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Personal Development Plan - Essay Example

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My Personal Development Plan 1.0 Introduction Ackerman (2002, p.50) defined Personal Development Plan (PDP) as individual’s attempt to identify what he/she wants to do and how is he/she going to do it. He further added that an effective way of creating PDP is for individuals to outline objectives that are specific, measurable, attainable, realistic, and time limited or SMART…
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Personal Development Plan

An individual should critically assess if these objectives are attainable and realistic (Clarkson, 2001, p.14). Lastly, he/she should set objectives within a time frame (W. Hoeger & S. Hoeger, 2011, p.54). This paper highlights my personal resume. It also presents two to three theories discussed in class. This paper outlines Myers-Briggs test and MAPP career assessment as tools that describe my personality traits, strengths, weaknesses, and potentials. Lastly, it presents my SMART action plan and integration of theories that were discussed in class. 2.0 Brief Resume FATMA ABDULKAREEM HLWANI Personal Information Gender: Female Nationality: Arabian Date of Birth: June 6, 1986 Place of Birth: Jedah, KSA Education College: COLLEGE OF BUSINESS ADMINISTRATION IN KAAU Bachelor degree High school: JEDDAH K.S.A. Core Competencies Computer literate Possesses the ability to interact with people in different walks of life Capacity to lead Work Experience GNP GENERAL HOSPITAL Worked as an HR staff 3.0 Personality and Career Assessment Researchers defined personality as a persistent pattern of interpersonal processes and behaviors (Burger, 2008, p.4; Hampson, 1988). Several researchers attempted to determine aspects of personality through various tests (Kaplan & Saccuzzo, 2008, p.18; Frick et al., 2009, p.22). Myers-Briggs test is a widely utilized personality test in the workplace. It is used to determine the different personality styles of employees. This test utilized three polarities namely, thinking vs. feeling, extroversion vs. introversion, intuition vs. sensation. Researchers added judgement vs. perception to these polarities. Carl Jung (as cited in Cohen, 2011) contends that each polarity is mutually exclusive from one another. Thus, individuals cannot process the world through thinking and feeling at the same time. A side of the polarity dominates the other (Cohen, 2011). Individuals who scored higher in thinking compared to feeling are commonly analytical and rational in making decisions. In contrast, feelers rely on circumstances and subjective evaluation in decision making (Wilde, 2008, p.16). Extroverts tend to prefer the company of others while introverts thrive in solitary activities (Wagele, 2006, p.109; Jung, 2006, p.44). Meanwhile, sensors prefer to process information through the senses and tend to rely on minute details. In contrary, intuitors heavily depend on insights instead of sensory data (Saklofske & Zeidner, 1995, p.215). Lastly, judgers prefer structure, planning, and predictability, while perceivers opt for flexibility, openness, and spontaneity (Cohen, 2011). Previous researches suggest that this test is a valid and reliable measure of an individual’s personality (Stern, 2007, p.286). Validity refers to a certain test’s ability to assess what it purports to measure. Meanwhile, reliability is primarily concerned with the extent that the test offers similar results each time (Bayne, 1997). MAPP career assessment is utilized to determine the individual’s strengths. It has undergone extensive reliability and validity testing. A study conducted in 1997 showed that it had similar validity with Strong Interest Inventory. The occupational matches of these two tests range from 50%-90%. The second validity study indicated that the validity of MAPP career asses ... Read More
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