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Personal Work Priorities

Question:

Write an essay on how to manage personal work priorities.

Answer:

For an organization to count the success it is registering there must be plans, goals and policies that will be informing the teamwork on the requirements of the company to achieve the success. The policies and procedures in a company are the main themes that establish the rules of conduct within the company protecting the rights of the workers and the business interest to the employers. Such policies may include;

Respect and honesty is my first personal goal setting that I believe will drive me towards a success. When these are practiced, chances for being successful are higher. (Becker, Huselid & Ulrich, 2001). 

Being fair and equal to all colleagues at work is another personal goal setting. This will enhance the employee relationship that will again be followed by high performance (Daneva & Pastor, 2016). 

I intend to become part of a professional team that will always be standing out because of their performance. By this, every workmate will be able to shoe high delivery to attain the high levels of professionalism.

Drugs and substance abuse are things that are out of my vocabulary. Eliminating such aspects in the work environment is one factor foe success. 

I intend to show high levels of performance that will define the success of the business (Marr, 2012). 

After considering a number of factors that could define the failure and success of a company, I figured the first step is to define the goals and procedures that will guide the team. The goals are meant to allow the team clarifies the factors that constitute meaningful results. As the team members will be getting involved in collectively defining the desired results, they will be exercising higher chances to achieving them. Gaining the ideas and being committed to them earlier is believed to be paying in long-term (Walton, RCutcher-Gershenfeld & McKersie, 2000).

a. Key performance indicators are known to assist the organization in defining and measuring the progress considering the organizational goals. One. The KPI can be used in the development and monitoring the standards of the industry for the company. Two, it can as well be used to be monitor the implementation and the current management of strategic business plans. Three, the key performance indicators could aid the company in developing its performance based on the payroll salary scheme. Lastly, it can as well encourage the employees to create a sense of ownership over key aspects of the company (Guskey, 2003). 

b. Maintenance can be done by the drawing of the contingency plans by analyzing the risks that the company s facing. For each factor that affects the contingency and planning, one needs to identify them and set measures to deal with them. Like for floods and tornadoes, these are natural factors that will need the company to be insured for them to allow compensation when the calamity hits the company. 

c. To minimize the effects of the personal strengths and weaknesses, one would need to accept and acknowledge the fact that you don’t have to do what you do; instead, you should be in a position of wanting to do it. As such the personal traits will not interfere with the business as you will be in a position to control what you like from being underused. 

There are many processes that can be taken to priorities activities. The main step is to keep the to-do list. It is written on a paper highlighting the things that are meant to be done on that day or the week as well as their deadlines. In the list, the items are to be ranked according to their importance and urgency where one needs to focus their minds. Two, there is a review of the workload on a regular basis. If there is a pile that always falls at the bottom of the pile, it should be considered and the entire projects that do not need your attention are to be delegated and allocated specific time. 

Competing demands is a situation where one will have to fulfill multiple requirements at the same time in the company. To manage them easily, it is recommended that communication be a key factor where a deadline will have to be created. After creating a timeline for all the demands, one could opt to get help from the coworkers who can b of beneficial assistance (Kouzes & Posner, 2012). 

Developing effective strategies is quite important in time management where the conflicting demands needs to be balanced. To manage effectively, one would have to persevere, take regular breaks and use time logs amongst others. For perseverance, one would have to endure the pressure when things get tight and develop strategies to combat the pressure. If working around the computer, one needs to take regular breaks to refresh the mind and write down everything to do in a week to identify the most priority and short deadlines (Spitzer, 2007). In this case, there would be a strategic planning where one would conduct their work in a systematic and synchronized manner avoiding any confusion that may arise. It would lso save time as one would not need to take time choosing what they want to do at the moment but will only follow the schedule they designed. Most importantly, it will be quite important to avoid taking more time in the things that are not urgent or the things that are not constructive and to focus on the scheduled program. 

