Discuss About The Behaviors Succeed In My Professional Life?
The focus of the report is on a self-reflection of self-awareness and development of professionalism within the tourism and hospitality sector. The topic will discuss the various ways understanding and evaluation of theoretical concepts of problem solving and decision making help in gaining wisdom and planning for obtaining employment position within the tourism industry of Australia. Further comprehension will help me to progress in my career with ease and effectiveness. The report will also focus on the self-awareness skills, determine the career related strengths and weaknesses to understand how I can progress in my career, and work at a sustainable position within the business organizations (Baum 2016).
The report is designed for enhancing self-awareness to make progress in their career within the tourism and hospitality industry. The self-awareness report is not only developed for enhancing the efficiency of practical activities but also can help to gain personal benefits to form real life self-management strategies. This can further assist me to gain a good employment position as well as ensure career growth and development with convenience (Bunakovet al. 2015). Success in a career requires specific knowledge and self-awareness skills to create a good position of employment within the organization and furthermore ensures career growth.
Personality of a human being represents the character and how they manage daily activities. Personality provides an in-depth analysis of individual behaviors and how maintenance of good values can allow individuals to perform to their potential within the organization.
Overview of the personality theories
The Myers Briggs-Type Indicator or MBTI is considered as an effective career development tool for evaluating the personality of human beings and understand the benefits of such kind of personality trait. This would not only help in developing own career, but could also allow the individuals to progress in their academic field within the tourism sector (Kabilan 2013). It can enable proper development of career and professional growth as well as enhance the potential of team to perform efficiently while working as an employee within organizations in the future. According to the Myers-Briggs Type Indicator, the four major psychological preferences are sensation, feeling, intuition and thinking that are considered as the most dominant characteristics of human beings. By studying this Indicator, I have gathered enough experiences and skills, but also experienced few major psychometric issues including poor validity and reliability (Little 2012).
The Myer Briggs model has been applied by me to give attention and focus on myself and even determine my inner thoughts through reflection while the extraversion ability has allowed me to communicate with people and provide my opinions and responses properly. My intuition power is increased and this can effectively improve the sensing ability to collect relevant data and information, manage practical approaches and focus on reality more than fantasy. Thus by gaining the skills of better thinking and feeling, I could also make effective decisions in business while working in an organization in future (Maci 2013).
Among the two models, Myer Briggs and Big Five models of personality, Big Five model of personality dimensions is more useful because it has influenced my ability of openness to experience by making me become imaginative, artistic and more curious about learning and gathering new information and knowledge. The conscientiousness has increased and this made me become more responsible, persistent and manage activities in an organized way. I will be able to maintain cooperation with workers as well as build trust among them. This would make me calm, self-confident and avoid stressful situations, thereby maintain positive attitude in stressful situations as well (Mersino 2013).
Therefore, these two models have helped me to understand the different phases of personality and advancing in my career can help in achieving these to obtain a good position. My personality is linked with the choice I make to progress in my career, because maintaining a positive personality and behavior can help in understanding what can be the most suitable choice to advance in my professional career with ease and effectiveness (Bunakov et al. 2015). The personality has helped me to think critically and even make innovative thinking to understand the benefits of the career choice, because it can improve my professional career and enhance my skills and knowledge level to perform efficiently as well. An awareness of the personality test results can enhance the performance of individuals largely. Self-awareness of personality not only identifies the areas of weaknesses but also can help me to see everything positively and develop a sense of trust and credibility among individuals (Dochyet al. 2012).
ISFJs have been categorized to find out the various personality conditions and determine the person’s own behavior and attitudes. The results from the personality test showed that the person had preference of introversion over extraversion. Within the hospitality industry, It is important for me to focus more on the customer satisfaction rather than becoming more and more socially connected, which can make them loose my focus from the actual objectives that are needed to be achieved (Mersino 2013). Due to my analytical skills, I would be able to emerge as a leader and system to others patiently while playing the role of a supervisor. It would allow the individual to progress in the traditional career as well through teaching, social work and even managing the human resources properly within the hospitality sector. The leadership abilities would help in becoming loyal to the employees. From the personality test, it could be understood that the individuals who are more introvert have few close friends and they do hold the ability to find out critical issues and take initiative for discovering the issue with ease and effectiveness (Capps, Crawford and Constas 2012).
