blanchard et al, 1985, pp. 65).

Learning Theories and Values

The learning process can be comprehended from an objective and subjective view. An objective view of learning can be revealed in mentoring and coaching (Berducci, 2011, pp. 476). The subjective view of learning assumes that learning and development are two different processes. Transformation is another learning process that suggests that individuals change as a result of learning and development. However, in order to achieve this transformation, it is important to consider and evaluate existing challenges. The most important requirement of transformation is to change the status quo. The methods of mentoring and coaching can be classified into different types. These types include functionalist, engagement, revolutionary, and evolutionary. All these learning approaches have different perspectives (Polyiem et al, 2011, pp. 257).

Functionalist Approach

Functionalist approach of learning focuses on achieving efficiency and equilibrium. Functionalist approach focuses on improving performance by suppressing challenges. In functional approach, the need of maintaining equilibrium allows mentors and coaches to specialize their clients. The functional approach provides opportunities for career advancement (Grau & Joynes, 2005, pp. 19).

Engagement Approach

Engagement approach focuses on the subjective view of the learner. This approach makes use of non-directive approach in order to maintain the status quo. It can be said that the engagement approach is ...