Personal Effectiveness Essay

During this phase of my life that is the university life where everyone seems to be in a rush to complete the tasks and meet some deadlines, I face the problem of optimizing my time utilization and concentrating on required task. This has been a serious issue because I have time to allocate for each task but I waste a lot of time doing useless activities during that time which stops me from achieving the desired results. For instance I know I have a quiz the next day.

The perfect preparation would be going through the lecture slides, lecture notes and doing all available practice questions. Instead of starting in the morning I would rather waste my time here and there and then start studying at night which would only leave me with time that is sufficient to do any one or two of the three excercises. Furthermore even when I am doing that task it’s really hard to concentrate on it instead my mind swirls from the actual task. A practical example is during namaz when I think of every other thing except namaz itself.

I would really want to overcome this problem as I think it would help me improve as a person and would have some significant changes on my character. Hence, this is that one tangible change that I wish to bring in my life following this course of Personal effectiveness. The first step would be to meditate for around 20 minutes every day. This would really help me concentrate on whatever I want to do. This is a really helpful activity as I have tried this for 2 weeks on the insistence of one of my friends.

Unexpectedly, this has really worked for my prayers and he has assured me that it would help me in all required aspects. I know people who do more work in a much less time as compared to people who spend hours on a work and still fail to achieve the best. This practice of meditation might help me overcome this problem and improve my efficiency. Another step would be to make to-do lists as it would be very effective in keeping me on time for targets and to meet deadlines. At present I don’t usually make any such notes as I think I have a good memory and I can retain all these details in my mind.

However, after this course and listening to what the panel guests had to say about their habits I consider this as a really vital tool to amend the flaws of not allocating proper time to each task. The guests that were invited to the class were all personally effective people and each of them emphasized on the importance of planning out your work. I never rated this as something that would help me improve in time allocation but I think after listening to them and doing some readings on it has convinced me to at least give it a try.

Thirdly, setting up small deadlines and practicing some activities which seem very childish but are rather effective like while studying me and my roommate can say that whoever uses his phone for the next one hour, or talks anything irrelevant would pay a fine to the other person. Such activities would initially require a pre-meditated effort not to talk or get distracted but slowly and gradually with time this would turn into a habit. This could help me concentrate just on the task instead of everything else.

Overall, I think if all these practices are incorporated along with a few more it could really help me improve over this problem and its effects would be quite prominent. Hence, it could be a step towards becoming personally effective. All these activities are quite practical and can be done on regular basis without any excuse. I think if the outcome of these steps is positive then it would really help me do a lot of things in life which would not have been possible otherwise.

Organisations today are witnessing high levels of competition. In the advent of the recession we have seen many organisation struggles to survive and some have gone burst. Organisations today are on a look out for employee that can demonstrate their ability to learn and develop innovate ideas, products and services that can give them an edge on competition. With so many graduate and not enough jobs, its all about you and your ability to sell yourself, that can take you to the next level of you career.

This establishes the need for Personal development. Understanding the nature of learning, and the different styles in which people learn, is crucial, in order to promote individual personal development and business profitability within organizations credo reference (2009a) What is Personal Development According to Guirdham (2002) Personal development is about satisfying our potential, increasing our ability and continuous improvement at work and life with meaning and satisfaction.

This can be distinguished from organisational development which looks at the individual fulfilling organisation needs, while on the other hand Personal development addresses individual work development and lifestyle issues (David and Stephen, 2010). Guirdham (2002, p. 132) goes on to argues that the choice to develop our self is in our own hand. ‘ Other can set the scene, supply role models, give encouragement, provide support, propose methods and means, set up mechanism, give advice, impart knowledge and provide contacts but the learner is a the heart of the development process.

Examples of this situation can be seen at work place environment where some certain individuals can make use of a particular technology i. e. computer program and yet another can’t despite working in that organisation for a long while. From the individual perspective, Personal development is about how you deal with life; control your feelings, emotions, and reactions. Personal development enables you acquiring high level of transferable skill; like critical refection, working creatively with others, self-direction, self-disciple, management of time and resource, and learning to deal with all situation in a positive manner.

