Tourism and Hotel Professional Development †MyAssignmenthelp.com

Question: Discuss about the Tourism and Hotel Professional Development. Answer: Introduction: The tourism and hospitality sector has been revolutionized with the integration of digital technologies and the escalation in global tourism levels. The changing trends of market demand and consumer requirements have reformed the conventional business scenario in which managers were liable to experience little dynamism. Therefore managers and personnel in the tourism and hospitality sector should be prepared to address the emerging trends effectively for which they need to tailor their personal and professional attributes to address challenges of the modern workplace in the sector of tourism and hospitality (Brandon-Jones, et al., 2016). The promising outcomes that could be derived by personnel employed in the tourism and hospitality industry from professional development have been noted in the improvement of employee performance at the workplace. The implications of professional development of an individual are realized through a comprehensive perception of ones own self in order to identify the areas of strength and weaknesses. The following report is aimed at presenting a model for my professional development which includes an analysis of the specific dimensions such as personality type, leadership, values and motivators, emotional intelligence, decision making and capability for influencing people. In whole assignment Take references and models as well from textbook (for text book go to https://learn.scu.edu.au/ then put id: jjosep12 password: 21091987, then select Tourism and Hotel professional development, then go to study guide and select topics. I had written the topic number in front of every heading for example: (personality: topic 3 and 4) Self-Awareness Personality: topic 3 and 4 (explain myers briggs model and big five model. Relate model with me as my career) Conducting the personality test is an imperative for initiating professional development. Using the Myers-Briggs Type Indicator as shown in Appendix, I found that my preferences were inclined towards Introversion, Intuition, Thinking and Perception. In order to anticipate these results it is necessary to obtain an understanding of the Myers-Briggs Type Indicator test. The theory is based on four sets of preferences which characterize the personality of an individual.The first set of preferences refers to extraversion and introversion which imply that the former is associated with the interaction with people and things while the latter is emphasized on information and ideas. I could observe that my social skills were not sufficient and I relied largely on information for performing my duties at the workplace. The impact of introversion in context of my career choices would imply searching for job opportunities which have minimal requirement for social interaction. However, the tourism and hospitality sector could not exclude the prospects of communication which reflect on the setback posed by introversion traits for my future career choices (Ashton, 2015). The second set of preferences comprises of sensing and intuition among which the former implies that sensing is associated with an individuals dependence on facts and reality. These preferences in the personality of an individual characterize the information processing approach followed by an individual. On the contrary, the aspects of intuition can be validated in an individual based on possibilities and personal capabilities. I observed that my emphasis on personal competences and the possibilities that can be anticipated in every scenario classify my preference towards intuition. These traits could enable me to obtain feasible opportunities in future career choices where I could engage in consistent recognition of opportunities in the workplace environment and its benefits for my professional development (B lair et al., 2002). The third set of preferences is characterized by the contrasting traits of thinking and feeling among which the former encourages emphasis on logic and truth while the latter prefers values and relationships in decision making. This trait would enable me to acquire an interpretation of feasible future career choices in position of strategic management or leadership where I could implement my personality traits for effective decision makings (Hamm et al., 2016). The fourth set of preferences highlight the nature of lifestyle of an individual and classified into judging and perception. The preference for judging would indicate a planned and stable lifestyle while perception would imply a flexible and responsive lifestyle. In my case, I could observe that my preferences were inclined towards perception owing to my abilities for adapting to different living situations. The reflection on a perception type of personality trait in context of my future career choices requires the identificat ion of jobs which could provide challenging environments. Perception personality trait would be helpful for adapting to different scenarios emerging in contemporary workplace (Moeller Goldstein, 2014). Comparison of the insights drawn from Myers-Briggs Theory with the Big Five personality model would facilitate a clearer impression of an individuals personality. The Big Five personality model classifies an individuals personality on the basis of scores in individual dimensions such as Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism. The comparison of my personalityinsights from Myers-Briggs Personality test with the OCEAN aspects of personality convey that my scores for openness and neuroticism are high while low scores in agreeableness and extraversion. I was also able to observe that my score in conscientiousness was moderate (Luo, Qiu Lam, 2016). The outcomes of both the models provide a generic impression of my personality traits among which the profound characteristics include introversion, creativity and openness, higher competitiveness and realistic approach for decision making. Values and motivation: McClellands theory of needs Goal setting (Locke) Reinforcement theory Equity theory Relate model with me as my career Use 2 theory from this Values of an individual are also considered as prominent determinants