...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 Completed Completed Explanation of the used numbers In this report, numbers are used to indicate the degree of presence for a competence. The numbers...
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...Personal responsibility builds strong character and promotes self-efficacy, because Structure and priority development create opportunities of advancement. Everyone has their individual, uniquely defined definition of personal responsibility. Any definition of personal responsibility encompasses various components. In this essay I will be discussing the components that suit my definition of personal responsibility, and how they relate to each other. These components are personal freedom, empowerment, trust, opportunity, and self-determination. I will also be discussing the correlation between personal responsibility and educational success, as well as, sharing my preliminary plan for practicing personal responsibility in my educational goals. When you accept personal responsibility you are utilizing your personal freedom in a positive manner. You are making a conscious choice to move yourself into a level of maturity. You are able to acknowledge your actions and decisions, and readily accept the consequences of your actions and decisions. Appropriate use of personal freedom will produce appropriate outcomes. When you receive appropriate outcomes, you experience empowerment vs. reaping an outcome that becomes a consequence; in which case you experience discouragement and self-doubt. As you can see, personal freedom directly correlates with empowerment. Through empowerment of self you gain the motivation and self assurance to control an exigent environment and the ultimate...
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...3 pitfalls Commitment: Commitment to planning engenders commitment to strategies and to the process of strategy making. Nature of planning fosters managerial commitment to itself Whether planning is committed to management. Change: Process of planning tends to evoke resistance to serious change in organizations Planning tends to favor short term over long term Politics: Planning is a biased form of objectivity and enforces political resistance. Aggravates the conflict between line and staff 3 fallacies Predetermination: To make strategic planning successful, an organization has to control or predict the course of the environment. Detachment managers are detached from the very things they are supposed to make strategies about Formalization Grand falacy: Soft analysis: Informal visionary and learning processes of line managers. Strategic planning is not the same as strategy making should have been called strategic programming Promoted as a process to formalize, when necessary, the consequences of strategies already developed instead of making new strategies Learning myopia: Why experience is a poor teacher. Experience is often a poor teacher, because it involves inferences from information and there are cognitive limits. Additionally, the experience is not as complex as the actual account. Experiences from others and politics influence your experience as well. Finally learning in the neighborhood of current experiences in the short-run restricts learning...
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...Career Management Guide In the current career environment, individuals with alternatives obtain more challenging and growth-oriented opportunities. Individuals with alternatives need not accept consequences, rather they create opportunities for themselves. Career Management Guide Section 1 Paaggee 11 SECTION 1: CAREERS TODAY Part 1 - The Environment, Career Issues and Trends The Importance of Education and Experience In the current economic environment, education is becoming increasingly critical to career success. While employment rose for Canadians with university and college educations, 651,000 fewer jobs existed for those people without high school qualifications. Unemployment rates in the U.S. exceed 10% for those with less than a high school diploma and approximately 2.5% for college graduates.1 When professional designations (i.e., accounting, engineering) are taken into account, the data on employability and income is skewed in favour of the professional, relative to those who possess only a post secondary educational background. However, in order to maintain a competitive edge, individuals must continue to invest in their development throughout their careers. Specifically, with respect to the future for business and accounting positions, “growth due to the increasing number and complexity of business operations will be offset somewhat by corporate restructuring and downsizing of management, resulting in average growth for executive, administrative and managerial...
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...| | | | | | | | |Europass | Insert photograph. Remove heading if not relevant (see instructions) | |Curriculum Vitae | | | | | |Personal information | | |First name(s) / Surname(s) |First name(s) Surname(s) (remove if not relevant, see instructions) | |Address(es) |House number, street name, postcode, city, country (remove if not relevant, see instructions) | |Telephone(s) |(remove if not relevant, see |Mobile: |(remove if not relevant, see | | ...
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...I. To establish and maintain a safe, healthy learning environment 1. Safe 2. Healthy Student provides a safe environment to prevent and reduce injuries. Student promotes good health and nutrition and provides an environment that contributes to the prevention of illness. 3. Learning Environment II. To advance physical and intellectual competence 4. Physical 5. Cognitive 6. Communication Student uses space, relationships, materials and routines as resources for constructing an interesting, secure, and enjoyable environment that encourages play, exploration, and learning. Student provides a variety of equipment, activities and opport unities to promote physical development of children. Student provides activities and opportunities that encourage curiosity, exploration and problem solving appropriate to the development levels and learning styles of children. Student actively communicates with children and provides opportunities and support for student to understand, acquire and use verbal and nonverbal means of communicating thoughts and feelings. 7. Creative III. To support social and emotional development and provide positive guidance 8. Self 9. Social Students provides opportunities that stimulate children to play with sound, rhythm, language, materials, space and ideas in individual ways and to express their creative abilities. Student provides physical and emotional security for each child and helps each child to know, accept and take pride in him/herself and to express...
