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Table of Contents
Task 01 ....................................................................................................................................... 1
1.0. The project .......................................................................................................................... 1
1.1. Communication skills...................................................................................................... 1
1.1.1.
Training Event ..................................................................................................... 1
1.1.1.
Training Schedule ................................................................................................ 3
1.1.2.
Professional Schedule .......................................................................................... 3
1.2.
Self -Reflection of interpersonal skills ........................................................................ 4
1.2.1.
Prioritizing workload ........................................................................................... 4
1.2.2.
Time Management ............................................................................................... 6
1.2.3. The methods that our team used in communication ................................................. 7
Task 2 ......................................................................................................................................... 9
2.0. Problem solving .................................................................................................................. 9
2.1. Problem ........................................................................................................................... 9
2.1.1. How to analyses of a problem .................................................................................. 9
2.1.2. Use of tools and methods........................................................................................ 11
2.1.3. SWOT Analysis ...................................................................................................... 12
2.1.4. ‘5 Why’ .................................................................................................................. 13
2.2. Applying Critical Reasoning ......................................................................................... 15
2.3. Process of applying critical reasoning ........................................................................... 17
Task 3 ....................................................................................................................................... 19
3.0. Teamwork ......................................................................................................................... 19
3.1. A team? ......................................................................................................................... 19
3.2. Importance of a Team ................................................................................................... 21
3.2.1. Qualities of a teamwork .......................................................................................... 22
3.2.2. Team Development................................................................................................. 23
Task 4 ....................................................................................................................................... 24
4.0. Significance of Continuing Professional Development ................................................... 24
4.1. Theories of motivation and their implications for Continuing Professional
Development ........................................................................................................................ 28
4.1.1. Maslow’s Hierarchy of needs ................................................................................. 28
4.1.2. Three-Dimensional Theory of Attribution ............................................................. 31
4.1.3. Hertzberg’s Two Factor Theory ............................................................................. 32
4.1.4. Compare and contrast Hertzberg’s Theory and Maslow’s Theory......................... 37
4.2. Personal Development Plan .......................................................................................... 39
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4.3. Evaluation of Continuing Professional Development ................................................... 41
References ...................................................................... Ошибка! Закладка не определена.
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Figure 1:introduction of the program (screenshots) ................................................................. 2
Figure 3:Introduction of the lecture(screenshots) ..................................................................... 2
Figure 4:agenda......................................................................................................................... 3
Figure 5:gantt chart ................................................................................................................... 6
Figure 6:online meeting(screenshots) ....................................................................................... 7
Figure 7:whatsapp message(screenshots) ................................................................................. 8
Figure 8:Problem....................................................................................................................... 9
Figure 9:root cause of a problem ............................................................................................ 10
Figure 10:SWOT ...................................................................................................................... 12
Figure 11:5 why ....................................................................................................................... 15
Figure 12:SOLVING REASON ................................................................................................ 16
Figure 13:belbin's theory ......................................................................................................... 23
Figure 14:continuing professional development ..................................................................... 28
Figure 15:herzberg's two factor theory ................................................................................... 33
Table 1:training event(Author Developed) ................................................................................ 3
Table 2:swot table (author developed) .................................................................................... 13
Table 3:responsibilities(author developed) ............................................................................. 21
Table 4:personal development plan ......................................................................................... 40
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Task 01
1.0. The project
1.1. Communication skills
Words from one person's mouth to another's ear are only one aspect of communication.
The tone and quality of speech, eye contact, physical closeness, visual signals, and general
body language all contribute to the transmission of signals. (Health, 2021)
There are two types of communication skills
a) Verbal communication
Verbal communication is a sort of oral communication in which the message is delivered
via spoken words. In this section, the sender shares his feelings, thoughts, ideas, and
opinions through speeches, talks, presentations, and dialogues. (P, 2021)
b) Nonverbal communication
The technique of transmitting meaning without the use of written or spoken words is
known as non-verbal communication. Nonverbal communication, in other words, is any
communication our team two or more people that involves the use of facial expressions,
hand motions, body language, postures, and gestures. (P, 2021)
1.1.1. Training Event
Our first training event conducted by our batch is named “INFORMATICA LEZIONI -2021”.
The major theme of the event was “Mobile Application Development “and the three sessions
as,
1.How to make a mobile application.
2.What are the advantages of pursuing a career in information technology?
3.What are the opportunities that can be gained in the IT field?
The audience was after A/L students and students in ESOFT Metro Campus Kurunegala. The
audience consisted of 100 students. The whole session was conducted by the guest speaker Mr.
Yasiru Nilan who is the chairman of the Information Technology committee of Leo Multiple
306, senior software engineer. The workshop was held via Zoom online platform due to the
COVID -19 outbreak. And our team wanted to help our audience to spend the quarantine period
meaningfully.
1
FIGURE 1:INTRODUCTION OF THE PROGRAM (SCREENSHOTS)
FIGURE 2:INTRODUCTION OF THE LECTURE(SCREENSHOTS)
2
1.1.1. Training Schedule
TABLE 1:TRAINING EVENT(AUTHOR DEVELOPED)
Time
9.00 A.M
Event
Description
Mobile Application
This session our guest lecture
Development
Mr.Yasiru Nilan Conducting
a
lecture
about
mobile
application and teach how to
build
a
new
mobile
application
1.1.2. Professional Schedule
Our team conducted our event via the ZOOM Online platform. So all of us had to make an
agenda for it.
FIGURE 3:AGENDA
3
1.2. Self -Reflection of interpersonal skills
When our team designing the program, team members had proper communication. Our team
discussed all of the issues that arose while planning this program, and all of us clarified them
among team members via online meetings. All the group members did their tasks without any
hesitation. Every member of the group was sharing their ideas and requests, and everyone was
very open. For example, during an hour-long meeting on the ZOOM online platform, they take
a certain amount of money for that task, and one of the group members gave it to us without
hesitation for our task. This made the task much easier to do and avoided lots of problems.
The most important factor in achieving our goal is team spirit. Everyone worked as one. And
also they are very effective when conducting the program. Another thing that helps us to
achieve our goal is negotiation skills. When the members planning the program, members give
different ideas and some of them did not like to change their ideas. For example, when the
members plan to give something to the chief guest, some students decide to give vouchers.
