This study purpose is to develop and produced a Personal Development Portfolio ( PDP ) . The Higher Education Academy ( 2010 ) defines PDP as a structured and supported procedure undertaken by an single to reflect upon their ain acquisition, public presentation and/or accomplishment and to be after for their personal, educational and calling development. PDP group larning attacks, making, entering, thoughts, experiences, contemplation and planning of ends to be achieved. It will assist to understand and better public presentation, place qualities, accomplishments and properties and aid to accomplish these ends.
Kolb ( 1985 ) in Mullins L.J. ( 2007 ) identifies a 4 learning manner:
Accommodating: strong penchant for concrete experience and active experimentation.
Divergent: Preference for a concrete experiences, but to reflect on these from different positions.
Assimilative: prefers to swing between contemplation and conceptualisation and will utilize inductive logical thinking to develop new theory.
Convergent: Prefers to use thoughts, will take an thought and prove it out in pattern
However, Fleming J. ( 2001 ) in Pritchard A. ( 2008 ) argued that there are four larning manners how people collect information:
Ocular: This sort of scholars tends to larn by seeing things. Ex. Charts, graphs, diagrams, pointers, symbols, etc.
Auditory: This type of scholars prefers to larn by listening through talks, tutorials, group treatments, etc.
Reading: This type of scholars prefer to larn through reading books, novels, magazines, newspapers, articles, etc.
Kinesthetic: This sort of scholars prefers to larn by practically making things. They really good at retrieving things and physical experiencing with memory.
Furthermore, Honey and Mumford in Marchington M and Al. ( 2008 ) develop a similar acquisition manner. They are classified as:
Militants: learn best by active engagement in concrete undertakings, and from comparatively short undertakings.
Reflectors: learn best by reexamining and reflecting upon what has happened in certain state of affairss ( stand back, listen and observe )
Theorists: learn best when new information can be located within the context of constructs and theories.
Pragmatists: learn best when they see a nexus between new information and real-life jobs and issues and set it into pattern.
Kolb ( 1985 ) theoretical account, Fleming J. ( 2001 ) theoretical account and Honey and Mumford larning theoretical account shows fundamentally the same. Each one of them has a different manner of construing the 4 types of larning manner. I have done two learning manner trial which is the VARK acquisition questionnaire and the Honey and Mumford acquisition questionnaire. The consequences of both are illustrated below:
Tonss for VARK larning theoretical account questionnaire ( 2010 ) were:
Kinesthetic:5 ( SEE APPENDIX 2A )
Honey and Mumford larning theoretical account questionnaire ( 2010 ) mark are:
Pragmatists: 7 ( SEE APPENDIX 2B )
Both trial proven that I am an aural and reflectors. It shows that I learn better by listening, sing things and believing good. I ever learn better by listening and treating it in my memory instead than reading or watching things. My past experience showed me that I am a Reflector because I think good earlier taking any determination. In the past I was non taking much clip in believing good before making something, but with clip I have developed a more reflector attack. This is because with experience people learn from their mistakes and better them to be more productive and effectual.
Sir Winston Churchill ( 1965 ) said that “ Success is the ability to travel from failure to failure without losing your enthusiasm. ” I have taken many good determinations in my life and these determinations were taken after holding good thought and gather information. Examples are making my ain event company, fall ining University of Hertfordshire, taking direction field and my twenty-four hours to twenty-four hours activities. However, I would hold liked to be a pragmatist because it is of import to associate out the theories with existent life. I need to better more on the pragmatist portion to go a more successful individual in the hereafter.
Leadership manner is the attack used and manner of supplying way, implementing programs, and actuating people. Lewin K. and Al. ( 1939 ) identifies 3 different manners of leading.
Authoritarian or bossy
Participative or democratic
Delegative or Free Reign
Normally good leaders use a combination of the two or three manners, and bad leaders tend to lodge with one manner merely.
