4 Enhance Self-Management Skills

COMPETENCY BASED LEARNING MATERIAL
Sectors:
AGRICULTURE AND FISHERIES SECTOR
Basic Competency
FISH CAPTURE NC I
UNIT OF COMPETENCY: ENHANCE SELF- MANAGEMENT SKILLS
MODULE TITLE: ENHANCING SELF- MANAGEMENT SKILLS
GLOBE MARITIME TRAINING CENTER-MANILA INC.

Technical Vocational Education and Training Center
G. SALAZAR ST. WAWANG PULO VALENZUELA CITY.
HOW TO USE THIS COMPETENCY BASED LEARNING MATERIAL
Welcome to the module in Enhance Self- Management Skills. This module contains
training materials and activities for you to complete.
The unit of competency “Enhance Self- Management Skills” contains knowledge,
skills and attitudes required for “Enhance Self- Management Skills”.
You are required to go through a series of learning activities in order to complete each
learning outcome of the module. In each learning outcome there are Information Sheets,
Resource Sheets and Reference Materials for further reading to help you better understand
the required activities. Follow these activities on your own and answer the self-check at the
end of each learning outcome. Get the answer key from your instructor and check your work
honestly.
If you have questions, please don’t hesitate to ask your facilitator for assistance. Your
facilitator will always be available to assist you during the training.
The goal of this course is the development of practice skills. To gain these skills, you
must learn basic concepts and terminology. For the most part, you’ll get this information
from the Information Sheets and TESDA Website, www.tesda.gov.ph.
This module was prepared to help you achieve the required competency “Receive and
Respond to Workplace Communication”.
This will be the source of information for you to acquire knowledge and skills in this
particular competency independently and at your own pace, with minimum supervision or
help from your instructor.
Remember to:
Work through all the information and complete the activities in each section.
Read information sheets and complete the self-check. Suggested references are
included to supplement the materials provided in this module.
Most probably your trainer will also be your supervisor or manager. He / she is there
to support you and show you the correct way to do things.
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You will be given plenty of opportunity to ask questions and practice on the job.
Make sure you practice your new skills during regular work shifts. This way you will
improve both your speed and memory and also your confidence.
Use the Self-checks, Operation Sheets or Job Sheets at the end of each section to test
your own progress.
When you feel confident that you have had sufficient practice, ask your Trainer to
evaluate you. The results of your assessment will be recorded in your Progress chart and
Accomplishment Chart.
You need to complete this module before you can perform the next module Provide
Room Service.
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SUMMARY OF COMPETENCY-BASED LEARNING MATERIALS
List of Basic Competencies
UNIT CODE Units of Competency (NC I Level)
Receive and respond to workplace

400311101
Communication
400311102 Work with others
400311103 Solve/address routine problems
400311104 Enhance self-management skills
400311105 Support innovation
400311106 Access and maintain information
400311107 Follow occupational safety and

health policies and procedures
Apply environmental work

400311108
standards
400311109 Adopt entrepreneurial mindset in

the workplace
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Unit of Competency: ENHANCE SELF- MANAGEMENT SKILLS
Modules Title: Enhancing self- management skills
Module Descriptor: This unit covers the knowledge, skills, and attitudes in
applying the ability to regulate actions, make good decisions, and show
appropriate behavior based on self-awareness.
Nominal Duration: 3 Hours
Summary of Learning Outcomes:
LO1. Set personal and career goals
LO2. Recognize emotions
LO3. Describe oneself as a learner
Learning Outcome 1 Set personal and career goals
CONTENTS:
1. Definition of personal goals and career goals

2. SMART Model for goal setting
3. Five principle of goal setting according to Locke & Latham (Clarity, Challenge,
Commitment, Feedback, and Task complexity)
4. Setting of personal and career goals
5. Defining, creating, and mapping personal and career goals using SMART Model for
goal setting
6. Applying goal setting principles to personal and career goals
7.
ASSESSMENT CRITERIA:
1. The difference Between personal and career goals are described

2. Clear and concise personal and career goals are developed
3. Characteristics of Motivational goals according to Locke &Latham are identified
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CONDITION:
Trainees must be provided with the following”

 References (books)
 Manuals
 Note Pads
 Pens
Set personal and career goals
Goal setting is an important part of life. Even when you’re trying to

“live in the moment”, it’s totally natural to think about where you’re
going in the months and years to come.
And as we reach different milestones, we start to think about the life we
want to build and how we plan to get there, and we typically start by
setting a variety of short and long-term goals that we hope to check off
along the way.
But here’s the thing --as you’re making that list, do you find it filled
with work aspirations but light on the home side? Or vice versa? It’s easy
to become consumed with making improvements in one part of your life or
another, but it’s important to make sure your list is balanced by
including both personal and professional goals. There is a difference, and
there’s a lot of reasons why making that distinction is important in
setting yourself up for future success.
What’s The Difference Between Personal And Professional Goals?