Because of the budget restrictions, all the members decided to give a souvenir to the chief
guest. Throughout the program, our team had a lot of other people negotiating with us. Because
of this pandemic situation, the group had to conduct the program via an online platform. Our
team had converted that disadvantage into an opportunity.
Working with others requires practical as our team as personal skills. The main benefit that our
team can gain from that is that our team can work with others and share our own skills. Not
only that, our team can gain lots of advantages by working together, such as contributing ideas,
listening and feedback, and leading and following as appropriate. In this program, our team
can recognize people who help others after completing their tasks.
1.2.1. Prioritizing workload
There our team of 12 members in our HND Computer 40 Batch. Our team grouped into two
groups. Our group appointed to design and deliver a training event on Information Technology.
The agenda was designed by Chamila Jayasinghe and Saheli Himaransi, the program proposal
letter was written by Reverent Thero Bikesh Manandhar, the invitation post was design by
Kasun Jayasinghe and Supun Anjana and the project proposal was created by me.
-
Setting objectives
4
Our objective was to get maximum outcome from minimum effort. Our main goal was to make
our program the best out of best that even done by HND students. Our team could achieve our
goal more than our team thought. The main for our success is that our team set the most
appropriate objectives for the event.
-
Using time effectively
Our team had limited time to organize the program, so our team are mainly discussed time
management. Our team organized the program without any time gap and also the crew used
time effectively throughout our program schedule. As a result of that our team could conduct
a successfull program.
-
Planning and scheduling task and activities
Our team conducted online meetings frequently for planning tasks and activities due to the
lockdown situation in the country. Our team planned our whole plan via online platforms such
as online meetings and “Whats App” group chat. Due to personal matters, it was a little bit hard
to get in touch with group members at meetings because of their personal matters.
Our team invited the chief guest Mr.Yasiru Nilan through email and WhatsApp messages .The
group members discussed the whole program schedule. Then our team discussed and agreed
to give Souvenir from the batch. After that our team makes the budget and calculates the money
per a person. As a result of that our team suggested spending Rs.1000 from each person and all
the members agreed to that.
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1.2.2. Time Management
The most important part of the program is time management. So group members prepared a
Gantt chart for planning a better program. The following is the Gantt chart prepared by them.
FIGURE 4:GANTT CHART
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1.2.3. The methods that our team used in communication
1.
Online meeting via Microsoft teams.
The main method that Our team used to communicate with the group members is online
meetings through Microsoft Teams. Our team used that method because of the pandemic
situation in this period. This is not a successful method but our team haven’t another way to
discussed the whole program schedule, so our team had online meetings regularly.
FIGURE 5:ONLINE MEETING(SCREENSHOTS)
7
2.
WhatsApp messages
The team leader of the group is Saheli Himaransi. She prepared a WhatsApp group for contact
each group member via it. WhatsApp calls are free of charge and that benefit is being very
important to us.
FIGURE 6:WHATSAPP MESSAGE(SCREENSHOTS)
8
Task 2
2.0. Problem solving
2.1. Problem
What is a problem?
A challenge is a job, a condition, or a person that is tough to deal with or control. An issue is a
question that has to be our team or a circumstance. (Seel, 2012)
FIGURE 7:PROBLEM
2.1.1. How to analyses of a problem
Step 1: Pinning the Issue
Define the issue in great detail. Examine the problem from several perspectives. Our team are
all dealt with a symptom without addressing the fundamental problem. When person treat a
symptom, the underlying problem does not go away; it simply manifests as a new symptom.
Step 2: Determine the Problems
Start by dissecting the issue into its component elements. As person break down the problem
and identify all potential issues, persons’ chances of uncovering the true root cause improve.
Step 3: Make a list of hypotheses and rank them in order of importance for proving them.
If persons’ income is being hampered by a lack of volume, try expanding persons’ distribution
networks or expanding into new areas. All of these ideas are targeted on boosting volume.
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Step 4: Carry out persons’ investigation
not have the finest idea on the first try, but at the very least person're contributing. If person
can demonstrate that it is a helpful solution, person will have some clout
Step 5: Develop Persons’ Response
In order for persons’ solution to be implemented, personmust now begin selling it. Make it
crystal apparent to persons’ audience what the problem is, why it needs to be fixed, and how
persons’ solution will rescue the day.
Our team also uses these five steps to solve the problems that our team had faced throughout
the event. Because of those steps, our team could achieve our goal better than our thoughts.
FIGURE 8:ROOT CAUSE OF A PROBLEM
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2.1.2. Use of tools and methods
- Brainstorming
In a nutshell, brainstorming is one of the most innovative approaches to problem-solving and
idea generation. Our team may either come up with a fresh concept or expand on one that
already exists. (Anon., 2021)
There are two types of Brainstorming
a) Individual brainstorming
Individual brainstorming creates a broader range of ideas than group brainstorming. Group
brainstorming does not develop ideas as effectively. (Anon., 2017)
b) Group brainstorming
Group brainstorming can lead to repression of brilliant but quiet people by boisterous
and uncreative ones. (Anon., 2017)
People are more creative when they brainstorm on their own rather than in groups,
despite the fact that each have their own advantages in terms of supplying stimulus for
idea production.
1. It is possible to refine the ideas of various people in order to arrive at a more effective
solution to the problem.
2.It enables people to solve problems using their full creative potential.
3.It promotes cooperation among people in the pursuit of a realistic solution.
4.The person who participates may or may not be highly qualified or a consultant, but
they may be able to come up with a solution.
5.This procedure is simple to comprehend and is not a difficult procedure.
6.Ideas and solutions generated may be utilized in other contexts.
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Our team used brainstorming methodologies for our event. It is very useful for our
success and it is very useful to solve problems that come throughout the event. So,
brainstorming is a very effective tool when working as a group or individually.
2.1.3. SWOT Analysis
SWOT analysis is a strategic planning method developed at Stanford University in the 1970s.
SWOT stands for Strengths, Weaknesses, Opportunities, and Threats. (Tools, 2021)
FIGURE 9:SWOT
-
Strengths
Strengths are things that persons’ firm excels at or does in a way that distinguishes it from
the competition.
-
Weaknesses
The shortcomings of a company, like its strengths, are inherent characteristics.
