Career Development Review Assignment Sample
Introduction
Due to the fact that they last for a longer period of time, we shall refer to these long-term connections between workers and their employers as “career” ties in this article. According to the explanation provided above, under this career management paradigm, individuals and organizations are seen to be distinct variables that must be handled independently from one another. Individuals and organizations have long been overlooked in the process of professional development, which is frequently conceived of as a linear progression. Although the tide is beginning to swing in favor of this point of view (Liu,, 2020).
Psychological theory
According to experts in the fields of psychology and sociology, it is essential to consider and consider the position and perspective of each individual. A variety of professional characteristics, including the situational, interpersonal, and temporal components of their work, were investigated by the Chicago School of sociology (Liu,2020) in order to define a spectrum of professional characteristics.
Career development review
My idea of “career” is now recognised to be historically and culturally oriented, with the consequence that it is susceptible to change throughout the course of human history and cultural evolution as a result of this recognition. For the most part, current definitions of career include the majority of these traits, which emphasise the importance of recognising the significance of a profession in connection to the greater society in which it is practised (Zopiatis,2018).
Over the past few decades, a number of philosophers have emphasised the need of matching the goals and intentions of individuals and organisations in order to achieve reciprocal benefits and growth. The fact that this is especially true for individuals and organisations that operate in the business context has been discovered by a number of people and organisations (Thetsane,, 2020). It is possible to develop interactive contact between a person and their organisation or with society as a whole via the use of this approach, and this method may be used to do this .
Particularly noteworthy is that the concept of a profession has a substantial socio-psychological component in that it effects one’s social standing and self-esteem in relation to the person with whom one is affiliated (Birtch,2021).
Skills audit
According to the findings of my skills , social norms and values in general, as well as the values and standards of the organisations in which people work in particular, have a significant influence on the viewpoints and professional meanings of individuals (Mooney,2018).
Given the present economic situation, it is difficult for businesses, in particular, to provide employees with stable, long-term employment that is guaranteed for the duration of their professional lives. This is particularly true for small and medium-sized enterprises. According to the conclusions of a recent research, careers are no longer seen as a sequence of natural progressions over time. Instead, they are viewed as a series of decisions made over time. Instead, they are seen as a sequence of transactions between employers and employees, according to this perspective.
- Work requires the ability to multitask: On a daily basis, the job involves supervising the kitchen crew, purchasing supplies for the restaurant, and distributing shifts to the kitchen staff for the next week.
- In response to the leadership’s encouragement and assistance, team morale is raised, which in turn leads to a rise in overall staff productivity and efficiency.
- Time Management: With constant practise, the amount of time necessary to complete each item lowers as the staff’s level of experience increases. In this way, the institution can guarantee that the large number of consumers does not have a harmful influence on the overall quality and reputation of the business.
- A keen eye for detail: can provide a compelling presentation and oversees the whole team, ensuring that changes are made in response to customer input, among other things.
The chances for lifelong learning and development afforded by organisations that foster growth are beneficial to both individuals and organisations alike. Briefly stated, a person’s career is based on his or her interests, objectives, or aspirations, and it is continually being re-created in response to changing circumstances both inside and outside of the workplace.
Recently, there has been a big change in the nature of employment, and it is hard to ignore this movement at this point (Kong,, 2021). It is critical to approach the research process from a socially oriented perspective in order to have a better knowledge of how people perceive the concept of a profession. Work is a social invention, and as such, it is not a permanent fixture in one’s life…. In social relations, rather than being fixed things in and of themselves, professions are matters of dispute, rather than being fixed objects in and of themselves. The job of an individual is thus critical to his or her well-being on a personal and social level, in addition to on a professional one as a consequence of this.
Social representation theory serves as a basis for understanding the meaning of individuals since it is situated at the intersection of the individual and society, as well as at the intersection of symbol and reality. Theoretically, according to Serge Moscovici, social representations are dependent on a shared knowledge and perception of a shared reality that individuals all share, as well as on a shared experience of the world . It is necessary to recognise that social representations are communal systems of meaning that can either be articulated or whose consequences can be experienced in terms of values, attitudes, and practises in order to understand what social representations are and how they operate. This recognition is critical in order to understand what social representations are and how they operate. The importance and applicability of social representation theory in the field of tourism has been emphasised by a number of academics () who have written about it in the field of tourism, highlighting its value and utility in the field of tourism studies. They believe that researchers who use this technique will be able to get a more thorough understanding of how people react to tourism destinations than they would otherwise be able to obtain (Shum,2020).