of the professional development of an individual as it would help them in ascertaining a connection with the values of the organization. The generic classification of values could be observed in the two categories such as instrumental and terminal values. The definition of the instrumental values could be identified in the core values or inherent personal characteristics and traits which also comprise of negative traits. Terminal values could be defined as the desired end state outcomes of existence or the objectives that an individual intends to accomplish over the course of their lifetime. Instrumental values could be defined as the preferred means for accomplishing terminal values or the mode of behaviour preferred by an individual. Instrumental values are largely dependent on the personal beliefs and values of an individual and hence could be assumed as integral aspects of an individuals personality (Saunders et al., 2007). In my case, I was able to identify that my instrumental values comprised of honesty, imaginativeness, ambition and competitiveness while on the other hand my terminal values are directed towards family security, recognition and professional excellence. It is also imperative to observe the implications that can be rendered by values on the prospects for future career development. From a critical perspective, imaginativeness and ambition would enable me to be competent for addre ssing unprecedented challenges in the workplace which would ensure promising future career prospects. The motivation theories such as Maslows needs hierarchy theory imply the major opportunities to tap into the motivation of employees. However, considering the Affective Events theory, the perception of people regarding their work environment and the emotional content inferred by them from it could be implicative of their sources of motivation. McClelland (1988) identified motivation as the need for Achievement, a drive to excel, to achieve to standard, to endeavour to succeed, a need for connections, a need for personal relationships, a need for power and the need to control others behaviour. Motivation also plays a crucial role in the personality of an individual as it drives an individual to accomplish specific career related objectives. The goal setting theory could be assumed as a promising reference of contemporary motivation theory. The precedent established in the theory reflects on the improvement of professional performance through undertaking challenging tasks. The theory also emphasizes on the role of employee commitment to organizational tasks as a promising motivator (Sheldon, Fesenmaier Tribe, 2011). The impact of competitiveness also indicates my abilities for striving to perform better at the workplace which could promote my future career opportunities. Honesty is a widely appreciated virtue in the professional scenario in tourism and hospitality which would also support my career credentials.I could also collate my instrumental values of ambition and competitiveness and approach my terminal values such as family security and professional excellence consi stently. The long term objective of ensuring family security and consistent realization of professional excellence could also provide motivation for accomplishing professional development .The personalization of the impact of values and motivation on my career choices could be observed in the inferences that help me to identify job opportunities that would provide a reasonable financial remuneration and opportunities for professional development (Sheldon, Fesenmaier Tribe, 2011). Emotional intelligence The application of emotions and moods in organizational behaviour could be used to reflect profoundly on the aspects of emotional intelligence. Emotional intelligence has been substantially influenced by the introduction of theories such as emotional intelligence theory that was developed through inferences from the works of Peter Salovey, John Jack Mayer and Howard Gardner. The primary aspects addressed through emotional intelligence refer to the five domains such as knowledge of emotions, self-motivation, and management of personal emotions, relationship management and recognition of emotions of other people (Walker Moscardo, 2014). The different applications of emotions and moods in context of organizational behaviour could be apprehended in the distinct areas of selection processes implemented in an organization, negotiation, job attitudes, customer service, and deviation in workplace behaviour, creativity, leadership, motivation, interpersonal conflict and decision making. The selection aspect of an organization should include references to emotional intelligence of the employees to be recruited which are important in the case of jobs which require higher degree of social interaction. The implementation of emotional intelligence measurements during the recruitment and selection of employees could be accounted as promising measures for inclusion of employees with higher abilities for social interaction. My competences could be limited in this context (Seyito?lu Yirik, 2015). Application of emotions in creativity aspect could imply that better moods provide the opportunity for developing creative thinking. The particular implications for applying emotions and moods in creativity in my case are strong as I have the capability for delivering creative solutions to problems. Motivation of employees in an organization has also been a major aspect addressed by the application of emotions and moods. The motivation of an individual is largely dependent on emotional commitment which can be profoundly observed in the physical and cognitive involvement of employees in the organizational framework. I am able to infer that my emotional intelligence in this aspect could be higher owing to my commitment to professional goals. The application of emotions and moods is also observed in the case of leadership which can be ensured through the emotional capability of an employee to align with the organizations values and beliefs alongside preparing for potential changes in the future. Leaders should have the capability of framing emotions to address the objectives of change. In my case, I was able to infer that my capabilities as a leader emotionally are