Professional goals are related to what you want to accomplish with your
education and your career. While personal goals are generally more
connected with your health, happiness, relationships, and well-being.
What Are Professional Goals?
Professional goals are usually aspirations that will help you realize your
version of “success” in the working world, and they can be tied to things
like qualifications, degrees, or achievements that are already commonly
respected in education or business. For example, one of your professional
goals might be to finish a master’s degree in your field or to get a
promotion with your current employer.
These types of goals can often be closely associated with a timetable that,
for the most part, you can control --especially when it comes to
educational things like obtaining an advanced degree or certification on a
schedule that works for you.
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Professional goals are important because, while money doesn’t equal
happiness, the average person will spend 90,000 hours at work over
a lifetime. If you’re spending all of those hours doing something you
hate, it may feel like three lifetimes. But making a good living and being
fulfilled in your job can make a huge difference in your overall happiness
and make other life goals possible.
Professional goals can also have a ripple effect on other parts of your
life. If you strive to be the first person in your family to reach a
certain level of higher education, reaching that goal may make you feel
more fulfilled, while also inspiring the next generation of your family.
What Are Personal Goals?
Now personal goals, those can

be a little more loose --
especially when it comes to
creating a timeline. Personal
goals are often a bit more
feeling-based or emotional, yet
they may present achievable
milestones that can happen in a
clear step-by-step path --or
they may not. Personal goals
could be related to your
physical health, such as weight
loss or completing a half
marathon, or they could apply
to your mental health, like
teaching yourself yoga or
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maintaining a journal, or they could simply be lifelong goals, like wanting
to get married and have a family someday.
Personal goals, in some ways, may be harder to set and achieve than
professional goals. When it comes to work, achieving goals often means
higher pay, a better position, or a new job. Those outcomes alone can be
enough of an incentive to keep you pushing forward. Whereas with personal
goals, the benefits aren’t necessarily monetized so they can often take a
backseat to goals that have more tangible results. They are also frequently
forgotten - because who’s got time for personal goals when you’re just
trying to survive?
That’s fair. But without those touchy-feely goals, it can be difficult to
quantify personal growth and if you’re not growing - you’re stagnating.
Even if you don’t realize it immediately, eventually, a lack of forward
motion in your personal life can lead to a lot of unhappiness.
So now that we’ve covered the difference, how can we set realistic
personal and professional goals?
Focus Your Goals Around Your #1 (You)
This is
important. It’s
easy to tie our
personal goals to
the idea that we
need someone else
in our lives to
make them happen
for us,
particularly as
it relates to
finding a life
partner. (Which
is an extremely
common, realistic
goal, by the
way.) But to set
realistic,
achievable goals
from Day 1 --you
really only need
one person on
your team, and that’s you.
For example, a personal goal could be to travel more and plan small
vacations throughout the year. Maybe it’s checking a new country off your
bucket list or taking one road trip a month. And while sure, you can use
the excuse that it would be better to have someone to go with, solo travel
has become more popular and more socially acceptable.
Social media has created a bursting forum for sharing stories about
adventuring out on your own. It’s a fulfilling, rewarding experience in a
totally unique way and doesn’t need to depend on anyone but you.
You are the one in control of your future, despite what unpredictable
things happen along the way. So, one way to make sure you’re staying on
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track is to not rely on others --whether it’s a partner or a BFF - to make
sure your dreams become a reality.
Understand Which Goals Are Timeline-Driven
Timing is easily
the most
difficult part of
goal setting
because it’s
something you
often can’t
control, and one
of the biggest
things to make
you feel set back
when something
doesn’t happen
exactly on time.
If you’re the
type of person
who gets bummed
out easily when
something
doesn’t happen
according to a
schedule, try to
build at least some of your goals around time-related factors that are
within your control.
Sometimes professional goals can be more easily attached to a timeline
because you can look into the future and recognize where you want certain
moves to take place. Sure, you can’t control when you’ll get a promotion,
but you can plan ahead when it comes to setting deadlines for completing an
advanced degree or certification or being in a certain position for X
number of years and even having some idea of how long you want to stay at a
job before moving onto the next.
Personal goals that are timeline-driven might have to do with planning to

save money to make them happen. If one of your goals is to move to a city
where the rent is higher, you can set a goal for when you want that to
happen, and set up realistic savings goals along the way to help you afford
your security deposit when the time comes.
And listen, it doesn’t have to be something as big as a new apartment or a
down payment on a house. What if you want to treat yourself with a designer
bag or new furniture? That’s a personal goal that you can also put some
savings towards, and using an app like Acorn, that invests your spare
change on a daily basis, can help you do that without even thinking about
it.
Other goals, like settling down, developing a 6-pack, or mastering a

complex recipe may not have as clearly defined schedules. When you can
separate the goals that benefit from timelines from the ones that are
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undermined by a deadline, you’ll be able to avoid a lot of disappointment
that can come from unrealistic expectations.
Make Your Goals Measurable
Some goals are easy