These skills can be transfer to the work place. Guirdham and Tyler (1992) list some of these skills as follows: * Self Management. Involves accountability for own live, and getting to know ourselves. * Learning. acquiring new knowledge, behaviours, skills, values, or preferences and drawing on cognitive, behaviourist and experimental learning theories. * Obtaining and using good quality information. * Recognising, creating and evaluating opportunities. * Performing . satisfying other by what we produce. * Changing.

Adapting and assisting other to adapt to change from the environment. For Personal development to be achievable it must be carefully planned, structured and reflected upon, this is otherwise know as Personal Development Planning. This process also involves acquiring skills and knowledge. This brings too the fore the importance of Continuous Learning, which is a learning process that does not cease, and will lead to the process of attainment of personal development (Carter McNamara, 2010). Learning Theories

Burns (1995) cited in Lee Dunn (2002) defines learning as ‘a relatively permanent change in behaviour with behaviour including both observable activity and internal processes such as thinking, attitudes and emotions. ’ It also should be noted that learning can be informal of formal. They are four models of learning that are important to work. These are cognitive learning, the behaviourist, experimental and double-loop learning (Guirdham, 2002) Cognitive learning Cognitive Learning is a term usually used in the academic field but of late it has been integrated to organisational learning.

Cognitive learning involves acquiring knowledge through present perception and interpreting in the light of past information, which is now stored in the memory for future use. Cognitive learning enables people to learn by using their intuition and perception. Cognitive involves facilitating factors (meaning, motivation, contextual cues) that enable learning process, this will determines if information is stored in the long term or short-term memory (Guirdham, 2002). Behaviourist Learning: This involves learning from experience.

Here learning occurs as a result of a reaction to stimuli. The assumption is that human respond to stimuli from the environment (MDP, 2010). Pavlov (1846-1936) was investigating the conditioned reflex, his findings led to the formulation of the theory of classical conditioning, which involved a natural reflex to stimulus (unconditioned) and a new stimulus you want to associated with the response (conditioned) (Guirdham, 2002) . Double-loop Double-loop learning is based on the assumption that they are two types of learning.

First is the single-loop which occurs when errors are detected and corrected, however without examining the appropriateness of the current way of learning. Mason (1993) sees considers this non-strategic process of learning. On the other hand, double-loop learning takes place when detection and correction of errors is questioned and modification of exiting norms and assumptions are carried out. Fiol and Lyles (1985) see this as higher level learning. Experimental learning: Kolb’s experiential learning model is another widely used model.

This four stage learning process involves learning from experience and reflecting on what has happened, then forming out principles and testing out idea in a new situation see figure 1. 0 (Guirdham, 2002). Figure: Kolb’s experiential learning cycle cited in Dunn (2002) For example if a receptionist is accused of being rude by a client dressed in traditional wear for addressing him as ‘Mr’ rather ‘chief’, then the a learning process is likely to occur whereby the receptionist reflects on the experience, from the refection he then makes he assumption that clients dressed in traditional wears demand to be addressed in line with there culture. At this point he has now completed the conceptualisation stage, the next stage with be testing out his idea by addressing in the demanded way (Guridham, 2002).

Reflectors learners make sense of experiences by reflecting on them, and take their time to reflection and make decision (Honey and Mumford 1986, cited in Steve Wheeler, 2001). However the Learning Style is not without its criticisms as problems about its reliability, validity and the learning cycle were found by the Coffield research team (Coffield 2004, cited in Stan d. Lvie 2009) On the other hand using your preferred learning style will allow you to learn and gain new experience. However, you can make learning more effectual by embracing different learning styles in addition to your preferred learning style. One learning style cannot be considered adequate credo reference (2009b) argues that the use of one learning style put you in the danger of getting in a repetitive cycle, where learning slow down or stop altogether These are the results of your inventory. The scores are out of 20 for each style. A score of 20 indicates you use that style often.

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