limited due to introversion and minimum capabilities for framing my emotions.I would identify with McClelland (1988) need for relationships with colleagues, which are essential in the hospitality workplace. Job attitudes are also influences by the emotions and moods of employees are also reflective of the impact of emotional intelligence. The impact of emotions and moods on interpersonal conflicts in an organization could also be observed since the conflicts between co-workers are often associated with involvements of emotions. Therefore the requirement of emotional intelligence can be profoundly observed in the above functions of an organization. The effective application of emotional intelligence to these functions would enable the identification of prolific career opportunities in the future. Leadership: Transactional and Transformational models Leadership is a prolific requirement in the domain of business management and is essential in workplaces which are subject to dynamic changes. The impact of a leader is observed in flexibility of employees to accomplish the desired objectives and ensure effective decision making. The lack of employees ability to realize the outcomes of effective leadership could be observed in the form of the lack of employee motivation, increasing interpersonal conflicts and productivity. The different forms of leadership styles which have been researched in varying academic contexts include transformational, transactional, charismatic and visionary leadership. The impact of transformational leadership could be observed in the capability for initiating change and provide necessary motivation required to adapt to the change. The implications of transactional leadership could be observed in the motivation of employees by leaders on the basis of transactions and is accounted as one of the basic leadership styles along the lines of autocratic and democratic leadership. Charismatic leaders could be identified with the characteristics of transforming the values and beliefs of others to align with their own. Academic research also illustrates visionary leadership that characterizes the capabilities and motivation of leaders to transform vision into real objectives. The emphasis on transformational leadership and charismatic leadership would provide viable opportunities for my future career since these traits would enable me to perform superiorly in context of the changing conditions of the tourism and hospitality sector thereby garnering feasible career opportunities. To develop my career as a manager I will need to develop more leadership skills such as communication which could enable me to overcome the personality trait insufficiencies in introversion. The capabilities for communication with employees could be useful for addressing the distinct aspects of leadership in an organization such as people, objectives and teamwork. The implementation of feedback for improving personal competences as a leader could also be identified as a major leadership skill that should be improved (Walker Moscardo, 2014). Power, politics and influence: The implications of leadership in an organization must be followed by addressing the concerns of power which are intended to control employees. Power has been defined as the capability of an individual to influence the behaviour of another individual in order to alter the course of events, obtain tasks from people and overcoming resistance. The definition of organizational politics could be apprehended as the efforts of an organization in unofficial and informal contexts that contribute to the communication of ideas, increase power or extend influence in an organization (Walker Moscardo, 2014). It is imperative to consider the contrast between leadership and power in order to address this aspect of professional development. The impact of leadership could be observed in the attributes of an individual vested in accomplishing a common goal while power is used to characterize an individuals abilities to control the activities of other individuals. While leadership is inherently associa ted with power, the exercise of authority has to be moderated in order to acquire the desired outcomes from the followers (Tan, Van der Molen Schmidt, 2017). Power and politics are important in the workplace because the functions of a leader extend beyond the simple management of employees and tasks. The utilization of power could be validated as a tool that assists in the development of knowledge and practice relevant to the leadership skills. The understanding of power is essential in order to help the authority to assess the difference between using power for serving organizational objectives and its implementation for unfavourable activities. Therefore, the comprehensive understanding of power could be helpful for individuals to acquire respect and accomplish objectives while the lack of the same could lead to formidable setbacks for organizational performance such as stagnation (Sheldon, Fesenmaier Tribe, 2011). The use of power responsibly is an effective support for professional development. Another imperative factor to be considered in context of the differences between leadership and power could be identified in the case of the pursuit of leadership for acquiring power. The impact of power could be promising for my future career prospects since I can use my authority to exercise effective leadership thereby realizing professional excellence. The distinct forms of power which could be observed in context of organizational behaviour refer to legitimate power, charismatic power, reward power, political power, coercive power and expert power. These different types of power are associated with individual characteristics. Legitimate power is inherently associated with the position in the workplace. Charismatic power is derived from the inherent personality of an individual and is reflected in ability to influence the perspective of others. Reward power is vested in an individual through authority on similar grounds as coercive power only with the dependence of former on rewards and that of the latter on punishment. Political power is derived from the observation of group support while expert power is acquired through specialization in a distinct field of learning. Decision