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Professional Practice Assignment
Proffessional Practice (ESOFT Metro Campus)
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Contents
Acknowledgements ......................................................................................................................... 3
Introduction ..................................................................................................................................... 4
Task 01 ............................................................................................................................................ 5
1.1 Roles appointed to group members and an evaluation of interpersonal skills of each
member that justifies the assigned role in the team .................................................................... 6
1.2 Goals and Objectives of the Project ...................................................................................... 8
1.3 Evidences to the meetings conducted with the team members and the findings/ outcomes
of the meetings .......................................................................................................................... 10
1.4 Challenges/Problems identified and the plan to overcome them ........................................ 12
1.5 A project schedule with the activities, milestones and contingencies identified ................ 14
Task 02 .......................................................................................................................................... 16
2.1 Research different problem-solving techniques that can be used to solve the identified
problems in task 1 ..................................................................................................................... 16
2.2 Critically evaluate the solution methodology used to solve one of the identified problems
and justify how selected methodology helped you to successfully solve the problem and
achieve the project objectives ................................................................................................... 22
Task 03 .......................................................................................................................................... 23
3.1 Critically evaluate your own role and contribution to the group for the completion of the
training event ............................................................................................................................ 23
3.2 Importance of having dynamic team members in a group to meet its goals by referring to
the role assigned to the group members .................................................................................... 24
4.1 The importance of continuous professional development (CPD) in a work setting by
evaluating the range of CPD criteria that can be used to measure the effectiveness of your
employees in your organization. ............................................................................................... 27
4.2 Produce a continuous professional development (CPD) plan using the criteria identified
above with relevant to the responsibilities, required skills, performance objectives for the
members of your team. ............................................................................................................. 29
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4.3 Personal CPD Plan .............................................................................................................. 30
4.4 Compare and contrast different motivational theories and discuss how they can be helpful
to improve the performance of the team members and meet the objectives of the developed
CPD plan. .................................................................................................................................. 32
4.4.1 Maslow’s theory of hierarchical needs ........................................................................ 33
4.4.2 Hertzberg’s two factor Theory ..................................................................................... 34
4.4.3 McClelland's theory of needs ....................................................................................... 35
4.4.4 Vroom’s theory of expectancy ..................................................................................... 36
4.4.5 McGregor’s theory X and theory Y ............................................................................. 37
4.4.6 Alderfer’s ERG Theory................................................................................................ 38
Conclusion .................................................................................................................................... 40
References ..................................................................................................................................... 41
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Acknowledgements
I hereby certify that the work done on this report was only done by me and, I would like to
certify that I have not copied others work into this report or used any form of plagiarism.
I would also express my heartfelt gratitude to Miss Eranga De Silva, my module lecturer for
rendering her fullest help and support and sharing her knowledge with us throughout the
semester
I would also like to thank the ESOFT Management for providing us with the facilities even
during the hardest of times.
Finally, to my dear teammates/classmates/friends for their fullest support which made the
training seminar a success.
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Introduction
As the students of the SEP/OCT batch of HND-COM, our team had the task of conducting a
training seminar on an IT related topic, henceforth, our group chose to do the seminar on Web
Designing.
Our Initial plan was to conduct the seminar physically on the 20th of February 2022, but the plans
changed and we had to do our training programme Virtually via MS Teams. Our main purpose of
this seminar was to share the knowledge to introduce Web Designing, how it is important, how it
should be used and a practical/interactive segment.
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Task 01
A team of 14 members was formed by Ms. Eranga during online classes that was held due to the
pandemic. Our group was assigned the task of delivering a training programme for a selected
group of people on an IT related topic.
Taking a vote and discussing with our group members, we decided to do the programme on Web
Designing.
Team Members
1. Rishad
2. Nabeel
3. Malhar
4. Yalindi
5. Sandeepani
6. Taruka
7. Riyasad
8. Sareesa
9. Oshan
10. Nimesh
11. Mahen
12. Abdulla
13. Jezon
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1.1 Roles appointed to group members and an evaluation of interpersonal skills of
each member that justifies the assigned role in the team
-
Leader: Rishad
The leader’s primary role was to lead the team, making sure it functions effectively,
assigning tasks to the other members and overlooking that the tasks were done on
time. He also motivated the team to find more information and to learn more, and he
delegated responsibility to help other members develop their leadership skills so that
we could do the Project successfully.
-
Co-leader: Nabeel
The Co-leader’s role was to support the leader, and he was quite successful in doing
so, he overlooked and helped out the other team members in completing the given
tasks. He helped out the leader to plan the project and assisted him in other work as
well.