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...following: • Healthcare Group • Personnel Structure • Leadership Competence • Corporate Human Resource • Global Performance • Overview of Corporate and HRM Strategy Using current knowledge and best practices from other companies each of these folders can be resolved and still maintain the upward profit margin for the company. It would require some compromising from employees to move forward. Questions or challenges that Wolfgang is facing are communication to other executives on maintaining management competencies set by headquarters? Is a competency-based pay system more flexible or standardization already established? Healthcare’s goal was to have the same compensation system globally, however compensation is extremely complex. Pay systems must conform to local laws for employee compensation while also fitting into global Healthcare’s policies. Leadership Competence of the Healthcare Group Competency has been defined demonstrable characteristics of the employee including knowledge, skills, and behaviors (Jahja & Kleiner, 1997). Competencies outlined for Healthcare are as follows: • Business related competencies include achievement orientation, innovation, and change, and decision making. • People-related competencies include team leadership, capability development, relationship building, and influence of others. • Personal competencies include business understanding, analytical thinking, and self-development. Wolfgang may find some of the competencies easy to...
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...Nursing is understood to mean a therapeutic helping relationship devoted to promoting, restoring, and maintaining the health of individuals, families, groups, and communities. Having an effective relationship and caring for the patient are seen as essential to nursing care. Nurses are expected to be knowledgeable and skillful in helping. To have a therapeutic helping relationship it is vital that the nurse trusts them self as well as others, as for the relationship to progress the patient and nurse need to place confidence in each other. Caring is an interpersonal process, and having interpersonal trust means that one person in the relationship believes that the other person can be relied and depended on. One of my strengths is that I am able to build a trusting relationship with the patient, through meeting their expectations that will be respected, listened to and treated as an individual. I am good at listening to the patient’s needs which I think is an important quality in nursing. Therapeutic helping involves the nurse having communication competence. Parbury (2009, p.52) state that ‘nurses must be competent communicators if they are going to develop their own personal sense of agency and use their interactions with patients to be of assistance and to provide help.’ There are two types of skills involved in this, those of being responsive...
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...Talent Management Terry Meyer November 2005 ALL RIGHTS RESERVED COPYRIGHT Disclaimer Publication or other use of this document by any unauthorised person is strictly prohibited. The views expressed in this document are, unless otherwise stated, those of the author and not those of Fasset. THE CONTEXT OF TALENT MANAGEMENT As South Africa embarks on it’s journey into the second decade of democracy, few can argue that tremendous strides have been made on the political, economic, social and legislative fronts. Much of our legislation and policy directions are amongst the most progressive in the world. However, many challenges remain. One of these is the shortage of professional and managerial skills and the imbalances in terms of race and gender at these levels. Another, is the need to build a robust and entrepreneurial SMME sector which will create the jobs needed to absorb the unemployed in the economy. “Staffing is the new speed limit to growth. It is not the access to capital or technology that will constrain the growth of enterprises or the South African economy, but rather the lack of adequate skills to support organizational growth plans. The traditional channels of education and training are no longer providing skills in sufficient numbers nor are they necessarily aligned to organizational needs. Organizations must participate in the development of relevant skills if they are to survive.” (Italia Boninelli, HR Director: Netcare Group1) In a knowledge and service...
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...CPA Program The practical experience guide and logbook If you require further information about the practical experience requirement, or would like to notify us of a change, please contact CPA Australia: practicalexperience@cpaaustralia.com.au or contact your local office – details can be found on the inside back page of this guide. Disclaimer The material used in this booklet has been designed and prepared for CPA Australia’s practical experience requirement. It provides tailored guidance for mentors who are registered in CPA Australia’s practical experience requirement. The booklet and contents should not be used for any other purpose. CPA Australia, the publisher and the author of this booklet take no responsibility for any loss incurred by any person who relies on guidance offered in this booklet. Legal notice Copyright CPA Australia Ltd (ABN 64 008 392 452) (“CPA Australia”), 2010. All rights reserved. Save and except for third party content, all content in these materials is owned by or licensed to CPA Australia. All trade marks, service marks and trade names are proprietory to CPA Australia. For permission to reproduce any material, a request in writing is to be made to the Legal Business Unit, CPA Australia Ltd, 385 Bourke Street, Melbourne, Victoria 3000. CPA Australia has used reasonable care and skill in compiling the content of this material. However, CPA Australia and the editors make no warranty as to the accuracy or completeness of any information in these...