making and planning: The professional development of an individual is reliant on the capabilities for decision making since effective decision making and planning competences could provide substantial competitive advantage to an individual for acquiring a job prospect. Professional development implies promotion in the strata of management of organizations which would require an individual to address competences of decision making at different levels effectively. The understanding of theoretical models such as rational decision making model would provide viable insights for my professional development. Kolbs decision making model relies on four distinct stages which comprise of diverging, assimilating, converging and accommodating. The aspect of diverging could be apprehended as a combination of two different types of learning style as observed in the case of other dimensions of the model. The different learning styles which provide an insight into the particular highlights of Kolbs decision making model include concrete experience, reflective observation, abstract conceptualization and active experimentation. The rational decision making model could be assumed as the most generic approach to decision making that involves distinct stages (Thomas Thomas, 2014). The rational decision making model comprises of distinct stages such as determining objectives, validating the factors for selecting objectives, identification of alternatives, analysis of the alternatives and finalizing a specific option. The comprehensiveness associated with the rational decision making model could be assumed as a major advantage that can be derived from the model since the possibilities for error would be limited. Furthermore, the model also facilitates substantial scope for planning stage of decision making prior to the final decision. The application of rational decision making in my future career pursuits would enable me to emphasize on facts and logic to determine the decisions in context of organizational management. This approach would account for reasonable and unbiased decisions that would promote my career opportunities. However, it is imperative to consider the drawbacks of rational decision making such as requirement of comprehensive and accurate information, measureable criteria for data and access to resources for evaluation of alternatives. I could attempt to resolve these limitations through to Kliens (2002) model of Recognition primed decision which considers the application of more intuitive thinking and the benefits gained from previous experience. The relevance of Kolbs decision making model with the selected second model of rational decision making could be identified in the similar requirement for concrete evidence in order to reach on rational decisions. Furthermore, the application of reflecti ve observation could also be identified as a major prerequisite for rational decision making that validates the relevance between Kolbs model and rational decision making theory (Moeller Goldstein, 2014). When making decisions for my future career I believe I need to focus on accomplishing professional excellence in all aspects of my functions at a workplace. It is also essential for me to emphasize on career choices which would accommodate my existing personality traits alongside presenting opportunities for future career development. Employment in positions of strategic management such as leaders would be the primary focus of my future career choices that can be complemented further with external training programs and continuous professional development (Hamm et al., 2016). Conclusion: The report presented a professional development plan with references to the contexts of self-awareness and competences for decision making and planning. The evaluation of theoretical aspects pertaining to the specific aspects of self-awareness such as emotional intelligence, personality and leadership in context of probabilities for future development was also highlighted in the report. Consideration of aspects such as my motivation outlined how I need to consider the significance of professional excellence alongside the aspects of family security and fulfilment of terminal values in my career. Furthermore, when evaluating my abilities in emotional intelligence and leadership, reflection from this report has enabled me to understand that my capabilities for understanding the emotions of other individuals would help me in establishing productive interpersonal relationships with other employees. This in turn will help me to make decisions about what training I will need in my future ca reer in order to improve and develop these skills such as communication and reflective thinking in order to improve decision making capabilities. I understand that I base my decisions on rationality which implies the probabilities for accessing opportunities in career choices which demand challenging tasks in terms of decision making. Overall this report has helped me to reflect and consider my career options in the domain of tourism and hospitality in the managerial positions wherein I would be able to utilize my theoretical understanding of the profession in unison with the use of my personality traits and decision making abilities to accomplish professional excellence (Hamm et al., 2016). References (check these highlighted references, are these related to topic, we are talking about self-awareness and you put references for sustainable development tourism) Ashton, A.S., 2015. Effectiveness of tourism destination development for the international retirement migration tourist. CAUTHE 2015: Rising Tides and Sea Changes: Adaptation and Innovation in Tourism and Hospitality, p.43. 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Tan, C.P., Van der Molen, H.T. and Schmidt, H.G., 2017. A measure of professional identity development for professional education.Studies in Higher Education,42(8), pp.1504-1519. Thomas, R. and Thomas, H., 2014. Hollow from the start? Professional associations and the professionalisation of tourism.The Service Industries Journal,34(1), pp.38-55. Walker, K. and Moscardo, G., 2014. Encouraging sustainability beyond the tourist experience: ecotourism, interpretation and values. Journal of Sustainable Tourism, 22(8), pp.1175-1196.