...INTRODUCTION Career development has become of more importance in recent years as organisations utilise the investment of human resource development to an advantage (McCarthy & Garavan, 1999). Career or professional development for the purposes of this report can be defined as an attempt to help the individual analyse their abilities and interests to guide their placement, progression, and development through various assessment activities (Gunnigle & Flood, 1990, p. 172). Literature suggests that the effectiveness of several management and professional development activities can be enhanced by paying attention to managerial self-awareness and variables related to self-awareness like self-efficacy (McCarthy & Garavan, 1999). Admundson (1995), argues that the two key variables that moderate career decisions are the individual’s self-awareness and self-efficacy which are essential because high levels of self-awareness and self-efficacy enables the individual to exert more control over long term effects and are in a better posistion to respond proactively to situations. Therefore, analysing managerial and professional development in regard to self-awareness creates a positive effect to both personal and professional enhancements. This report posits the importance of managerial self-awareness to the effectiveness of personal and professional development. It aims to develop understanding of self awareness for career development gauged from feedback tools, specifically the Personal Assessment...
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...Is time management significant in avoiding an accumulation of stress in students, therefore aiding academic business writing? Elizabeth Lovett – 1333401 Contents Introduction 3 Main Body 4 What is Time Management? 4 How can time management skills be established and developed? 5 Strategic Thinking 5 Personal Development Plan (PDP) 6 Advance Planning 7 Do these skills allow for good time management? 8 Does a lack of time management lead to stress? 9 Conclusions 10 Recommendations 10 List of References 11 Introduction This report is going to be examining what time management is and how time management skills can be established and developed through various methods. Also, it will be discussed whether the aforementioned methods are effective. Following on from this, the relevance of time management and its associated skills will be evaluated in regard to academic business writing. Finally, the effects of a lack of time management and whether this results in a build-up of stress causing writing quality to decrease. Research will be presented on recent findings about time management skills, as well as those which have been deemed successful for a number of years in many scenarios. Whilst it may be difficult to evaluate the effectiveness of more recent theories, I will give my recommendations at the end based on all the information discussed. Time management is a skill of great importance and should be regarded highly before even beginning to write...
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...quality items to our customers. - To give the best service to customers. Objective - In 5 years, we must get our aim of to become one of the top companies. Organization structure In this organization structure, my position is under CEO. I am responsible for my under departments, marketing, finance, HR, IT and warehousing. In this assignment I am going to discuss my personal development plan and how I will develop my personal skills which will help me in my current situation. Personal development plan (PDP) is a structured and supported process undertaken by an individual to reflect upon their own learning, performance and achievement and to plan for their personal, educational and career development. In accordance with the requirement of Task 1, it is needed to identify and analyze the SMART objectives of personal and as well as organizational and also along with for the purpose of achieve these objectives, the required skills are also analyzed and explained on this task. In focusing towards the acronym of SMART, my personal and organizational objectives should be specific, measurable,...
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...high quality items to our customers. - To give the best service to customers. Objective - In 5 years, we must get our aim of to become one of the top companies. Organization structure In this organization structure, my position is under CEO. I am responsible for my under departments, marketing, finance, HR, IT and warehousing. In this assignment I am going to discuss my personal development plan and how I will develop my personal skills which will help me in my current situation. Personal development plan (PDP) is a structured and supported process undertaken by an individual to reflect upon their own learning, performance and achievement and to plan for their personal, educational and career development. In accordance with the requirement of Task 1, it is needed to identify and analyze the SMART objectives of personal and as well as organizational and also along with for the purpose of achieve these objectives, the required skills are also analyzed and explained on this task. In focusing towards the acronym of SMART, my personal and organizational objectives should be specific, measurable, achievable, realistic...