Essortment ( 2010 ) indicate 4 types of leading manner:
Autocratic: director retains every bit much power and decision-making authorization as possible. It is a one manner communicating.
Bureaucratic: director manages “ by the bookA? . Everything must be done harmonizing to process or policy.
Democratic: is besides called the participative manner. It encourages employees to be a portion of the determination devising and work as a squad.
Laissez-faire: director provides small or no way and gives employees as much freedom as possible.
Essortment ( 2010 ) and Lewin K. and Al. ( 1939 ) identified largely the same type of leading manner. Many other writers came out with similar leading manner and they have simplified it. I took a Quiz – What ‘s Your Leadership Style ( 2010 ) . The consequence of the quiz shows that my leading manner was a mixture of Authoritarian and Participative ( SEE APPENDIX 3 ) . Normally in life, I use more of participative leading manner. Tuckman B.W ( 1965 ) in Mullins ( 2007 ) defines group as “ the interactions within and between groups and the stable agreement that consequences from them. “ This is because I believe in work in group and two manner communications give better thoughts and solution.
I besides use autocratic leading manner non excessively frequently. Due to fortunes I have to accommodate myself and utilize bossy leading manner. Normally I use bossy leading manner with Theory X people. McGregor ( 1957 ) in Beardwell I. and Al ( 2004 ) indicate than Theory X people are people that has an built-in disfavor of work and are really lazy to work on their ain whereas Theory Y people physical and mental attempt in work is every bit natural as drama or remainder. So I must do usage of power to be able to do the Theory X people to work and organize portion of the group.
Hertberg ( 1950 ) in Davis, K. ( 1981 ) developed a motivational theoretical account and called it as two-factor theoretical account. It consists of:
Care factors: It includes work itself achievement, possibility of growing, duty, acknowledgment.
Motivational factors: It includes position, equal dealingss, dealingss with subsidiaries, relation with supervisors, quality of supervising, company policy and disposal, occupation security, working conditions, wage, fillip and wages.
Another guru in theories of motive is Abram Maslow. Maslow A. ( 1943 ) came up with a hierarchy of 5 degree demands.
Maslow A. says that people are motivated harmonizing to their demands. As people are ever greedy in life, when they achieve physiological demands they will non be motivated by same wages. They will concentrate on the following degree to safety demands and so on.
I have undertaken a motivational behaviour trial ( 2010 ) and the consequences are as follows:
( See APPENDIX 4 )
Actually I am a really motivated individual. When I start something, I like to complete it for a self satisfaction. I sometimes have a strong thrust for finishing of import undertakings, but I will frequently non be driven if I do non experience the undertaking is of import plenty. I am slightly motivated by the possibility of a wages for finishing a undertaking. I like the sound of a wages ( such as a publicity or winning a stake ) but it merely reasonably helps me to concentrate on a undertaking and acquire it done. I am motivated to avoid things that I do n’t wish.
The MBTI was developed by Isabel Briggs-Myers ( 1897 – 1979 ) and her female parent Katherine Cook-Briggs.
The teambuilding company ( 2010 ) says that MBTI is a average ‘to rise consciousness and increase apprehension of yourself and others in your squad and to value the differences between you. At the terminal of the workshop you will compose a personal action program which will lend to you and your squad ‘s development. ‘
In MBTI there are four polar extremes:
Extrovert to Introvert ( E to I )
Sensation to Intuition ( S to N )
Thinking to Feeling ( T to F )
Judging to Perceiving ( J to P )
I undertaken the Myers Briggs Test and my consequence is as follows:
Myers Briggs Test ( 2010 ) Consequences
Extroverted ( E ) 58.82 % Introverted ( I ) 41.18 %
Feeling ( S ) 67.74 % Intuitive ( N ) 32.26 %
Thinking ( T ) 62.16 % Feeling ( F ) 37.84 %
Judging ( J ) 64.71 % Perceiving ( P ) 35.29 %
( See APPENDIX 5 )
My type is: ESTJ. This indicates that I am an Extroverted, Sensing, Thinking and judging individual in life. Before taking a determination, I will garner every bit much information needed and think good based on existent figures. This will assist to be more successful. In the yesteryear I have think good before taking the direction field. I ‘ve chosen direction field because concern will seek continuously for the best man of affairs to run its concern. As I have created my ain company and wish to be a really celebrated man of affairs in life, I have chosen the direction field which will assist me in bettering my cognition and experience.
