...Academic Program Councils for each college oversee the design and development of all University of Phoenix curricula. Council members include full-time and practitioner faculty members who have extensive experience in this discipline. Teams of full-time and practitioner faculty content experts are assembled under the direction of these Councils to create specific courses within the academic program. Copyright Copyright ã 2000, 2001, 2002, 2004, 2005 by the University of Phoenix. All rights reserved. University of Phoenix® is a registered trademark of Apollo Group, Inc. in the United States and/or other countries. Microsoft®, Windows®, and Windows NT® are registered trademarks of Microsoft Corporation in the United States and/or other countries. All other company and product names are trademarks or registered trademarks or their respective companies. Use of these marks is not intended to imply endorsement, sponsorship, or affiliation. Edited in accordance with University of Phoenix® editorial standards and practices. Course Syllabus Course Title: GEN 480 Interdisciplinary Capstone Course BSBM.04-08.BSMB0533A Course Schedule: 04/08/08 to 05/12/08 Required Text: Paul, R., & Elder, L., (2002), Critical thinking: Tools for taking charge of your professional and personal life. Upper Saddle River, NJ, Prentice Hall. Paul, R., & Elder, L., (2003), The Miniature guide to understanding the foundations of ethical reasoning, The Foundation for Critical Thinking, Dillon Beach,...
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...Personal Responsibilities Personal Responsibilities to me personally is to continue my education for myself first, and second to better my family financially. I’m responsible for my own future, and whether or not I’m successful or not. No one else is responsible for how my life turns out for me, and only I can benefit from what I put in to my personal growth. I’m responsible to take the initiative to get out there to get what I need to achieve my goals, and better my situation. Before I can achieve my goals for anyone else’s approval of myself I have to do it for myself or I won’t see the task through to the end. When it’s a personal goal the reward takes on a whole different feeling, and meaning to you so that’s why I push myself to attain my degree, and to become successful along my journey. My personal responsibility is also my family, and the fate of their future. My children are my everything, and their future is also my job to see that they become successful adults out in the world. It’s my responsibility to care for them, and to provide them with the tools they need to make it in life. It’s my responsibility to better my family, and also to show my children that without their education life will be a struggle. I can’t just say these things to them without showing them by leading by example, and achieving my goal in attaining my degree. In starting this process it is wise to make a list of those parts of our lives that are inconsistent with the lifestyle that we truly...
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... | Purpose and aim of unit This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviours required by human resources (HR) professionals, whether in a generalist or specialist role, and as described in the CIPD HR Profession Map (HRPM). The unit embraces the ‘thinking performer’ perspective and covers the competencies needed by the HR professional in a personal capacity, when collaborating and working with others, and when functioning efficiently and effectively in an organisational context. It will enable learners to assess their own strengths and identify a continuing professional development (CPD) plan, based on the capabilities required for ethical, business-focused and interpersonal professional conduct. This unit is suitable for persons who: • seek to develop a career in HR management and development • are working in the field of HR management and development and need to extend their knowledge and skills • have responsibility for implementing HR policies and strategies • need to understand the role of HR in the wider organisational and environmental context. Learning outcomes On completion of this unit,...
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...most about working at Colgate is the exposure to different cultures, the focus on people development, and the strong global ethics mindset. Since joining Colgate, my professional development has taken a very deliberate course through assignments in varying functional and cross-functional situations (for example Corporate Finance, Supply Chain, Customer Development/Sales, and Subsidiary) that have proven to be great building blocks as I progress within the organization. Participation in varying degrees of leadership development programs have also been a strong complement to preparing me for greater challenges as I advance my career within Colgate. Opportunities to also work cross functionally and in different economic and cultural environments have been great contributing factors in my development. My most exciting projects to-date include my current role in the Philippines which is providing me the opportunity to manage in an environment that is vastly different from the US. I also participated in a year-long leadership development program with fellow Colgate employees from different functions, backgrounds, cultures that provided a great deal of insight into managing in a global environment and Colgate's strategic focus. The key to being successful at Colgate is being open to different assignments, embracing the global opportunities, and proactively taking the lead on professional development discussions with your managers. Keep connected with fellow employees as they can be very...
