Higher Nationals - Summative Assignment Feedback Form

Student Name/ID S A D Sakuntha Sankalpa Samarathunga / E208856

Unit Title 3 Professional Practice

Assignment Number 1 Assessor

08/10/2024 Date Received
Submission Date
1st submission
Date Received 2nd
Re-submission Date
submission

Assessor Feedback:
LO 1 Demonstrate a range of interpersonal and transferable communication skills to a
target audience.

Pass, Merit & DistinctionP1 P2 M1 D1

Descripts
LO2 Apply critical reasoning and thinking to a range of problem-solving scenarios.

Pass, Merit & DistinctionP3 P4 M2 M3 D2

Descripts

LO3 Discuss the importance and dynamics of working within a team and the impact of
team working in different environments.
Pass, Merit & DistinctionP5 P6 M4 D3
Descripts

LO4 Examine the need for continuing professional development (CPD) and its role within
the workplace and for higher-level learning
Pass, Merit & DistinctionP7 P8 M5 D4
Descripts

* Please note that grade decisions are provisional. They are only confirmed once internal and external moderation has taken place and
grades decisions have been agreed at the assessment board.

Assessor Feedback:

Grade: Assessor Signature: Date:

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 Resubmission Feedback:
*Please note resubmission feedback is focused only on the resubmitted work

Grade: Assessor Signature: Date:

Internal Verifier’s Comments:

Signature & Date:

* Please note that grade decisions are provisional. They are only
confirmed once internal and external moderation has taken place and
grades decisions have been agreed at the assessment board.

BTEC HN Summative Assignment

Feedback Form Issue Date: June 2021
Owner: HN QD
DCL1 Public (Unclassified) Version 1.0

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Important Points:

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 STUDENT ASSESSMENT SUBMISSION
AND DECLARATION
When submitting evidence for assessment, each student must sign a
declaration confirming that the work is their own.
Student name: S A D Sakuntha Sankalpa Assessor name: Leandra Joseph
Samarathunga

Issue date: 24/04/2024 Submission date: 10/08/2024 Submitted on: 10/08/2024

Programme: Pearson BTEC HND in computing

Unit: 3 Professional Practice

Assignment number and title: A training event for an identified audience

Plagiarism
Plagiarism is a particular form of cheating. Plagiarism must be avoided at all
costs and students who break the rules, however innocently, may be penalised.
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The use of AI-generated tools to enhance intellectual development is permitted;

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Student Declaration
Student declaration
I certify that the assignment submission is entirely my own work and I fully
understand the consequences of plagiarism. I understand that making a false
declaration is a form of malpractice.

Student signature: [email protected] Date: 10/08/2024

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UNIT 3: PROFESSIONAL PRACTICE

Assignment Brief
Student Name/ID Number S A D Sakuntha Sankalpa Samarathunga / E208856

Unit Number and Title 3 Professional Practice

2025
Academic Year
Leandra Joseph
Unit Tutor

Assignment Title A training event for an identified audience

24/04/2024
Issue Date
10/08/2024
Submission Date

Submission Format
Presentation – section 1 should be submitted in a formal presentation
within the first two weeks from the inception of the project.

Project report - At the end of the event, produce an individual report

(with all necessary attachments as annexures e.g. - project proposal,
additional evidence of each task, invoices of the event, evidence of
effective communication) by each member covering all the tasks.

Unit Learning Outcomes

LO1 Demonstrate a range of interpersonal and transferable communication skills to a
target audience.

LO2 Apply critical reasoning and thinking to a range of problem-solving scenarios.

LO3 Discuss the importance and dynamics of working within a team and the impact of
team working in different environments.

LO4 Examine the need for Continuing Professional Development (CPD) and its role
within the workplace and for higher-level learning.

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 Transferable skills and competencies developed

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 Vocational scenario

You have been hired as an event coordinator by a renowned training organization

specializing in IT, Leadership and Soft-skills development courses. Your task is to plan
and execute a training event aimed at improving Leadership, IT or Soft skills to an
identified audience. The training should include workshops, presentations, and
interactive sessions. You are required to complete the project within the duration of
2 months and the training plan and resources should be finalized as per the
requirement of the audience. As the event coordinator, you are responsible for
designing and delivering an impactful training program that caters to the diverse
needs and preferences of the participants.

Assignment activity and guidance

You are required to form a group of not more than 15 members in order to carry out
the event. You may utilize “Belbin's Team Role Theory” to distribute tasks among team
members effectively. While designing and delivering the event,

 the skills required to make the event successful.

 challenges faced during the design/ delivery.
 Critical evaluation of the problems, challenges faced, and the methods used to
overcome them.
 The need for continuously develop in a professional environment.

Need to be thoroughly considered.

At the end of the event, produce an individual report (with all necessary
attachments as annexures e.g. - project proposal, additional evidence of
each task, invoices of the event, evidence of effective communication) by
each member covering the following tasks.

Section 1:

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 The team members are expected to present a “Project Proposal Presentation”
explaining the following key points for seeking approval from the unit assessor before
the finalization of the event:

 Name of the event.

 Goals and objectives of the event.
 Team roles with each member introducing their role.
 The team's plan to ensure effective communication. (e.g., team meetings)
 Proposed professional schedule of the event. (approximate)
 Fundraisers and budget of the event.
 Gantt chart of the event

The presentation duration is 20 minutes and should be completed within the first 2
weeks.

After obtaining the approval to your event/project, you should demonstrate how you
are planning to effectively deliver the training event by designing a professional
project plan with following details.

 Roles appointed to group members and an evaluation of interpersonal skills of

each member that justifies the assigned role in the team.
 Goal and objectives of the project.
 Design a detailed schedule to support the planning of the training event.
Include contingencies for potential delays or issues that may arise during the
planning process. Justify the time allocated for each task and explain how it
contributes to the overall success of the event.
 You are required to design and deliver a comprehensive training event that
effectively addresses the IT/Leadership or Soft-skills development needs of the
target audience. Utilize different communication styles and formats to engage
participants and ensure effective learning outcomes.
 Demonstrate effective time-management skills in planning the training event.
Develop a detailed timeline outlining key milestones, deadlines, and
contingencies to ensure the event runs smoothly and stays within the allocated
timeframe.
 Evaluate the effectiveness and application of interpersonal skills during the
design and delivery of the training event. Reflect on your communication
strategies, ability to engage participants, and address any conflicts or issues
encountered during the planning and execution stages.

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  Also include evidence (photos) of your actions/engagements during the design
and the delivery of the training event.

Section 2:

Your objective is to demonstrate the effective use of various problem-solving

techniques throughout the planning and execution stages of the event. Utilize
approaches such as brainstorming, root cause analysis, and SWOT analysis to address
challenges and ensure smooth event delivery.

 Apply critical reasoning skills to the design and delivery of the event. Evaluate
different options, anticipate potential issues, and make informed decisions to
optimize the event's success.
 Conduct research on different problem-solving techniques commonly used in
event planning and execution. Explore the advantages and limitations of each
technique and how they can be applied effectively in the context of organizing
a conference.
 Justify the selection and application of various methodologies in the design and
delivery of the conference. Explain why certain problem-solving techniques
were chosen over others and how they contributed to the overall success of the
event.
 Evaluate the overall success of the conference in terms of how well critical
reasoning and problem-solving techniques were applied to achieve the end
goal. Reflect on the effectiveness of the strategies implemented and identify
areas for improvement in future events.

(e.g. timescale, stages, resources, critical path analysis)

Section 3:

Work in your team by contributing your skills and knowledge to meet the project goal.

 Discuss the significance of team dynamics in determining the outcome of group

work. Explore how effective communication, collaboration, and leadership
within the team can influence success, while conflict, poor coordination, and
lack of cohesion can lead to failure.
 Analyse the team dynamics observed during the project, focusing on the roles
played by each group member and their effectiveness in achieving shared goals.