-
Opportunities
Opportunities are windows of opportunity or chances for wonderful things to happen,
but person must take advantage of them. They usually stem from circumstances outside
of persons’ company.
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-
Threats
Threats include everything that can have a negative impact on persons’ organization from the
outside, such as supply chain issues, market fluctuations, or recruitment scarcity. Anticipating
risks and acting against them is critical before person become a victim and persons’ progress
stagnates.
This SWOT Analysis was used by our team throughout the event. When our group made a
choice, all of the members of our group used the SWOT analysis (Strengths, Opportunities,
and Threats) to assess it.
Strengths
Fewer
Weaknesses
budget
restrictions
Network
Less
amount
Threats
Ability to conduct with COVID-19
connection failures
Updated knowledge
about
Opportunities
less effort
outbreak
of Proper guidelines from
online audience
lecturers in ESOFT
platform
Unity
batchmates
among Cannot manage the
program when lecture
involves the event
TABLE 2:SWOT TABLE (AUTHOR DEVELOPED)
2.1.4. ‘5 Why’
When personface an issue, the major goal of employing the 5 Whys analysis is to avoid frequent
logical traps (such as leaping to conclusions), to avoid wasting time on conversations based on
incorrect assumptions, and to avoid missing the substance of why the problem is occurring.
The 5 Whys methodology also aids problem solvers in refraining from blaming others. When
doing a 5 Whys study, the primary premise is that individuals do not fail, but systems do. As a
result, the 5 Whys analysis should be focused on delving deep to locate a flaw in the processes
and determining causation our team the core cause and the repercussions or effects, which are
typically team as more visible problems later on.
13
1. Assemble a Group
Bring together persons who are knowledgeable with the problem's details as our team as the
process persons’ attempting to improve. Include a facilitator who can help the team stay
focused on identifying effective countermeasures.
2. Define the issue
Observe the problem in action if possible. Talk it over with persons’ team and come up with a
concise, unambiguous problem description that everyone can agree on. "Team A isn't reaching
its response time goals," for example, or "Software release B caused too many rollback
failures."
Then, on a whiteboard or sticky note, write persons’ statement, allowing enough space around
it to add persons’ responses to the repeated question, "Why?"
3.Ask the first “why”
Inquire with persons’ team as to why the issue is occurring. (For instance, "Why is Team A
failing to achieve its response time targets?")
"Why?" may appear to be a simple question, yet our team takes careful consideration. Look for
solutions that are based on facts: they must be explanations of events that occurred, not
speculations about what may have happened.
4. Inquire, "Why?" A total of four times
Ask four more "whys" in succession for each of the responses personcame up with in Step 3.
Frame the question in response to our team personjust recorded each time.
5. Recognize when it's time to stop.
When asking "why" yields no more relevant replies and personcan't proceed any farther,
person've discovered the problem's core cause. After then, a suitable counter-measure or
process adjustment should become apparent. (If person're not confident person've found the
true root cause, utilize a more in-depth problem-solving methodology like Cause and Effect
Analysis, Root Cause Analysis, or FMEA.) If personfound more than one explanation in Step
3, go through the procedure again for each of the different branches of persons’ analysis until
personfind a root cause for each.
14
FIGURE 10:5 WHY
2.2. Applying Critical Reasoning
Critical Reasoning
Critical thinking is that the capability to think clearly and rationally whereas conjointly
comprehending the logical relationship between the team ideas. Since the time of early Greek
philosophers like Plato and Socrates, vital thinking has been the topic of the lot of dialogues
and thought, and it continues to be a subject of contestation into the amount, as an example,
the capability to acknowledge pretend news. Critical thinking could also be outlined because
the ability to think critically and severally. (Anon., 2021)
Critical thinkers area unit ready to:
-Recognize the connections between ideas.
-Assess the importance and pertinence of arguments and ideas.
-Recognize, construct, and evaluate arguments.
-Recognize inconsistencies and logical mistakes.
15
-Consistently and methodically approach difficulties.
-Consider the explanations for their own assumptions, views, and values.
There are some steps that our team can use as critical reasoning to the problem solving:
1.Create associate degree initial problem statement.
2.Check person are solving the problem at the right level.
3.Refine the matter definition.
4.Scope the matter.
Proper understandable knowledge about the problem is very essential for solving a problem.
Such as when the patient is goes to require some medicine. First, the doctor checks the patient.
Then he came to the suggestion. If the patient is in a very bad situation, then the doctor gives
some medication to him. But if it is not, that means if the patient is a threat, then the doctor
commands him for surgery. When acting surgery, the doctor must first assess the situation and
determine the potential side effects before proceeding with the procedure.
FIGURE 11:SOLVING REASON
16
As an example, because of the pandemic situation in the country, our team had to conduct our
event via an online platform. It is a little bit difficult because our team cannot gather people for
our audience with none show. By using critically analytical progress, I finally decided to make
an agenda and posture to post on social media like ‘WhatsApp’, Facebook, Instagram, etc. It is
successful and our team can achieve our target as our team wishes.
2.3. Process of applying critical reasoning
There are some steps for the methods of applying critical reasoning
1.Organize the knowledge
2.Structural analysis
3.Consider proof
4.Identify assumptions
5.Evaluate arguments
6.Communicate conclusion
- FIRST STEP: ORGANIZE THE INFORMATION.
Finding information is not a problem for us. The important thing is that the information is our
team chosen and organized. With Rationale's grouping maps, and it may use the scratchpad to
move information from our team into workspace, including color, hyperlinks, and footage.
Students may use the organized, pyramid-like maps as a guide to assist them organize their
materials during a approach that highlights the links team the primary topic and its different
topics or categories.
- STEP 2: STRUCTURAL ANALYSIS
Many people categorical their concepts, however they seldom present evidence to back up their
claims. The reasoning maps created by Rationale urge individuals to back up their comments
and evaluate alternative viewpoints. It displays logic using color conventions: green for
arguments, red for objections, and orange for rebuttals. It conjointly includes indicator or
linking words to help the reader perceive the link our team the assertions.
17
- STEP 3: CONSIDER THE FACTS
The quality of the proof that supports the statements could be take a look at of a strong
argument. The basis boxes in Rationale allow person to identify the inspiration for a statement.
The symbols provide visual representation of the types of analysis that have been used and the
quality of the evidence presented.