Values and Motivators
Business organizations within the tourism and hospitality sector do not function by focusing on a single area of expertise, but on various areas, which need constant monitoring and assessment. Thus, for gaining a good position of employment within the organization, it is important for me to become self-aware, self-disciplined and even more focused on the mission statement and vision of the organization, where I will be working in the future (Mor and Mogilevsky 2013). The organizational culture defines values as essential attributes and behaviours that are maintained by us to determine the existence of state and make judgmental decisions about what is right and wrong. The terminal values are the desirables and states of emotions perceived whereas the instrumental values include the various approaches of achieving the terminal values efficiently. Good values can influence one’s behavior and even create negative mindset among people sometimes. Values can help me to understand attitudes, behaviors of own self and manage interpretations of what is right and what is wrong. Hofstede’s framework encompasses the values maintained across cultures including the power distance, individualism vs collectivism, masculinity vs femininity, uncertainty avoidance, long term and short term orientation and finally indulgence vs self restraint. Power distance index makes a statement regarding the less powerful members of the organization who believe that power has been distributed unequally (Carmody 2013). The individualism vs collectivism enables people to get integrated into groups while the uncertainty avoidance index determines the ability and tolerance level of society to handle ambiguity. The masculinity refers to the act of heroism, dominance within the society while the femininity refers to the cooperation and weak quality of life. The long term and short term orientation refers to the present and future actions and challenges that may be faced while advancing in career while the indulgence vs restraint include fulfilling the desires of human beings and allowing them to lead a peaceful life (Cochrane and Narayan 2013).
The terminal values include the existence state and the approaches followed by a person to accomplish the goals and objectives during the life cycle. The instrumental values could help the individual to gain the behavior for achievement of terminal values with ease and effectiveness. By obtaining these important values, it would be easy for accomplishing the goals and objectives and get motivation, which is an essential aspect for performing to the potential. As the results of the personality test show more preference over introvert rather than being extrovert, so the terminal values are achieved (Dochy et al. 2012). These kinds of values can help in providing equal oprotunities to everyone and create a sense of harmony for ensuring freedom from internal conflicts. The social recognition would allow for gaining the respect of others and obtain a mature understanding about the meaning of life. Maslow’s hierarchy of needs theory acts as an effective motivation theory that can help in keeping the individuals motivated all throughout by fulfilling their needs at different levels such as the safety needs, social needs, psychological needs, esteem, self actualization. An individual pursuing career in the field of tourism and hospitality can make him fulfill his needs and gain both personal and financial security, furthermore maintain good relationships with people and remain motivated all throughout (Cochrane and Narayan 2013).
By maintaining a good culture, there would be less discrimination, and a healthy workplace would be created that would influence my behaviors and attitudes to perform to my potential and enhance the organizational performance largely (Schoemaker, Krupp and Howland 2013). When the attitudes and behaviors of leaders are positive, it will also encourage and motivate me to enhance my potential and bring out the best in terms of my performance. The other motivators include good leadership skills, reward systems and maintaining a positive attitude within the organizational premises. To succeed in my career and ensure that I gain a good employment position within the industry, I will talk politely with my seniors and even ask for any help during critical situations, so that the issues are clarified properly (Scott, Cortina and Carlisle 2012).
The power values reflect the ability to control other and gain respect by providing them with enough support during the accomplishment of career objectives (Smith et al. 2012). I have also seen that visual perception not only gives us access to relevant information but also provide own response for representing a sense of data in a graphical format. According to me, providing rewards and praising performances could also motivate the person to work more efficiently and gain a positive mindset to ensure development in the career (Van Driel and Berry 2012).
