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ENTREP 1002 Personal Professional Development

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ENTREP 1002 Personal Professional Development

1 Download6 Pages / 1,277 Words

Course Code: ENTREP 1002
University: The University Of Adelaide

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Country: Australia

Question:
This assessment is designed to be used by you as an ongoing working portfolio to assist you in identifying your career goals and appropriate organisations you wish to pursue for internship or employment positions.
Answer:

Introduction
A career refers to a sequence of various work-related positions, roles, activities, and roles that a person engages in the course of their life (Nyhan, 2011). A career is therefore dynamic and unpredictable (Sturges, Guest, Conway & Davey, 2002).The hospitality industry offers numerous career paths for qualified professionals since it mainly relies on practical skills rather theoretical knowledge (Bridgstock, 2009). It is, therefore, possible for one to easily pursue a career in various fields provided they have the required skills. For instance, it is possible for one to make a transition from kitchen duties to management. Equally important, vertical career growth as a chef does not require additional educational courses thus making it possible for even the least regarded member of the kitchen to rise up the ranks.
My career
Upon graduation, I envision myself acquiring more culinary skills as a commis chef in a top Australian restaurant. In this position, I will have the opportunity to interact with and learn from senior chefs by observing, listening to instruction and putting them to practice. As a commis chef, I will be able to enhance my creativity by borrowing ideas from the other chefs. Additionally, I will acquire knowledge on the various kitchen operations and responses to the different situations in the kitchen. After a period of one year, I will have acquired the necessary skills and knowledge to move up the ladder and become a chef de partie. This position will involve specializing and gaining expert knowledge on various dishes.
Upon acquiring adequate skills regarding all dishes, I will be qualified to hold the position of sous chef whose work is to supervise, the junior chefs as well as deputize the head chef. At this point, I will have built my reputation as a top chef and hopefully will be able to practice my profession in multiple restaurants. This position will also give me the chance to improve my leadership skills while at the same time putting my culinary skills to use. After showing my worth at this stage, I will hopefully ascend to the position of executive chef where I will be tasked with responsibilities such as supervising the entire kitchen staff as well as hiring and training aspiring chefs. As the head chef, I will have the opportunity to further improve my leadership, problem-solving and organizational skills with a view of branching into management. I will now be highly experienced and therefore qualified to assume the position of food and beverage director which is my long-term dream.
Similarities with literature
My descriptions just like in relevant literature, views career as a pattern of work-related positions, experiences, activities, and roles that one encounters in the course of their life. In the above description, one is able to observe a sequence of positions beginning from commis chef and culminating in food and beverages director. Additionally from the above description, one can observe that there exist both objective and subjective elements of work-related experiences. For instance, the description relates objective elements such as job positions and activities with subjective interpretations such as expectations, needs, and feelings. For instance, the attainment of the position of food and beverage director is associated with the feeling of achievement. Similarly, promotion to a higher position is viewed as an opportunity to learn and acquire new skills as well as help others.
The description further implies a similar definition of career management as that in the class literature. From my career vision, we can see a clear personal goal which is to become a food and beverage director. To achieve the personal goal, there exists a strategic plan which involves learning and acquiring the skills necessary to propel me from one level to another. The strategy is based on building skill and experience that will make me indispensable thus cementing my role within the organization.
My description encompasses both linear and spiral career concepts although it is mainly reliant on the former. The use of a linear concept is based on my underlying motive which is power and a sense of achievement. The spiral concept which involves moving into the position of food and beverage director is based on my need to experience a sense of adventure after years in the kitchen. The change will also offer a chance to boost my creativity in a different area of expertise.
There is also the application of the SODI model in the description. For instance, I provide a clear understanding of the actual skills such as leadership that I bring into the profession. I also provide a clear understanding of the professional structures, possible careers as well as alternative pathways. For instance, I provide the career possibilities for a chef and the alternative pathway for a chef seeking to work in a non-kitchen environment. The decision making and planning concept of the SODI model can be reflected in my ability to make decisions concerning the next stage of my career. Decision making and planning makes it possible to lay out a strategic plan as illustrated by the description. Implementation of decisions and plans is reliant on skills and expertise. It is for this reason that I have based my career growth on the acquisition of skills necessary in the higher position.
Goal setting
Goal setting offers me a clear picture of what I hope to achieve and provides a roadmap within which to achieve it. Using the smart goal setting criteria, I am able to set specific goals by reflecting on my exact objectives. Setting the specific goal enhances awareness on the likely obstacles and limitations (Bovend’Eerdt, Botell & Wade, 2009). Additionally, being aware of the specific goal determines the people or organizations who may be required. The smart criteria also helps me keep track of progress by setting clear measuring elements. What’s more, using the smart goal theory allows me to only set goals that add value and positively impact on my career. Finally, the theory enables me to pay particular attention to the timelines within which to achieve the particular task.
Conclusion
A career as a chef is very boundary-less in nature as it allows room for flexibility. Becoming a highly skilled chef helps one gain popularity based on the skills they possess rather than the name of the employer. A highly skilled chef is thus free to offer services to a variety of organizations rather than being tied down to one (Shahin & Mahbod, 2007). Additionally, the profession is boundary-less given the many alternative career paths that exist within the industry. From my career description, it is clear that an organizational career is however essential for a beginner as it offers enough time to gain the necessary skills. Choosing a boundary less career as a beginner would hinder acquisition of skills. Additionally, it would be difficult since one will not have built a big reputation that would warrant attention from multiple organizations. A boundary less career is thus convenient for highly skilled and experienced chefs.
References
Bovend’Eerdt, J., Botell, R., & Wade, D.  (2009). Clinical Rehabilitation.23 (1). doi:10.1177/0269215508101741
Bridgstock, R. (2009). The graduate attributes we’ve overlooked: enhancing graduate employability through career management skills. Higher Education Research & Development 28(1)1. doi:10.1080/07294360802444347
Nyhan, B. (2011). Journal of European Industrial Training,35(9).  doi:10.1108/03090591111186069
Shahin, A., & Mahbod, M.  (2007). Prioritization of key performance indicators. International Journal of Productivity and Performance Management, 56(3). doi:10.1108/17410400710731437
Sturges, J., Guest, D., Conway, N., & Davey, K. (2002). A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work. Journal of Organizational Behavior, 23(6). doi:10.1002/job.164

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