to quantify. If you
want to learn a new
language to become
eligible for a
different position
at work, or if you
want to become
certified in Google
Analytics there are
courses you can
follow that usually
culminate with the
completion of levels
or a certificate of
attainment. A
personal goal, like
losing weight, can
be tied to a number,
or exercise can be
associated with
running a five-minute mile, or working out four times a week.
But if your goal is to be more social, get healthier, or get better at your
job, the sheer ambiguity of those goals can make them almost impossible to
achieve. Make sure you’re framing your goals in ways that you can measure.
So rather than deciding to “be more social” a measurable goal is to spend
time with friends at least twice a month.
Improving your health is an incredibly broad goal that requires a more
specific direction like eating two meatless meals a week, meditating daily,
beginning a relationship with a therapist, or even going to bed earlier.
A goal to “get better at your job” should focus on the refinement of a
certain skill set like learning a new software program or reading five
business-related books in the next twelve months.
Even getting married and having children is a goal you can make measurable.
Sort of. No one can predict when they’ll meet someone, fall in love, and
start a family. But you can set actionable objectives to download and use
dating apps or attend local singles events so that you can exert some
control over your capacity to meet new people. If you want children, but
aren’t quite there yet, a reasonable goal might be to check your
reproductive health with ovarian reserve testing. None of these actions
will ensure you get married and have kids by 35, but they will make you
feel like you are being proactive about your future relationships.
In general, avoid words like “more” and “better” altogether in favor of
goals that are specific and quantifiable. Not only does it make them more
accessible, but you’ll also have discrete accomplishments to celebrate,
and success often spurs us forward to achieve more.
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Make Sure Your Goals Are Truly Yours --Not Society’s Or Social Media’s
For better or
worse, we live in
a world where
it’s easy to
compare ourselves
to others --
largely thanks to
social media. And
while in some
ways, seeing what
other people are
up to can be
inspiring, it can
also bring you
down in the form
of FOMO or just
plain old
jealousy.
And long before

social media,
there have always been societal pressures that have made us feel like we
need to be married by a certain age, pregnant by a certain age, and more.
But everyone is different (we know that) and things can happen at different
times for everyone. Seeing what stage of life other people are in doesn’t
mean there’s a right or wrong way to go about achieving those milestones.
It certainly doesn’t mean that if something hasn’t happened for you just
yet, that it never will.
What you can do with social media instead, is find a way to use it as a way
to check in with yourself and get inspired by others. Empower yourself to
share your fitness or weight loss journey, for example, to hold yourself
accountable, but also to share the story (if you’re comfortable) with
others that could be in the same position as you.
Most of us treat our personal social pages as a highlight reel for all the
good stuff. We want to share the happiest moments --from promotions to big
moves, to engagements and other announcements that warrant a
“Congratulations!” from your followers and friends. And while we will all
continue to do that, just remember to take those posts with a grain of salt
and to understand there’s always a bigger picture outside of the square
Instagram frame.
Everyone can benefit from having a list of both personal and professional
goals. If you only have one or the other you may find yourself moving
forward in one part of your life while feeling “stuck” in another. But
when you have both, and when they are measurable, attached to a timeline
and focused on what you truly want for yourself, they become real. The fact
is, even if you don’t reach all of your goals, just setting them is
growth, and revisiting them can become the ongoing motivation you need to
demand more for and from yourself.
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How to Write SMART Goals:
A Guide for Managers and Employees
What are SMART Goals?

 Statements of the important results you are working to accomplish
 Designed in a way to foster clear and mutual understanding of what
constitutes expected levels of performance and successful
professional development
What is the SMART criteria?
Specific What will be accomplished? What actions will you

S
take?
Measurable What data will measure the goal? (How much? How
M
well?)
Achievable Is the goal doable? Do you have the necessary skills
A
and resources?
Relevant How does the goal align with broader goals? Why is the
R
result important?
T Time-Bound What is the time frame for accomplishing the goal?
How do I decide the right scope for my SMART Goals? (How big? How many?)
SMART goals are meant to address all of your major job responsibilities.
Remember, goals are intended to focus attention and resources on what is
most important so that you can be successful in achieving your priorities.
SMART Goals are goals for your day-to-day job.
 Common types of goals are to:
o Increase something
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o Make something
o Improve something
o Reduce something
o Save something
o Develop someone (yourself!)
Where to start?
1. Start by thinking about your whole job and the broad areas (or
“buckets”) of
responsibility and results for which you are accountable.
2. Develop a goal statement for each bucket. To get the scope right,
remember to
focus on end results not tasks.
3. Goals should be high level enough to encompass the core outcomes for
which you
are responsible, but specific and clear enough so you will be able to
measure success.
4. Goals should be on-going job responsibilities and any new projects,