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 Evaluate how well the team functioned as a unit, identifying strengths and
weaknesses in communication, leadership, and collaboration.
 Critically evaluate your own role and contribution to the group scenario. Reflect
on your strengths, weaknesses, and areas for improvement in terms of
communication, teamwork, and leadership skills. Assess how your actions
influenced the team dynamics and contributed to the overall success or failure
of the project.

Section 4:

 Discuss the significance of CPD in the context of continuous learning and personal
development. Explore how engaging in CPD activities can enhance skills,
knowledge, and motivation, leading to improved job performance and career
advancement.
 Review various motivational theories such as Maslow's Hierarchy of Needs,
Herzberg's Two-Factor Theory, and Expectancy Theory. Analyze the impact these
theories can have on individual and team performance in the workplace, and
how they can be applied to enhance motivation and productivity.
 Produce a development plan outlining your responsibilities, performance
objectives, and required skills for achieving future career goals. Identify specific
CPD activities, such as training programs, workshops, and mentorship
opportunities that align with your development plan and contribute to your
professional growth.
 Justify the role of CPD and development planning in building motivation. Explain
how engaging in CPD activities and setting clear development goals can
enhance job satisfaction, performance, and overall motivation in the workplace.
 Evaluate a range of evidence criteria used as measures for effective CPD. Analyze
factors such as relevance, credibility, and applicability of CPD activities in
achieving learning objectives and professional development goals.

Recommended Resources
Please note that the resources listed are examples for you to use as a
starting point in your research – the list is not definitive.

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Learning Outcomes and Assessment Criteria

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Table of Content

Contents

Section 1....................................................................................................................... 17
Members of the group are assigned roles, and each member's interpersonal skills are
evaluated to support their assigned function within the team...................................17
Goals and objectives of the event..............................................................................18
Proof of communication formats and styles:..............................................................18
Findings/Outcomes of the communications: -............................................................21
Challenges and solutions to overcome them.............................................................22
Professional project schedule..................................................................................... 23
grant chart for the training event.............................................................................. 24
Section 2....................................................................................................................... 25
Problem solving techniques....................................................................................... 25
How we use SWOT analysis for our project................................................................27
List of Activities.......................................................................................................... 37
Evaluating overall success of the event.....................................................................37
How we applied Critical Thinking in Time management.............................................37
Evaluating overall success of the program................................................................38
Section 3....................................................................................................................... 39
Importance of Team Dynamics.................................................................................. 39
How we select members for the positions.................................................................40
Analyzing Have the Team Members Fulfilled Their Jobs.............................................40
Evaluating my own role to the group work................................................................41
Section 4....................................................................................................................... 43
Continuing Professional Development (CPD)?............................................................44
Lifelong learnings....................................................................................................... 44
Motivation theories.................................................................................................... 48
Personal Development plan for Achieving Goals and Developing Skills.....................53
Creating a professional development plan in 6 steps................................................54
Importance of Personal Development Plan (PDP).......................................................57

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Acknowledgement

First, I would like to thank our lecturer, Mrs. Leandra, for teaching us all the necessary things in the
subject of professional practice both theoretically and practically. That was a great help for me to do
this assignment. I used the information on some other websites. So, I would like to thank the authors
who made them. Also, I would like to thank my friends who helped me with information when
making the assignment. Finally, thanks to all who helped me to make this assignment.

Introduction

This assignment is about the training event which was held on 2024/07/20. The things related to
training events in terms of the learning outcomes of the Professional Practice module. The main
points about the training event are described within this assignment under four tasks.

Section 1
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 Members of the group are assigned roles, and each member's interpersonal skills are
evaluated to support their assigned function within the team.

Team member Belbin’s team roles Roles of the Interpersonal skills Tasks completed
Name presentation
Sithmi (Leader) Co-Ordinator Trainer Clear communication, Types of AI
Caring about other people
Sakuntha (Me) Shaper Trainer presentation skills,
Public speaking Practical AI tools and
Sanuri Complete Finisher Trainer Socializing skills, frameworks
Clear communication
Susith Recourse Investigator Trainer Socializing skills, What is it and how
Empathy for others does work (AI)
Saajidha Specialist Trainer Clear communication, Delivery of shares to
Presentation skills trainers.

Agilash Team worker Trainer Empathy for others, Ethical Implications of

Socializing skills AI

praveera Plant Trainer Enthusiastic, Future of AI

Clear communication

Avinas Monitor Evaluator New employer building relationships Q & A Section

Clear communication

Maheesha Monitor Evaluator New employer Socializing skills, Q & A Section

Public speaking

Oshada Implementer New employer Constructive feedback, Q & A Section

Clear communication

Yasitharan Implementer New employer Enthusiastic, Q & A Section

Constructive feedback

Gimhan Team worker New employer Socializing skills, Q & A Section

Clear communication

Rajeewan Recourse Investigator New employer Teamwork, Q & A Section

Public speaking

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Name of the Event.

This program was implemented to train new employees of the Netgeniussolution(pvt) ltd

Goals and objectives of the event

 Explaining about What is it and how does work (AI) – To give in-depth explanation to new
employees how to work AI
 Explaining about Types of AI - To give in-depth explanation to new employees about types
of AI
 Explaining about Ethical implementation of AI - To give in-depth explanation to new
employees about Ethical implementation of AI
 Demonstrate the Tutorial section of AI tools - To give in-depth explanation to new
employees how use AI tools
 Q & A section for new employees.

Evidence of the forms and communication methods used in interactions with group members,
as well as the conclusions and outcomes of those interactions.

Proof of communication formats and styles:

Our group members got together and created a group using Zoom, WhatsApp and did all the
activities related to the training event through that WhatsApp group and Zoom meetings.

WhatsApp Group

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Zoom meetings

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Findings/Outcomes of the communications: -
On the presentation day, we did our presentation very well and successfully. We got good comments
from our lecturer.

Participation Certificate
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Challenges and solutions to overcome them

Challenges Solutions
Language barriers between team members Appointed a team member to translating
for physical meeting and practicing We prepared meeting in Zoom Application
Time management issues Speeding up the process and managing the
time somehow
Postponing the event

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Professional project schedule
Activities Time slots Responsibility

1. Day 1: First Meeting

and Role Assignment
2. Days 2-3: Discuss
Event Details and
Budget Week 1: Initial Planning and All the members of our team
3. Days 4-6: Content Preparation contributed for this part.
Creation and
Scheduling
4. Day 7: Finalize
Content and
Equipment
5. Days 8-12: Pre-
Event Rehearsal and
Confirmations
6. Day 13: Final Week 2: Final Preparations All the members of our team
Adjustments and Rehearsals contributed for this part.
7. Day 14: Final
Practice and Checks

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grant chart for the training event

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 Section 2
What is problem?

A problem is generally considered to be a task, a situation, or person which is difficult to deal with
or control due to complexity and intransparency. In everyday language, a problem is a question
proposed for solution, a matter stated for examination or proof. (Seel, 2012)

Problem solving techniques

1. brainstorming

Purpose of Brainstorming

Unlike concept mapping, the main aim of brainstorming is to come up with a large number of
qualitative ideas within the shortest time possible. It permits ease of brainstorming and idea
generation without the pressure of evaluation or criticism, thus enabling several ideas to be tried out.

Steps in Brainstorming

 Define the Problem

It is necessary to formulate the primary objective or the specific issue that has to be solved.
Ensure all the participants have understood the problem under discussion and the goal of the
session.
 Set the Ground Rules
Make rules that will foster favorable working atmosphere. Common rules include:
- Pursue the wild and wilder idea.
- Ideas should not be criticized or judged during the idea’s session.
- Continuing with what others have said.
- At the beginning it is more important to aim at the quantity of yields than the quality.
- Ensure everyone participates.
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  Generate Ideas
Make the participants open up and express their ideas. This could be done verbally, using
written notes perhaps scribbled on sticky notes, or using some device. Promote innovative
behaviors among the people in question.

 Record Ideas
Record all ideas in a place where everyone can see them, this can through the use of
whiteboard or flip chart or even collaborative software. This way, there is a visibility of all
the ideas that have been generated and no idea gets lost.