a. Making the best out of the work plan and ensuring to come out success will be a step to a positive role model. Adhering to the timelines given and following to-do- list fully are some of the factors that could serve as a positive role model in the organization. Being perfect and acting constructively will be a better move to ensure that one becomes a role model. In making the best of time management, and ensuring that every detail in the work plan is followed to the latter, it would represent a perfect role model. 

b. Any human being would need to balance their work-life. There needs to be a free time when one would have to be away from work to refresh the mind. There is also a sick off to give the body time to recover from fatigue of illness (Rosenberg, 2012). At times, it is important to have a free time with the family; friends and relatives away from the work station to at least change the environment. As such, one would have good times when they are back to work and they would not think about leisure when they are working. 

Work activity description goals KPKs timeframe Person responsible

Salary and remuneration The salary and remuneration process is to be reviewed to ensure it covers all employee interest This is to motivate the employees and influence them to give their best at work Performance level Two to three days Human resource manager

Communication enhancement The communication within the organization should be reviewed and enhanced to cover all employees If enhanced, the employees will be up to date on every situation and their performance will be according to the goals Up to date with information As soon as possible Supervisors 

Performance assessment To identify the employees with high performance and reward them as appropriate This will make the low performance employees to work extra hard to attain the rewards Productivity Two weeks Human resource managers

Develop and maintain professional competence

All the social workers are responsible for the exercising and maintaining the provision of evidence regarding their competence to practice. To conduct an assessment of the professional competence, the social workers registration board could be of significant help. The board offers an opportunity to the social employees to go through a competence evaluation (Lee-Davies & Bailey, 2007). It is as well a profession that supports the social employees to maintain their competence assessment through the evaluation of the rectification assessment. In our case, the rectification assessment approach is used. It is a case applicable to the social workers holding latest competence certificates and they need to conduct some rectification to their competencies. It is not inclusive of the workers registered with the graduate competencies and the overseas practice competencies (Mariotti, 2009). 

In the eliciting the feedback, the meeting involved communication and clarification that involved the parties offering an essential meaning to the speaker exactly as it is understood by the speaker. As such, it will be a way of checking whether the listener understands correctly and resolving any areas where there might be confusions and misunderstandings. The process of clarification is important in most cases especially where the message being passed is technical in some ways. The technicality could be met as a result of certain reasons as the sensitive emotions that are being discussed or the ones that are being listened to that entail technical instructions. In the process of listening, the audience could ask for further clarification in cases where they could not interpret what the speaker is saying (IBI 2011, Qu & Yang, 2012). 

a. A professional development plan highlights the objectives and the competency developments that a staff should possess to have a continuous improvement career development. There are steps followed in analyzing the feedback; one, you request for a self-assessment from the staff members. They should have a complete evaluation of their feedback using a sample performance and self-assessment forms. Two, one should examine their level of skill to differentiate between their technical, social, and aptitude skills. The third step is evaluation of the needs of the department and organization (Guskey, 2003). The feedback received could thus be applied in addressing the objectives of the company. The career path of the staff should be aligned with the workforce requirements. The next step is to explore the developmental opportunities with the staff member. The final step is recording and analyzing the progress of the staff member. Their feedback could be used to identify whether they are doing well building on their skills and correcting any arising problems. The feedback might also be used to improve the performance and the organizational results (Watson, 2011). 

b. In the process of evaluating the developmental opportunities, there are many learning styles that could be applied. One is that one could choose to use the sensory learning style. In this process, you can decide to rely too much on the familiar things and the known facts other than acting innovatively adapting new situations. It is best to seek out opportunities to learn the theoretical information to bring supportive facts (Hill & Jones, 2009). There is also the visual learning where one takes time on the pictorial information. Another is the verbal learning where information presented visually could be interpreted using the audio-visual techniques. Global learning is another technique that could be used in the process. One might see what is required but not take the time to learn the best ways to accomplish those (Kouzes & Posner, 2012). 