assignments, priorities, or initiatives that are specific to this
performance cycle.
5. Having too many goals can be an indicator that your goals are scoped at
too low a
level and are focused more on tasks than on end results.
6. If it seems that your goals are becoming too numerous and task-oriented,
it may be
helpful to consider combining several goal statements into a broader
outcome area.
How to write your S-M-A-R-T goal
S – Specific
When setting a goal, be specific about what you want to accomplish. Think
about this as the
mission statement for your goal. This isn’t a detailed list of how you’re
going to meet a goal, but it should include an answer to the popular ‘w’
questions:
 Who – Consider who needs to be involved to achieve the goal (this is
especially
important when you’re working on a group project).
 What – Think about exactly what you are trying to accomplish and
don’t be afraid to get very detailed.
 When – You’ll get more specific about this question under the
“time-bound” section of defining S.M.A.R.T. goals, but you should
at least set a time frame.
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 Where – This question may not always apply, especially if you’re
setting personal goals, but if there’s a location or relevant event,
identify it here.
 Which – Determine any related obstacles or requirements. This
question can be beneficial in deciding if your goal is realistic. For
example, if the goal is to open a baking business, but you’ve never
baked anything before, that might be an issue. As a result, you may
refine the specifics of the goal to be “Learn how to bake in order
to open a baking business."
 Why – What is the reason for the goal? When it comes to using this
method for employees, the answer will likely be along the lines of
company advancement or career development.
 “S” actions may include:
Oversee Update Write

Coordinate Upgrade Process
Supervise Develop Provide
Manage Create Maintain
Plan Implement Reconcile
Support Evaluate Direct
Transition Produce Administer
 Note that this list does not include verbs like “improve,” “reduce,”
or “increase” (e.g. “Improve customer service” or “reduce cost.”
These imply the direction that you want a result to move in, but don’t do
much to explain the role or specific action that you will take to
accomplish this change.
M – Measurable
What metrics are you going to use to determine if you meet the goal? This
makes a goal more tangible because it provides a way to measure progress.
If it’s a project that’s going to take a few months to complete, then set
some milestones by considering specific tasks to accomplish. Milestones are
a series of steps along the way that when added up will result in the
completion of your main goal.
 As the “M” in SMART states, there should be a source of information to

measure or determine whether a goal has been achieved.
 The M is a direct (or possibly indirect) indicator of what success for a

particular goal will look like.
 Sometimes measurement is difficult and managers and employees will need

to work together to identify the most relevant and feasible data sources
and collection methods.
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 Data collection efforts needed to measure a goal can be included in that
goal’s action plan.
 Even if a perfect, direct measurement source is not immediately feasible

for a given goal, the discussion about the desired end result (why this
goal is important) and what the measurement options are (what success might
look like) is an important and valuable part of performance planning.
 Measurement methods can be both quantitative (productivity results, money

saved or earned, etc.) and qualitative (client testimonials, surveys,
etc.).
 Some typical data types and data collection methods may include:
DATA TYPES DATA COLLECTION METHODS

Quality/accuracy rates Automated reports
Amounts produced Audits, tests
Revenue generated Surveys
Productivity rates Work products, samples
Customer Satisfaction Other documents
A – Achievable
This focuses on how important a goal is to you and what you can do to make
it attainable and may require developing new skills and changing attitudes.
The goal is meant to inspire motivation, not discouragement. Think about:
 how to accomplish the goal,
 if you have the tools/skills needed,
 if not, consider what it would take to attain them.
R – Relevant
Relevance refers focusing on something that makes sense with the broader
business goals. For example, if the goal is to launch a new program or
service, it should be something that’s in alignment with the overall
business/department objectives. Your team may be able to launch a new
program, but if your division is not prioritizing launching that type of
new programs, then the goal wouldn’t be relevant.
T – Time-Bound
Anyone can set goals, but if it lacks realistic timing, chances are you’re
not going to succeed. Providing a target date for deliverables is
imperative. Ask specific questions about the goal deadline and what can be
accomplished within that time period. If the goal will take three months to
complete, it’s useful to define what should be achieved half-way through
the process. Providing time constraints also creates a sense of urgency.
The Easiest Way to Write S.M.A.R.T. Goals
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When it comes to writing S.M.A.R.T. goals, ask yourself and other team
members a lot of questions. The answers will help fine-tune your strategy,
ensuring the goals are something that’s actually attainable. Utilize the
template provided in the appendix as a guide.
This doesn’t have to be a daunting experience; in fact, it should be quite

illuminating. Below we demonstrate how to write S.M.A.R.T. goals for two
typical business scenarios: completing a project and improving personal
performance. We’ve also created an easy-to-use S.M.A.R.T. goals template
and worksheet to help you get started.
Examples of Creating a SMART Goal