- STEP 4: JUDGE ASSUMPTIONS
Our team off time discusses the importance of analyzing arguments. This can include
examining the argument's logical structure to ensure it is sound and our team formed, as our
team as distinctive assumptions or co premises. Rationale provides the analysis map format to
show the relationships between main premises and co-premises for those who require higher
levels of analysis.
- STEP 5: EVALUATE ARGUMENTS
Arguments for and against an issue must be evaluated after they have been logically structured.
The stronger the color, the stronger the argument, while icons designate acceptable or rejected
claims, Rationale provides a visual guide for evaluating claims and evidence. The color and
icons provide immediate understanding and communication of the conclusion while learning
this process of evaluating arguments.
-STEP 6: DISSEMINATE THE RESULTS
The ability to communicate ideas orally or in writing is critical, and it is often the difference
between good and average results. To help students improve their writing skills and confidence,
Rationale offers essay and letter writing templates. Templates function guides for writing and
generating prose. When the person exports their essay, they will get a structured essay plan
with detailed instructions to help person understand the clear and systematic prose.
When considering the event, our team was concerned about the above method. So our team
can achieve our goal as our team wish. One problem is online platform sessions. Normally,
around hours program ZOOM application software package gains some cash from the user,
and our team will do this event on a tight budget. So, in that case, this online session is a
problem, but by applying the above steps our team can overcome that problem. Another
problem is when selecting some gifts for the guest lecturers, some are discussed giving
vouchers and some are discussed giving a souvenir for them. Finally, our team agreed to give
18
a souvenir for the guest lectures. As the result, at the beginning of the event, our team suggested
our team do this event on a low budget.
Task 3
3.0. Teamwork
3.1. A team?
A team is an Outline a bunch of people who perform interdependent tasks in order to achieve
a typical goal or mission. Some teams have a finite lifespan, (ASQ, 2021)
Characteristics of effective teamwork
-Communication that is open and honest
Communication is essential for any team to develop a way of camaraderie. Listening is the
most important aspect of communication. The more freely person communicates, the more our
team off person will be in sharing persons’ thoughts.
- Encourage others to take risks and try new things.
Good groups encourage acceptable risk-taking and change experimentation. They see first-time
errors as learning opportunities.
- Reciprocally responsible
19
Teams embrace responsibility as people and as a team. Nobody ought to waste time,
particularly extra time, on personal excuses.
- Permit persons’self to brazenly communicate.
Communication is important for every team to develop a sense of camaraderie. Consistent with
consultants, MIT's Human Dynamics Laboratory, the substance of the message is mostly
unimportant. Trendy organizations place a high worth on communication.
- Encourage different points of view.
It's critical to agree on a single aim, but it should not come at the expense of completely
different viewpoints. Diverse viewpoints inspire creativity and fresh ideas.
Two types of teamwork
-Formal teamwork
When a group is formed with the intent of achieving a certain organizational goal or job (Anon.,
2021)
A formal cluster, which may be either a command or a functional group, is made up of
managers and their subordinates who meet on a regular basis to discuss general and particular
suggestions for improving goods or services.
-Informal teamwork
When a group is constituted with the objective of fulfilling a given organizational objective
(Anon., 2021)
A formal cluster, which can be either a command or a useful cluster, consists of managers and
their subordinates who meet on a regular basis to discuss general and specific proposals for
enhancing products and services.
When our team turns to our group, it is a formal team. Because our Professional Practice sir
divided the class into two groups by playing a specific game.
Our team can gain lots of ideas by working as a team. Everyone works as one. No one rejects
their responsibility. As a result of that, our team can succeed in our event. Our team managed
to break down the responsibilities in to several sections and it was given to the team members
as follows.
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Work
Responsibility
Making project proposal and the letter
Bikesh Thero
Getting permission
Chamila Jayasinghe, Saheli
Himaransi
Making poster and Agenda
Kasun Jayasinghe
Co-ordinating
Pabodi Koralage ,Supun Anjana
TABLE 3:RESPONSIBILITIES(AUTHOR DEVELOPED)
As a team member, I have been assigned some work. I had to look at all the team members
accept my responsibility. For example, I had to correct descriptive linguistic mistakes in the
letter and other things such as agenda, appreciation letter, posters, etc. Our team can reach t the
event because of the team spirit. Everyone works as one.
3.2. Importance of a Team
-Workplace unity is fueled by cooperation.
In an extremely cooperative atmosphere, a friendly and reliable perspective is created. As a
result, employees are inspired to work a lot of, collaborate, and support each other. People
possess a diverse set of talents, weaknesses, communication skills.
- Teamwork allows for a variety of viewpoints and comments.
Good teamwork structures provide a diversity of ideas, creativity, views, possibilities and
problem-solving techniques. Sharing other people's thoughts and experiences increases
accountability and can help person to make better decisions.
- Collaboration improves potency and production.
When a person applies collaborative approaches, a person becomes additional economical and
productive. This is because it distributes labor and reduces individual strain. It also makes goals
more attainable and enhances performance optimization.
- Learning possibilities abound when people work together.
21
Our team may learn from every other's mistakes after our teamwork along. People may
additionally turn out more practical strategies methods and our team to the challenges at hand
by broadening their talent sets.
3.2.1. Qualities of a teamwork
-Active perceiver
It all starts with active listening. Listening actively is more durable than a person will assume.
Do not interrupt somebody who says anything a person does not consider.
- Keep persons’ workers up to this point
Transparency is crucial in a very team, therefore, keep team members informed. How a person
interacts with persons’ coworkers might need a significant influence on whether or not a person
gets promoted.
- Always be willing to assist.
Be willing to help persons’ coworkers with hints or suggestions, even if it's not in persons’ job
- Others should be supported and respected.
It's vital to become a lot aware of how person interacts with others. A perfect team player
knows the way to have a wonderful time without putting others on jeopardy.
- Assist others in resolving issues.
Persons’ coworkers will acknowledge persons’ talents, which can course a promotion.
Some other roles:
22
FIGURE 12:BELBIN'S THEORY
3.2.2. Team Development
1. Forming:
Team leaders should facilitate introductions and highlight every person's credentials and
experience.
2.
Storming:
During the storming stage, team members overtly discussion concepts and use this as an
opportunity to face out.
