Personal Development Plan

Personal Development Plan

Personal Development Plan

Introduction

The notion of personal development has different meanings depending on whether it is used by analysts, developer's techniques New Age, some strands of coaching, educators and labor specialists, such as the International Labor Organization (ILO) which include the goals of higher education and decent work. The objectives of personal development can thus refer to the self-knowledge, the enhancement of talent and potential, to improve the quality of life, the realization of its aspirations and dreams, etc. Thus, for the journal Social Science, "personal development techniques aimed at self-transformation: either to get rid of some pathological aspects (phobias, anxiety, depression, shyness) or to improve performance (better communicates, manage time, assert)” (Aubrey, 2010, pp. 9).

Personal Development

Dynamic and very fast developed, natural environment claim skillful and high promise personal traits and skills. Under these circumstances, performance excellence becomes personal and organizational comparative advantage (Bandura, 2000, pp. 120-124). Khandwalla (2001) propose, "Performance of the supervisor counts substantially on how well his/her multiple functions are played. In turn, how well these roles are played by the managers of an organization influences the performance of the organization, as well (Bandura, 2000, pp. 120-124). Updegraff (2004) widen the concept of the managerial competence through join learning and the interaction among people in the organization. McLean, J and Davis, P (2000) put emphasis on the learning process through relationships when they wrote, "It is through our relationships (intrapersonal; inter-personal; intra-organizational and inter-organizational) that we achieve all of our important personal, organizational and societal goals (Bandura, 2000, pp. 120-124).

Updgraff (2004) suggest, "The ability to build and sustain professional relationship is a vital component for personal effectiveness" (Barczak, 2003, pp. 14). Covey (1988) supports another perspective to the management competence when he writes, "When more than two individuals are involved in the win-win agreements the psychological contact becomes a social contract". From the above information, it is clear that managerial effectiveness is a mixture of personal skills and environmental influence (Barczak, 2003, pp. 14). The need for adequate balance between the two forces tests our personal and managerial competencies almost every day. In order to improve personal effectiveness Covey (1989) provides the concept of the P/PC balance. According to this principle, effectiveness is a function of two things; what is produced, and the producing asset or capacity to produce (Barczak, 2003, pp. 14).

Patterns from my learning journals identified problems and supportive theories

From the summaries of my learning journals, I have managed to identify several patterns that indicate the need for improvement. The identified skills and attitudes can by divided into two groups (Barczak, 2003, pp. 14). The first one relates to inter personal skills such as motivation, self awareness, time management skills, learning behavior etc'. The second identifies weaknesses relates to my personal interaction and performance in a group. Here, I will address issues such as; communication and conflicts and negotiations skills (Barczak, 2003, pp. 14).

My poor communications performance has been recognized through events along my discovering ...