Knowledge Management and People

This managerial profile will give me a better understanding of who I am as a person, what style of learning and communication work best for me, and how to handle conflict as it arises in my career in lower level positions or leadership level. The results of four self-assessments will assist me in developing a personal growth plan that will benefit my future personal and professional endeavors.

It is with these basic assumptions and goals that I will immerse myself in this exercise with. I will search to gain valuable insight of who I truly am. I will define my strength, my enabler, and my blockers. I will use all the data available to create a best self-portrait and to identify key trends in my personality and characteristics. My importantly, I will delve into the roots of my behaviors and actions to learn who I am as a leader, as a worker, as a sibling, as a son, as a friend, and as a person in general. With all this insight combined I will be able to effectively orient myself towards the future and be the type of leader and man that I dream of being, with the help of my strengths.

There are many factors that play a very important part in our lives. Consistent practice, a growth mind-set, and supportive mentors light up the road that leads us to success. If someone practice for hours, but does not have a growth mind-set or supportive mentors, then it is next to impossible to accomplish his goal. And if another one has a growth mind-set, but does not practice or has someone to support him, then he can not make it to the end. Thus, all of these factors complete each other to pave the road of success. Practicing for hours makes us better at doing that thing. Having a growth mind-set helps us improve ourselves. The supportive mentors give us the strength to make it through the bad times. High achievers are not naturally gifted, but they had all the factors that helped them be where they are now. Their hard work paid off nicely at the

A brief background overview on a few career development theories will help direct this literature review and give a foundation to current theories in career development. Career development is a complex, lifelong process that is influenced by a variety of factors. Niles and Harris-Bowlsbey (2005) defined career development as “the lifelong psychological and behavioral processes as well as contextual influences shaping one’s career over the life span” (p. 12). Although there are many career development theories, this literature review will focus on just a few. Donald Super’s Life-Span, Life-Space Career Theory highlights the “complex and multifaceted nature of career development” (Niles & Hutchinson, 2009, p. 69). Super’s theory builds upon 14 assumptions and supports three key aspects of career development: life-span, life-space, and self-concept (Niles & Hutchinson, 2009). Life-span focuses on the development over one’s life through growth, exploration, establishment, maintenance, and

Part of knowing where you want to be is knowing your strengths.. In today's job market my strengths is knowing I don't know everything, I can ask for help and I'm very organized.

The following report is performed for Albert Randolph and Jeremy Leahman for analyze the current situation in Shenzhen Filtroil and assist them with the decision they need to take with respect to the future direction of their company.

Start with your strengths, find your sense of purpose and follow your dreams (Barsh & Cranston, 2011). There is some very useful information that ties together in these sections. The reoccurring theme over these sections are not just about doing what you’re good at and doing what your calling actually is, what you actually enjoy (Barsh & Cranston, 2011). The authors do stipulate you can be successful at both but when you truly do enjoy and give meaning to your work and career there is nothing holding you back from the overall success you can achieve and the overall fulfillment (Barsh & Cranston, 2011). From the start of time we are evaluated in both school and work and a lot of the time they focus and point out the persons’ weaknesses (Barsh & Cranston, 2011). We need to determine our top 5 core strengths and work on them and develop them (Barsh & Cranston, 2011). “Strength arises from a natural talent that has been supported and reinforces with knowledge and skill” (Daft, 2014). We need to steer our career path to our strengths because if we are able to utilize our strengths there would be more meaning and you would be able to be a leader in that role, a role without using the strengths could be a wrong fit (Barsh & Cranston, 2011). We need to learn to maximize our strengths and not about fixing our weaknesses (Daft, 2014). It is okay to turn down jobs that are the wrong fit to you and your strengths. Sometimes our strengths will change over time and this is proving that we grow and change over time and adapt (Barsh & Cranston, 2011). With new strengths it also expands your capacity to be a good and effective leader (Barsh & Cranston,

There are several milestones that our society uses to measure personal development and suitability for advancement to higher degrees of social responsibility. One such milestone is career selection and attainment. Some individuals may never find a satisfying vocation, whereas others know what they desire from the day they can communicate. A simple way to reduce the unfortunate friction of choosing a career is to be self-aware. Understanding what makes one happy, fulfilled, and the things that are important to them, is the easiest way to narrow down the world’s endless possible occupations and ensure job satisfaction. There are many ways to gain personal enlightenment, perhaps the simplest and most effective way is to take a course

To understand myself better, it is important to first recognize my strengths and weaknesses. My greatest strengths are the following. I have an aptitude for learning new software systems quickly and efficiently. I have strong logic skills which aid in problem solving and troubleshooting. Lastly, I am never content with the level of knowledge I possess; I am always seeking to improve my knowledge in areas relevant to my career. To counter these strengths, my most important weaknesses are these. I sometimes struggle to work in teams, particularly with unfamiliar people. While fixing issues, I am often short-sighted in my efforts which can lead to future problems. I have great difficulty admitting mistakes. To advance my career, I must display my strengths and minimize my weaknesses while I work to overcome them.

In his paper, Managing Oneself by, Peter Drucker demonstrates how to establish your own career path by when to capture opportunities and when to change course. This helps us unlock our full potential by discovering our strengths, understanding how best we work with others, identifying work habits and other work environments that fulfills our needs. Peter Drucker also introduces us a deep insight in different comparisons on what values and contributions we succeed on the way we perform. And their are many different challenging tasks in understanding the business life.

1. 2. 3. 4. NEW PARADIGM OF WORK CAREER THEORIES ABOUT UNDERSTANDING YOU LEARN TO WORK IN 21st CENTURY  MOTIVATION, LEADERSHIP, TEAMS, INTELLIGENCE & STRESS 5. SUCEEDING IN CAREER 6. CAREER PLANNING AND JOB HUNTING

Peter Drucker argues that we live in an age of unprecedented opportunity; that people can make it to the top no matter where they start (Drucker, 2005). However, no matter what natural talents you may possess, people still need to learn how to manage their lives and their careers over a fifty or more year period. He asks people to ask five primary questions honestly about their career.

Within the Army organizations of today knowledge management plays a huge role in the dissemination of information to the unit and it’s soldiers. This is no different for the aviation unit in which I operate. This information can be found in FM 6-01.1, Knowledge Management Operations. It defines knowledge management as the process of enabling knowledge flow to enhance shared understanding, learning, and decision-making. But when the unit was surveyed about their understanding of knowledge management the results were surprising.

In this assignment, firstly we are going to discuss the concept of classical school of management, Motivation Theory and Theory of Empowerment. Secondly, we will be interpreting the relevance of Semco with the above given management issues. Finally, there will be a critical evaluation in context of a company with the same philosophy of Semco. All issues will be supported with the relevant references.

Regarding to the organisation which they implement PKM in a particular company, it is always crucial that the organisation is being supported by the top level management. The importance of the PKM which is to be implemented in the organisation should be better highlighted because it is vital for them, regardless whether it is for