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...HR Plan-06s Career Planning I. Meaning & Elements of Career II. Career Planning: Meaning and Nature III. Career Planning Benefits IV. HR Department Assistance for Career Planning V. Different Stages of Career Development Process Or, Cycles of Career Development Process VI. Career Development I. Career: Meaning & Elements Definition of Career Career is a sequence of attitudes and behaviors associated with the series of job and work-related activities over a person's lifetime. Yet in another way, it may be defined as a succession of related jobs, arranged in hierarchical order, through which a person moves in an organization. As the literal definition of career focuses on an individually perceived sequence, to be more accurate, career may be either individual centered or organization-centered. Therefore, career is often defined separately as external career and internal career. External career refers to the objective categories used by society and organizations to describe the progression of steps through a given occupation, while internal career refers to the set of steps or stages which make up the individual's own concept of career progression within an occupation. For such two different approaches, in organizational context, career can be identified as an integrated pace of vertical and lateral movement in an occupation of an individual over his employment span. Important Elements of Career Analyzing the definitional context, it...
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...may be looking to change careers from result of too much stress or personality conflicts with their current coworkers or management. Career problems occurs when a current course of action signals a qualitative difference between possible career futures (Cochran). If a person believes to feel threatened by what is happening in the work place and feels that something else should be happening to reach goals or get the job done more efficiently can be considered a problem and the need for a career change. The only way to change one's direction in life is to take that first step into a career change. This means furthering one's education to climb the corporate ladder or accepting a new career that offers more pay, more vacation time, and personal satisfaction of making a difference in the workplace. The purpose of a career change is "to move into a position of greater managerial responsibility and organizational status, a transfer to a similar job in a company or industry, or a lateral move into a different work function within a familiar field" (Ibarra. 2002). Career change can lead to greater things in the future. Sometimes sacrifices have to be made when changing careers. Sacrifices include lower pay to start, different days off, longer hours, additional education, and new...
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...ID – F1012266 Unit 13: Personal and Professional Development Unit Code: T/601/0943 L01 1. – Evaluate Approaches to self managed learning: Self-managed learning is a way people or individual find different ways in learning things, which could be in the society they are living or at work that is diversified environment. Self managed learning is also about setting the goals for the learning by evaluating the purpose for learning and ways to achieve such goals. Below are examples of approaches to self managed learning: • Seminars and Conferences – People could learn through seminars, conferences what they have experienced over there and make changes for the future. Seminars and conferences gives people the opportunity to present their knowledge about something to other people who end up learning new things. They also help people become confident in speaking in the public and develop presentational skills • Social Networks – There are different social networks such as Facebook, Twitter, My Space, where people spend more than 2 hours a day chatting with friends learning new things about other people’s information • Internet – Individuals can learn through internet such as different articles written by different authors concerning management studies, strategic, risk management. People could acquire such knowledge that could be transferred to work places 2. – Propose ways in which lifelong learning in personal and professional contexts...
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...Professional Knowledge and Abilities LaShawn D. Valrie GEN/200 January 3, 2010 Dr. Joyce Mackey Abstract In this paper I will tell you how the Association of YMCA Professionals can provide me with information to giving one better knowledge and abilities within the company. The knowledge that I will learn will better assist me in providing me with the necessary trainings and conferences needed to become a professional employee of the YMCA of the Greater Houston. Professional Knowledge and Abilities The association that I chose was the Association of YMCA Professionals or also known as AYP. AYP is the professional society for YMCA staff members in the United States. As a membership organization, national in scope, it has been in existence since 1871. The Association is formally organized by 11 men on board a steamer on the Potomac River. Its first name was the Association of General Secretaries of the Young Men's Christian Association of the United States and British Provinces. This meeting also marked the first of the annual, biennial, or triennial conferences of the employed officers of the YMCA that have continued in some form uninterrupted to this day. AYP's purpose is to advance, inspire, and connect the YMCA Leader. Y professionals have the ability to participate in innovative discussions as well as network with other Y professionals. This will give me the ability to take away tangible tools and practical knowledge, providing me with a renewed professional...