Here are two examples of initial goals we'll use to walk through this
process:
1. I want to complete a project
2. I want to improve my performance
This is a typical approach to creating goals, but both of these are very
vague. With the current wording, the goals probably aren’t going to be
attainable. The statements lack specifics, timelines, motivation, and a
reality check.
Now, let’s use the S.M.A.R.T. goals formula to clarify both and create new
and improved goals.
Goal: I want to complete a project
 Specific: Many people are accessing our current site from their mobile
devices. Since it’s not a responsive site, it provides a poor experience
for customers. I want to launch a mobile app for my company website by the
end of June, which requires involvement from software development, design,
and marketing.
 Measurable: Creating a mobile app for our company site will require a lot
of resources. To make it worthwhile, I’d like to have 50,000 installs of
the site within six months of launch. I’d also like to show a 5%
conversion rate from customers using the mobile site.
 Achievable: The departments that will be involved have signed-off on

creating a mobile app. I’ll need to manage the project and set milestones
to keep everyone motivated and on target.  Relevant: Improving the
customer experience on mobile devices is a core initiative for my company
this year.
 Time-Bound: In order to achieve 50,000 mobile app installs and a 5%

conversion rate by the end of the fiscal year, the app will need to be
launched by Q2 with a robust marketing campaign that should continue
through the end of the year.
S.M.A.R.T. goal: I want to complete a project  Description: Improving the

customer experience on mobile devices is a core initiative for my company
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this year, so we are going to create a mobile app. By the end of the fiscal
year, there should be 50,000 installs of the mobile app we develop, and it
should produce a 5% conversion rate. We’ll build the mobile app in-house
and launch it by the end of June with an app-related marketing campaign
that will continue to the end of the year.
 Milestone: Mobile app launches end of June.
 Deadline: End of the fiscal year.
S.M.A.R.T. goal: I want to improve my performance
 Description: To grow in my career, I need to improve my PowerPoint

skills. By taking online classes and reviewing tutorials, I’ll improve my
PowerPoint skills so that it only requires 25% of my work time.
 Milestone: Complete an online PowerPoint course in three months.
 Deadline: Next employee review in six months.
SELF – CHECK
Template for writing a S.M.A.R.T. Goal
Crafting S.M.A.R.T. Goals are designed to help you identify if what you want to achieve is
realistic and determine a deadline. When writing S.M.A.R.T. Goals use concise language, but
include relevant information. These are designed to help you succeed, so be positive when
answering the questions.
Initial Goal (Write the goal you have in mind):

___________________________________________________________________________
1. Specific (What do you want to accomplish? Who needs to be included? When do you want
to do this? Why is this a goal?)
___________________________________________________________________________
___________________________________________________________________________
2. Measurable (How can you measure progress and know if you’ve successfully met your
goal?):
___________________________________________________________________________
___________________________________________________________________________
3. Achievable (Do you have the skills required to achieve the goal? If not, can you obtain
them? What is the motivation for this goal? Is the amount of effort required on par with what
the goal will achieve?):
___________________________________________________________________________
___________________________________________________________________________
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4. Relevant (Why am I setting this goal now? Is it aligned with overall objectives?):
___________________________________________________________________________
_________________________________________________________________________
5. Time-bound (What’s the deadline and is it realistic?):

___________________________________________________________________________
___________________________________________________________________________
S.M.A.R.T. Goal (Review what you have written, and craft a new goal statement based on
what the answers to the questions above have revealed):
___________________________________________________________________________
___________________________________________________________________________
Locke and Latham’s Goal Setting Theory: Set Better Goals
Locke and Latham’s goal setting theory details five key principles that
support the creation of effective and motivating goals. These are: Clarity,
Challenge, Acceptance, Feedback and Complexity.
Goal Setting
Goal-setting is a hugely powerful tool and there are different types of
goals. Setting goals well can help organizations and leaders achieve their
objectives. Similarly, personal goals are motivating for individuals and
help them achieve their own goals.
Locke and Latham’s Goal Setting Theory
Locke and Latham worked both independently and collaboratively in their

efforts to study goal-setting. In the 1968, Locke published their findings.
These findings showed that individuals are motivated by both appropriate
goals and by feedback. A few years later Latham published further results
that corroborated Locke’s conclusions.
Lock and Latham later collaborated on the topic. In 1990 they published
their famous book, “A Theory of Goal Setting and Task Performance”. It’s
in this book that they detailed Locke and Latham’s Goal Setting Theory and
their five principles of goal setting. We consider each principle briefly
below.
Clarity
For goals to be motivating they need to be clear and they should be
concise. Ambiguity or complexity makes it harder for people to understand
goals. This, in turn, makes them less motivating.
Challenge
Goals need to be challenging to the right level in order to be motivating.
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To be motivated, individuals need to feel that their goals are stretching.
They need to believe that achieving their goals would feel like a genuine
achievement. However, individuals will not be motivated if their goals are
too challenging. If goals are too stretching, individuals will give up
before the start and not even try to achieve them.
Commitment
To be truly motivating, goals need to be accepted by the individual tasks
with achieving them. Just because someone proposes a goal doesn’t mean
that an individual actually accepts it.
Goal acceptance occurs in different ways. Sometimes individuals may simply

accept a goal proposed by someone else, but sometimes individuals will be
more accepting of a goal if they help define it themselves.
Feedback
For individuals to be motivated by goals they need to understand how they
are doing in relation to them. To understand how they are doing in relation
to their goals, people need to have timely and accurate performance related
feedback. This feedback can take many different forms, including metrics,
data or feedback from others.
The specific type of feedback that is appropriate will depend on the type
of goal being pursued. That said, some form of feedback is always
beneficial.
Task-Complexity
Leaders should set goals at the right level of complexity. Leaders should
use multiple goals for complex tasks and objectives. If single goals are
set for highly complex tasks, they tend not to be effective. Given this,
it’s important to break goals down into bite-size, comprehensible chunks.
The World of Work Project View