Peer and Mentor Review
Having a basic understanding of social representation theory, which was developed for the study of lay knowledge and has since been applied to social events that are rapidly changing, such as the idea of a profession, is essential in order to explain and appreciate these occurrences. It is necessary to understand social representation theory in order to completely comprehend these occurrences and their relevance. “Social representation theory” is a term used in social psychology to refer to the study of how individuals depict themselves in social situations, and it has been labelled as such. In part, the authors claim, because “its constructionist approach and concern with society’s purpose are likely to take into account the feedback loop between individual cognition and behaviour.” According to this approach, social representation theory is more concerned with “social objects in the process of formation rather than as permanent realities” than it is with “social objects as permanent realities.” It is also more concerned with “social objects in the process of formation rather than as permanent realities” than it is with “social objects as permanent realities” (Rasheed,2020).
The formation of social representations as a consequence of human contact with one another allows for the naming and categorising of social reality to take place as a result of the interactions between people or groups of individuals. As we build our knowledge of the world and our ability to transfer that understanding to one another, various widely held and articulated social representations of the universe serve as the basis for our ability to engage with one another and to communicate with one another. The first and most important step is to identify and make use of a collection of reference points in order to make sense of our immediate surroundings (Goh,2021).
Career development Plan
Action Plan
| Action | Description | Impact | Time period |
| Leadership Quality | The grasp of reality and our relationship to the rest of the world can only be achieved via a thorough understanding of what isn’t true. We may see references to these principles in our daily behaviour, official and informal communication, and even in our common language, all of which may be traced back to the ideas that underpin these principles | High | 2 weeks |
| Communication Skill | Following the rising adoption of family-friendly policies and the availability of flexible working hours, the allocation of childcare responsibilities between parents has grown, enabling women to continue their professional jobs following the birth of a child.
|
Low | 2 weeks |
| Management skill | According to the person who is speaking about them, social representations have been referred to as “linguistic games” or “forms of life” from antiquity to the present. | Average | 1 week |
| People and Public Management | Relationships between persons and their many points of reference define our reality in part, and the social representations that we construct for ourselves and others influence the world in which we live (Dashper,2021). | High | 1 week |
As a consequence of this development, a constructionist and discursively oriented approach to social representation has emerged as a result of the growth of the field. The “method by which the reality of a community is recreated in accordance with the more or less unending cycle of collective thinking and ensuring worldmaking,” according to Wagner, is the “method by which the reality of a community is recreated in accordance with the more or less unending cycle of collective thinking and ensuring worldmaking” (1998). Further information may be found on page 84 in this respect. Through history, common sense has been established and rebuilt as a result of the interaction between various “forms of existence.” This is especially true today ( Gebbels, 2021, p. 19). As shown by the fact that they are often employed, it seems that identification of information about work alternatives provided via the use of linguistic symbols and patterns is an important skill. This is accomplished by the use of word association methods, which are the subject of the current research.
SMART goals
| S | M | A | R | T |
| A person’s professional life is a crucial indicator of whether or not they are actively engaged in both jobs and careers throughout their professional lives. They are committed to both their job and their professional development. It is well accepted that there is a great deal of dispute in the hospitality industry over turnover rates and the expenditures that are associated with such turnover rates. | A variety of possible reasons for the phenomena, according to the academics, have emerged as a result of their later investigations. Among the challenges that need to be considered are employees’ incapacity to plan their future careers, as well as the nature of working conditions inside an organisation (Calinaud,2021).
|
Despite the fact that many specialists in the sector have left the industry, they continue to believe in the concept of hospitality as a whole. | Despite the fact that you may decide to leave the hospitality industry, you may be able to transfer the ideals of hospitality, such as welcoming guests into your home and providing excellent customer service, to other areas of your life, which will be beneficial to you in the long run and assist you in your professional development | 1 month |
According to Telfer, “hospitality” is a personality trait shown by persons who want to share their good fortune with others rather than keeping it to themselves, rather than keeping it to themselves (2020). People who are “hospitable individuals” are those who, in addition to demonstrating the trait of “hospitability,” feel required to share their homes or meals with others who have not been invited into their homes. In the world of hospitality, it is hard to overstate the importance of this trait or characteristic, despite the fact that it is beyond the purview of professional requirements for those who work in the industry. It is not necessary to be employed in the hospitality industry in order to get this certification..
Personal Access and development in My career
More information about this quality or feature may be found in the section after this paragraph. In order to attain personal and professional success, you must exhibit your ability to be a nice person to be around at all times. The fact that providing exceptional customer service in the hospitality industry is a natural extension of one’s personality makes determining whether or not someone really wants to do so a very simple task. Establishing a strong legacy in human resources management is essential for any company’s success as a consequence of the low retention rates among hospitality graduates in the profession.