-
Coordinators: Malhar, Yalindi, Sandeepani
These few individuals were coordinating with every other member to keep the bond
and friendship between them so that we were cooperative with each other. They had
excellent communication skills to keep the team alive.
-
Timekeeper: Taruka, Riyasad
These two individuals took the role of being the timekeepers of the programme,
keeping track of our tasks and the project in brief was to ensure that we gave a good
output at the end.
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Specialist: Sareesa
She was the main person on the team with the domain knowledge about the area of
Web Designing. She helped out all the others in finding information and making the
programme as efficient, useful and factual as possible.
-
Plant: Oshan, Nimesh
These two individuals were open minded individuals who had creative ideas to make
the programme more efficient and interactive as possible. They even supported the
team members in doing their work in better and more effective ways for the
members also to gain something from the project.
-
Editors: Mahen, Abdulla, Jezon
These few individuals were the most creative eyed members of the team who were
also in-charge of designing and editing the material used for the programme in order
to make it more interesting and understandable for the audience.
Each and every member of the team was given a certain key area to find information on, they are
as mentioned below;

What is Web Designing

Importance of Web Designing

Types of Web Designing

CMS or Dynamic Web Design Programs

Joomla

Advantage & Disadvantage of CMS or Dynamic Web Designing

Conclusion
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1.2 Goals and Objectives of the Project
Goals
The main goal of our programme was to provide a good knowledge on Web Designing, to
introduce Web Designing, how its important, how it should be used in practical life.
Objectives
-
Forming the team and Bonding
-
Deciding on a topic for the Project
-
Gathering Information
-
Planning out and implementing a way of presenting our information
-
Preparing the information in a presentable manner
-
Delivering the Training programme
The Goals and its Objectives were set in the widely accepted “SMARTER” method
S - Specific
The goal of our project was specifically giving knowledge on Web Designing
M - Measurable
The objectives were either qualitatively or quantitatively measurable
A - Achievable
The tasks were achievable because of the bond and the cooperativeness of our team
R - Relevant
The topic we decided is relevant to many of our group members as most of us are going in the
Software Engineering or Application Development path after the First Semester
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T - Time bound/Timely
We had deadlines to complete tasks to achieve our objectives and a main deadline to deliver the
training programme, henceforth, this was time-bound
E - Evaluate
Evaluating and checking the progress of the goal on a regular basis, in order to keep track of
your goal.
R - Readjust
We were prepared to any changes of plans, especially due to current situation of the country,
and any last-minute changes
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1.3 Evidences to the meetings conducted with the team members and the findings/
outcomes of the meetings
Meetings and Discussions took place via Teams Meetings and WhatsApp due to the current
situation and it was found to be more effective as it didn’t cause anyone any inconvenience.
Figure 1.1: WhatsApp Discussion
Figure 1.2: Teams Meeting
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Post training session evidences
Figures 1.3 – 1.7: Audience Feedback
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1.4 Challenges/Problems identified and the plan to overcome them
1. Difficulty in communicating with the team members
In the start, conversations were not fully comfortable, and everyone was distant. Over
time, we got to know each other and who the fellow team members were, our
communication skills grew while building new bonds
2. Members were not open with each other about new ideas
In the first few meetings, members of the team weren’t very open to each other, they
were shy to express themselves, usually it was only the leader and the co-leader who
brought up new ideas. They made sure that the meetings were interactive for the other
members to also be a part and open up about their ideas
3. Lack of commitment due to everyone being new to the group
Team members were not committed enough at the start due to there being Ice
between the members. We had interactive meetings so that everyone bonded to make
the project a success.
4. Most of the members weren’t specialized in the subject area.
Even though the topic we chose is a topic everyone is interested in, most of us did not
have much knowledge. But our specialist was fluent in the area. She helped the others
to get facts and to make the programme a useful and effective one.
5. Covid 19 Restrictions and the situation
Due to current situation of the country, communication between the members was
poor and since we never met each other, it didn’t make anything better. Even with all
the network issues and etc, out team manage to have occasional discussions and get
our tasks sorted.
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6. Last minute change of plans
After multiple changes to our initial plan, two days before the session, we changed
the proceedings of our full training session to fit the audience that we were expecting,
to make it more interesting to them while also giving more of the practical aspect than
theoretical aspect of the field that we chose. Later it was seen that this session was the
most effective from what we have initially planned.