 Evaluate and Select Ideas:

The final step related to the brainstorming session is the assessment of ideas that are
generated during this phase. This phase covers dialoguing on the prospects of the ideas, their
consequences and applicability. Identify the best solutions for additional elaboration or
application.

Techniques to Enhance Brainstorming

 Brainwriting
In this process, each participant is given a sheet of paper and asked to jot down his / her
thoughts in a no more than three-minutes period before sharing. It can avoid the problem of
groupthink, thus allowing the input from every member of the group.

 Mind Mapping
Employ various graphical designs that may show the conceptions and their correlation. This
assists in processing information and coming up with a framework of how various ideas are
connected.

 Round-Robin
This way, participants seize turns to tell an idea, so that no one in the group could dominate
the others.

 Rapid Ideation
For this reason, assign a small amount of time for idea generation to try and eliminate the
self-censorship that many people put up automatically even when brainstorming.

Benefits of Brainstorming

 Diverse Perspectives
It allows mingling opinions and observation of other people thus coming up with many
options at disposal.

 Encourages Creativity
Encourages out-of-the-box thinking and as such is very suitable for encouraging new ideas.

 Boosts Team Collaboration

Involves the resolution of issues by a team instead of an individual.

 Generates Multiple Solutions

Helps to improve the chances of identifying efficient solutions because various prospects are
analyzed.

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Challenges and Solutions

 Dominance of Strong Personalities

Make sure that the facilitator controls the session to allow each of the participants to express
him/herself.

 Criticism and Judgment

Reconvene the team and remind everyone about the no-criticism policy that was put in place
to avoid negativity.

 Lack of Participation
In this case, round-robin technique or brainstorming technique referred to as brainwriting
can be employed in the process.

2. SWOT analysis

SWOT (strengths, weaknesses, opportunities, and threats) analysis is a framework used to

evaluate a company's competitive position and to develop strategic planning. SWOT analysis
assesses internal and external factors, as well as current and future potential. A SWOT analysis
is designed to facilitate a realistic, fact-based, data-driven look at the strengths and weaknesses
of an organization, initiatives, or within its industry. (Kenton, 2023)

SWOT analysis is a tool used for strategic planning and problem-solving, which focuses on the
aspects of Strengths, Weaknesses, Opportunities and Threats concerning a certain business,
project, or a goal. Here's a detailed explanation of how it works
Here’s a detailed explanation of how it works

How we use SWOT analysis for our project

 Had a good leader.

 Had supportive and motivated team
Strengths members.
 Having a wide knowledge about team
members.

 Weak attendance at meetings.

Weaknesses  Delaying responsibilities.

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  Bad time management of works.

 Polite teacher.
 Easy permissions.
Opportunities  Friendly audience.

 Projector issues.
 Wiring issues.
Threats  Internet issues.

Components of SWOT Analysis

 Strengths
Definition - Resources within a company that would enhance or make the positive result
achievable.
Examples - Brand identification, well-trained people, technological resources, the firm’s
financial position.

 Weaknesses
Definition -The internal threats that may be characteristic of any organization where it is
difficult to achieve the objectives set.
Examples - Lack of proper location, non-up-to-date equipment, less research and
development and no specialization.

 Opportunities
Definition - Opportunities: These are the external conditions which are favorable for the
organization.
Examples - Market OPPs are growth in the market, government policies and measures,
available technologies, customer population characteristics.

 Threats
Definition - The negative influences that are located outside the business or project that
could contribute to the trouble.
Examples - Market risks, business risks, operating risks: economic, competitive, consumer,
and governmental risks.

Example of SWOT Analysis

Objective - Introduce a product onto the market.

 Strengths
- Innovative product design.
- Strong brand recognition.
- Experienced R&D team.
 Weaknesses
- Limited marketing budget.
- Principal agent risk; for instance, relying on a single supplier.
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 - Lack of retail presence.

 Opportunities
- Market expansion of similar products among the targeted consumers.
- Potential partnerships with retailers.
- Increase of digitization in marketing technologies.

 Threats
- Stiff market competition from other recognized brands of coffee.
- Economic instability.
- Changing regulatory environment.

Advantages of SWOT Analysis

 Simplicity
o Easy to Understand: Since it is a framework, it is very clear and easy to follow and hence it
can easily be understood by all the stakeholders irrespective of their level of experience.
o No Specialized Training Required: This limits the do no harm principal as it does not need
specialized training, nor does it need intricate software to apply.

 Comprehensive Insight
o Holistic View: Holds the advantage of offering a wide view since it includes internal and
external sources.
o Balanced Analysis: Promote evaluation of the outcomes within and outside of the
organization, both the favorable and adverse ones.

 Strategic Planning
o Informed Decision-Making: It assists when making strategic decisions; strength to build on
and weakness to overcome.
o Opportunity Identification: Helps in drawing out factors that can be leveraged in the growth
and development process.

 Versatility
o Wide Applicability: Beneficial in a wide range of situations such as corporate strategy, or
personal strategy and in the process of the project designing and even in further education.
o Adaptability: Applicable to organizations, and companies regardless of their size and the
nature of operations they engage in.

Disadvantages of SWOT Analysis

 Subjectivity
o Bias: Another weakness in the analysis is that it will be affected by the attitudes and
perceptions of the parties that are undertaking the analysis.
o Lack of Objectivity: This could be a consequence of the absence of objective information as
without it the assessment can be arbitrarily far from the real situation.

 Static Nature

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 o Snapshot in Time: Usually gives a snapshot of a particular time and may not be relevant
where there is a quick shift in the environment.
o No Dynamic Updates: Must be updated frequently in order not to become outdated and this
may take some time.

 Action Plan Requirement:

o Follow-Up Needed: SWOT analysis as a strategy is insufficient in that it only just identifies
strengths, weaknesses, opportunities and threats but does not immediately call for an action
plan.
o Implementation Gap: The problem with this set up is that there often is a gap in between the
analysis and the subsequent actions to be taken.

3. Five Whys method

Five whys (5 whys) are a problem-solving method that explores the underlying cause-and-effect of
problems.
The primary goal is to determine the root cause of a defect or a problem by successively asking the
question “Why?”. (TULIP, n.d.)

Five Whys is a straightforward strategy combined with problem analysis, vital for identifying the
originating cause of a concern by replying to ‘why’ five times at the least. Here's a detailed
explanation of how it works and its benefits: Here’s a detailed explanation of how it works and its
benefits:

How the Five Whys Method Works

1. Identify the Problem

First, it is necessary to formulate the issue that you want to solve.

2. Ask Why
Solicit for the causes of the problem. This should be a direct question followed by the most likely
cause of the incident.

3. Answer and Ask Again

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If you have an answer always follow the answer with a “why” as it helps get to the next level of
cause. Repeat this process.

4. Continue the Process

When asking “why” do so until one gets to the bottom of the problem. Usually, it occurs in about
five iterations, although it might be more or less, based on the difficulty of the issue under analysis.

5. Address the Root Cause

After the root cause has been pointed out, draw up measures that can be taken to help eliminate the
possibility of the same problem arising again.

Example of the Five Whys Method

Problem: The car won't start.

1. Why? - The battery is dead.
 Why? - The alternator is not working.
 Why? - The alternator belt is broken.
 Why? - The alternator belt was old and hadn't been replaced.
 Why? - The maintenance schedule was not followed.

In this example, the root cause is that the maintenance schedule was not followed. Addressing this
root cause can prevent the problem from happening again.

Benefits of the Five Whys Method

 Simplicity
Customer friendly and implementable without detailed know-how or equipment needed to do
the switching
 . Effectiveness
Enables one to get to the root of an issue rather than just the signs of the issue.
 Collaboration
Encourages cooperation as several individuals can be involved, hence different ideas can be
explored.
 Preventive Action
Paves way to solutions; a conception that ensures eradication of similar issues in the future.
 Versatility
It can be adopted in several businesses and settings: production industries and service sectors
as well.