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...Howard Gardener and Claudio Fernández-Aráoz offer profound perceptions of how the core qualities can be developed and balanced into the human mentality and also how can they be administered in a broader aspect to garner success. However, the elements of success in 21st century from Howard Gardener and Claudio Fernández-Aráoz are not exactly the same. In terms of being successful in the globalized world nowadays, they vary on unlike aspects which include the nature and application of essential skills and features. Howard Gardener, a famous researcher in psychology who has been studying the functions of mind such as development, organization and creation. He suggests that in order to flourish and outshine in a globalized world, every person has to be concerned with how to establish those minds in the younger generation, those who could be taught to become the leaders or managers of tomorrow. Gardener also mentions five different minds that he believes human beings should develop in the future. The disciplined mind reminds us working stably over time to enhance skills and comprehension, the synthesizing mind collates information and presents it in a coherent way, the creating mind leads us to pull out new ideas and unexpected answers, the respectful mind greets the differences between individuals and finds to cooperate with each other effectively, and the ethical mind struggles to conceptualize proper work that people can do it unselfishly. In other words, these minds which are...
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...“The most basic premise of learning in an organizational sense is the detection and correction of error” (Moss and Sanchez, 2004). The need to correct errors, among other things, can explain the importance of feedback, particularly the constructive type. Feedback is of utmost importance and not properly addressing issues related to it can lead to a feedback back gap. Once this gap is discovered it is necessary to determine appropriate managerial strategies to close it. The feedback gap results from employees’ feedback avoiding behavior (FAB) and is usually due to fear of negative feedback (self-preservation needs) or appearing incompetent (impression management needs), and is widened by managers’ behavior since the latter determine the cost of feedback seeking (Moss and Sanchez, 2004). One type of managers that negatively affects the feedback gap is the zero-tolerant manager. Usually emotionally and physically distant from his employees, this manager is oblivious to situational factors contributing to employee performance which in turn causes him to attribute poor performance to internal employee characteristics instead of taking the context into account. Employees avoid feedback from the zero-tolerant manager because they believe he will directly blame them while disregarding all other factors. Moss and Sanchez offer this type of managers a few solutions to reduce FAB and the feedback gap: such as having an open mind about causes of poor performance, managing psychological...
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...Why has the idea of competency become so important and outline its application to staff undertaking international assignments? Introduction Competency is defined as a constitution of a specific set of attributes such as knowledge, skills, attitudes and other characteristics (KSAO) people processes in which they use in accomplishing their tasks (Velde 2009). In general, competency is made up of three components. Firstly the KSAOs that contribute to successful and effective job performances, secondly, KSAOs can be evaluated, in other words they must be measurable and observable, and lastly, through KSAOs, managers are able to distinguish the superiors performers form others. Importance of competency Armstrong (2010) explains that ‘competency represent the language of performance. They can articulate the expected outcomes from individual efforts and from the manner in which the activities are carried out. Because everyone in the organization can learn to speak this language, competencies provide a common universally understood means of describing performance in many different contexts.’ Competency based approaches takes the view of the abilities of employees to shift between jobs as well as proficiencies in the associated tasks for various positions. The human resources managers need to identify the KSAOs that are essential for the organization to achieve its strategic goals. Traditionally, competency based approaches identifies the required KSAOs regardless of jobs, however...
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...Bus 600 Management Communications with Technology Tools Why is communication competence in the workplace, an important aspect of one’s business? First, we must examine the explanation of the terms. Communication competence is the ability to choose a communication behavior that is both appropriate and effective for a given situation. Interpersonal competency allows one to achieve their communication goals without causing the other party to lose face. I will examine these practices in the business I work at part time. It is called Sinus Dynamics, we are a closed-door pharmacy, I will examine how the failure of certain communications can affect one’s business morale, and turnover rates. In 1968 researchers, Martin and Anderson stated communication is a process in which both receivers and senders can affect one another. So how critical can this be if both or one fail to communicate properly to the other? Business is one place where a manager or leader must possess a competency in many areas of communication, to effectively have a positive impact on their companies. Competencies are behaviorally defined characteristics that can affect any performance within a huge range of tasks. How a person should behave in order to achieve their objectives for their roles within their job organization. If a person can have these competencies, it will help them to meet challenges they may face daily at their jobs and an ever-changing workplace. If they can possess and build competencies...
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...Behavioural/Competency-based Interviews Behavioural interviews are based on the idea that past behaviour is the best predictor of future behaviour. The interviewer will want specific examples of when and how you demonstrated particular behaviours. Prior to interview each position is assessed for the skills/competencies and characteristics that relate to job success. Interview questions are then developed to probe into these areas. All candidates are asked the same questions and notes are taken in order to evaluate candidates. The word competency is widely used in business and personnel psychology and refers to the behaviours that are necessary to achieve the objectives of an organisation. A competency is also something you can measure and lists of competencies form a common language for describing how people perform in different situations. Every job can be described in terms of key competencies. This means that they can be used for all forms of assessment, including appraisals, training needs analysis and of course, selection. • Individual competencies – your personal attributes: Flexibility, decisiveness, tenacity, independence, risk taking, personal integrity • Managerial competencies – taking charge of other people: Leadership, empowerment, strategic planning, corporate sensitivity, project management, management control • Analytical competencies – the elements of decision making: Innovation, analytical skills, numerical problem solving, problem solving, practical learning...
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