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1.5 A project schedule with the activities, milestones and contingencies identified
TASK
START DATE
END DATE
STATUS
Group created
14/11/2021
Completed
Roles appointed
14/11/2021
14/11/2021
Completed
Choosing a suitable topic
14/11/2021
16/11/2021
Completed
Dividing teams and gathering info
16/11/2021
22/11/2021
Completed
Topic changing due to conflict with another
24/11/2021
25/11/2021
Completed
Gathering info
25/11/2021
10/12/2021
Completed
Short Listing info
12/12/2021
15/12/2021
Completed
Making slides
16/12/2021
22/12/2021
Completed
Preparing trainees
25/12/2021
13/01/2022
Completed
Doing rehearsals
17/01/2022
10/02/2022
Completed
Adjusting the training session
11/02/2022
15/02/2022
Completed
Doing rehearsals
15/02/2022
18/02/2022
Completed
Conducting the training session
20/02/2022
20/02/2022
Completed
Table 1.1: Project Timeline
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Chart 1.1: Gantt chart
TASK
CONTINGENCY PLAN
Group created
Roles appointed
Choosing a suitable topic
Giving the members to choose
which part that they would like to
work on
Dividing teams and gathering info
Topic changing due to conflict with another
Take a vote for the best topic
The specialist helping out the
members
The specialist helping out the
members
Editors were given to prepare the
slides together
Presenters studied more and
prepared to make their segments
interesting
Everyone got together and
practiced according to the
procedure
Plans changed from having a
large theory part to having a large
technical part
Last changed procedure was
followed
Gathering info
Short Listing info
Making slides
Preparing trainers
Doing rehearsals
Adjusting the training session
Doing rehearsals
Conducting the training session
Session was conducted smoothly
Table 1.2: Contingency plan
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Task 02
2.1 Research different problem-solving techniques that can be used to solve the
identified problems in task 1
First and foremost, a problem is a challenge or an obstacle that everyone faces in their day to day
lives. A problem can arise when trying to achieve a goal. It can be a small problem or a big
problem, it can also be a simply solvable problem or a complex problem which is difficult to
solve. Through problems, we get experience to do whatever we are doing in a better way the next
time.
When problems arise, solving the problem is basically us overcoming what we faced, this is
called ‘Problem-Solving’. To solve problems, we use different methods, ways, and steps to solve
a problem. This is called ‘Problem-Solving Techniques’. It is always good to use a ProblemSolving Technique to solve a problem, as it can be organized and can be implemented in an
efficient manner.
There are a few widely accepted Problem-Solving Techniques used by many individuals and
organizations to solve problems that they face. As students who will be stepping into the industry
and will be a part of the bigger picture, we too also used a few of those methods to solve the
problems that we had to face throughout the project.
Root Cause Analysis
Root cause analysis (RCA) is the process of determining the underlying root cause of an issue so
that you may address the problem with remedies to prevent it from happening again. Root cause
analysis urges teams and leaders to abandon the traditional method of resolving issues after they
arise and instead focus on preventing problems from occurring in the first place. (What Is Root
Cause Analysis? (Definition and Benefits), 2022)
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The steps of RCA that we followed were
-
Step 01: Identify the Problem
-
Step 02: Select Team
-
Step 03: Collect Data
-
Step 04: Identify the possible factors
-
Step 05: Identify the root causes
-
Step 06: Define and Implement action plan
-
Step 07: Monitoring and assessing the results
It was challenging times and we needed to dig deep into finding the Root cause of most of our
problems. As we analyzed our problems, we found out that almost all of their root causes were
due to a few reasons.
Difficulty in communicating with the team members, Members were not open with each other
about new ideas, Lack of commitment was due to the fact that all of our members were new to
the class. Due to the current situation of the country, all classes were online, and we found out
that the root cause for this problem was that we have not met anyone before the HND
Programme. Meetings dragged from 1 to 2 hours.
Usually, our Coordinators would talk to each and every member who were present, call the
absentees and ask how our day was. This made each other comfortable in the group. After a few
interactive sessions like this, everyone started communicating more efficiently, members were
more open with each other, and new ideas came along. The team was more committed towards
the project. RCA was a major help in solving these problems, we were able to critically think
about the root causes and take the necessary steps to overcome the problems
Figure 2.1: Visualization of the RCA Problem-Solving Technique
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Brainstorming
Brainstorming technique which was used by many people over the years to generate ideas and
solutions. It firstly appeared in Alex Osborn’s “Applied Imagination” back in 1953.
