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Managing People and Organisations An Introduction to Personal and Professional Development Seminar Limassol, Cyprus Power Point

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ГИД ПО САМОРАЗВИТИЮ-ПЕРСОНАЛЬНОМУ И ПРОФЕССИОНАЛЬНОМУ. РАЗВИТИЕ В ГРУППЕ. 1)Самооценка(сильные стороны- слабые стороны-возможности-риски). Приоритеты. Планирование действий. Развитие навыков. 2)Работа команды-работа в команде. Стадии группового развития. Взаимодействие в группе.3)Самоанализ.

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Page 1: Managing people and organizations ppt

Managing People and Organisations

An Introduction to Personal and Professional Development SeminarLimassol, Cyprus Power Point

Page 2: Managing people and organizations ppt

The Personal and Professional Development Sessions• An introduction to personal

development• Teams and effective teamwork• Interviews and Careers

Page 3: Managing people and organizations ppt

Session Overview• The PPD process• The PPD programme• Background to PPD• Stages of personal development• SWOT analysis• Learning journals• The critical reflection model• Goal setting• Assignment brief• Johari window• Personal action planning

Page 4: Managing people and organizations ppt

The Journey

Page 5: Managing people and organizations ppt

What is Personal and Professional

Development?We consider three questions:

1. Who am I?

1. Where do I want to go in life?

1. How do I get there?

Page 6: Managing people and organizations ppt

The Personal and Professional Development

Process (PPD)We seek answers to the three

questions using the following methods:

• Theoretical frameworks• Self assessment• Feedback from others• Group exercises• Role play

Page 7: Managing people and organizations ppt

Background to Personal and Professional Development

• Increasing dissatisfaction over management development in 1980s

• Research into management development training

• Reports identified need for personal development plans

• Launch of national standards and framework

Page 8: Managing people and organizations ppt

Why Personal and Professional Development?

PPD provides opportunities for you to:

• Develop skills that are critical to your learning and work, e.g.– Effective team working– Effective self-presentation– Reflective, analytical thinking

• Identify your strengths and areas for development

• Write a personal action plan setting goals for the future

Page 9: Managing people and organizations ppt

Benefits of Personal and Professional Development

• Development of strategies for improving personal performance

• Development of a sense of the kind of life and work that you want

• Confidence in the skills, qualities and attributes you bring to your career

• A better position to compete for jobs• Better able to discuss skills with

employers• Developing positive attitudes, creative

thinking and problem solving

Page 10: Managing people and organizations ppt

Personal effectiveness competencies

Individually, complete the personal effectiveness competencies on pages 1.6 - 1.8 of the Personal and Professional Development Manual.

Page 11: Managing people and organizations ppt

The Growing Importance of Personal and Professional

DevelopmentThe rapidly changing business

environment requires:• Flexible, adaptable, multi-skilled

workers• People who can embrace change• People to learn effectively and

efficiently• People who update their skills

continuously• People who can work globally

Page 12: Managing people and organizations ppt

Stages of Personal DevelopmentPersonal audit

Identifying development needs

Setting self-development

objectives

Constructing the development plan

Page 13: Managing people and organizations ppt

SWOT analysis

Strengths Weaknesses

Opportunities Threats

Page 14: Managing people and organizations ppt

Strengths and WeaknessesHow you see yourself• confident• enterprising• humorous• ambitious• helpful• forceful• competitive• flexible• thorough• tolerant• focused• supportive• generous

How others see you• arrogant• exploitative• frivolous• ruthless• controlling• bullying• combative• wishy-washy• obsessive• indifferent• tunnel-visioned• interfering• irresponsible

Page 15: Managing people and organizations ppt

Johari Window

Known Not Known

Known

Not Known

ARENAOpen Zone

FAÇADEHidden Zone

Unknown

Blind Spot

Others

Self

Feedback

Disclosure

Jo LuftHarry Ingham

Page 16: Managing people and organizations ppt

ReferencesCottrell, S. (2003). Skills for success. The personal development planning handbook. Basingstoke: Palgrave Macmillan.Luft, J. (1970). Group processes: An introduction to group dynamics, (2nd edition). Palo Alto, CA: National Press Books.Woodall, J. (ed) (2002) Personal and Professional Development Manual. Kingston University.

Page 17: Managing people and organizations ppt

Working in Teams

SeminarLimassol, Cyprus Power Point

Page 18: Managing people and organizations ppt

Session outline

• Team Exercise• Stages of Development• Team Roles• Group Decision Making Techniques• Building an Effective Team• Group Effectiveness

Page 19: Managing people and organizations ppt

What is a team?

