Introduction

Personal and professional development module is an essential part of the risk management course. I enrolled in this course to get specific knowledge about risk management so that I can achieve higher position in one of the big construction houses in the Middle East. But my gain from this course has exceeded my expectations and it can be attributed to the PPD module. Through this module I have gained skills which will help me achieve my goals faster.While I have achieved my new skills during this module but three are worth mentioning because of the role I expect them to play in my career from now till the end. The first and foremost is the diversity management skills. Anyone who have worked in the construction sector in the Middle East would know that it is one of the most diverse places to work. However, it is different and more challenging from other kind of western organisations which are probably more diverse in that most of the work force is uneducated and come from economically deprived backgrounds. To manage such a workforce requires unique skills. Second skill that I have mentioned is the leadership skill. I am seeking a role in a managerial position which will put me on a path to senior management position. For me to be able to achieve that position I have to demonstrate right leadership style. It will be essential because my goals in my new position will be dependent on the performance of my team members and unless I can motivate them to perform well I will not be able to achieve my goals. Third skill I have mentioned is the career development. This was my primary goal when I joined the risk management program and this is one goal which remains my priority even as I near the end of the program. I have learnt several new things about career progression such as significance of networking which I find worth mentioning. PPD involves gaining insight into our strengths and weaknesses and act on these (Whetten and Cameron, 2007). PPD module has taught me some additional things which I could not mention in his paper. Of this the most significant is the reflective learning skills. During this course I have learnt how to improve on my skills using objective analysis and using 360 degrees feedback (Bayless, 2002). I have learnt about the concepts of social learning and how we can contribute to the knowledge of the social group while learning forms them (Cottrell, 2010).

Activity 1 Diversity management skills

Aim:To improve my skills of managing diversity within teamsObjectives-To improve my understanding of peoples behaviour.-To identify different approaches to diversity management.-To identify the personal skills and traits which are drivers or inhibitors of diversity management.-To develop cultural understanding.

Background

Having worked in the Saudi construction sector I have realised both the benefits and challenges of diversity management. On one hand I have seen people from different socio cultural and professional backgrounds bringing wealth of knowledge to the construction industry while at the same time I have witnessed mangers struggling to manage health and safety risk compliance and conflicts due to diversity of workforce. I have come to realise that diversity management is key to success in modern organisations.

ProcessIn the group presentation exercise we presented a presentation on diversity management in teams. I was part of a four member team. We met regularly for preparing the presentation and divided tasks among ourselves. There were some conflicts within the team but these were managed amicably as the team delivered a good presentation. We received feedback from teh tutor and gave feedback to each other on how we can improve our skills.

Analysis of Learning

Diversity management is a challenge but something which all managers must learn. Diversity management requires manager to employ a range of personal and professional skills ad only individuals who are culturally sensitive and can respect others can expect to succeed to managing diverse teams. Kirton and Greene (2010) identified a range of factors that could characterise diversity among team members. In our group we were diverse by our cultural and professional backgrounds. In such diverse teams groupism often happens. Ours was a small team but I could still sense a bit of groupism in the team with the individuals form similar backgrounds preferring to discuss issues within them. This was something that was affecting the team so I proposed to have a whatsap group where every individual can post any questions or suggestion that they might have. After setting up this group I realised that the groupism was only in interpersonal interaction and with the technology all the individuals were comfortable talking to each other using the online group.Diversity management is not about trying to homogenise the environment by forcing everyone to adhere to one culture but it is about respecting the diversity itself. It involves acknowledging the strengths and weaknesses of each other and benefit from each other's strengths and using these to cover each others weaknesses (French, 2010). The approach I have witnessed in professional environment is often about forcing the employees to adapt to the one culture. This is where the employees feel demotivated.

Future DevelopmentI have to develop my understanding of different cultures and have to learn how to accommodate different cultures within the same team in a constructive manner so that it contributes to the team rather than leading to conflicts. As a member of the team my role will be to facilitate exchange of knowledge among team members and giving them a purpose for working together. This togetherness is what will hold the team together. This I can achieve by improving my cultural intelligence and leadership skills.

Activity 2 Leadership skills

Aim:To improve my overall leadership skillsObjectives-To learn about different styles of leadership-To understand the link between leadership and satisfaction.-To see how we can improve our leadership approach.

BackgroundHaving worked as a project manager in Saudi construction sector I know the value of leadership. It is a very challenging environment to work within and to manage the individuals of so many different nationalities, literacy level and languages makes it even more complicated. The only way to be successful in such an environment is through adequate leadership skills.

ProcessI completed the Minnesota Leadership questionnaire and Authentic leadership questionnaire. These are widely used questionnaire to assess ones leadership style. MLQ categorises the leadership styles as transformational, Transactional and passive.

