Posts Tagged ‘Skills’
According to Horn (2013), although many people have certain opinions about emotional intelligence, the numbers of definitions of the term may be equal to the numbers of authors who addressed this issue. Emotional intelligence has been defined as “the potential to be aware of and use one’s own emotions in communicating with oneself and others and to manage and motivate oneself and others through understanding emotions” (Wharam, 2009, p.11). Alternatively, Bradberry and Greaves (2009) define emotional intelligence as the ability of individuals to understand, express and control their emotions. According to Barrows and Powers (2009) as taken from Oxford English Dictionary hospitality means “the perception and entertainment of guests, visitors or strangers with liberality and good will” (Barrows and Powers, 2009, p.4) Chakraborty and Konar (2009) identify four important attributes of emotions as intensity, brevity, partiality and instability. Intensity relates to the extent of strengths of emotions. Brevity, as an important attribute of emotion relates to its duration. Partiality, on the other hand, is a target such as person or object towards whom or which emotion is directed. Lastly, instability relates to transient psychological and physiological processes experienced by people. According to Bradberry and Greaves (2009) emotional intelligence accounts for 58% of performance for all kinds of jobs. However, Bradberry and Greaves (2009) do not explain methods used to obtain this specific figure and this fact compromises the value and validity of their claim. Moreover, according to Bradberry and Greaves (2009) the levels of personal competence are based on self-awareness and self-management, whereas social competence is based on social awareness and relationship management. Four components of emotional intelligence Source: Bradberry and Greaves (2009) According to Sparrow and Knight (2009) emotions are associated with physiological change such as acceleration of the rate of heartbeat, changes in blood pressure and facial expressions,…
Literature review has shed a light upon essential qualities for individuals holding leadership positions in organisations. Having a clear vision and the ability of articulating it in an efficient manner appears as one of the most important leadership skills in the majority of sources addressed during the preliminary literature review. According to Wart (2008) effective leaders are able to formulate motivating vision and create a situation where the vision is shared by all employees within the organisation. Communication skills are also crucially important to be possessed by organisational leaders (Gallos, 2008, Bertocci and Bertocci, 2009). Gallos (2008) explains the importance of communication skills for organisational leaders by referring to the fact that leaders need to communicate with different organisational stakeholders in a daily basis, and each category of these stakeholders pursue varying aims and objectives. According to Stanfield (2009) and Bertocci and Bertocci (2009) decisiveness marks important trait for organisational leaders. When discussing this specific leadership trait Stanfield (2009) refers to The Great Man leadership theory, and argues that individuals born with leadership skills are tend to be more decisive than individuals who have acquired their leadership skills on the course of their lives. However, Stanfield (2009) does not offer any evidences based on empirical studies to justify this viewpoint. Similarly, self-confidence has been viewed by Goldsmith et al. (2010) and Gold et al. (2010) as another important leadership trait. Goldsmith et al. (2010) conclude that the value of self-confidence as a leadership trait increases in times of crises when leaders need to be able to take decisions while a wide range of factors remain uncertain. In their analysis of an alternative leadership quality, integrity, Gold et al. (2010) convincingly argue that the lack of integrity associated with any organisational leader is difficult to conceal in modern times due to…
Personal Development Plan (PDP) “is a document completed by an individual that details their intentions and actions with regard to their own development” (Cunningham et al., 2004, p.129). My personal development plan associated with the achievement of my career goals is represented in the following table: Plan Actions Time/Deadline Increasing the level of cross-cultural awareness Attending cross-cultural awareness training session December 2014 Learning from real-life special events Attending special events of various types and critically analysing the effectiveness of organisation and management Every month until June 2016 To remain updated with the latest trends and news in events industry To subscribe to “Special Events” magazine and to be reading each issue Every month To be increasing the level of knowledge about theoretical aspects of event management Reading relevant academic literature Every month To be improving personal leadership skills Attending ‘Essentials of Leadership’ 5-day program offered by London Business School July 2014 To be enhancing the level of personal creativity Attending ‘Creativity and Innovation’ 2-day course offered by Impact Factory September 2014 To be improving personal time management skills Attending ‘Time Management’ 1-day training course offered by Activia Training November 2014 To find a personal coach among accomplished event managers Studying the personalities of successful event managers, and initiating a contact with a highly experienced event manager January 2015 It is important to note that personal development needs to be perceived as a continuous process throughout the whole duration of career rather than being accepted as a one-time or occasional initiative. Accordingly, all aspects of personal development plan provided in table above such as increasing the level of cross-cultural awareness, learning from real-life special events, remaining updated with the latest trends and news in events industry, and to be improving personal leadership skills are going to be invested in for the…
My self-assessment has been completed with the application of Careerlink Inventory, an online skills and interests inventory. This software provides an assessment of five different aspects of individual personality and suggests relevant career recommendations. Specifically, personality aspects assessed consist of aptitudes, interests, temperaments, and physical capacities and working conditions (Careerlink Inventory, 2014, online). The advantages of Careerlink Inventory include practical assistance in making educational and career choices through finding an appropriate match to personal aptitudes, interests, temperaments, and physical capacities. Answers given to Careerlink Inventory multiple choice test questions are analysed by the software and the level of match between responses and a wide range of career areas are represented in percentages. The following table illustrates percentage matches between my skills and interests and a range of career areas and cluster titles according to Careerlink Inventory self-assessment results. Careerlink Inventory self-assessment results Results of Careerlink Inventory self-assessment indicate that there is a 94% match between my skills and interests and Arts and Humanities career area. Report provided by Careerlink Inventory states that this specific career area is closely associated with entertaining audiences and a high level of creativity. Importantly, the same points equally relate to successful event management as well, and from this perspective Careerlink Inventory finds event management as a suitable career choice for me. Moreover, Careerlink Inventory self-assessment has found 93% match between my skills and interests and Social Sciences career area. It is clarified in self-assessment results report that Social Sciences involve serving the public interests in a wide range of manners. In other words, my skills and interests are best applied in serving the interests of public, and this can be done through dealing with various aspects of event management in a successful manner. There is also 93% match between my skills and interests and Personal…
The completion of the Research Report as a part of degree requirements has involved my engagement in a highly challenging and motivating research experience. The following texts represent the skill and learning statement that reflect the implications of the research experience on my personal and professional development. The skill and learning statement includes the implications of interactions with mentor, an analysis of the extent to which research questions have been answered, a brief analysis of interpersonal and communication skills and their relevance to the research, as well as the contribution of the research experience to my professional and personal development. 1. Experiences of interactions with mentor I had chances of meeting my project mentor three times and obtained practical support regarding various aspects of the work during these meetings. Our first meeting was mainly dedicated to clarifying our expectations from the research experience and the discussions took place related to the issues of selection of the research approach and formulation of research questions and objectives. By the time I had a meeting with my mentor for the second time Introduction and Information gathering chapters of the work have been completed and I received detailed feedback for these chapters of the research. Also, discussions were held about data analysis and presentation associated with the project. During the final meeting with my mentor the overall work has been scrutinised and a set of specific points have been mentioned by my mentor. Specifically, my mentor raised a point that my discussions of research findings lacked depth and scale. Then, these points have been addressed and the final draft of the Research Report was completed. I found advices given by my mentor very helpful in terms of increasing the quality of my Research Report and equipping me with knowledge of effectively conducting similar…