Goal-setting is a powerful tool for individuals and leaders. From an
individual perspective, goal setting can help significantly with behavior
change at a personal level, or with motivation and performance in the world
of work. Similarly, from an organizational or leadership perspective, goal-
setting is essential for the effective steering and motivation of a group
of individuals.
Locke and Latham’s Goal Setting Theory and its principles for goal setting
are a great way to think about what makes a good goal. The principles are
simple and effective, and can demonstrably improve motivation and
performance at an individual or team performance.
Unfortunately, many leaders and organizations fail to put enough effort

into setting effective goals. Instead, many goals are designed without due
time and consideration, meaning they are simply an administrative burden
which add no motivation and which do not improve performance.
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SELF – CHECK
Develop a clear and concise personal and career goals.
Learning Outcome 2 Recognize emotions
CONTENTS:
1. Common positive and negative emotions manifested in the workplace

2. Professional and non- professional behaviors in the workplace
3. Triggers and implications of positive and negative emotion in the workplace
4. Identifying sensitively the positive and negative emotions in the workplace
5. Responding with appropriate emotions in the workplace
6. Identifying possible consequences of inappropriate emotional responses in a social and
work-related context
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1. Influence that people, situations and events have on emotions are described
2. Importance of responding with appropriate emotions are explained
3. Influences on and consequences of emotional responses in social and work-related contexts
are examined
CONDITION:

 Manuals
 Note Pads
 Pens
Common Positive And Negative Emotions Manifested In The

Workplace
What are the types of emotions at work?

We can divide emotions at work into four categories:
 Positive and negative emotions,
 Useful and useless emotions,
 High-intensity and low-intensity emotions, and
 Types of emotions according to the Affective Events Theory.
We’ll now explore each category in more detail.
Positive and negative emotions in the workplace

The positive emotions list includes the following feelings:
 Calm,
 Comfortable,
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 Energetic,
 Enthusiastic,
 Excited,
 Happy,
 Joyful,
 Peaceful,
 Relaxed, and
 Satisfied.
According to the Quantum Workplace’s research, the most frequent positive

emotions employees feel in the workplace are:
 Comfortable — 47.8% of employees,
 Satisfied — 37.1% of employees, and
 Enthusiastic — 36.6% of employees.
On the other hand, the negative emotions list includes the following
feelings:
 Annoyed,
 Anxious,
 Bored,
 Disinterested,
 Frustrated,
 Gloomy,
 Sad,
 Stressed,
 Upset, and
 Worried.
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The culture of the workplace in the 21st century is significantly changing.
And this change can be stressful sometimes. We often tend to ignore the
range of emotions we experience throughout. And, keeping track of our
emotions is essential for both mental and behavioral health.
Life is meaningful when there is happiness, joy, compassion, hope, and

empathy. Feeling good is just a temporary state compared to encouraging or
pragmatic sentiments. Positive emotion has the underlying power to expose a
human mind to infinite possibilities. It can help you envision a clearer
picture of life's complex perplexities.
In a true sense, positive feelings are powerful. It has the potential to
transform your workplace into a more amicable one by emphasizing the
wellness culture among employees to appreciate and recognize each other's
work. Inspiring even ordinary events with meaningful and effective
solutions.
6 Familiar Positive Feelings Of All Time

Emotions are unbridled, whether they are positive or negative.
Our surroundings strongly inspire our emotions including some common

positive emotions like;
1. Joy
Find joy in everything you choose to do. Every job, relationship, home…
it's your responsibility to love it, or change it.
- Chuck Palahniuk.
Joy is an inner spirit that can outlast your adverse situations. It is
quite different from happiness, as happiness is just an outward expression.
Joy remains to be a powerful motivator.
2. Gratitude
Gratitude is the fairest blossom which springs from the soul.

- Henry Ward Beecher.
Gratitude is an affirmation of goodness. A sense of gratefulness always
surrounds humans with the joy of well-being and wellness
3. Compassion
Compassion is the basis of morality.