Brainstorming is a technique used by design teams to develop ideas for solving clearly specified
design issues. People address a topic under controlled conditions and in a relaxed manner by
asking questions like "How Would We?". They generate a wide range of ideas and connect them
to identify interesting findings. (25 Brainstorming Techniques for Team Inspiration |
Indeed.com, 2022)
A major problem we faced was communication. Due to the Covid-19 pandemic and the current
situation of the country, our members were distant to each other. We used to brainstorm
whenever we had a communication gap between each other. We found better ways to express
ideas and communicate regardless of the situation around us.
We used to mind map problems, to connect issues so that we understand it more and find out a
method to approach it with a better flow.
There weren’t any rules we followed while brainstorming. Usually, the team gathered over
Microsoft Teams meetings, we found out the problems we had and brainstormed into getting
new ideas, when new ideas arose, we gathered the solutions and created better solutions
Figure 2.2: Visualization of Mind mapping through brainstorming
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Drill Down technique
Similar to the RCA technique, the drill-down technique divides the issue into its fundamental
components and attempts to identify the core causes. It assists you in breaking down the process
into its most basic components. This will lead to the discovery of the root cause and the
implementation of a basic resolution.
It was problematic when we were gathering information, using the Drill down technique, we
discovered the problem that our team faced was that we were lacking the knowledge of the Topic
that we chose, even though many of us were interested in the area. We also found out that we
had a specialist in this subject area. With her domain knowledge, she helped the other team
members in finding information and how we can validate the information.
Figure 2.3: Visualization of the Drill down technique
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SWOT Analysis
SWOT analysis is a Problem-Solving framework used to assess the Strengths, Weaknesses,
Opportunities, and Threats that an organization or an individual possess.
Every internal and external factor around us will have an impact either positively or negatively to
an individual or an organization. We are required to analyze ourselves in order to identify these
factors. The strengths and weaknesses of someone can be identified by finding out our own skills
and problems. The strengths can be used to develop someone, whereas weaknesses are factors
that can stop an individual from developing themselves.
Strengths
Weaknesses
SWOT
Opportunities
Threats
Figure 2.4: SWOT Analysis
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Personal SWOT Analysis done to improve myself for the betterment of the project
Strengths
-
Creative Eye
-
Public Speaking
-
Good First Impression
-
Can get anyone’s attention easily
Weaknesses
-
Shy at first
-
Stage Fright
-
Lack of knowledge on the area
Opportunities
-
Places to gather authentic information
-
Making new bonds
-
Getting easier solutions for problems
Threats
-
Covid-19 and the situation
-
Last minute Plan changes
-
Online technical errors and network errors
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2.2 Critically evaluate the solution methodology used to solve one of the identified
problems and justify how selected methodology helped you to successfully solve the
problem and achieve the project objectives
Using the Brainstorming Technique, we were able to get ideas successfully and efficiently from
others, using the ideas that arose from the members, a more creative solution/idea usually was
brought out collectively combining and experimenting with ideas that arose. Due to this, our
members were more open with each other, and everyone bonded regardless of the situation of the
country and us being distant from everyone. Through this, we were able to achieve the objectives
of ‘Deciding on a topic for the Project’ and later on ‘Planning out and implementing a way of
presenting our information’
Using the RCA Technique, it was found out that problems such as Difficulty in communicating
with the team members, Members were not being open with each other about new ideas, Lack of
commitment was all because none of the members have met before. Since this was the root cause
of a few problems, our meetings were made more interactive, so that our members bonded to
give their commitment towards the project. Through this, we were able to achieve the objective
of ‘Forming the team and Bonding’
Using the Drill down Technique, our team found out that our knowledge on Web Design is
insufficient. But it was also clear that only one person from our team had the knowledge on the
Subject Area. She was made the specialist of our group so that she can help us to find and
validate the information we found. Through this, we were able to achieve the objective
‘Gathering Information”
Using the SWOT Analysis method, each and every individual of our team analyzed themselves,
so that they could see their skills and what areas they could develop themselves in order to
successfully do the project. Through this, we were able to achieve the final objective of
‘Delivering the Training programme’
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Task 03
3.1 Critically evaluate your own role and contribution to the group for the
completion of the training event
I played the role of an editor in my group under the leadership of Rishad. I also was a Presenter
and a backup Presenter in case of the Absence or unavoidable issue, due to the fact that I was
also fluently knowledgeable on the Subject Area. After every other person was done with
gathering and validating the information through the specialist, I together with my teammates
Mahen and Abdulla, we got together and made the presentation in a creative, eye catching,
interesting manner which made it more useful and understandable for the audience, I was
delegated to make a conclusion based on the information gathered by the others. I can say that I
completed my tasks successfully in order to support in the completion of the shared project
objectives. Since I was the youngest member, I made sure that everyone had a smile on their face
during our discussions to keep their spirits up high and our bond alive.