• Commonality of objective or purpose

• Belonging and being part of something successful

• Synergy – achieving more collectively than can be achieved by individuals acting outside a team environment

Page 20: Managing people and organizations ppt

Stages of Team Development

Tuckman (1965)

1.Forming

4.Performing

5.Mourning

2.Storming

3.Norming

Page 21: Managing people and organizations ppt

Who is in Your Study Group?

• Find your group and sit together

• Individually complete the Survival at Sea exercise

• Agree Order as a Group

Page 22: Managing people and organizations ppt

Team Reflection

•What did you do well as an individual/team?

•What didn’t you do well as an individual/team?

•What would you do differently as an individual/team?

Page 23: Managing people and organizations ppt

Team Roles

Meredith Belbin (1981) described teams as:

“a pattern of behaviour characteristic of the way in which one team member interacts with another where his/her performance serves to facilitate the team as a whole.”

Page 24: Managing people and organizations ppt

Team Roles

• Plant• Resource Investigator• Chairman• Shaper• Monitor Evaluator• Team Worker• Company Worker• Completer Finisher• Specialist

Page 25: Managing people and organizations ppt

Factors that Determine Team Role Behaviour

6. Role Learning

5. Experience

4. Field Constraints

3. Current Values and Motivations

2. Mental Abilities

1. Personality

Behaviour

Page 26: Managing people and organizations ppt

Group decision making:Brainstorming

– Aims to develop creative alternatives

– Encourages contribution of all suggestions, withholding criticism

– Contributions are recorded then discussed and analysed

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Group decision making:Interacting

• Groups meet face to face

• Verbal and non-verbal communication between group members

• What are the advantages and disadvantages of this technique?

Page 28: Managing people and organizations ppt

Group decision making:nominal group technique• Team members meet. Prior to team

discussion, each individual writes down their ideas about a problem

• Each team member presents one idea to the group. Turns are taken until all ideas have been presented and recorded

• The group discusses and evaluates all the ideas

• Each team member independently rank-orders the ideas. The idea with the highest overall ranking is selected as the final decision

Page 29: Managing people and organizations ppt

Team Building

• Balanced roles• Clear objectives and agreed goals• Openness and confrontation• Support and trust• Co-operation and conflict• Sound procedures• Appropriate leadership• Regular review• Individual development• Sound inter-group relations• Good communication

Page 30: Managing people and organizations ppt

Learning journals

During your course of study we ask you to keep a learning journal. This can include:

• Summaries of important learning events

• Discussion about how you dealt with events

• A review of what you have learned• Application of frameworks to

problems

Page 31: Managing people and organizations ppt

Benefits of Learning Journals

• A written record of what you have learned

• Clarification of your thinking• Development of reflective,

analytical and creative thinking skills

• Facilitation of learning through experience

• Improved problem solving

Page 32: Managing people and organizations ppt

The Critical Reflection Model (Deborah Pinder-Young 2000)

Stage 1: Background• What did I do?• Why did I do it?• How did I handle the situation?

Stage 2: Review experience• What did I do well?• What didn’t I do right?• What could I have done

differently?

Page 33: Managing people and organizations ppt

The Critical Reflection Model

Stage 3: Self evaluation• What did I learn from this experience?• What did I learn about my strengths and

needs?• How have I applied my new learning in

terms of knowledge, skills and approaches? 

Stage 4: Action planning• What do I intend to do differently as a

result of my learning?• What action do I want to take?• What support and resources do I need?

Page 34: Managing people and organizations ppt

Goal setting in action plans

Goals should be:• Specific, e.g. to improve report

writing• Measurable, e.g. by 10%• Achievable, e.g. high scores achieved

in past• Realistic, e.g. ability to develop skills

needed• Timely, e.g. meet goal by next

semester

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Assignment Brief: Report outlineThe report will:

– summarise key learning experiences over the past year

– be based upon the learning journal – help you to assess and review your

learning– be 1,000 - 1,500 words, excluding

appendices – involve development of a personal

action plan

Page 36: Managing people and organizations ppt

Assignment brief: Report content

The report should comprise three sections:• Identify one important key learning

experience, e.g. a project, a placement, team working, or theoretical framework that has changed the way that you work.

• Analyse your learning experience using a relevant theory, framework or concept. E.g. Belbin’s team roles.

• Describe and critically reflect on how both your perceptions and actions have changed as a result o f your learning experience.