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...storing records * A statement of two essential items of UK legislation relating to the recording, storage and accessibility of HR data Activity 2 Analysis and my own findings of the CIPD’s twelfth national survey of Absence Management trends, policy and practice * An introduction to the HR investigation and data interpretation of Absence Management in the organisations across the UK * The obtained results and it follows recommendations References and Bibliography Activity 1 A briefing note about organisation’s approach to collecting, storing and using HR data The Human Resources department collects lots of HR data from its employees. HR systems are increasingly used by HR departments to help collect, store and manage data about its workforce. The organisation needs to collect HR data for a number of reasons, some include: * Legal requirements - to prove that the organisation is hiring at an equal opportunity standard, also, to ensure that and prove that any firing done by the company is done for the right reasons and is readily available to prove that. For example, employers are required to keep a copy of an employee’s documents such as a passport to prove that an employee’s eligible to work in the UK; * Supply management information and administration - to make sure that decisions made regarding the manpower planning and Training are based on actual needs, risk...
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...Under Pressure Implications of Work-Life Balance and Job Stress Human Solutions™ Report | 2006–07 Fall 2006 Dear Valued Customer: Welcome to the first Human Solutions™ Report: Under Pressure. Implications of Work-Life Balance and Job Stress. The report was written by Graham Lowe, PhD, a thought leader in the arena of workplace health and productivity. This is the first of a series of empirical reports that we will publish for you on an annual basis, each on a relevant and timely topic or theme. The Human Solutions™ Report stems from our pledge to bring you relevant and practical recommendations concerning your most significant human capital-related issues. And it reflects our attempt to counter the wealth of unsubstantiated and potentially misleading information about workforce issues circulating in the general media and other sources. In this Human Solutions™ Report , we analyze two comprehensive Canadian workforce surveys using key questions pertaining to work-life balance and job stress. We recognize that quality of work-life is a pressing business issue for you and a necessary ingredient for a successful business strategy. Yet to craft effective solutions to work-life issues, it is paramount that you have solid evidence on the scope and nature of the problems that are faced. This is what the Report endeavours to provide. As a customer whose opinions are important to us, we welcome your feedback. As well, we look forward to hearing about topics and issues you would...
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...the effective use of technology, to ensure career development and personal growth, and for increase productivity and profitability. Global organizations must find ways to accommodate specialized training and explore best practices as it relates to: conflict management, effective multicultural leadership and management skills, and stress management in global environments. CONFLICT MANAGEMENT The effective management of conflict is an important competency required by leaders in globalized business environments. However, developing this skill is more difficult in multicultural team environments than in team building among individuals from the same culture. Therefore, it is essential for multi-international businesses to understand the impact of conflict management on team building and implement targeted training programs. Targeted Conflict Management Training Programs should address the following: • Differences in work styles • Integrated language • Understand how cultural influences workplace relationship building • Specific cultural barriers that could potentially impact team building • Personality Conflicts EFFECTIVE MULTICULTURAL LEADERSHIP AND MANAGEMENT SKILLS Effective multicultural leadership is the driving force of an organization and can determine the success or failure of an organization entering into global markets. Therefore, it is essential for companies to implement corporate leadership development to improve organizational behavior and financial performance...
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...effect from the academic year 2012–2013) 2 Programme – Bachelor of Arts (B. A.) Credit Based Semester and Grading System S.Y.B.A. Psychology Syllabi To be implemented from the Academic year 2012-2013 Semester III Course Course Code Title UAPSY301 Social Psychology: Part I UAPSY302 Developmental Psychology: Part I Units 1. The Field of Social Psychology 2. Social Cognition 3. Social Perception 4. Attitudes 1.Introduction - Beginnings 2.The Start of Life; Birth and the Newborn Infant 3.Physical Development in Infancy 4.Cognitive Development in Infancy Credits 3 Marks 100 ( 60 +40) 100 ( 60 +40) 3 Semester IV Course Course Code Title UAPSY401 Social Psychology Part II Units 1. Stereotyping, Prejudice and Discrimination 2. Social Influence 3. Aggression 4. Groups and Individuals 1. Physical, Social and Personality Development in the Preschool Years 2. Cognitive Development in Pre-school years 3. Physical, Social and Personality Development in Middle Childhood 4. Cognitive Development in Middle Childhood Credits 3 Marks 100 ( 60 +40) UAPSY402 Developmental Psychology: Part II 3 100 ( 60 +40) UAPSY 301 Semester III. Social Psychology: Part I (Credits = 3) 3 lectures per week; 45 lectures per Semester Objectives: 1. To impart knowledge of the basic concepts and modern trends in Social Psychology 2. To foster interest in Social Psychology as a field of study and research 3. To make the students aware of the applications of the various concepts in Social Psychology in the Indian...