Finally, I was a presenter. I had to introduce the team, our project, and what our theme was.
After our original plan was revised, I, Rishad, and Sareesa ended up taking over leading the
training program. I engaged in regular practices and rehearsals. I mostly studied and practiced
what Web Designing is, what it is used for, and why it is essential. I received positive comments
from my lecturers, team members, batch affiliates, and the audience that I delivered a fantastic
presentation and a strong start to the session and my team's training program. Before the training
session, I spent time reading about how to deliver a successful presentation and how to prepare
to present. It was a terrific learning opportunity and exposure for me to present to an audience on
an extremely interesting subject.
Through this project, I found out that I have to build up more professionalism and work on
perfecting my time management skills too.
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3.2 Importance of having dynamic team members in a group to meet its goals by
referring to the role assigned to the group members
The behavioral interactions between members of the group are described by team dynamics.
Their dynamic involves how they engage, communicate, and collaborate with one another. What
your team is capable of doing is strongly related to how well it can do these tasks. (
Some of the main positive factors of team dynamics are;
-
Alignment: All members having the mutual understanding of the goals and objectives,
and what they are doing in general
-
Transparency: Being open and honest with everyone in the team, and trusting each other
in the team
-
Accountability: Ensuring that every member of the team understands what their
responsibilities and tasks are and to have solid trust that they will do the necessary tasks
to achieve the objectives
Belbin's team roles
The nine Belbin team roles are job roles organized into 3 categories:
1. Thought-oriented roles - The Monitor Evaluator, The Specialist, The Plant
2. Action-oriented roles - The Shaper, The Implementer, The Completer Finisher
3. People-oriented roles - The Coordinator, The Team worker, The Resource Investigator
Identifying each team member's role helps us to work more efficiently as a team.
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Figure 3.1: Belbin’s team Roles
Co-ordinator: Rishad, Nabeel
They both collaborated with each other to help the team reach goals. Usually, a co-ordinator is
mature, self-assured, and effective at delegating, and they mainly served as the team
supervisors/leaders. Instead of focusing on doing the team's goals and objectives, they used to
overlook that the others do their tasks and supported them with anything that they needed
Completer Finisher: Jezon
I saw myself as the person who took on the job of completer finisher. I saw things through by
paying attention to the smallest of details. I tried my best to do the assignment in a clear,
flawless, attentive, and careful manner, to finally sum up the Project in general.
Implementer: Mahen, Abdulla, Jezon
I together with Mahen made sure the concepts/solutions/ideas the team came up with were
converted into actions, which were then worked through systematically. We were in charge of
organizing the slides and converting the majority of the ideas into actions.
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Monitor Evaluator: Taruka, Riyasad
They are generally critical thinkers who were excellent in strategic planning and critical thinking.
These individuals regularly took on the roles of time-keeping and managing deadline due to their
capacity to continuously make excellent decisions. And, before making a decision, they
thoroughly analyze the advantages and disadvantages of each alternative.
Plant: Oshan and Nimesh
They provided ideas that supported for the betterment of the project and the resolution of some
challenges. At times due their ideas were so innovative, that it was unrealistic and impractical.
They sometimes had poor communication with the team and preferred to work freely off the
team.
Team Worker: Malhar, Yalindi, Sandeepani
They were the main team players that guaranteed that everyone works together to achieve
excellent performance and the project's agreed goals and objectives. They are also excellent
listeners and worked hard to keep the bond within the group alive for the betterment of the
project through coperativeness
Shaper: Rishad
Rishad was the type of person who, despite hardship, remained honest and seemed to excel in
work even under pressure. He was opened to trying out new strategies for achieving various
goals and objectives. He is an open minded person who was open to new ideas and finding new
solutions
Specialist and Resource Investigator: Sareesa
Sareesa assisted the team in achieving a deep knowledge in the topic we chose through the
domain knowledge that she had on Web Development. She was confident of her skills,
knowledge, and abilities. She even provides technical assistance to team members, while helping
us learn more about the subject area
She explored new areas of the field and was interested in discovering new information for the
project through her outgoing personality and network that she has built with the team
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4.1 The importance of continuous professional development (CPD) in a work setting
by evaluating the range of CPD criteria that can be used to measure the
effectiveness of your employees in your organization.