Emotions are defined as the feeling of human beings that have been directed at someone or something. Based on behaviors and attitudes, emotions exist. The emotions are derived from personality traits, behaviors, attitudes and achievement of something. Emotional Intelligence is the ability to ‘carry out sophisticated information processing about emotions and emotion-relevant stimuli and to use this information as a guide to thinking and behaviour’ (Mayer, Salovey& Caruso, 2008, p.503).
- Recognising/Perceiving emotion
- Using emotion
- Understanding emotion
- Managing emotion
With the help of emotional intelligence abilities and skills, it would be easy to manage the individual career on which I should be working on and even improve the performances largely (Visser, Evering and Barrett 2014). The employers within the organisations consider the emotional intelligence skills and abilities valuable for enhancing the workplace outcomes and also improve the performance of employees with ease and effectiveness. The employers make investments in Emotional Intelligence training and testing Emotional Quotient for improving their skills, knowledge and expertise level and allow them to perform to the extent that they have been capable of (Zepeda 2012). The personal skills are self-awareness, self-regulation and motivation while the social skills are empathy and social skills including abilities to handle conflicts, develop bonds with others, communication and act like a leader. The self-awareness skills would help me in gaining self-confidence and manage self-regulation and control through motivation and encouragement to commit fully to the organization (Zionts 2012).
From the results of EI questionnaire, it could be understood that the self awareness, self management, social awareness and relationship management skills had remained similar. I need to improve my social awareness to improve the social status and ensure that good relationships are developed while working within the organization within the hospitality and tourism sector. Self-awareness has allowed the individual to understand own strengths and limitations, and then make a proper decision regarding the choice of career (Capps, Crawford and Constas 2012). The perceived emotions and adaptability skills have helped in grabbing the scopes and opportunities to overcome obstacles and furthermore meet the internal standard of excellence for becoming successful in the future. The self-management skills are good, which can help in achieving orientation and manage own roles and responsibilities to enable transparency. This would further enable the person to manage honesty and respond to the needs and preferences of customers with ease and effectiveness (Bunakov et al. 2015).
I need to improve the persuasive strategies for managing conflicts, leading the people in the right direction and ensure proper cooperation between the team members for developing a team effectively. By managing relationships with individuals, it would help to consider their responses and make a final decision in the end properly (Baum 2016).
Leadership is a personality trait that allows a person to guide the subordinates or employees in the right direction and allow them to understand their roles and responsibilities properly too. This would help in making the employees skilled and knowledgeable and make them perform to their potential too. Here the charismatic leadership has been talked about that can not only help individuals to gain a proper sense of vision but also will help in maintaining a positive attitude or behavior to make the business function properly (Bunakov et al. 2015).
The charismatic leadership is essential here for creating a vision, gain ability to take risks and accomplish the objectives with ease, overcome environmental issues, provide guidance to the followers and maintain a positive behavior that is unique, though effective for achieving good business outcomes. Transactional leaders motivate and encourages workers in the right direction to achieve objectives by making clarification of task requirements while the transformational leader makes decisions according to self interest and cerate positive effect on the followers too. The ethical leadership theory shows how leaders could create positive attitudes among workers, make them socially constructive and manage proper methods to achieve the goals and objectives. This would also build trust and loyalty among the leader and his followers (Carmody 2013).
I would someday like to become a leader within an organization where I would work in the future. I would progress in my career with the help of my social, interpersonal and emotional intelligence skills and try to move to various levels within the organisation. This would not only create enough opportunities for me to obtain the various leadership skills but even allow me to manage the human resources successfully (Baum 2016). I would also lead with certain questions and follow the democratic leadership style, so all the employees could provide their opinions and responses, based on which I would make a final decision (Bunakovet al. 2015). This can make the employees feel that they are valued and allowed to take part in the process of decision-making. As a leader, I aspire for promoting effective communication to make the employees understand the goals and objectives of the organization, motivate and encourage them to make them perform better, enable positivity and create a good culture within the organizational premises, cerate innovation and creativity and finally obtain feedbacks and responses of employees to understand the areas of weaknesses. This would ensure that the risks and issues had been overcome to bring out the best productivity within the organisation (Carmody 2013).