Tips for Using the Five Whys Method

 Be Honest
Make sure that the “why” answers are not fabricated and should hold substance.
 Involve the Right People
This means that in the process, one must include people who will understand the problem.
 Focus on Process
Focus on the procedure in place, and not engaging in finger pointing.
 Document the Process:
Take note of each process, so you can look back and see the direction you are heading.
4. Root Cause analysis

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Root cause analysis (RCA) is the process of discovering the root causes of problems in order to
identify appropriate solutions. RCA assumes that it is much more effective to systematically prevent
and solve underlying issues rather than just treating ad hoc symptoms and putting out fires.
(Tableau, 2023)

Root cause means the root of the problem or the core of the defect, while Root Cause Analysis or
RCA is a problem-solving tool that seeks to find out the causes of a particular defect. In contrast to
analyzing different manifestations of a problem, RCA aims at identifying the causes that led to the
problem occurrence. Here’s a detailed explanation of the technique: Here’s a detailed explanation of
the technique:

steps of Root Cause Analysis.

 Define the Problem:

State the problem and specify how it affects and how extensive it is. Assesses involve
gaining as much details as possible concerning the problem and this includes time of
occurrence, place and persons involved and the signs of the problem.

 Collect Data
Collect information and facts with reference to the problem at hand. These may be in form of
logs, reports, interaction with the involved personnel, and other documents concerning the
case.

 Identify Possible Causes

State all possible sources of the problem. This can be done in form of meetings, discussions
and developing a cause-and-effect chart, known as the Fishbone Diagram (Ishikawa
Diagram) that identifies potential root causes under people, process, tools, materials,
environment, and management categories.

 Identify the Root Cause

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 Discuss the root cause(s) from the given possibilities. This often entails posing the question
“why” several times (the ‘5 Why’s technique) to get to the root level of the problem.

 Develop Solutions
After a cause is pinpointed, generate and establish recommendations that are directed at it.
Measures should be practical, feasible, and focused on the resolution of the problem, so it
won’t reoccur again.

 Implement Solutions
Implement the chosen/selected solutions into practice. This may be in the form of modifying
procedures, orientation, formulation of policies or any actions that may seek to solve the
identified cause.

 Monitor and Evaluate

After applying the solutions, it is necessary to assess the outcomes to determine whether the
issue is no longer present and unlikely to reoccur. This step may include everyday check-ins,
monthly/quarterly/annual assessments, and feedback sessions.

 Document and Communicate

Record the findings, actions taken, and results. Communicate the outcomes and any lessons
learned to relevant stakeholders to promote a culture of continuous improvement.

Methods and Instruments Applied in RCA

 5 Whys
A basic and powerful procedure of getting to the root cause of a certain issue by asking
questions beginning with the word why.

 Fishbone Diagram (Ishikawa)

A graphic or visual aid instrument used to group possible causes of an issue in order to find
out cause(s) of causes.

 Pareto Analysis
Uses the Pareto Principle where one identifies the problem or cause that produces the most
significant effect and needs to be given early attention.

 Failure Mode and Effects Analysis (FMEA)

A systematic method for assessment of potential failures and their effects in order not to let
the problems arise.

 Fault Tree Analysis (FTA)

A technique that is top down or deductive approach that can be used when in an attempt to
determine the failure or problem finding its root from a top event.

Advantages of Root Cause Analysis

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  Prevents Recurrence
That way, organizations are able to avoid a repetition of the problem.

 Improves Processes
There are big chances to get some kind of benefit out of RCA, it often results in
improvement of the processes.

 Enhances Safety
Analyzing and eradicating their causes can help avoid mishaps and improve employees’
safety.

 Reduces Costs
Recurring issues therefore cost an organization a lot of time and money that could have been
used in other productive activities.

 Promotes a Problem-Solving Culture

Promotes problem solving and more importantly the spirit of enhancing the existing systems
within the organization.

What is Critical Reasoning?

Critical reasoning is about finding, studying, and fixing problems in a careful way. It
involves looking at statements and arguments, statements and assumptions, statements
and conclusions, statements and courses of action, cause, and effects, and more. Now,
Let’s explore the different types of critical reasoning.

Different types of Critical Reasoning

1. Statement and Argument

In critical reasoning, people make a series of statements. Each statement shares a
different opinion about something and talks about various ideas either supporting or
opposing it. Candidates must pick the right argument from a list of choices.

2. Statement and Assumption

Candidates need to make smart choices by using the information given. It's important
to pick the right assumption for the best decision in this critical reasoning situation.

3. Statement and Conclusion

You will be given a paragraph or statement, and then you need to think carefully
about it. After that, you must decide based on what you read and choose the right
conclusion from the options provided.

4. Statement and Course of Action

Critical reasoning involves looking at a situation, hearing a statement about it, and
then deciding on the best action to take from a list of options. It's like being given a
scenario and choosing the right thing to do based on what's said about it.

5. Cause and Effect

Candidates need to figure out if the given statements are things that happen on them
own, or if one thing causes another. They also need to see if both statements are
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 caused by something else. This is important in critical thinking.

Example for an incident solved using Critical Reasoning

Statement - Should the school grant permission for the event organized by an external
institution?

Argument - No, since the school can handle its events without external help.

Solution - This idea is not good because only using the school's staff might make the
event not very diverse and not very good. This is not good for giving a complete learning
experience

Applications of Range of Methodologies

Problem solving methodologies are ways to analyze a situation or issue and find
solutions. There are different methods that can be used for specific situations such as,]

1. Brainstorming
2. Abstraction
3. Analogy
4. Lateral thinking
5. Root cause Analysis
6. Critical Path Analysis

1. Brainstorming

Brainstorming is a creative strategy that helps to produce a vast quantity of ideas or solutions
to the issue. It is a process that embraces the gatherings of a group of people in order to
brainstorm, or exchange ideas without prejudice. The objective of this process is to have free
and voluntary, where all ideas are admitted, and none judged or evaluated from the outset. It
assists in determining different stances that one may take and hence can be viewed as
problem solving with creativity.

2. Abstraction

Abstraction in problem solving involves simplifying a complex problem by focusing on the

essential details and ignoring the irrelevant ones. By creating a simplified model or
representation of the problem, it becomes easier to understand and solve. This technique
helps in breaking down complicated issues into manageable parts, making it easier to
identify solutions.

How we use Abstraction for our event

When abstracting, we remove specific details and keep the general relevant patterns

3.
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 4. Abstraction is like a
filter that helps us focus
on important patterns
while ignoring the
5. details we don't need.
It's a way of thinking
that becomes useful for
problem-solving. As
6. we tackle a problem,
asking the right
questions helps us
figure out the essential
parts and
7. ignore the less
important details. This
skill of thinking at the
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 right level of abstraction
is
8. crucial for finding
solutions. In simple
terms, abstraction
means concentrating on
what
9. matters and leaving
out what doesn't.
10. Abstraction is like a
filter that helps us focus
on important patterns
while ignoring the
11. details we don't
need. It's a way of
thinking that becomes
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Sakuntha Sankalpa professional practice-01
 useful for problem-
solving. As
12. we tackle a
problem, asking the
right questions helps us
figure out the essential
parts and
13. ignore the less
important details. This
skill of thinking at the
right level of abstraction
is
14. crucial for finding
solutions. In simple
terms, abstraction
means concentrating on
what
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 15. matters and leaving
out what doesn't.
16. Abstraction is like a
filter that helps us focus
on important patterns
while ignoring the
17. details we don't
need. It's a way of
thinking that becomes
useful for problem-
solving. As
18. we tackle a
problem, asking the
right questions helps us
figure out the essential
parts and
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 19. ignore the less
important details. This
skill of thinking at the
right level of abstraction
is
20. crucial for finding
solutions. In simple
terms, abstraction
means concentrating on
what
21. matters and leaving
out what doesn't.
22. Abstraction is like a
filter that helps us focus
on important patterns
while ignoring the
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 23. details we don't
need. It's a way of
thinking that becomes
useful for problem-
solving. As
24. we tackle a
problem, asking the
right questions helps us
figure out the essential
parts and
25. ignore the less
important details. This
skill of thinking at the
right level of abstraction
is
26. crucial for finding
solutions. In simple
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 terms, abstraction
means concentrating on
what
27. matters and leaving
out what doesn't Abstraction in problem solving
involves simplifying a complex problem by focusing on the essential details and ignoring the
irrelevant ones. By creating a simplified model or representation of the problem, it becomes easier
to understand and solve. This technique helps in breaking down complicated issues into
manageable parts, making it easier to identify solutions.
General patterns Specific patterns
We need to know that we need an We don`t need to know what type of
audience audience is.