Following the completion of formal education, continuing professional development (CPD)
involves maintaining and improving knowledge, skills, and experience related to your
professional activities. Similarly, what’s important is that it entails the development of personal
traits necessary for carrying out professional and technical obligations throughout a
professional's career. It is necessary to acquire both technical and non-technical skills.
CPD should be a lifelong, structured, and organized practice for maintaining and enhancing
professional competence, innovation, and originality. The end outcome is valuable to both the
individual and their career. (Continuing Professional Development, 2014)
Personal Importance of CPD
-
Helped me to focus on my career development
-
Supported me to acquire more skills related to my career field
-
Keeps me updated in on the field
-
Keeps my interest of the field alive due to me being involved.
-
Helps to keep the practice and develops for my personal growth
-
Helps me gain more experience day by day
-
With every obstacle or mistake that I come across, CPD helps me to learn from it and
develop it.
-
Created professional and ethical habits in myself.
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Importance of CPD to an Employee of an organization
CPD helps employees gain more experience and be involved in the field so that change of work
environment won’t be difficult for them, specially if they are students who just finished their
higher studies.
-
Helps to develop practical aspects of the concepts and theories they learnt
-
Supports employees in adapting to the fast changes of the business world
-
Motivates them to achieve higher goals and targets
-
Helps them to work more efficiently in their workplace enabling them to move up in their
career
-
Supports the advancement of their career
Importance of CPD to an organization
When an organization implements the use of CPD to support its employees, the organization
grows as it helps the employees to develop themselves. Due to this, more opportunities open up
towards the organization as its employees gain more experience and are able to achieve higher.
-
Develops the status of the organization as its employees develop themselves.
-
Increases the Employee productivity
-
Contributes a lot to grow the organization to being a successful one
-
Enable change of working environment
-
Can be flexible as employees are ready to learn and develop their skills at any given time.
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4.2 Produce a continuous professional development (CPD) plan using the criteria
identified above with relevant to the responsibilities, required skills, performance
objectives for the members of your team.
Name
Roles
Required Skill
Rishad
Leader
Leading the
members
Nabeel
Co-leader
Coordination
Malhar
Cordinator
Communication
Yalindi
Cordinator
Interactivity
Sandeepan
Cordinator
Problem Solving
Taruka
Timekeeper
Time
management
Riyasad
Timekeeper
Working on
Deadlines
Sareesa
Specialist
Web Designing
skill
Oshan
Plant
Creative Ideas
Nimesh
Plant
Productivity
Mahen
Editor
Creativity
Abdulla
Editor
Powerpoint
skills
Performance Objectives
Delegating roles within
the team to achieve its
shared goal
Coordinating with the
leader and the team
members to get work
done within deadlines
Effectively
communicating with the
team members for
everyone to be updated
Interacting with each
other to keep the group
and team bond alive
Solving conflicts
between team members
to come up with a mutual
solution
Creating deadlines for
tasks to complete
different objectives
Making sure the team
completes the task by the
given deadline
Helping out the team
with finding more
information on the field
Coming up with creative
solutions when ideas are
given
Giving and helping out
the others to do their
tasks more efficiently and
productively
Creatively designing
slides
Coming up with a way to
add facts to the
presentation in an
interesting way
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Start Date
End Date
14/11/2021
18/02/2022
14/11/2021
18/02/2022
14/11/2021
20/02/2022
14/11/2021
20/02/2022
14/11/2021
20/02/2022
14/11/2021
18/02/2022
14/11/2021
18/02/2022
14/11/2021
18/02/2022
14/11/2021
18/02/2022
14/11/2021
18/02/2022
14/11/2021
19/02/2022
14/11/2021
19/02/2022
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4.3 Personal CPD Plan
Name: Jezon Fernando
Position: HND Student
Career Mission Statement
Filmmaker/Creator
Date Started: January 2022
Objective
Target time
Complete the General HND in computing
2023
Complete the Advanced Multimedia Diploma
2023
Complete the Top-up Degree in Multimedia
2024
Work as a Graphic designing/Video Editing Freelancer
2025
Complete a Diploma in Marketing
2025
Work for at least 50 contractors
2026
Join a Digital Marketing Company
2027
Build my own brand for Content Creation and Filmmaking
2030
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Skill Audit
Rank
Skill
Now
2 weeks
4 weeks
6 weeks
Time management
C
B
B
B
Fluency in Adobe Software
B
B
B
A
Fluency to understand Code
C
B
B
B
Communication
B
A
A
A
Public Speaking
C
C
B
B
Negotiating
E
D
D
C
Strategic Thinking
B
B
A
A
Creative Eye
B
A
A
A
Interactive
A
A
A
A
Team player
C
C
B
A
Flexible for any situation
D
C
C
C
Open to ideas and a good listener
C
B
B
A
Leadership
C
C
B
A
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4.4 Compare and contrast different motivational theories and discuss how they can
be helpful to improve the performance of the team members and meet the objectives
of the developed CPD plan.