- Arthur Schopenhauer.
When you fill your heart with compassion, your attitude towards everything
starts changing. Compassion is built on meaningful emotional exchange. It
is the basis of empathy and all kinds of personal and professional
relationships.
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Even at the workplace, it is important to approach someone with compassion.
4. Hope
Hope lies in dreams, in imagination, and in the courage of those who dare
to make dreams into reality.
- Jonas Salk.
Hope is a feeling of aspiration, desire, wish, etc. Every individual likes
to live up to their hopes. It reduces negative emotions like stress or
helplessness at bad times. Hope is a belief that everything is going to be
alright!
5. Interest
By becoming interested in the cause, we are less likely to dislike the

effect.
- Dale Carnegie.
Interest is like a strong feeling towards something. It is a curiosity and
a driving force of life that attracts attention. Interest can be anything
involving real experiences like machines, science, persuasion, art,
literacy, music, social or spiritual events.
6. Love
Love cures people - both the ones who give it and the ones who receive it.
- Karl A. Menninger.
Love is a universal term. It is not something that can be confined to one
definition. For example, someone loves football, someone loves gardening,
or loves reading.
Love is an instinct that brings out the feeling of oneness, fulfillment,
and relaxation in life.
Most importantly, these common positive emotions are the essence of life.
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Toxic thoughts or emotions can be a major cause of distress. It has the
potential to hamper workplace productivity, wellness, and the working
environment.
Ignoring, denying, criticizing, or rejecting another person's effort or
feelings can be dangerous. An individual employee might get affected
intensely by such negative behaviors.
Flexibility in thoughts or emotional intelligence helps individuals

overcome difficult situations as such at work and stay motivated.
The role of positive emotions is crucial in the workplace. It amplifies the
working spirit of one and the others as well. Employees must recognize
their root to toxic feelings that can probably lead to bad performances,
aberrant behavior, lower retention, turnovers, etc., hampering workplace
wellness .
Why do we need to emphasize on Employees' Positive Feelings?

Positive emotions and mental states may make people more resilient to
stress, like sturdy tree branches that bend but don't break when battered
by a storm.
- Melanie Greenberg
 It helps them to rejects or avoid unhealthy thoughts
 Help them focus better at work
 Improve emotional regulations
 Encourages engagement at work
 Helps avert mental and behavioral health issues
 Build a positive work environment
 Improvise workplace communication
 It helps them deliver quality work
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Benefits Of Positive Emotions At Workplace Wellness
A distraction-free state of mind is the root of your professional success.
Your cognitive capabilities need to be in the best form to meet the daily
challenges at work. Values, beliefs, positive thoughts are a prerequisite
that will help you push you to the top.
Here are 10 benefits of pursuing Positive Emotions at work:
1. Helps in Intellectual Wellness

Positivity fuels creativity. And creativity is vital at work.
In the book, 'Positivity: Top-Notch Research Reveals the 3 to 1 Ratio That
Will Change Your Life', Barbara L. Fredrickson explains that, "For us to
thrive in life, which Cambridge Dictionary defines as to grow, develop, or
be successful, we must have three positive emotional experiences for every
one negative emotional experience."
Episodes of positive emotions widen your perspectives and insight. It
accelerates your creativity skills and makes you more resourceful and
resilient. Reducing your stress level, it also improves your job
satisfaction level and growth at the company.
Moreover, it enhances your social connection or communication, intellectual
wellness, and thriving for new ideas and creativity.
2. Improves health and well-being
A study in 2003 revealed that people who experience positive emotions are

at a lower risk of disease. Researchers assessed a group of 334 people
between 18 and 54 for their tendency to experience positive emotions. And
found that those who expressed more positive feelings were less likely to
develop the common cold. The relationship was so strong that it held across
age, gender, education, race, body mass, and even season.
Positive emotions impact health and wellness. It helps the oxytocin and
dopamine reward chemicals to function. And improve your psychological
health.
Thus, making you look at the brighter side and keeping you mentally healthy
and physically well for the long run.
3. Adapt to a better Lifestyle
A better lifestyle doesn't always refer to a physically healthy lifestyle

but also mentally.
You can always keep stress, anxiety, depression, and anger at bay
through mindfulness meditation or sound healing. Once these negative
emotions are kept under control, you will be able to inbreed greater
conscience and power.
Adapting to healthy behaviors, like greeting people, anger management,

caring, etc., is also a good lifestyle choice.
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Employees will be more benefited from such practices. They can be more
productive at work and be satisfied with a well-maintained home and work-
life. As it is said, a healthy body is a product of a healthy mind.
4. Greater Job Satisfaction
Organizations have changed over the decades from manufacturing to more

client-centric. They have outgrown the importance of human resource
management in the system where employee job satisfaction is the main goal.
Job satisfaction is also based on variables like recreation, health and
wellness incentives, rewards and recognitions, work culture, etc. It
matters because the determining force to organizational success is employee
satisfaction.
Dissatisfied employees can cost a lot to the company, which needs to be
taken care of primarily. According to the Employee Job Satisfaction and
Engagement Report , the number of employees satisfied with their current
job has risen from 81% in 2013 to 88% in 2016.
The key factors include;