We need to know that we need a place. We don`t need to know what type of place
is.

We need to know that we need a topic for We don`t need to know what the topic is.
the event.

3. Lateral thinking

Literal approach to the problem-solving means that in the situation the data is treated in a precise
and concrete manner: any hidden meaning or other trends are not searched. It concentrates on the
specific issues of a problem and deals with these issues using practical and clear methods and
concepts. This method is especially applied to those tasks that presuppose definite and unambiguous
approaches.

4. Analogy

5. Analogy is like a
mental connection
between two things:
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 something you already
know
6. (source) and
something you're trying
to understand (target).
It works by finding
7. similarities or
connections between
the two, making it
easier to apply what you
already
8. know to the new
thing. In simpler terms,
it helps you use what
you know to figure out
9. something new.
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 10. Analogy: Planning a
Training Program.
Analogy in problem solving is the use of similar event to understand a new problem that may have
a similar solution to the one known. It aids in helping one understand the new problem since it is
likened to a previously known one, hence be able to apply known solutions or strategies to it. In this
technique, problems faced in the current moments are solved through brainstorming from past
experiences to come up with new unique solutions.

5. Root cause analysis

Root cause analysis in problem solving involves identifying the fundamental reason for a problem.
By systematically examining the underlying causes rather than just addressing the symptoms, it aims
to prevent the issue from recurring. This method often uses tools like the "5 Whys" or fishbone
diagrams to dig deep into the problem's origin and find lasting solutions.

6. Critical path analysis

Critically pathed method in problem solving involves the determination of the longest chain of
activities that are interdependent in order to determine the shortest time that is likely to elapse in
completing the project. This way, attention is accorded to such critical tasks that aid in enhancing
the timeliness of project delivery. Unfortunately, this technique is crucial for proper business
planning and program timing.

List of Activities

List of Activities Days assigned for them

First meeting and role assignments 1
Discuss event details and budget 2
Content creations and scheduling 3
Finalize content and equipment 1
Pre-event rehearsal and confirmation 5
Final adjustments 1
Final practice and check 1

Evaluating overall success of the event

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It is important to see how effective the program was, what it achieved, and where it can
get better. This helps us know if we reached our goals. We would look at important signs,
see if we met our objectives and listen to what people involved have to say. This gives us
a full view of how successful the program was. We do not just want to celebrate what
went well; we want to learn from it to make better choices in the future. Come along as
we go through the necessary steps to check if our program did a good job, so we can keep
getting better results.

How we applied Critical Thinking to our event

What is Critical Thinking?

When you're doing school assignments or deciding on things like your career, you need to
do some research and think about all the good and bad parts of the choice. The most
important thing that helps you make these decisions is called critical thinking. Critical
Thinking is super important in both your personal and work life.
Critical thinking means looking at all the facts and figures in a situation before doing
something. It involves paying close attention, being creative, and solving problems. This
helps you really understand the information you have and use it to make good decisions.
Whether it's doing schoolwork or everyday tasks, or even solving big problems, critical
thinking is something you need every day. In this article, we'll check out some real-life
examples to see how critical thinking plays a big role

How we applied Critical Thinking in Time management

Time is important, and using it wisely is super crucial. Critical thinking in time
management means planning your schedule smartly based on how important tasks are.
For instance, if a task takes up a lot of your time but doesn't give you much in return, it's a
good idea to rethink your schedule. Give more time to things that give you better results.
So, we decided to give more time for very important tasks that give us better results and
outcomes. Below table demonstrate the list of activities with time allocated for them
(More or less time) and whether the task is important or not. Like that we made a list. So,
we decided to assign more time for important tasks.

Task Time allocated Status

Creating logo for the team More Not important
Selecting topic for the tram More important
Selecting audience for the More important
program

Evaluating overall success of the program

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On the presentation day, we did our presentation very well and successfully. We got good comments
from our lecturer.

Section 3

Importance of Team Dynamics

Team dynamics are all about how people in a team get along and work together. It's about
how they talk, help each other, and do things together to achieve a common goal.
Different things, like how each person behaves, their work styles, and attitudes, can
impact on how the team operates. Even factors like the team's culture and how the
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organization is set up can play a role.

When team dynamics are good, teams can reach their goals faster and perform better
overall. People in the team feel happy and involved in their work. If a team works well
together, their individual and group performance is more than 50% better at getting things
done

Factors that create strong team dynamics

 Communication
 Trust
 Roles and responsibilities
 Diversity and inclusion
 Conflict resolution

Factors that affect the team dynamics

 Leadership
 Organizational culture
 Personalities
 Goals and objectives

Benefits of Team Dynamics:

 Improving productivity
 High job satisfaction
 Increased innovation
 Better decision making

How Does Team Dynamics Help for Our Project

We shared information about "artificial intelligence" with new employees. As we discuss how
teamwork benefits our project, we begin by explaining how we select individuals for two roles.
After the project, we checked whether everyone did their job well and fully fulfilled their
responsibilities

How we select members for the positions

Due to the recent awakening of artificial intelligence, our members decided to conduct our
presentation as a program to impart knowledge about artificial intelligence to new employees
coming to a software manufacturing company. "Sithmi" was appointed as the team leader by all of
us to guide the team members.

For the training program, our members were divided into two groups, employees and new
employees undergoing training. ("Sanuri, Susith, Saajidha, Agilash, praveera, Sithmi, Sakuntha")

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are the employees of the institute. (Avinas, Maheesha, Oshada, Yasitharan, Gimhan, Rajeewan) are
the newly joined employees of the institute.

While the presentation is a task entrusted to the employees by the old employees of the organization.
It is up to the new employees to understand the presentation and ask any questions they may have

The presentation was divided into six parts and given to six former employees. That is

 Sithmi (Leader) - Types of AI (She got the part because she has the ability to present clearly)

 Sakuntha (Me) - Practical AI tools and frameworks (I think I was given the part because I
have presentation skills and public speaking skills.)

 Sanuri - Practical AI tools and frameworks (she got the part because she has social skills and
clear communication skills)

 Susith - What is it and how does it work (AI) (He was given this part because of his social
skills and empathic skills towards others)

 Saajidha - Delivery of shares to trainers (she got the share because of her clear
communication and presentation skills)

 Agilash - Ethical Implications of AI (He was given this part because he has empathy for
others and socialization skills)

 praveera - Future of AI (He was given this part because of his passionate and clear
communication skills)

 Avinas, Maheesha, Oshada, Yasitharan, Gimhan – Q & A (Appointed as new employees and
should have clear communication, public speaking, enthusiastic skills.)