3.
Norming:
At this time, teams have discovered a way to work along. Internal competition is not any longer
an element.
4.
Performing:
Team members have a high level of trust and cohesion. Teams square measure working at peak
potency
5.
Adjourning
Before adjourning, teams complete their project and replicate on what our team did.
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Task 4
4.0. Significance of Continuing Professional Development
What is the significance of CPD and why does it matter? Person has completed persons’
education and received persons’ certificate or degree. Check it out. Person has met all of
persons’ sensible expertise necessities and are ready to graduate. Check it out. Persons’ new
employment is all set and waiting for person. The mission has been completed.
It's safe to assume that person have got completed the first portion of persons’ assignment.
Take a seat and pat persons’ self on the back. But don't waste too much time there on, or person
will fall behind persons’ peers. Professionals with several years of experience in the job are
within the same boat.
Continuing Professional Development is critical since it guarantees that person is main
proficient in persons’ field. CPD is a continuous process that lasts the whole of a professional's
career. It's critical to provides person of the tool need to move forward and remain ahead in
persons’ job while also increasing persons’ income. The public, persons’ company, personas a
professional, and persons’ professional career are all protected as a result of our team-planned
Continuing Professional Development procedure. Continuing professional development that is
24
our team designed and delivered is crucial because it helps person, persons’ profession,
persons’ employer, and the general public.
CPD guarantees that persons’ skills remain current in comparison to those in persons’
profession.
CPD ensures that the person keep up to date on the data and skills the person needs to provide
a professional service to persons’ customers, clients, and the general public. CPD guarantees
that person and persons’ expertise remain current and relevant. Person i kept up to date on the
latest trends and developments in persons’ field. Change is happening at a faster rate than it
has ever occurred before. This is a characteristic of the new normal in which our team lives
and works. If a person stays put, persons’ knowledge and abilities will become obsolete, and
person will be left behind.
CPD allows a person to continue to contribute to the team in a meaningful way. A person
improves persons’ productivity at work. This will help person progress in persons’ profession
and move into new roles where person can lead, manage, influence, coach, and mentor others.
CPD keeps a person engaged and interested in what person is doing. Experience is a wonderful
teacher, but it does imply that our team tends to repeat our previous actions. CPD that is focused
opens a person up to new options, knowledge, and skill areas. CPD may help person get a better
grasp of what it means to be a professional, as our team as a better knowledge of the
consequences and effects of persons’ job.
CPD contributes to the advancement of persons’ profession's corpus of knowledge and
technology.
CPD helps to greater protection and quality of life, the environment, sustainability, property,
and the economy by increasing public confidence in individual professionals and their
profession as a whole. Continuing Professional Development is critical and should not be
overlooked. For practicing professionals, it is a lifelong commitment. Professional
organizations, such as the SAIP, frequently need Continuing Professional Development, which
is sometimes mandated by their codes of conduct or ethics.
Our team, it is ultimately persons’ obligation as a professional to maintain persons’ knowledge
and skills current in order to provide a high-quality service that protects the public and satisfies
the expectations of both persons’ consumers and the requirements of persons’ chosen job or
trade.
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Continuing Professional Development (CPD) should be both interesting and enjoyable.
Finding a meaningful course that fits in with persons’ other duties might be tough at times. It's
often difficult to gauge what person has learned when a person leaves a class or seminar. Has
the person really comprehended what was spoken or taught to person? Was the topic of
discussion interesting to person? Has the person learned the essential abilities and are person
certain that person will be able to use them effectively in persons’ workplace? Are they going
to help the person grow persons’ career? Look beyond the bare minimums of persons’ current
position or working responsibilities. Take a look at the bigger picture. Increase persons’ skill
set.
Continuing Professional Development (CPD) ought to be both interesting and enjoyable.
Finding a meaningful course that fits in together with alternative duties can be tough at times.
It's generally troublesome to gauge what person is learned as person leave a class or seminar.
Have person really very understood what was spoken or taught to the person? Was the topic of
discussion interesting? Has person learned the essential abilities and are the person certain that
person will be ready to apply them effectively in their workplace? Are they going to help person
grow their career? Look beyond the bare minimums of person’s current position or working
responsibilities. Take a glance at the bigger picture. Increase person’s skill set.
Individuals, their professions, and the larger community all gain from participating in a CPD
program:
-
CPD guarantees that person’s skills remain current in comparison to those in person’s
field.
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CPD ensures that person keep up to date on the knowledge and skills person need to
provide a professional service to person’s customers, clients, and the general public.
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CPD guarantees that person and person’s knowledge remain current and relevant.
Person are more aware of person’s profession's changing trends and directions. Change
is moving at a faster rate than it has ever been before, and this is a feature of the new
normal in which we live and work. Person will be left behind if person remain
motionless, as the currency.
-
PD allows person to continue to contribute to person’s team in a meaningful way.
Person improve person’s productivity at work. This will help person progress in
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person’s profession and move into new roles where person can lead, manage, influence,
coach, and mentor others.
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CPD keeps person engaged and interested in what person is doing. Experience is a
wonderful teacher, but it does mean that we tend to repeat our previous actions. CPD
that is focused opens person up to new possibilities, knowledge, and skill areas.
-
CPD can help person gain a better grasp of what it means to be a professional, as well
as a better understanding of the consequences and effects of person’s job.
-
CPD can boost public trust in individual professionals.
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CPD planning helps people be more efficient with their time, and properly recording
CPD offers documentation of Continuing Professional Development, which can be
useful for professional body responsibilities, as well as employer monitoring and
appraisals.
-
CPD demonstrates a strong dedication to personal growth and professionalism. CPD
allows people to discover knowledge gaps and fill them in a systematic way.
-
Once a training course is completed or the targeted learning standards have been
fulfilled, accredited CPD providers should offer participants with a Certificate of
Attendance to attach to their CPD log as evidence of development.
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FIGURE 13:CONTINUING PROFESSIONAL DEVELOPMENT
4.1. Theories of motivation and their implications for Continuing Professional
Development
4.1.1. Maslow’s Hierarchy of needs
In his 1943 work "A Theory of Human Motivation" and following book Motivation and
Personality, Maslow originally established the notion of a hierarchy of needs. People are driven
to meet fundamental wants before moving on to more complex demands, according to this
hierarchy.