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...The Stress Management Program for Best Buy INTRODUCTION The anxious feelings, sweaty palms, wondering how you will get everything done on time, wondering when you will see your family in between the long work hours, dealing with a micro-managing supervisor or unproductive co-workers that push their work on to you, or even the peer that says they enjoy deadlines! These are all depictions of what we call “stress”. While a certain amount of stress is needed to motivate individuals into action, called eustress, when an individual experiences anxiety and physical tension as demands are placed on them which exceed their abilities to cope, distress occurs (McShane & Von Glinow, 2008). Stress in the workplace is becoming a major concern for employees, employers, managers and government agencies. Workplace stress can be defined as the change in one’s physical or mental state in response to workplaces that pose an appraised challenge or threat to that employee (Colligan & Higgins, 2005). Stress research pioneer, Hans Selye, determined that people have a fairly consistent physiological response to stressful situations, called the general adaptation syndrome, providing an automatic defense system to help us cope with environmental demands (McShane & Von Glinow, 2008). More specifically, the three stages of the general adaptation syndrome: alarm (alerts the person to the situation and prepares for the resistance stage), resistance (shut down of the body’s immune system...
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...of Personality on Occupational Stress Prepared for: Mrs. Rumana Afroze Course Instructor Sub: MGT251; Section: 05 Group Members: Name ID number Quazi Aritra Reyan 2010-1-10-145 Syed Tasin Jahan 2010-2-20-072 Salman Iftekhar Suny 2010-1-10-131 Date of submission: November 29, 2011 Letter of Transmittal To Mrs. Rumana Afroze Faculty of Business Administration Department East-West University – Bangladesh Mohakhali, Dhaka Subject: Submission of Report. Dear Miss, It is our great pleasure to submit this report that you assigned on “Effect of personality on occupational stress in DHAKA BANK LIMITED” which has been prepared as a part of our Organizational Behavior course. We have tried our best to accomplish our research objectives successfully. This report definitely gives us an exceptional experience that will be of use in the future. The whole experience of this course enabled us to get an insight into the real life research situation. We will always be available for any supplementary interpretation or clarification that may require. Thank You. Quazi Aritra Reyan Salman Iftekhar Suny Syed Tasin Jahan Aknowledgement At this point we would specially like to thank those who had made it possible for us to prepare our report. Without their cooperation the...
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...HR policies and practices are strategically aligned with the goals and objectives of the organization. The company’s values, commitments, and objectives are embedded in every HR policy and practice and the company’s commitment to quality, flexibility and to its customers are communicated verbally to the employees and are also communicated through the HR policies and practices of the company. For example in order to promote consumer-centric approach, flexibility, and quality among employees, the performance management system was designed to measure the behaviors and results that support the company’s goals and objectives. The change initiative was developed because Autoliv wanted to become more flexible, consumer-oriented and as a part of the company’s commitment to quality. The company wanted to invigorate its capabilities through the changes in HR policies and practices. The design and implementation of changes at Autoliv is still the responsibility of the top management. The CEO of Autoliv is the change leader that creates an appealing vision of the future and then develop a logical strategy for making it a reality. The CEO as the change leader also motivates people to pursue the vision. The company introduced a cultural change which focused on the human side of the organization with particular emphasis on HR policies and practices. In the cultural change process, the company endeavored to change how things are done at Autoliv and sought to promote and reinforce the behaviors...