Luft J. et Al ( 1970 ) in West, R. & A ; Turner, L.H. ( 2008 ) came up with a theoretical account named Johari Window. It helps to understand how known you are to yourself and others. There are four constituents in the window:
Open ego / Arena: It includes the behaviour known by others and self.
Hidden self / Facade: It includes the behaviour known by ego merely.
Blind self / Blind topographic point: It includes the behaviour unknown by ego and known by others.
Unknown ego: It includes the behaviour neither known by egos nor by others.
I have taken the Johari window trial and the consequences proven that I am a concealed ego and largely unknown ego. It shows that people and I do n’t cognize about my behaviour. This helps me work efficaciously in group and aid to make a positive and friendly ambiance.
Team edifice ( 2010 ) explains that: “ The squad functions identified by Belbin are based on certain forms of behaviour that people exhibit within squads. These forms of behaviour can potentially hold an impact on the public presentation of the squad. ” There are nine squad functions in Belbin ‘s theoretical account:
Implementer – Bend thoughts into action
Shaper – It is a end directed individual. The shaper moral force like challenges and is brave
Completer/Finisher – This strengths are meticulousness, attending to item and the ability to run into deadlines.
Coordinator – It enables and facilitates interaction and determination devising.
Team worker – It is a good hearer, being collaborative, co-operative, easy traveling and tactful.
Resource Investigator – It is an enthusiastic explores.
Planter – Its strength is in job resolution and out-of-the-box thought.
Monitor/Evaluator – It is a good judgement and good strategic thought ability.
Specialist – It is a individual minded individual and has a specific accomplishment.
I have undertaken the trial of 123test ( 2010 ) of Belbin squad function ( 2010 ) and my consequences are as follows:
( See APPENDIX 6 )
The trial shows that I have nine squad functions are the Executive, Explorer, Innovator, Analyst, Driver, Chairman, Completer, Team participant and Expert.
Finally to reason my PDP, I will fix a Smart action program for my hereafter. SMART stands for:
S – Particular
M – Measurable
A – Accomplishable
R – Relevant
T – Seasonably
I want to work either in a European states or USA for 4- 5 old ages before traveling back to my state. The purpose behind this is to heighten my cognition and experience. I besides want to make another Masters in accounting. This is because to be able to pull off a company good, I will necessitate to understand in dept all the cost and gross of the company. Furthermore, I would wish to run into celebrated and successful man of affairs in the universe and go to some of their talk so as to increase my experience.
Based on the different personality trial ( incentives, leading manner, larning manner, Johari window etc ) completed, I would wish to utilize the critics to better myself in the hereafter. Johari window will assist me lots in the hereafter because there are personality type in me which I have n’t develop and seen yet. Leadership manner trial besides will assist me. I will go a director in the hereafter, to be a successful one mean to accommodate to state of affairs. I will necessitate to larn more how to utilize all the types of leading manner.
-Essortment ( 2010 ) ‘Style of leading ‘ Available from [ hypertext transfer protocol: //www.essortment.com/all/leadershipstyle_rrnq.htm ] [ Accessed 28/12/2010 ]
– Fleming J. ( 2001 ) ‘Leadership Styles ‘ in Pritchard, A. ( 2008 ) . Ways of Learning: Learning theories & A ; Learning Styles in the Classroom. 2nd edition. London: David Fulton Publishers.