While several existing schools of thought at the time (such as psychoanalysis and behaviorism)
tended to focus on undesirable behaviors, Maslow was far more interested in discovering what
makes individuals happy and what they do to reach that goal.
Maslow, a humanist, thought that humans had an inborn need to be self-actualized, or to be the
best version of themselves. Our team, in order to accomplish these ultimate goals, a number of
more fundamental requirements, such as food, safety, love, and self-esteem, must be selfaddressed.
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The hierarchy consists of 5 levels.
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Growth Needs vs. Deficiency Needs
These wants, according to Maslow, are akin to instincts and play a significant role in driving
behavior. Deficiency needs occur as a result of deprivation and include physiological, security,
social, and esteem necessities. It's critical to meet these level requirements in order to avoid
unpleasant sensations or outcomes. The topmost level of Maslow's pyramid was dubbed
"growth needs." These desires arise from a desire to improve as a person, not from a lack of
anything.
While Maslow's theory is commonly depicted as a fairly rigid hierarchy, the order in which
these needs are met does not always follow this standard progression. For example, he stated
that the need for self-esteem is more important to some people than the need for love. For some,
the desire to be creative may our team even the most fundamental requirements.
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Physiological Prerequisites
The most fundamental physiological requirements are undoubtedly self-evident—these are the
necessities for human life. Physiological requirements include the following:
a) Food
b) Water
c)Breath
d)Homeostasis is the state of being in balance.
Physiological demands include shelter and clothes, in addition to the essential requirements of
eating, air, and temperature regulation. Maslow classified sexual reproduction on this level of
the hierarchy of wants because it is necessary for the species' survival and reproduction.
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Needs for Security and Safety
The requirements get increasingly complicated as our team progress up Maslow's hierarchy of
needs to the second level. The need for security and safety becomes paramount at this level.
People desire order and control in their life. As a result, this demand for safety and security
plays a significant role in behavior at this level. The following are some of the most
fundamental security and safety requirements:
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a) monetary stability
b) Our team being and health
c) Accident and injury prevention
Acquiring employment, obtaining health insurance and health care, contributing to a savings
account, and relocating to a safer neighborhood are all examples of behaviors prompted by
security and safety concerns.
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Social Requirements
Maslow's hierarchy of social needs includes things like love, acceptance, and belonging.
Human conduct is driven by the need for emotional connections at this level. This desire is met
by a variety of items, including:
a) Friendships are important.
b) Relationships that are romantic
c)kinship
d)Groups of people
e) Groups in the community
f) Religious groups and churches
It is critical for people to feel liked and accepted by others in order to prevent difficulties such
as loneliness, despair, and anxiety. Personal interactions with friends, family, and lovers, as
well as participation in other groups such as religious organizations, sports teams, reading
clubs, and other social activities, all play a role.
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Needs for Self-Esteem
The desire for recognition and respect is found at the fourth level of Maslow's hierarchy. When
the demands at the three levels have been met, the esteem needs take over as the primary
motivator of conduct. Gaining people' esteem and appreciation becomes extremely crucial at
this time. People have a strong desire to complete tasks and subsequently be rewarded for their
efforts. Emotional requirements include things like self-esteem and personal worth, in addition
to emotions of success and prestige. Professional activities, academic achievements, sports or
team engagement, and personal interests can all contribute to meeting esteem requirements.
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People who are able to meet their esteem requirements through excellent self-confidence and
other people's acknowledgement are more confident in their talents. Feelings of inferiority can
emerge in those who lack self-esteem and others' respect. The psychological needs of the
hierarchy are made up of the esteem and social levels together.
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Needs for Self-Actualization
The self-actualization needs are at the very top of Maslow's hierarchy. "What a man can be, he
must be," Maslow remarked, alluding to people's desire to reach their full human potential.
Maslow's definition of self-actualization is as follows: "It may be informally defined as the
complete use and exploitation of one's talents, abilities, and potentialities, among other things.
Such individuals appear to be content with themselves and achieving the best that they are
capable of. They are persons who have reached or are on their way to reaching their full
potential."
4.1.2. Three-Dimensional Theory of Attribution
People's activities, interests, and wants are all motivated by something. Motivation is one of
the most important components of HRM, as it deals with the process of inciting, motivating,
organizing, and encouraging people to perform better in the workplace. The phrase is most
commonly used to humans, although it may theoretically be used to the reasons of animal
behavior as well. People are motivated to perform better at work and be more productive.
The theory of attribution describes how our team assigns significance to our own and other
people's actions. There are a variety of attribution theories. People strive to figure out why our
team do what our team do, according to the Three-Dimensional Theory of Attribution.
According to the theory, the justifications our team provide for our actions might have an
impact on how our team act in the future. For example, a student who fails an exam may blame
a variety of circumstances for their failure, and this attribution may influence their motivation
in the future. It proposed that the features of an attribution are more relevant than the precise
attribution (for example, bad luck or not studying hard enough)
1. Consistency How consistent is the attribution? This is a constant factor if the student feels they failed the
exam because they are not clever enough. An unstable element, such as being well is less
lasting. Stable attributions for successful outcomes, such as passing tests, members can lead to
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positive expectancies and hence better drive for future success. Stable attributions, on the other
hand, might lead to decreased expectations in the future in bad events, such as failing an exam.
2. Internal or external factors –
If a student feels it is their own fault that they failed the exam because they are intrinsically
unintelligent (an internal cause), they may be less driven in the future. They may not feel such
a reduction in motivation if they feel an external reason, such as bad instruction, is to blame.
3. Controllability –
To what extent was the issue in persons’ control? If a person feels they could have done better,
they are less likely to attempt again in the future than if they feel they failed due to
circumstances beyond their control.
How may it be used in the workplace?
Employee feedback is affected by the Three-Dimensional Theory of Attribution. Make sure the
person provides detailed feedback to persons’ staff, letting them know where they can improve
and how they may do so. This, in theory, will help children understand that success is controlled
if they try harder or employ alternative techniques, rather than attributing their failure to an
underlying lack of competence.
Even if the outcome was still incorrect, person could commend persons’ employees for making
progress. For example, even if the results are not what person wanted, person might commend
someone for following the correct methodology. In this method, person're encouraging
employees to blame failure on controllable things, which can be remedied in the future.