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...service. Work Activities A business strategist develops data, prepares planning documents, researches assigned problems, and recommends appropriate solutions to senior management. He or she also gathers information on competitors' products and services, collects and reviews demographic data on potential customers and measures the effectiveness of marketing strategies in the short and long term. Tools, Technologies and Skill Set According to the career information experts, a business strategist uses desktop computers, analytical or scientific software and project management software when performing duties. She or he also must have good communication skills and effective decision-making aptitude. Introduction: Professional development plan is not a new concept, but it is becoming increasingly important. The continuing pace of change in materials science and engineering means that what we learned in our initial training courses soon becomes dated and irrelevant. It has been estimated that the half-life of technical knowledge is about seven years. Furthermore, the amount of knowledge - and the amount of information - continues to increase. Materials science and engineering has become knowledge intensive: we have entered the knowledge-based economy. In this new world, it is impossible for us to know all that there is to know, yet access to the knowledge base is increasingly readily available. So what will make us good materials technologists, rather than poor ones, is...
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...Continuing Personal and Professional Development 2 CONTINUING PERSONAL AND PROFESSIONAL DEVELOPMENT AT UCL Contents: 1. Introduction 2. The CPD Context 3. UCL Support 4. Feedback and Appraisal 5. The CPD Cycle and Where to Start 6. Evaluation and Impact 7. Recording Your Learning and Development 8. A CPD Portfolio 9. Conclusion Appendix 1 Approaches to Learning and Development Appendix 2 Tools to Help With Portfolio Development Appendix 3 A Change of Career Appendix 4 Learning Styles Appendix 5 Definitions Appendix 6 Continuing Professional Development Record Appendix 7 Basic Principles of CVs And Applications Appendix 8 Resources 3 CONTINUING PERSONAL AND PROFESSIONAL DEVELOPMENT AT UCL 1. INTRODUCTION PURPOSE: This document is intended to provide staff at UCL with a clear understanding of continuing professional development (CPD), and its importance, within the context of UCL. It is also intended to encourage equality of opportunity by encouraging everyone to plan their development and record their skills. The guide will act as a transportable toolkit to help with the planning and recording of your personal and professional development. It should be used in conjunction with any continuing professional development (CPD) related specifically to your profession or professional registration. The guide also explains why you should record your learning and development, and how to do it. WHAT IS CPD? The Chartered Institute of Personnel and Development...
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...by practitioners and academicians on a contemporary topic Leadership Development in Organizations in India: The Why and How of It (Part II) Aarti Shyamsunder*, Anand S, Ankush Punj, Arvind Shatdal, B M Vyas*, Balaji Kumar*, Binu Philip*, C Manohar Reddy, Chitra Sarmma*, Gopal Mahapatra*, Govind Srikhande*, Kartikeyan V*, Manoj Kumar Jaiswal, Nandini Chawla, Prabhat Rao*, Prakash K Nair*, Prasad Kaipa*, Rajshekhar Krishnan*, Rishikesha T Krishnan, Rituraj Sar, S K Vasant*, S Ramesh Shankar, Santrupt Misra, Shabari Madappa*, Sudhakar B, Swasthika Ramamurthy*, Twisha Anand, Vasanthi Srinivasan, Vikas Rai Bhatnagar, Vishwanath P*, Vivek Subramanian* and Neharika Vohra and Deepti Bhatnagar (Coordinators) INTRODUCTION KEY WORDS Integrated Leadership Model Training Coaching Self Development Systemic Development Talent Acquisition Organizational Climate Survey Effort Reviews Capability Building Employee Life Cycle Management Pharmaceuticals 360 Degree Feedback Human Development Third Party Audit H R Processes Global H R Mission Performance Management Processes Upward Feedback Clasroom Learning On-the-Job Development Superordination Leadership Pipeline * The contribution of these authors have appeared in Part I of the Colloquium in the July-September, 2011 issue of Vikalpa. The names of authors appear in alphabetical order. Neharika Vohra and Deepti Bhatnagar T he Colloquium on Leadership Development was planned to put together the experiences of various companies and practitioners...