Analyzing Have the Team Members Fulfilled Their Jobs

Once we've chosen our team roles, we need to figure out how to all work together. We want to see
how each person's job on the team can help us reach our goals. This table shows that information.
We've looked into the details, and we're now sharing what we found. What you think about it may
differ

Name Role played Score

Sithmi  Team leader
 Old employer 95 %
 Presenter of Types of
AI
Sakuntha  Old employer
 Presenter of Practical AI 92 %
tools and frameworks
Sanuri  Old employer

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Sakuntha Sankalpa professional practice-01
  Presenter of Practical AI 93 %
tools and frameworks
Susith  Old employer
 What is it and how does 96 %
work (AI)
Saajidha  Old employer
 Delivery of shares to 96 %
trainers.
Agilash  Old employer
 Ethical Implications of 92 %
AI
praveera  Old employer 93 %
 Future of AI
Avinas  New employer 92 %
 Ask Questions
Maheesha  New employer 93 %
 Ask Questions
Oshada  New employer 94 %
 Ask Questions
Yasitharan  New employer 92 %
 Ask Questions
Gimhan  New employer 94%
 Ask Questions
Rajeewan  New employer 93 %
 Ask Questions

Evaluating my own role to the group work

Looking back at my part in the group project, I'm thinking about how good I did in the
job I was given. I'm looking at how what I did affected the team's progress and if I helped
us reach our goals together. This self-check is helping me figure out what I did and how I
can do better next time we work together

Roles that played by me:

 Old employer
 Presenter of Practical AI tools and frameworks
 Create my presentation slides

Old employer

 During my presentation my character is to appear as an old employee working in the

organization

Presenter of Practical AI tools and frameworks

 The purpose of my separate presentation is to introduce new employees to the artificial

intelligence tools currently used in our organization and to teach new employees how to use
those tools.

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Create my presentation slides

My presentation slides: -

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 Section 4

Continuing Professional Development (CPD)?

Continuing Professional Development abbreviated as “CPD” is a process of learning, training, and

development that a professional follows in his or her career to update the existing skills and
knowledge regularly.

Some of the activities that can qualify as CPD include workshops, conferences, seminars, online
courses, training among others. The aim of understanding CPD is to appreciate more of the fact that
professionals need to be competent in their working area, need to update themselves and required to
enhance their performance.

Many professions are likely to have their own general continuing professional development
requirements that practice members must meet for them to remain professionally active or
accredited.

Lifelong learnings

Why does lifelong learning matter?

In a rapidly changing world, where technology, globalization, climate change, growing polarization
of societies, and demographic and social dynamics are reshaping every aspect of our lives, education
is undergoing a transformational journey. Education is no longer confined to traditional school-
based education for children but has expanded to encompass lifelong and life-wide learning.

People can no longer navigate their life course using only the skills and knowledge acquired at
school, college or university. They need to learn throughout life. Lifelong learning is an effective
and transformational means of tackling current global challenges. (Unesco.org, 2024)

importance of lifelong learning

 Adaptability to Change
Today the world is advancing with new technologies and methodologies and the occurrences
are frequent. Lifelong learning enables one to attain the above benefits so that they continue
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 to be relevant in their working places.

 Personal and Professional Growth

Updating your knowledge and skills from time to time allows the individual and/or career
progress. It creates chances for promotion, new positions, and sometimes career switch.

 Increased Employability
It is considered desirable for employees to extend their knowledge in the organization. The
usage of Human Capital also determines employability, because lifelong learners introduce
new and improved ideas and techniques to organizations.

 Enhanced Critical Thinking

Education activities help in developing critical thinking as well as problem solving skills
among individuals. It helps someone to challenge assumptions, engage analysis and make
decisions on the best practices out of the available resources.
 Improved Health and Well-being
It is important to note that the primary goal of most activities featured in this paper is to keep
one’s mind engaged, and thus, maintain cognitive abilities that decline with age. Moreover,
satisfaction and confidence about one’s ability to learn can also create beneficial effects on
mental health.

 Social Engagement
Education throughout people’s entirety is sometimes a process of affecting or
communicating with other people formally as well as interpreting formative zones. This may
result in good relationships with other people and feeling integrated into society.

Examples for Lifelong Learning

 Continuous Professional Development

Types of CME include going for a workshop, seminar or online courses on knowledge and
trends that exist in the working field. For instance, the software engineer practicing new
languages or any tools in his or her profession.

 Learning from Life Experiences

Taking into consideration the past outcomes that have been achieved as well as those that
were failed and learning from them in order to avoid repeating them.

 Learning New Hobbies

Engaging in new pastimes of painting, playing an instrument or tending the garden. These
activities not only help in relaxation but also assist in boosting the creativity and problem-
solving abilities of the person.

 Online Courses
Bettering themselves by going through some of the online classroom courses like on
Coursera, Udemy or edX etc. and taking up subjects that one may have developed an interest
in, such as psychology, business management, artificial intelligence etc.

 Attending Conferences
Attending conferences and seminars in which one can be taught and acquainted with other
specialists and know the latest trends in several fields.

 Community Learning
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 It means getting to socialize in groups formed based on the areas of interest while people can
learn from each other like in photography groups, coding groups, cooking groups and so on.

characteristics of lifelong learning.

 Self-Motivation
 Openness to New Ideas
 Flexibility in Learning Approaches
 Critical Thinking
 Self-Reflection
 Networking and Collaboration
 Commitment to Personal and Professional Growth

Benefits of lifelong learning

Personal Benefits

 Enhanced Cognitive Function

Maintaining knowledge means that your brain is active and therefore your memory and
problem-solving ability and all other mental facilities will also be good. This can therefore
assist in preventing the early deterioration of the human brain as one ages.

 Personal Fulfillment
Continuing education enables a person to discover what they want in life and what they
enjoy doing, thus enhancing their quality of life.

 Increased Confidence
It may be seen that, with the acquisition of new knowledge, competence and larger stores of
confidence are established. It can closely affect your self-esteem and make a person more
inclined to take on new endeavors.

 Adaptability to Change
Ageing in the context of a rapidly evolving society is well dealt with through continual
learning which makes one to be agile. They bring the type of skills that enable one to handle
and survive in new situations and environments.

 Improved Mental Health

Lifelong learning can help improve one’s mental health as people will have direction in life,
be less stressed and look at life in a positive manner.

 Social Engagement
It is apparent that learning new things requires an individual to engage with other people, it
could be in a class setting, workshops among others. This can also lead to new friends and
buddies thus improving the social relationships of the related group or individuals.

Professional Benefits

 Career Advancement
That way, through on-going learning, one can be accredited in the growing job market as
they can update themselves with the latest market trends. It thus results in improved
employment prospects, higher chances of a promotion and hence higher pay.
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  Innovation and Creativity
This way, you get to learn more, grow becomes more creative and innovative. This may
result in enhancing problem solving skills and the efficiency in coming up with new ideas in
the workplace.

 Leadership Development
While some lifelong learning concepts entail persons accumulating knowledge, skills, and
habits throughout their lifetime, most competencies acquired entail soft skills such as
communication, emotions, and leadership. They are useful for managerial positions as well
as for personal career advancement.

Benefits of continuing professional development (CPD)

 Skill Enhancement
Thus, CPD assists people to maintain currency in their respective fields to confirm that they
are well equipped to handle the tasks assigned to them in the work environment.

 Career Advancement
Thus, engaging in CPD may result to increased competitiveness of the professional in the job
market, promotion or new job for instance.

 Professional Recognition
There are many industries and professional bodies that demand CPD as one of the standards
in their accreditation procedures. It can therefore be said that undergoing the process of CPD
can help boost one’s professional status.

 Adaptation to Change
The meaning of CPD is to update the professional knowledge of new technologies, rules and
trends in the specifics of the area of work of people, in other words, it means to promote
changes.

 Networking Opportunities
Some of the feedback which come along with CPD include seminars, workshops, conferences where
one meets other people of similar profession to share knowledge with or learn from.

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Motivation theories
Motivation is a state of mind, filled with energy and enthusiasm, which drives a person to work in a certain
way to achieve desired goals. Motivation is a force that pushes people to work with a high level of
commitment and focus, even if things are going against them. Motivation translates into a certain kind of
human behaviour. In short, motivation is the driving force behind human actions.
There are many different forces that guide and direct our motivations. It is important to ensure that every
team member in an organization is motivated and meets the best project management course bottom line.
Various psychologists have studied human behaviour and have formalized their findings in the form of
various motivational theories. These motivational theories provide insights into the way people behave and
what motivates them.
Motivation theory is a way of looking at the motivation of a person and how this influences their behavior,
whether for personal or professional reasons. It's important to every aspect of society but is especially
relevant to business and management. Motivation is the key to more profitable employees, as a motivated
employee is more productive (Knowledge Hut, 2019)

What Are the Types of Motivation?