Motivation is a force that an individual gets to work in order to complete his/her objectives and
goals. Motivation is one of the most significant factors in encouraging us all to reach our goals.
We would not accomplish something if we do not have much motivation.
Motivation is the process through which goal-oriented activities are initiated, driven, and
performed. It is what encourages people to make effort. Motivation is formed of the biological,
psychological, interpersonal, and cognitive variables that influence activity. (The Psychology of
What Motivates Us, 2022)
Motivational Theory is the understanding and study of what drives a person, encourages an
individual, and gives someone more enthusiasm to work towards the set goal. There are a few
theories on motivation.
Motivation Theories
1. Maslow’s theory of hierarchical needs
2. Hertzberg’s two factor Theory
3. McClelland’s theory of needs
4. Vroom’s theory of expectancy
5. McGregor’s theory X and theory Y
6. Alderfer’s ERG Theory
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4.4.1 Maslow’s theory of hierarchical needs
Abraham Maslow claimed that an individual is motivated when all of his needs are satisfied.
Individuals work not just for security or riches, but rather to contribute and use their skills. He
asserted this by formulating a pyramid to illustrate how individuals are inspired and then said
that “One cannot ascend to the next level unless lower-level needs are fulfilled”. The bottom
level requirements in the pyramid are fundamental requirements, however if these lower-level
needs are satisfied, individuals do not anticipate striving toward achieving the higher-level
demands.
Figure 4.1: Maslow’s Hierarchy of Needs
The leader must understand the present state of the members of the team and seek to assist them
in fulfilling those specific needs, as well as work to support satisfy those needs. This will enable
the teammates accomplish better by taking the project ahead.
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4.4.2 Hertzberg’s two factor Theory
Hertzberg categorized the needs into two major categories
Hertzberg's
Theory
Motivator
Factors
Hygiene
Factors
Figure 4.2: Hertzberg’s two factor Theory

Poor personal hygiene elements can diminish motivation but restoring them will just not
improve motivation in most circumstances.

Motivator factors are required in contrast to hygiene factors in order to motivate
individuals.
Job satisfaction increased by Motivator
Job dissatisfaction increased by Hygiene
factors
factors
-
Achievements
-
Working condition
-
Recognition
-
Coworker relations
-
Responsibility
-
Policies & rules
-
Work itself
-
Base Wage, Salary
-
Personal growth
-
Supervisor quality
-
Advancement
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4.4.3 McClelland's theory of needs
According to McClelland, we all have three motivational drives, despite of our gender, culture,
or age, and one of them would be our dominant motivating driver. This primary motivator is
hugely affected by our environment and personal experiences.
McClelland’s
theory
Achievement
Affiliation
Power
Figure 4.3: McClelland's theory of needs
Achievement
-
To achieve their aims, they take cautious risks.
-
Usually chooses to work independently.
-
Does have a great desire to set and achieve difficult goals.
-
Wants to hear about their achievements and accomplishments on a frequent basis.
Affiliation
-
Desires to be a part of the group.
-
Wishes to be loved.
-
Will usually cooperate with whatever the rest of the group wants and needs.
-
Collaborative effort is favored than competitiveness.
-
Always tries to avoid considerable danger or unpredictability.
Power
-
Urges to have dominance over and authority over people.
-
Always enjoys dominating in conflicts.
-
Competing and succeeding are two factors that they like to cherish.
-
Boasts a high level of prestige and popularity.
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4.4.4 Vroom’s theory of expectancy
According to Victor Vroom, if two conditions are satisfied, individuals will then be extremely
productive and motivated:
-
Individuals feel that their endeavors are capable of yielding positive outcomes.
-
Those individuals also hope they will then be recognized for their accomplishment.
Expectancy
Instrumentality
Valence
Motivation
Figure 4.4: Vroom’s theory of expectancy
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4.4.5 McGregor’s theory X and theory Y
This theory presents two competing viewpoints on professional individual behaviour. Every
perspective provides a compelling strategy in satisfying each person's motivating prerequisites.
McGregor argued that what a manager's opinions regarding their workforce influenced their
professional approach to leadership. (Pertconsultants, 2022)
In Theory X, managers can make several preconceptions regarding their employees;
-
Workers despise their employment and therefore are naturally unproductive.