As a result of my research, I discovered that the concept of hospitality has become so deeply established in people’s hearts that we refer to it as the “legacy of hospitality.” Even if, as Lynch (2014) asserts, the hotel industry is obligated to cope with the leakage of graduates to other sectors, this begs the question of whether there is a genuine foundation for concern about graduates leaving the industry for other sectors in the first place. According to him, the apparent employability of hospitality graduates outside of the hotel business should be evaluated in order to determine whether or not a school is successful.
Future goals
We seem to be heading towards a promising future, with several prospects for advancement. Individuals should have a better grasp of what to anticipate from their professional careers as a result of reading this chapter, and it is conceivable that you will acquire the skills necessary to take charge of your professional route and accomplish your career goals as a consequence of doing so. In addition to the efforts of the hotel industry to impact the public’s perception of professionals in the hospitality sector, there are good societal improvements occurring as a result of these initiatives that are deserving of recognition. In the hospitality business, which is growing more varied, people of colour, people of all ages, both young and elderly, as well as migrant workers, are finding more opportunities to further their careers. As we move into a new era of re-imagined gender roles, an increasing number of women are being elevated to positions of power and responsibility, a trend that will continue.
Conclusion
In contrast, the hotel sector has proved that collaborative efforts including all stakeholders may result in highly dedicated career managers in the hospitality industry who follow meaningful and gratifying career pathways. To solve the labour shortage, there is still an urgent need for even more creative, efficient, and motivated hospitality professionals who work in secure conditions with supportive colleagues to fill the void left by the retirement of Baby Boomers.
References
Birtch, T.A., Chiang, F.F., Cai, Z. and Wang, J., 2021. Am I choosing the right career? The implications of COVID-19 on the occupational attitudes of hospitality management students. International Journal of Hospitality Management, 95, p.102931.
Chang, W. and Busser, J.A., 2019. Hospitality career retention: the role of contextual factors and thriving at work. International Journal of Contemporary Hospitality Management.
Dashper, K., 2020. Mentoring for gender equality: Supporting female leaders in the hospitality industry. International Journal of Hospitality Management, 88, p.102397.
De la Mora Velasco, E., Huang, A. and Haney, A., 2021. An employee sharing model for the tourism and hospitality industry. Tourism and Hospitality, 2(2), pp.190-194.
Gebbels, M., Pantelidis, I.S. and Goss-Turner, S., 2019. Conceptualising patterns of career commitment: the leaving process in hospitality. International Journal of Contemporary Hospitality Management.
Goh, E. and Lee, C., 2018. A workforce to be reckoned with: The emerging pivotal Generation Z hospitality workforce. International Journal of Hospitality Management, 73, pp.20-28.
Huang, A.Y., Fisher, T., Ding, H. and Guo, Z., 2021. A network analysis of cross-occupational skill transferability for the hospitality industry. International Journal of Contemporary Hospitality Management.
Kong, H., Yuan, Y., Baruch, Y., Bu, N., Jiang, X. and Wang, K., 2021. Influences of artificial intelligence (AI) awareness on career competency and job burnout. International Journal of Contemporary Hospitality Management.
Liu, T., Gao, J., Zhu, M. and Qiu, Y., 2020. How career expectations influence advancement: evidence from women in the hospitality industry. Tourism Review.
Mooney, S., 2018. Jobs for the girls? Women’s employment and career progression in the hospitality industry. In Handbook of Human Resource Management in the Tourism and Hospitality Industries. Edward Elgar Publishing.
Rasheed, M.I., Okumus, F., Weng, Q., Hameed, Z. and Nawaz, M.S., 2020. Career adaptability and employee turnover intentions: The role of perceived career opportunities and orientation to happiness in the hospitality industry. Journal of Hospitality and Tourism Management, 44, pp.98-107.
Shum, C., Gatling, A. and Garlington, J., 2020. All people are created equal? Racial discrimination and its impact on hospitality career satisfaction. International Journal of Hospitality Management, 89, p.102407.
Thetsane, R., Mokhethi, M., Malunga, M. and Makatjane, T., 2020. Lesotho students career perceptions in tourism and hospitality industry. Journal of Tourism and Hospitality Management, 8(1), pp.1-9.
Zopiatis, A., Theocharous, A.L. and Constanti, P., 2018. Career satisfaction and future intentions in the hospitality industry: An intrinsic or an extrinsic proposition?. Journal of Human Resources in Hospitality & Tourism, 17(1), pp.98-120.
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