Power and PoliticsCoercive Power
- Reward Power This would allow me to enable compliance according to the skills and abilities that I had gained to distribute the rewards that can be viewed by others with ease.
- Legitimate Power The legimate power is based on and what power I have received based on my position within the organisation’s formal hierarchy.
- Expert Power The expert power would allow me to manage some activities through betterment of skills and knowledge that I had gained while progressing in my career (Dochy et al. 2012).
- Referent Power The influence gained through possession by an individual or with the proper utilization of personality traits that I do possess.
Power, politics and influences are three major components of the organizational behaviour. Power denotes the ability to influence the decision making process and controlling of resources with ease and effectiveness while the politics include the informal approaches that allow for obtaining power and authority based on luck or merit. The influence includes resemblance of power and can be more subtle rather than being direct. The approaches to power are understood by integrating the bureaucracy and with the combination of rule and authority (Dochyet al. 2012). Pluralism theory is useful in this instance to explain how I can distribute power among the various groups of individuals I may work with in the future as a manager. The Marxist approach to power is also effective for me to focus on the dominance of class within the capitalist societies. Organizational learning promotes authority, and the various approaches for doing so are the management training, development of management and development of organisation (Goeldner and Ritchie 2012). All these approaches are essential for me to gain the power, politics and influence over authority to manage the workforce properly and ensure career growth and development with ease and effectiveness. The legimate power can allow me to emerge as a leader and progress in my career with much ease and effectiveness. The expert power on the other hand can improve my skills and knowledge level and make me perform to my potential effectively.
Decision making and planning
Kolb’s model is applied for determining the most important problem, identify its causes, manage the best solution and implement the solution finally. This is done by following the various steps including situational analysis, problem analysis, solution analysis and implementation analysis. The situational analysis will help me to gain a concrete experience and gain in-depth analysis of the problems, reflect the observations to analyse the problem, conceptualize the abstract and data and finally manage active experimentation to implement the solution for overcoming the problem effectively (Cochrane and Narayan 2013). Suppose within the organization, there is quarrel among workers, I will listen to the causes of such problem ather than taking any necessary step immediately. This would keep me knowledgeable and informed about the problems and finally make a decision to overcome the problem with ease and efficiency.
While pursuing the degree related to the tourism and hospitality, it is important for me to make a particular decision based on the internship facilities, geographic location, paid or unpaid nature, training and development opportunities and employment opportunities provided. It is important to check all the available facilities and ensure that right opportunities are provided by the university where I am currently willing to pursue my course of interest. The geographical location must also be convenient for me to visit and study my course properly. I will like to work on the nearest location and also progress in my career by visiting the nearest university for obtaining good amount of knowledge and information and furthermore make progress with ease and effectiveness. (Kabilan 2013).
On the other hand, the decision making theory can help me to study the reasoning according to which the choices are made by agents. There are both normative and descriptive decision theories (Little 2012). The normative decision theory enables me to make the best decision and select the most suitable alternative for allowing me to progress in my career whereas the descriptive decision theory analyses the existing irrational agents that make decisions. The decisions can be made based on choices under uncertainty while complex decisions are made by assessing the resources that are obtained and analyzing those properly (Maci 2013). The intuitive decision making theory enables to make decisions based on intuitions and use analytical data to determine alternative solutions. This would allow for making decisions of selecting the right career and even determine the benefits that could be obtained by obtaining internship facilities within the tourism and hospitality sector (Kabilan 2013).
The report was presented for ensuring that my professional development could be further developed by an improved understanding of self-awareness and decision making theory., . The goals and objectives had been achieved with the help of identifying the self-awareness skills, personality traits, values and motivators along with the leadership aspirations and ability to manage the human resources with ease and effectiveness. These various findings showed that I manage a positive and proactive personality type to identify the scopes and opportunities, determine the initiatives that are needed to be taken and finally take necessary action. This would not only create a positive change but would help in overcoming the obstacles and limitations fruitfully. This has been motivated by Big Five personality model and the transformational leadership style has helped me to enhance my skills and knowledge and progress in my career with ease and effectiveness.
Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.
Bunakov, O.A., Zaitseva, N.A., Larionova, A.A., Chudnovskiy, A.D., Zhukova, M.A. and Zhukov, V.A., 2015. Research on the evolution of management concepts of sustainable tourism and hospitality development in the regions. Journal of Sustainable Development, 8(6), p.39.
Capps, D.K., Crawford, B.A. and Constas, M.A., 2012. A review of empirical literature on inquiry professional development: Alignment with best practices and a critique of the findings. Journal of science teacher education, 23(3), pp.291-318.
Carmody, J., 2013. Intensive tour guide training in regional Australia: an analysis of the Savannah Guides organisation and professional development schools. Journal of Sustainable Tourism, 21(5), pp.679-694.
Cochrane, T. and Narayan, V., 2013. Redesigning professional development: reconceptualising teaching using social learning technologies. Research in Learning Technology, 21(1), p.19226.
Dochy, F., Gijbels, D., Segers, M. and Van den Bossche, P., 2012. Theories of learning for the workplace: Building blocks for training and professional development programs..
Goeldner, C.R. and Ritchie, J.B., 2012. Tourism: principles, practices, philosophies (No. Ed. 12). John Wiley and Sons, Inc.
Goleman, D., Boyatzis, R.E. and McKee, A., 2013. Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.
Horng, J.S. and Tsai, C.T.S., 2012. Culinary tourism strategic development: an Asia?Pacific perspective. International journal of tourism research, 14(1), pp.40-55.
Kabilan, M.K., 2013. A phenomenological study of an international teaching practicum: Pre-service teachers' experiences of professional development. Teaching and Teacher Education, 36, pp.198-209.
Little, J.W., 2012. Professional community and professional development in the learning-centered school. Teacher learning that matters: International perspectives, pp.22-46.
Maci, S., 2013. Tourism discourse: professional, promotional and digital voices (Vol. 11). Ecig.
Mersino, A., 2013. Emotional intelligence for project managers: The people skills you need to achieve outstanding results. AMACOM Div American Mgmt Assn.
Mor, Y. and Mogilevsky, O., 2013. The learning design studio: collaborative design inquiry as teachers’ professional development. Research in Learning Technology, 21(1), p.22054.
Schoemaker, P.J., Krupp, S. and Howland, S., 2013. Strategic leadership: The essential skills. Harvard business review, 91(1), pp.131-134.
Scott, S.E., Cortina, K.S. and Carlisle, J.F., 2012. Understanding coach-based professional development in reading first: How do coaches spend their time and how do teachers perceive coaches' work?. Literacy research and instruction, 51(1), pp.68-85.
Smith, W.K., Besharov, M.L., Wessels, A.K. and Chertok, M., 2012. A paradoxical leadership model for social entrepreneurs: Challenges, leadership skills, and pedagogical tools for managing social and commercial demands. Academy of Management Learning & Education, 11(3), pp.463-478.
Van Driel, J.H. and Berry, A., 2012. Teacher professional development focusing on pedagogical content knowledge. Educational Researcher, 41(1), pp.26-28.
Visser, R.D., Evering, L.C. and Barrett, D.E., 2014. # TwitterforTeachers: The implications of Twitter as a self-directed professional development tool for K–12 teachers. Journal of Research on Technology in Education, 46(4), pp.396-413.
Zepeda, S.J., 2012. Professional development: What works. Eye on education.
Zionts, S., 2012, December. MULTIPLE CRTTERTA DECISION MAKING”. In Multiple Criteria Decision Making Theory and Application: Proceedings of the Third Conference Hagen/K?nigswinter, West Germany, August 20–24, 1979(Vol. 177, p. 150). Springer Science & Business Media.