-Hertzberg. ( 1950 ) . ‘Hertzberg ‘s Two factor Model ‘ in Davis, K. ( 1981 ) . Human Behavior at Work Organization Behavior. 6th edition. London: McGrawHill, Inc.
-Honey and Mumford ‘Learning manner ‘ in Marchington M. and Wilkinson A. ( 2008 ) Human Resource Management at work 4th Edition Devon: Short Run Press
-Honey and Mumford acquisition questionnaire ( 2010 ) ‘Learning manner trial ‘ Available from [ hypertext transfer protocol: //www.rapidbi.com/created/learningstyles.html ] [ Accessed 28/12/2010 ]
– Kolb ( 1985 ) ‘Learning manners ‘ in Mullins, L.J. ( 2007 ) . Management and organizational behavior. 8th Edn Harlow: Pearson Education
-Lewin, K. , LIippit, R. and White, R. K. ( 1939 ) . Patterns of aggressive behaviour in by experimentation created societal climes. Journal of Social Psychology, 10, 271-301
-Luft, J. & A ; Ingham, H. ( 1970 ) . ‘The Johari Window ‘ in West, R. & A ; Turner, L.H. ( 2008 ) . Understanding Interpersonal Communication: Making Choice in Changing Times. 2nd edition. Boston: Cengage Learning, Inc.
– Maslow A. ( 1943 ) ‘Hierarchy of motive demands ‘ Available from: [ hypertext transfer protocol: //www.abraham-maslow.com/m_motivation/Hierarchy_of_Needs.asp ] [ Accessed 30/12/2010 ]
– McGregor ( 1957 ) Theory X and Y in Beardwell I. , Holden L and Claydon T. ( 2004 ) Human Resource Management, A modern-day Approach 4th Edn Harlow: Pearson Education
– Motivational behavior trial ( 2010 ) Available from: [ hypertext transfer protocol: //www.learnmyself.com/personality.asp? p=Quick_Test & A ; pg=2 & A ; u=MBx2x557627-29345x59eF5x1 ] [ Accessed 29/12/2010 ]
– Myers Briggs Type Indicator trial ‘Personality trial ‘ Available from: [ hypertext transfer protocol: //sminds.com/cgi-bin/mbti.pl ] [ Accessed 03/01/2011 ]
– Personality Test ( 2010 ) Available from: [ hypertext transfer protocol: //www.learnmyself.com/personality.asp? p=Quick_Test & A ; i=PI & A ; sh=y ] [ Accessed 03/01/2011 ]
– Quiz ‘What ‘s you leading manner ‘ ( 2010 ) Available from: [ hypertext transfer protocol: //psychology.about.com/library/quiz/bl-leadershipquiz.htm ] [ Accessed 04/01/2011 ]
[ hypertext transfer protocol: //www.inspirationalspark.com/failure-quotes.html ] [ Accessed 03/01/2011 ]
-The Higher Education Academy ( 2010 ) ‘Personal Development Planning ‘ Available from:
[ hypertext transfer protocol: //www.heacademy.ac.uk/ourwork/teachingandlearning/pdp ] [ Accessed 05/01/2011 ]
[ hypertext transfer protocol: //www.teambuilding.co.uk/myers-briggs-mbti-team-theory.html ] [ Accessed 04/01/2011 ]
-Tuckman ( 1965 ) in Mullins, L.J. ( 2007 ) . “ Management and organizational behavior ” . 8th Edition Harlow: Pearson Education
-VARK trial ( 2010 ) ‘Learning manner trial ‘ Available from: [ hypertext transfer protocol: //www.vark-learn.com/english/page.asp? p=questionnaire ] [ Accessed 28/12/2010 ]
-123test ( 2010 ) ‘Belbin squad function trial ( 2010 ) ‘ Available from: [ hypertext transfer protocol: //www.123test.com/team-roles-test/ ] [ Accessed 28/12/2010 ]