c. Acquiring new skills could be a better way to provide a competitive edge. One way to stay in the game is to develop personal skills. One should be on the look out to identify the methods to expand the current professional skills and develop new ones. Regardless of the roles one is playing, there should always be room for growth. Also, one should be able to invest in oneself. There are various ways that one could follow to develop their personal capabilities where most of them will require investing time and energy. There should be an annual budget for the development and use. It is also recommended to become a member of a professional association. These agencies would offer incredible networks where the professional would allow access to valuable learning opportunities (Howlett, 2011). 

d. There are different kinds of networking that could be applied to enhance the knowledge and work relationships. One is operational networking where the managers are expected to build good working relationships with the people believed to be of beneficial advantage. The number of parties involved can be impressive. Another is personal networking where in cases where an aspiring leader comes across the dangers of too much internal focus, they may seek certain spirits externally. Strategic networking is another where the managers could begin to transform from being functional managers to being business leaders. In this case, these leaders are expected to be much more concerned of their being and strategic issues (Reardon, 2009). 

e. He plans as revealed in the journal are seen to be in alignment to the organizational policies and procedures. The company is highly aiming to become the best in the industry through the policies that focus on productivity and performance. If one follows the plan carefully, it is easy to note that these plans are aimed at making the policies and procedures of the company work out and turn out to be a success (Maclean & Wilson, 2009). 

Networking activities

Time frame Description of networking activity Professional advantage

One month the managers are expected to build good working relationships with the people believed to be of beneficial advantage Gaining of beneficial professional networks

Two weeks an aspiring leader comes across the dangers of too much internal focus, they may seek certain spirits externally Exploring on different problem solving skills

Two weeks The managers could begin to transform from being functional managers to being business leaders. Becoming more skilled and experienced in the field

References

Becker, B. E., Huselid, M. A., & Ulrich, D. (2001). The HR scorecard: Linking people, strategy, and performance. Boston, MA : Harvard Business School Press

Daneva, M., & Pastor, O. (2016). Requirements Engineering: Foundation for Software Quality: 22nd International Working Conference, REFSQ 2016, Gothenburg, Sweden, March 14- 17, 2016, Proceedings. Cham: Springer.

Guskey, T. R. (2003). Evaluating professional development. Thousand Oaks [u.a.: Corwin Press.

Howlett, R. J. (2011). Innovation through knowledge transfer 2010. Berlin: Springer.

Hill, C. W. L., & Jones, G. R. (2009). Essentials of strategic management. Mason, OH: South- Western/Cengage Learning.

IBI 2011, Qu, X., & Yang, Y. (2012). Information and business intelligence: International Conference, IBI 2011, Chongqing, China, December 23-25, 2011. Proceedings. Berlin: Springer.

Kouzes, J. M., & Posner, B. Z. (2012). The leadership challenge: How to make extraordinary things happen in organizations. San Francisco, CA: Jossey-Bass.

Lee-Davies, L., & Bailey, S. (2007). Developing work and study skills. London: Thomson Learning. Sudbury, MA: Jones & Bartlett Learning.

Maclean, R., & Wilson, D. (2009). International Handbook of Education for the Changing World of Work: Bridging Academic and Vocational Learning. Dordrecht: Springer Netherlands.

Marr, B. (2012). Key performance indicators: The 75 measures every manager needs to know. Harlow, England: Pearson Education.

Mariotti, A. S. (2009). Creating your teaching plan: A guide for effective teaching. Bloomington, Ind: AuthorHouse.

Rosenberg, M. A. (2012). Business advantage. Cambridge: Cambridge University Press.

Reardon, D. (2009). Achieving Early Years Professional Status. London: Sage Publications.

Spitzer, D. R. (2007). Transforming performance measurement: Rethinking the way we measure and drive organizational success. New York: AMACOM.

Walton, R. E., Cutcher-Gershenfeld, J. E., & McKersie, R. B. (2000). Strategic negotiations: A theory of change in labor-management relations. Ithaca, NY: ILR Press/Cornell University Press.

Watson, M. E. (2011). Systems approach workbook for health education and program planning.

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