The two main types of motivation are frequently described as being either extrinsic or intrinsic.

 Extrinsic motivation arises from outside of the individual and often involves external rewards such
as trophies, money, social recognition, or praise.

 Internal motivation is internal and arises from within the individual, such as doing a complicated
crossword puzzle purely for the gratification of solving a problem.

Motivational theories

Maslow's Hierarchy of Needs

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Maslow’s hierarchy of needs can be described as a psychological theory put forward by Abraham
Maslow in 1943. Conveys information about five categories of human necessities and is illustrated
by a pyramid. The theory put forward reveals that individuals always strive to meet the fundamental
needs before pursuing the higher ones. Here's a breakdown of the five levels: Here’s a breakdown of
the five levels:
1) Physiological Needs
These are the physiological needs for instance, food, water, warmth, rest, and shelter among
other necessities. Without these, the human body has no way of functioning as it should or as
needed. These are basic needs and must be met before moving up the pyramid to the higher
needs.

2) Safety Needs
The second category of needs focuses on the issue of safety and security once the physical
requirements have been satisfied. This encompasses personal security for instance from physical
hazards such as violence and accidents and economic autonomy for instance employment status,
financial health. It also has incorporated health and well-being.

3) Love and Belongingness Needs

These are social needs and include the established feelings of the need to belong and affection.
These embrace friendship, family and intimate relationships as well as social and community
networks. Being socially connected is in people’s nature because humans are social beings, and
this factor is crucial for their mental health.

4) Esteem Needs
This level is accompanied by the need for self-esteem and respect from other people. It can be
broken down into two types: two major types of motivation, namely: (a) extrinsic motivation,
which includes self- respect, confidence, and achievement, and (b) intrinsic motivation, which
entails the favor or regard of others or status and prestige. Satisfaction of these needs results in
achievement and competence.

5) Self-Actualization Needs
There is an idea of hierarchy in Maslow’s list of needs; and on the highest-level stands self-
actualization – the urge to be all that one can be. It is vital in the process of change, growth, self-
realization and the achievement of one’s individual potential. Individuals at this level strive for
the optimum potential in artistic, scholarly, and social activities.

advantages of Maslow's Hierarchy of Needs

 Comprehensive Framework
The theory by Maslow can be certainly viewed as the general framework on human
motivation, starting from the most primal, physical requirements, up to the higher spiritual
needs. It is of immense assistance when it comes to analyzing tendencies that characterize
the behavior of humans.

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  Prioritization of Needs
This hierarchy is based on the notion that people will not be able to work on the higher
psychological needs if the lower physiological needs are not met. This concept proves useful
when deciding where to focus, for instance, in education, health, or even in the management
of business organizations.

 Application in Various Fields

Maslow’s theory can be applied to virtually all fields including social sciences like
psychology and business, as well as natural sciences like education and health. It is a way of
comprehending the basis of incentives; a means of directing organizational management; and
a way of creating effective programs that relate to human need.

 Personal Development
The model pushes people toward a very high level of personal achievement known as self-
actualization where people’s latent talents and creativeness are developed. It is a way of
changing one’s attitude and embracing the idea of developmentalism.

 Flexibility and Adaptability

At sub-overt level the hierarchy is depicted in a pyramid fashion, but this hierarchy has
enough room to allow for differences among people. He further explained that individuals
may also have diverse perception and therefore categorize needs following cultural, social or
personal values.

Herzberg’s two factor theory

The two-factor motivation theory, otherwise known as Herzberg’s motivation-hygiene theory or

dual-factor theory, argues that there are separate sets of mutually exclusive factors in the workplace
that either cause job satisfaction or dissatisfaction (Herzberg, 1966; 1982; 1991; Herzberg, Mausner,
& Snyderman, 1959). (Nickerson, 2023)

1) Motivators (Satisfiers)

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 These originate from the task characteristics and clearly define an aspect of an employee’s
work content and can influence their levels of job satisfaction. They include:

 Achievement - Reporting of results during goal attainment and awards.

 Recognition - Reciprocity of kind words, congratulatory messages or gestures for the work
and achievements done.

 Work Itself - Specifications of the work being done, and difficulties involved.

 Responsibility - The formal and informal discretion users have over the job.

 Advancement - Promotion and advancement possibilities.

 Personal Growth - Chapters that provide learning and development opportunities.

2) Hygiene Factors (Dissatisfiers)

These factors do not provide incentives for the employees to work harder but if the organization
fails to provide them then it is demotivating. They include:

 Company Policies - Organizational policies, standards, and the guidelines in effectiveness of

the organization’s operations.

 Supervision -The level of leadership being provided the quality of ideas being put across.

 Working Conditions - Organizational environment which is the physical setting of work:

physical layout of offices, lighting, climate control, and security.

 Salary - Remunerations and wages system.

 Interpersonal Relations - Employment relationship is the partnership that individuals have

with their co-workers, immediate or reported bosses, and subordinates respectively.

 Job Security: The stability and the security of the job.

McClelland's Theory of Needs

David C. McClelland, a prominent psychologist affiliated with Harvard University, conducted a

series of groundbreaking experiments in collaboration with his colleagues. Their research, utilizing
the Thematic Appreciation Test (TAT), focused on delving into the intricate realms of human
motivation. McClelland’s notable contributions revolve around the identification and exploration of
three fundamental human needs: the need for achievement (n Ach), the need for affiliation (n Aff),
and the need for power (n Power). (GeeksforGeeks, 2023)

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Here’s a brief overview of each

 Need for Achievement (nAch)

This is the power to perform and to attain, power to achieve and to win, power to strive and win
in an endeavor. Achievement oriented work lovers will go as far as taking systematic risks in
order to complete tasks that have a guarantee of success. They like moderately difficult work
situations that are amenable to a substantial amount of personal influence.

 Need for Affiliation (nAff)

Such a need concerns friendly and supportive relationships. The data reported that high-af
people are driven by the wants to be liked and accepted and are people who look for and try to
maintain good relations with other people. Also it is often effective in collaborative environment
and people with this type of attachment style are oriented to maintain harmony within a group.

 Need for Power (nPow)

This is the the pull to power, to manage, to direct. Where power is concerned, individuals with a
high need for it are inspired by influencing the people and the company itself. They look for jobs
that give them power with an option of ambition being the underlying motivation.

McGregor's Theory X and Y

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Theory X
Assumptions: Theory X is based on a more traditional and somewhat pessimistic view of
employees. It assumes that

 Employees inherently dislike work and will avoid it if possible.

 They need to be coerced, controlled, or threatened with punishment to work effectively.
 They prefer to be directed and avoid responsibility.
 They are primarily motivated by basic needs and monetary rewards.
Management Style: Managers who adhere to Theory X are likely to adopt a more authoritarian
approach. They tend to use strict supervision, detailed instructions, and a top-down approach to
ensure tasks are completed.

Theory Y

Assumptions: Theory Y presents a more optimistic view of employees. It assumes that:

 Work can be as natural as play, and people are not inherently lazy.
 Employees can be self-motivated and seek out responsibility.
 They are capable of making decisions and exercising creativity in their work.
 They are motivated by higher-level needs, such as self-actualization and personal growth, in
addition to basic needs.

Management Style: Managers who follow Theory Y are more likely to adopt a participative and
supportive management style. They focus on empowering employees, encouraging autonomy, and
providing opportunities for personal and professional development.

Impact of Motivational Theories can have on performance in the workplace

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Imagine you’re having a team that:

 Feels invested: They`re committed to the company`s success, like they`re part of
something special.

 Loves what they do: They`re happy at work, not just going through the motions.

 Always learning: They`re constantly growing and improving their skills.

 Gets things done: They`re efficient and productive, working smarter, not harder.

 Sticks around: They`re less likely to leave for other jobs, saving you time and
money.