-
Employees are unmotivated and would like to be guided by their supervisors.
-
Employees require continuous positive and negative reinforcement to guarantee that their
tasks are performed.
-
Workers have almost no motivation to advance or accomplish personal or organizational
goals.
In Theory Y, managers can make several preconceptions regarding their employees;
-
Workers are eager to take on more responsibilities and thus are satisfied of their job.
-
Workers do not require micromanagement seeing as they are self-directed.
-
Employees are keen to be involved in planning.
-
Employees are delighted to engage and therefore are genuinely satisfied.
Figure 4.5: McGregor’s theory X and theory Y
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4.4.6 Alderfer’s ERG Theory
According to Alderfer's ERG Theory of Motivation, humans may be driven by numerous levels
need of at the very same time, and the tier that is most significant to them can shift over time.
Expressed in different terms, a person's goals and motives might fluctuate throughout period,
shifting between both the presence, close relationships, and high requirements of need. They
might proceed both upwards and downwards. (Alderfer's ERG Theory of Motivation: A Simple
Summary - The World of Work Project, 2022)
Figure 4.6: Alderfer’s ERG Theory
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There are several parallels amongst Theory X and Theory Y, as well as Abraham Maslow's
Hierarchy of Needs. Maslow's hierarchy of needs incorporates a pyramid to illustrate the various
sorts of wants which must be addressed. Each level, or form of individual want, can be fulfilled
only because all of the tier’s underneath it is met, beginning with fundamental requirements at
the bottom. McGregor stated that Theory X seems to be compatible with addressing fundamental
needs like physical and safety requirements, but Theory Y is appropriate with satisfying greater
wants like as self-actualization and affection.
While Maslow’s Hierarchy of Needs is organized and is fully described, Hertzberg’s two factor
Theory is disoriented and isn’t fully descriptive. Maslow focuses more on generally motivating
the team members unlike Hertzberg, where he goes into small detail and focuses on motivating
the members uniquely.
In my opinion, Maslow’s Hierarchy of Needs would be the best approach to being motivated, as
it helps a person to fulfill all his needs and focus on satisfying the needs of that person before
achieving professional or even personal goals. This theory is easy and very simple for anyone to
understand and work according to it.
Following some of the motivational theories, our team always kept our spirits up high. Motivated
ourselves, Members of the team were more productive, and they were interested in doing the
work to complete the tasks which helped us fulfill the objectives to finally, achieve our shared
goal. This helped our team members to come up with their CPD Plans and to implement them
not only for the project, but also for their own personal growth and development in the
professional performance. It can be said that these theories are highly effective and efficient for
anyone as it helped us a lot throughout the course of our project.
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Conclusion
This whole project was done to identify our own state of professionalism and to develop our
ethics and career growth. Through this project, I identified many aspects of myself that was
never really given much thought about. Teamwork, Problem Solving, and Self-motivation were
some major things I’ve learnt out of this project. It was a great pleasure to have worked with
such wonderful team and the bonds created are to be unmatched. It was a turning point for me to
develop my professional career and experience moving forward.
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References
Indeed Career Guide. 2022. What Is Root Cause Analysis? (Definition and Benefits). [online]
Available at: <https://www.indeed.com/career-advice/career-development/root-cause-analysis>
[Accessed 06 February 2022].
Indeed Career Guide. 2022. 25 Brainstorming Techniques for Team Inspiration | Indeed.com.
[online] Available at: <https://www.indeed.com/career-advice/careerdevelopment/brainstorming-techniques> [Accessed 10 February 2022].
Verywell Mind. 2022. The Psychology of What Motivates Us. [online] Available at:
<https://www.verywellmind.com/what-is-motivation-2795378> [Accessed 13 February 2022].
Verywell Mind. 2022. The Psychology of What Motivates Us. [online] Available at:
<https://www.verywellmind.com/what-is-motivation-2795378> [Accessed 16 February 2022].
Pertconsultants, 2022. Douglas McGregor's Theory X and Theory Y. [online]
Pertconsultants.blogspot.com. Available at:
<http://pertconsultants.blogspot.com/2012/11/douglas-mcgregors-theory-x-and-theory-y.html>
[Accessed 16 February 2022].
The World of Work Project. 2022. Alderfer's ERG Theory of Motivation: A Simple Summary The World of Work Project. [online] Available at: <https://worldofwork.io/2019/02/alderferserg-theory-of-motivation/> [Accessed 16 February 2022].
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