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...Synergistics International is a “system that provides a "road map" to properly focus your personal development goals and keep you focus in the right direction. The LSI Internet LS1 measures 12 essential styles of patterns of thinking that can either aid or deter a person from achieving his/her capabilities. The 12 LSI styles are divided into three major clusters. The Constructive Styles which refers to one’s satisfaction needs includes Achievement, Self-Actualizing, Humanistic-Encouraging, and Affiliative. The Passive/Defensive Styles which refer to People Orientation behaviors which includes Avoidance, Dependent, Conventional and Approval. The last cluster is Aggressive/Defensive Styles which refers to Task Orientation behaviors, which includes Oppositional, Power, Competitive, and Perfectionistic. This paper will identify and discuss my primary & backup thinking styles, identify my limiting style that I believe may be working against me, one specific style that I would like to change and the difference it will make in my personal and professional life. My primary style (highest percentile score) is under the Constructive section which is Achievement. My “backup” (second highest percentile) is Affliative style which also under the Constructive section. According to the LSI Internet LSI 1 website, “the Achievement style measures a way of thinking that is highly associated with personal effectiveness.” Achievers are highly motivated to get the job done effectively and efficiently...
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...Report Personal Effectiveness i360 Name Test Candidate Table of contents 1. 2. 3. 4. 5. Introduction Strength/weakness analysis Feedback open questions Overview competences Personal development plan Introduction Here is the rapport of the Personal Effectiveness i360. In this report your data and the data of other the respondents is processed. Strength/weakness analysis First you find a strength/weaknesses analysis. In this part is indicated which competences are rated relatively high and low by you and your respondents. You can also see whether you and your respondents agree or differ on the ratings of the various competences. You can use this information for your personal development plan. Results The results section starts with the answers to the open questions. After that you will find the graphical presentation of the results. This presentation starts with a summary of all the competences and is followed by a detail view per competence in which all results of the individual behavioral indicators per are shown. Personal development plan Eventually you can create a personal development plan by indicating the competences or aspects from competences you want to improve. Using this you can direct your own personal growth. Page 2 of 20 Respondents The following persons are registered as respondents for this 360 degree feedback survey. The status of each respondents is shown as well : Self Others Test Candidate Test Respondent1 Test Respondent2 Completed...
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... Module: Core Business Skills Code: UGB 103 Assessment Element 1: Skills Audit and PDP Plan (Total 15 module marks) (This assignment covers the following skills learning outcomes, taken from the Module Guide: Skills:- 8 - Manage own time, including setting own goals and targets for Progress Files) Date of Submission: 12th October 2012 TASK: Draw up an initial skills assessment to rate your skills level. Your assessment should include an analysis of your current strengths and weaknesses, personal development goals, and action plan. To complete this task you are required to: 1. Complete Form A “Self Assessment of my Present University Skills”, Form B “Areas for Discussion with your tutor”, and Form C “PDP Plan”. You may proceed with this activity after personally meeting and discussing with your tutor. 2. For further information please to refer to “Guide to Finding Study Skills Support & Starting Out on your Personal Development”, available on Sunspace in the UGB103 site. FORM A (3 Marks) SELF ASSESSMENT OF MY PRESENT UNIVERSITY SKILLS |Name: | |Date: | |Rate your Skills and Abilities |Poor |OK |Good |Wish...
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...Undergraduate Personal Development Coaching After you have watched the videos, answer the questions below: Academic Advisors 1. The video on Academic Advising lists six topics that you might discuss with your advisor. What are these six topics? • Goal development • Personal education plans • Course selection • Registration • Policies and procedures • Locating information on financial aid, tutoring, and other student services 2. Make a list of questions you may have for your advisor related to at least three of the topics you listed in question 1. (Though not part of this assignment, you ought to consider making an appointment to speak to your advisor about these questions or any others you may have). • I want to teach ESOL eventually, will I need another English course in addition to COMM 150, which I will take next semester? • I have been charged for the PF 121 course, but I understood this would be free as I work at CSCC; how can I adjust my account? • Will I ever have to attend Franklin even though I am an online student? • What recreational facilities does Franklin University provide for students? Undergraduate Personal Development Coaching 1. In your own words, how would you describe a coach’s primary function? The primary function of a coach is to assist the student in consolidating their academic goal(s) through the development of self-responsibility and self-belief with a focused personal academic...
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