4.1.3. Hertzberg’s Two Factor Theory
Herzberg's Motivation Theory approach, often known as the Two Factor Theory, contends that
an organization may impact motivation in the workplace by adjusting two components.
These are the factors:
a) Motivators: These are factors that can inspire employees to put forth more effort.
b) Hygiene factors: If they are not there, they will lead employees to feel discouraged
rather than inspire them to work more.
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FIGURE 14:HERZBERG'S TWO FACTOR THEORY
Among the motivating considerations are:
Achievement:
A job must provide an employee with a sense of accomplishment. This will give person
the satisfaction of accomplishing something tough but rewarding.
Recognition:
Employees must be praised and recognized for their accomplishments in their jobs. This
acknowledgement should come from both superiors and peers.
The job itself:
The job itself must be engaging, varied, and challenging enough to keep people
engaged.
Responsibility:
Employees should take ownership of their job. They should hold themselves
accountable for the execution of this task rather than feeling micromanaged.
Promotion:
The employee should have the opportunity to advance.
Growth:
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Employees should be able to learn new skills as part of their employment. This can
occur on the job or through more formal education.
Factors affecting hygiene include:
Company Policies:
Company policies should be fair and transparent to all employees. They ought to be
comparable to those of rivals.
Supervision:
Fair and proper supervision is essential. As much autonomy as is reasonable should be
granted to the employee.
Relationships:
Bullying and cliques should not be tolerated in relationships. Peers, bosses, and
subordinates should have a healthy, friendly, and suitable connection.
Workplace conditions:
Workplace equipment and circumstances should be safe, appropriate for purpose, and
sanitary.
Salary:
The wage structure should be realistic and equitable. It must also be competitive with
other businesses in the same field.
Employee Status:
The company should keep track of the status of all employees. Having a sense of
prestige might come from doing important job.
Security:
It is critical that employees believe their jobs are secure and that they are not constantly
threatened with layoffs.
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Four Stats
When it comes to Two Factor Theory, there are four states in which an organization or
team might find itself.
1. A high level of hygiene and motivation
This is the ideal condition, and every manager should aim to achieve it. All of the staff
are motivated, and there are very few complaints.
2. Lack of motivation and a high level of hygiene
Employees have minimal grievances in this circumstance, but they are not highly motivated.
A situation where wages and working conditions are competitive yet the work isn't really
engaging is an illustration of this. Employees are just there to receive their paycheck.
3. Lack of hygiene and a high level of motivation
Employees are highly motivated in this situation, but they have numerous grievances.
A common example of this is when the work is exciting and interesting, but the pay and
benefits are inferior to those offered by competitors in the same industry.
4. Lack of motivation and poor hygiene
This is clearly a poor predicament for a company or team to find itself in. Employees
are unmotivated, and the hygiene standards are inadequate.
How to use the model?
Using the Two Factor Theory methodology to boost persons’ team's motivation is a
two-step approach.
a) Stressors related to occupational hygiene should be eliminated.
b)
Increase persons’ job satisfaction.
1. Remove Workplace Hygiene Stressors
The first step in improving persons’ team's motivation is to ensure that hygiene issues
are not causing dissatisfaction.
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Each person will look at hygiene issues from their own unique perspective. As a result,
it's critical to collaborate with each member of persons’ team to comprehend their
unique viewpoint.
The following are some common ways for removing hygiene stressors:
-Correct the company's petty and bureaucratic policies.
-Ascertain that each team member feels supported rather than micromanaged. This can
be accomplished through servant leadership or democratic leadership.
-Ensure that the workplace culture is substantiating on a daily basis. There will be no
bullying. There are no cliques. Everyone is treated with the same level of respect.
-Make positive that persons’ pay is competitive in the industry. Ascertain that there are
no significant wage discrepancies with the team workers doing similar tasks.
2. Improve Work Satisfaction
Following the removal of hygienic stresses, the following stage is to improve each team
member's work happiness. Our team can do this by enhancing the job's real substance.
Again, each employee will demand a unique strategy.
The following are three ways that may be utilized to accomplish this:
Aim to build jobs in such a way that each team member feels their job relevant to spice
up work satisfaction and status.
a. Workplace Enrichment
Job enrichment is providing a team member with more demanding or complex duties
to do. These more difficult duties should make the work more enjoyable.
b. Job Expansion
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Giving a team member a wider range of tasks to complete is referred to as job expansion.
This variation can also offer intrigue to a work. It's worth noting that employment expansion
increases the diversity of duties, but not the complexity of those duties. Job enrichment would
occur if the challenge level increased.
c. Employee Participation and environment
Employee surroundings entails giving each team member more responsibilities. This
may be accomplished by gradually increasing the number of responsibilities.
Limitation of Theories:
-The following are some typical objections of Herzberg's Motivation Theory:
-Only white-collar employees are affected by the hypothesis.
-It does not take into consideration a person's condition or viewpoint. Our team tried to
answer this above by applying the principle on a personal level.
-Employee pleasure is that the stress of the speculation. This may not always imply an
improvement in production.
-Within the notion, there is no objective way to quantify worker satisfaction.
-Bias exists in the Two Factor Theory. When an employee is satisfied, for example,
they will give themselves credit for it. When people are unsatisfied, on the other hand, they
will blame external causes.
4.1.4. Compare and contrast Hertzberg’s Theory and Maslow’s Theory
The parallels and contrasts of Maslow's and Herzberg's concepts include needing hierarchy
theory and two-factor theory. Motivation has been the subject of important research by a
number of scholars. The most influential among these are Abraham Maslow's and Frederick
Herzberg's needs-based theories.
In 1943, Maslow published his article "A Theory of Human Motivation," which outlined his
theory. In 1959, Herzberg’s conducted study on 200 engineers and accountants. Maslow listed
five basic human requirements, whereas Herzberg defined two basic human motives.
Identicalities where Maslow's and Herzberg's Theories of Motivation:
-
Both Maslow and Herzberg stressed the significance of employee motivation.
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Both the need hierarchy theory and the two-factor theory have made significant
contributions to education, business, and research.
-
Both theories aid in understanding employee psychology and acting accordingly to
increase employee motivation.