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...Working day in and day out, 7 days a week, 24 hours a day, 365 days a year, was the norm for the employees at Buy Best. At least, this is how the employees felt prior to the implementation of the Results-Only Work Environment (ROWE) program. The ROWE program introduced a philosophy which changed Best Buy’s culture from one that embraced long hours and self-sacrifice at the expense of the employees’ health to one that is more relaxed and yielded greater productivity. As participants of the ROWE program, employees no longer have to worry about punching time clocks, being available for in impromptu meetings or staying past their normal working hours to finish a report that could actually wait until the next day (Hellriegel & Slocum, 2011). Instead, participants controlled their work scheduled not management. The new cultural philosophy is based on 13 principles and rules which allow employees more flexibility to accomplish their jobs. There is no longer a focus on how employees spent their time or how many hours they worked. As long as the work was completed, how and when do not matter. Hellreigh and Slocum (2011) stated it this way, “ROWE is all about results. No results, no job” (p. 553). Due to the phenomenal impact that the ROWE program has made on the company’s productivity rate (increased by 35%) and the reduction of voluntary turnovers, it would probably be safe to predict that Best Buy’s old culture will soon be a thing of the past; and its new culture...
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...Strategies (GM548) Professor: Geoffrey Hacker March 3, 2013 By Christopher C. Young Table of Content Current Goals………………………………………………………………………………3 Work Philosophy……………………………………………………………...……………4 DISC Survey and Written Report…………………………………………………………5-11 Stress Processing Report and Written Report……………………………………....……12-17 Samples of Key Course Outcomes and Assignments………………………………….....18-19 List of technical and Like Skills Gained from each………………………………………20 Keller Course Personal Resume…………………………………………………………………………....21 Volunteer and Community Service Experience…………………………………………..22 Favorite Web Sites………………………………………………………………………….23 Current Goals Personal - Complete my Masters of Business Administration with concentration in General Management by June 2014 - Get in shape by Summer of 2013 - Take more time to study for school Financial - Keep my credit score high - Continue to make payments on time - Get a raise/promotion - Continue to save money Professional (My Current Options/Goals) - Store Manager/Management - Retire Work Philosophy Leadership - Taking responsibilities. Leading by example. Learn from mistakes - Learn from mistake and accepting them to improve next time. Focused - Focus of Being Focused to find success. 100% Effort - The do your best philosophy...
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...------------------------------------------------- Assessment Task 1 - Research Report 1. Three common health issues that can be found in the business workplace, * Fatigue, caused by poor sleeping habits * food, poor dietary habits * Stress, either personal or work related. 2. These common health issues can affect employee productivity and absenteeism in the workplace. I don’t think these issues are a emerging or a growing problem, but more dependant on individual lifestyles and workloads. 2.1 Standard approaches to address the issue in the workplace are Step 1: Identify hazards - The Management Standards Step 2: Decide who might be harmed & how - Gathering Information Step 3: Evaluate the risk & take action - Linking to problems and communicating the results Step 4: Record findings - Action planning Step 5: Monitor & review - Evaluation / Continuous Improvement Managing These Factors Stress – Identify whether its work related or personal. Can it be managed internally or externally via other means such as an EAP program? Once a stress related problem has been found with an employee, talking about it can help the person either resolve or have a more understanding about the situation. If the matter can’t be resolved with HR or management, suggest they get a referral for the EAP program for further counselling from there manager/supervisor. Signs of stress can manifest in the following ways: * Physical ...
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...witnessing this trend in their corporate culture. Unfortunately as the economic situation in the country worsened, and the competition increased, a lot of companies had to strive to meet the demands of the business. Every company was trying and is trying to produce the goods or services faster than the others and at the lower cost. This enormous stress is falling on the workforce. As the result, “the number of people in the United States who say they are overworked has been rising from 28% in 2001 to 44% in 2009”, according to the Families and Work Institute (Hellriegel & Slocum, 2011). The ROWE program introduced a philosophy which changed Best Buy’s culture from one that embraced long hours and self-sacrifice at the expense of the employees’ health to one that is more relaxed and yielded greater productivity. As participants of the ROWE program, employees no longer have to worry about punching time clocks, being available for in impromptu meetings or staying past their normal working hours to finish a report that could actually wait until the next day (Hellriegel & Slocum, 2011). Instead, participants controlled their work scheduled not management. The new cultural philosophy is based on 13 principles and rules which allow employees more flexibility to accomplish their jobs. There is no longer a focus on how employees spent their time or how many hours they worked. As long as the work was completed, how and when do not matter. Hellreigh and Slocum (2011) stated it this way, “ROWE is...
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