That`s the power of motivation! Different theories, like “carrot and stick” rewards or
focusing on purpose, can help you achieve it

Personal Development plan for Achieving Goals and Developing Skills

What is a personal development plan?

Imagine a roadmap leading you toward your dream job! That`s essentially what a
personal development plan (PDP) is. It`s like a personalized game plan that helps you
figure out what you want to achieve in your career and how to get there.
Think of it as different from a regular to-do list. It`s not just about ticking off tasks, but
about setting big goals and then breaking them down into smaller, achievable steps. It`s
like a treasure map guiding you to the career treasure you seek!
Here`s how it works:

1. Set your sights high: First, you think about your “dream job”. What kind of work
excites you, what skills you want to use, and where you see yourself in the future.

2. Chart your career: Then, you break down that big dream into smaller, more
manageable goals. Maybe you need to learn a new skill, gain experience in a
specific area, of networking with certain people.

3. Action stations: Next, you figure out concrete steps to achieve each goal. This
could involve taking courses, volunteering, attending workshops, or even just
shadowing someone in your dream job.

4. Keep track of your progress: Just like on a real map, you mark your progress
along the way. This helps you stay motivated and see far you`ve come.

Creating a professional development plan in 6 steps

What is a professional development plan?

A professional development plan (PDP) is a list of actionable steps for achieving your career goals.
A professional development plan helps you gain specific insight into how you can reach your career
aspirations, such as earning a new certification or finding a mentor who can advise you. Drafting a

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professional development plan is especially helpful during a job search. By defining your goals in a
PDP, you can have a true understanding of how you want to navigate the search and interview
process. (Jennifer Herrity, 2023)

Step 01: Assess Yourself

The personal development plan starts with the assessment of yourself. It is vital as it assists a person
in finding out what he/she wants in his/her life ahead. One considers what one enjoys, what his/her
vision is in terms of employment, and what skills are available. This assists you in strategizing on
how best to develop or get to those objectives. Therefore, this step should always be well taken
when one is updating the PDP.

A- I have accomplished this skill. I demonstrate high competence

B- I have this skill, but some improvements could be made
C- I need to improve this skill
D- I need to put in considerable work to develop this skill
E- I need to acquire this skill

Skill Rankings
Improve to Time management C
Learn Mobile Application Development E
Learn UI/UX Design D
To improve my soft skills B
Make new friendships A
Learn programming languages C

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Learn English E

Step 02: Set your goals

Now that you’ve evaluated your current position and skills, it’s time to set your goals. To break up
your main goals, you’ll want to set long-term, mid-term, and short-term goals.

 Long-term goals can be months or even years into the future.

 Mid-term goals should range from a couple of weeks to a couple of months.
 Short-term goals should range from a couple of days to a couple of weeks.

Generally speaking, aim to set one long-term goal and then break the mid- and short-term goals up
into manageable chunks. The number of short- and mid-term goals you set depends on how far into
the future you’re planning and how many steps you need to complete to reach the finish line.

Setting more than one long-term goal only makes sense if they’re on different tracks. For example,
you could set a long-term goal for your career, another one for your fitness, and a last one for your
finances. While the progress you’re making in each of these aspects of your life may influence one
another, these goals are different enough to require unique mid- and short-term goals.

If you do set more than one long-term goal, consider the mental, emotional, and physical strain that
multiple goals can have on you and adjust your schedule accordingly so you don’t burn out.

Whether you’re setting long-, mid-, or short-term goals, use the SMART goal technique to ensure
that your goals are specific, measurable, achievable, relevant, and timebound. We’ll cover some
examples later on. (Asana, 2022)

Step 03: Develop Strategies

To reach your goals you need an action plan. To create one, ask yourself how you can advance your
competencies, learn new skills, or get that promotion you’ve been eyeing.
Take a look at your current skill set or position, as well as your goals, and write down what you
need to do to reach them. Whether that’s going to a conference to broaden your knowledge, finding
a mentor who can help you build meaningful connections within the organization, or signing up for
a workshop to hone your skills—write down your action plan so you know which steps you’ll have
to take to reach your goals. (Asana, 2022)

Step 04: Gather Resources

Once you’ve developed an action plan, think through the professional growth you need to succeed.
Here are a few examples of resources that can be relevant to your professional development:

 Seminars, webinars, or workshops that elevate your skill set

 Learning and development resources that can advance your knowledge
 Professional networks that connect you with new peers or mentors
 Continuing education institutions that provide you with the degree you need for your
promotion.
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  Social media platforms, like LinkedIn, where you can connect with your virtual team outside
of work

List all the resources you can think of and then narrow them down to the ones that align best with
your strategies and goals.

Step 05: Create a timeline

Creating a timeline and deadlines for your goals can be extremely helpful in sticking to them. It’s
also the “T” of any SMART goal (time-bound).
Depending on the type of goals you set for yourself, you may want to think in weekly, monthly, or
quarterly increments. Try to find a happy balance between giving yourself enough time to achieve
your goals but also challenging yourself.
If your main goal is tied to a specific date (for example, a new position that you want which needs to
be filled by the beginning of the next year), your timeline will hold you accountable to your short-
and mid-term goals so you don’t miss this career opportunity. (Asana, 2022)

Step 06: Track your progress

With your timeline at hand and your SMART goals defined, it should be easy for you to track your
progress and assess where you are. This brings us back to the beginning because your PDP isn’t a
linear plan—it’s a lifecycle.
Remember to keep your PDP alive by updating and adjusting it as you go. That’s the only way it can
help you to continually improve yourself and grow in your career. You should also add your goals to
goal-setting software that allows you to track your progress and connect with others. (Asana, 2022)

Name: Current Position: Date:

Sakuntha Sankalpa Student in HND Computing 2024/03/02

Career Mission statement: I want to develop my skills in computer science

field

Major Career Goals

Goal: I want to complete my Software Engineering HND Date: 2026/03/30

Goal: Get an internship in a company Date: 2025/0101

Goal: I want to complete my degree Date:2026/01/01

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 Goal: Will start my own business projects Date:2026/01/01

Skill/ Competency Now 9 18 27 36

Months Months Months Months
Computing skills C B A
Time management D B A
Public speaking E C B A
Adaptability D B A
Team working C B A

Importance of Personal Development Plan (PDP)

1. Self-Awareness

Understanding Strengths and Weaknesses

A PDP assists in looking at one’s current skills and this makes a person aware of the strengths AS
WELL as the development needs.

Goal Alignment
In this case, it serves in the achievement of the goal of ensuring that you are working towards the
things you consider significant in your life.

2. Goal Setting

Clarity
A PDP is beneficial as it outlines clear goals in form of SMART, that help in giving focus and
direction, which is very essential in maintaining motivation.

Prioritization
It assists in evaluating goals, making sure that those that are the most important, those which have
the most influence on the achievements of the goals are the ones that are worked on first.

3. Skill Development

Targeted Learning
A PDP enables one to know the knowledge and skills one needs to gain to accomplish the set goals
hence enhancing on learning.

Continuous Improvement
For this reason, by continually updating the PDP it would be possible to have an enhanced
necessarily of personal and professional development.

4. Accountability

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Tracking Progress
A PDP assists in tracking a person’s progress towards how and whether the set goals are being
accomplished thus acts as a compliance tool.

Reflection
It insists on change to build in regular review so that you can establish what goes well and what does
not

5. Motivation

Sense of Achievement
Thus, the accomplishment of objectives set in PDP serve as motivation and build confidence in the
student.

Resilience
The issue arises from inadequate PDP formulation that fails to offer solutions to the likely problems
faced during the project’s implementation hence the need for a well formulated PDP that would
ensure you stand strong despite the adversities you are likely to come across.

7. Career Advancement

Professional Growth
Career wise, PDP would be proactive in helping one move to the next level in an organization
through outlining development plan that would suit the organization’s growth plan.

Competitive Edge
So, by always updating yourself, one is positioned better in the job market as they possess what
is current in the market.

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