Analysis of Learning

Transformation leaders exercise idealised influence which refers to the extent to which the leader can hold subordinates trust, maintain their faith and respect, show dedication to them, appeal to their hopes and dreams, and act as their role model (Ozaralli, 2003, p. 338). I tend to exhibit some of these traits. I have always managed, as my colleagues confirmed, to maintain their trust in me. The group members would respect my honesty and integrity because I tend to accept responsibility for consequences. I also exhibit inspirational motivation which refers to the extent to which I provide a vision, use appropriate symbols and images to help others focus on their work, and try to make others feel their work is significant (Northhouse, 2013). I have always tried to increase participation in group work and have always motivated individuals to come up with suggestions no matter how unimportant that they might be. During group meetings I pay close attention to what each and every individual says and my colleagues suggest that I often praise the team members who come up with valuable suggestions. I am quick to acknowledge contribution of individual members and ensure that they share their ideas with the whole team.

I exhibit intellectual simulation to a certain level but not completely. Intellectual simulation refers to the degree to which we encourage others to be creative in looking at old problems in new ways, create an environment that is tolerant of seemingly extreme positions, and nurture people to question their own values and beliefs and those of the organization (Ozaralli, 2003, p. 339). I like to discover new ways of resolving issues but because of my attention to detail I tend to drift back to old proven ways. I seek certainty in my approach - it could be because of my national culture (Saudi) s well as industry culture (construction) which are rated high in uncertainty avoidance. I am not a huge risk taker (Kipp, 1999) especially when it comes to organisational matters and this is something I would really like to work on. I have achieved great things but I think if I become more creative in my approach I can be a bit more productive. Changing my ingrained risk averse behaviour to risk taking behaviour will be extremely difficult but this is something that I would need to learn to try new approaches. I have started to do this as I try to look for alternative solutions to problems but I would still consider myself in early stages of mastering this skill.

I and my colleagues agree that I exhibit Individualized consideration, that is, I show interest in others wellbeing and pay attention to those who seem less involved in the group (Yukl, 2010). As the example given above, I have always ensured that people are participating in the group and that they receive full support for their participation (Kipp, 1999). I have always shown concern for the welfare of my group members and all my colleagues agree with this. As a team member I believe that the outcome of the very individual is linked to the collective outcome of the team and hence unless each and every member is participating to his/her best, the team will not be able to achieve the best. This has been my main belief in motivating people to participate and contribute in teams.

Contingent reward is a characteristic of transactional leaders (Yukl, 2010). I show certain degree of contingent reward but not to great extent. I believe that if we care about rewards we lose focus on our work. I am a strong believer that if you continue to do the right thing you will eventually be rewarded accordingly. Hence I tend to tell me colleagues not to worry about rewards. This does not mean that I do not want to reward people or do not expect rewards for my performance but that reward is not my focus- as a follower or as a leader. I tend to focus on the task and ensure that I perform my task to the best and let decision makers decide about the rewards. I have myself been disappointed with the rewards that we have received at times but it has not influenced my approach. On the other hand, I agree that rewards are important motivator for many people and leaders must be aware of how to prepare the right mix of rewards and motivation to maximise the mutual welfare of the organisation and the employees (Renu and Vandana, 2004).

I exhibit management-by-exception characteristics to a certain extent, probably because of my risk averse behaviour (Yukl, 2010). Thus, I do not try to fix things which are not broken unless I am certain that the alternative approach would work. Thus, I seek certainty and change things only when required. This is something that I need to work on. In my endeavor to continuously improve I must learn to try new things and not wait for the current ones to break down or become obsolete.

Future DevelopmentI will work on understanding situated leadership approach in which individuals tend to shift their leadership approach based on circumstances. It is not an easy task to alter leadership behaviour but I will try to learn from the case studies in which leaders have used situated leadership approach.

Activity 3:Career planningAim:To identify my long term and short term career goalsObjectives-Identifying my professional skills and weaknesses.-Identifying roles that suit my skills and interest.-Evaluating ways of achieving my desired role.

BackgroundCareer progression is each and every individuals primary ambition. We all want to develop new skills and achieve seek position in life. I have worked for long in construction industry and have learned some valuable lessons. However, over last few years I have come to realise that my career has stalled I have not progressed well enough and one of the reasons for this was my poor focus on skill development.

ProcessI enrolled for a masters in risk management course at GCU and I am planning to undertake a project management certification from PMBoK. These two certificates will give me the necessary skills that I need for a rapid career progression in construction industry.

Analysis of LearningCareer progression is what we all desire. As shown by the Maslows theory of hierarchy of needs in the figure below individuals actions are driven by their immediate needs. Once a need is satisfied it ceases to act as an motivator and individual tend to move up the ladder so now the higher level need starts o act as a motivator.