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Herzberg hygiene and maintenance criteria are related to Maslow's physiological,
safety, and social requirements. Maslow's theory's esteem and self-actualization
requirements are comparable to Herzberg's driving elements.
Differences/Dissimilarities of Maslow's Theory of Motivation and Herzberg's Theory of
Motivation
-
Human needs are divided into five categories by Maslow, whereas human motives are
divided into two categories by Herzberg. As a result, Maslow's theory is expressive,
whereas Herzberg's is viewpoint.
-
Maslow's theory was based on needs, whereas Herzberg's was based on objectives or
rewards. The hierarchy of human needs is the foundation of Maslow's hypothesis. In
his theory, Herzberg refers to hygienic factors and motivational elements, while he
established five sets of human wants (on a priority basis) and their satisfaction in
motivating employees. Dissatisfiers are hygiene factors, but motivators drive
subordinates. There is no necessity for a hierarchical organization of needs.
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Maslow was less concerned with job content, whereas Herzberg was more concerned
with job enrichment.
-
Maslow explains motivation in terms of hierarchy, and an unmet need, according to
him, is a motivating element. However, Herzberg categorizes these aspects into two
groups: cleanliness and motivational factors.
-
Maslow's theory of motivation is the most extensively used and quoted theory of
motivation, and it has a wide range of applications. It is primarily applicable to
impoverished and developing countries, where money remains a major motivator.
Herzberg's theory is an extension of Maslow's motivation theory. On the other hand, it
is appropriate to wealthy and industrialized countries where money is a minor
motivator.
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In Maslow's model, any unmet need can operate as a motivator, however in Herzberg's
dual factor model, hygiene factors (lower levels) do not act as motivators, and only
higher order needs (achievement, recognition, and demanding work) can.
-
The nature of Maslow's theory is descriptive, whereas Herzberg's theory is prescriptive.
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Maslow's theory applies to employees at all levels, although Herzberg's theory is more
appropriate to professionals.
4.2. Personal Development Plan
STEP 1:
Important goals that I want to achieve:
1.Complete my HND
2.Complete Degree in Software Engineering
3.Get a career
4.Spend a luxurious life
STEP2:
One of the most important goal among the above is “Pursuing a career that matches my
qualifications”
STEP3:
How long will it take to close my goal: At least 5 years
STEP 4:
-
Strengths I have to achieve my goal:
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-
Help of parents
-
Help of teachers, lecturers
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My motivation
STEP5:
Things I Choose to start doing and stop doing which will help to achieve my goal
Start doing
Stop doing
Studying hard
Spending time unnecessary
Doing projects
Wake up late
Learning continuously
Late attendance
TABLE 4:PERSONAL DEVELOPMENT PLAN
STEP6:
What are the new skills that help to achieve my goals?
1.Working hard.
2.Self-Studies
STEP 7:
Which action do I need to take to achieve my goal?
Action1: Waking early in the morning
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A person may be offered possibilities for personal growth at various stages in persons’ life,
such as the chance to work with someone extremely inspiring or to do something new and
unexpected (P, 2021).
To put it another way, person must first determine what person need to improve in order to
reach a certain goal, and then work on it. The person will, however, improve if a person does
so. And it is only through doing so that person will have a chance of accomplishing persons’
goal. On the other side, person can't work on anything if a person doesn't know what person
needs to improve. And if someone doesn't prepare ahead to build the talents person'll need for
persons’ chosen path in life, person won't be able to accomplish everything person've set out
to do. The rationale for planning persons’ personal growth is straightforward: only person
knows what a person wants to achieve, and the activities a person do are the key to
accomplishing it.
Personal development plans may be introduced to many people as part of a course of study or
at work. However, it is not just vital in formal contexts to prepare what a person needs to do to
better or alter persons’ self. It can also assist person in persons’ personal life.
4.3. Evaluation of Continuing Professional Development
Continuing Professional Development (CPD) is an acronym that stands for "continuing
professional development." Beyond any initial training, it refers to the practice of monitoring
and recording the abilities, information, and experience that person learn both formally and
informally while person work. It's a record of what person've done, what person've learned,
and what person've put into practice. The word is most commonly used to refer to a tangible
folder or portfolio that documents persons’ professional growth. Some companies use it to refer
to a training or development program, which I believe is not entirely true. This article discusses
Continuing Professional Development (CPD) as a method of documenting and commenting on
one's own learning and growth.
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Improving persons’ mental health
According to the NHS, learning new things throughout persons’ life might help person improve
and maintain persons’ mental health. Learning may help us develop self-confidence and selfesteem, as well as a sense of purpose and connection with others.
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Assisting person in reaching persons’ professional and personal objectives
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“In five years, where do person want to be?” It's a typical query. Some of us have a very specific
response. Many people do not. Our team don't necessarily have to look far into the future when
thinking about our professional progress. If person're not sure where person want to be in five
years, ask persons’ self where person want to be in six months or a year instead. Then go
through it again on a regular basis (Tools, 2021).
How it Benefits to the learners?
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CPD improves the student by refining personal abilities and intelligence, as well as
assisting in the filling of information gaps.
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Maintains academic and practical qualifications — in today's fast-paced environment,
when rapid advancement may soon render earlier knowledge obsolete, keeping skills
relevant is critical.
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Provides opportunities for professional advancement or reorientation, such as increased
salary and employment stability.
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Enhances persons’ capacity to study and grow on a regular basis - as person become
more familiar with the process, person'll learn faster and become a more autonomous
learner.
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To current and potential employers and clients, demonstrates ambition, aptitude, and a
commitment to self-improvement.
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In CVs, cover letters, and interviews, this book provides useful examples and situations
for demonstrating professional successes and progress.
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Reduces feelings of insecurity or fear of change - CPD provides person with a strategy
for achieving persons’ goals in the future and the capacity to adjust quickly.
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Self-directed CPD encourages person to intentionally engage in learning activities and
follow persons own plan, but certain organized CPD activities may benefit from further
research and study.
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What is Financial Accounting?
Financial accounting is a specific branch of accounting involving a process of recording,
summarizing, and reporting the myriad of transactions resulting from business operations
over a period of time. These transactions are summarized in the preparation of financial
statements, including the balance sheet, income statement and cash flow statement, that
record the company's operating performance over a specified period (Kenton, 2020).
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