1. Wellness and well-being initiatives,
2. Valuing positive emotions like gratitude, trust, respect,
recognition, compassion, empathy.
3. Personal growth, etc.
Keeping employees happy so that they live up to their potential and enjoy
job satisfaction is must be the top priority for an organization.
5. Improves Productivity
According to a research, high-performing teams tend to experience less

anger in their work at 16%, whereas low-performing teams are experiencing
anger at a high of 30%. The high-performing teams tend to experience twice
as many positive emotions compared to low-performing teams.
Therefore, if your team feels good about the work you are doing together,
the group becomes more productive . Emotions contribute a lot to team
performance as well as on an individual level.
If you as an employee do not have any emotional intention to your work or

towards the workplace, you will never be able to show good results. Also,
it will have a bad impact on your performance and motivation level.
Through rewards and recognition platforms, positive emotions among

employees can be encouraged for increased employee productivity.
6. Creates a Culture of Growth
A work environment that preaches the culture of growth normalizes emotions

as a natural. Positive and hopeful emotions harness enthusiasm, gratitude,
and joy at work. It creates room for growth, not just for the organization
only but for every employee.
Such a workplace turns out to have fewer turnovers and burnouts. Employees
feel safer, learn, experiment, and remain committed to their work.
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A negative or toxic workplace can make employees feel vulnerable and shut
down their confidence level to zero. Such workplaces discourage employees'
emotional validation and growth.
7. Positive Thinking
"Think good, and good follows. Think evil, and evil follows. You are what
you think all day."
Positive thinking is an act of a calm and receptive mind. It keeps the
brain settled to counter and crush negative thinking. Positive thinking is
the contemplation of positive emotion or feeling.
For an employee at the workplace, a positive attitude is a sign of triumph.

Such an employee can overcome any hurdle, crack more deals and win the
hearts of the clients and co-workers.
8. Resilience
Positive inside builds a coping mechanism to emotional resilience. In other

words, a resilient employee always uses positive emotions to bounce back.
It expands your cognitive and social flexibility. According to study,

"positive emotions broaden the thought-action repertoire, which should
"undo" the lingering cardiovascular aftereffects of negative emotions. So
it appears to have a unique ability to physiologically down-regulate
lingering negative emotions."
Thus, positive emotions seed resilience , which can help employees broaden

their mindset to a deliberative approach. It makes employees not just
emotionally stronger but mentally well-built.
9. Improves relationships with Co-workers
A workplace must value employee emotions.

People spend almost half of the day working with their colleagues, sharing
a part of their lives.
Can you imagine your workplace with people without shared interest, not
fun-loving or dull, just stuck to their work all day? Or can you imagine
working 9-5 at a place where people talk about nothing except work?
Here is the answer, no. A majority of people prefer to work in a culture
that encourages well-being and revitalized thoughts.
Your relations with co-workers can only be improved through

better communication . Make sure your employees are working in a toxic-free
environment.
A good team is forged out of people with mutual interests and respect for
each other's opinions. Any workplace that hears an employee's positive
emotion always leads to the path of success.
10. Replace toxic Workplace Culture
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Toxic or negative workplace culture is a result of differences and
complexities among co-workers. It can be due to the generation gap,
gossips, sexual harassment, discrimination, gender biases, social
challenges, demotivated employees, or traditional working ideas and
practices.
But, you can create an ideal workplace with better cooperation and a

constructive feedback system. It will change the way employees perceive
things by cultivating receptivity.
This will also help reduce negative feelings among employees and build a
consolidated workforce driven towards collective action and success.
SELF - CHECK
ANSWERS THE FOLLOWING QUESTIONS:
1. Why is it important to control your emotions in the workplace?

2. Give five (5) healthy ways to respond to emotions?
3. Give five (5) strategies for emotion regulation in the
workplace?
ANSWER KEY
1.Why is it important to control your emotions in the workplace?

The Reason
Research shows that, for better or worse, emotions influence employees'

commitment, creativity, decision making, work quality, and likelihood of
sticking around—and you can see the effects on the bottom line. So it's important
to monitor and manage people's feelings as deliberately as you do their mindset.
2.What are healthy ways to respond to emotions?

Process Feelings
1. Draw how you're feeling.
2. Make a gratitude list.
3. Punch a pillow.
4. Scream.
5. Let yourself cry.
6. Rip paper into small pieces.
7. Vent. Venting is not the same as asking for help, it's taking an opportunity to
share your feelings out loud.
3. What are some strategies for emotion regulation in the workplace?
5 Ways to Regulate Your Emotions at Work
Be mindful of the environments that trigger you. ...
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Optimize and calibrate your emotional state for the task at hand, so that your
emotions are the appropriate ones. ...
Avoid bottling your emotions when possible. ...
Use re-appraisals to find a more positive meaning from events going on.
Learning Outcome 3 Describe oneself as a learner
CONTENTS:
1. Kolb’s Theory of Learning Styles (Converger, Diverger, Assimilator,
Accommodator)
2. Learning Style Model (Visual, Auditory, Kinesthetic)
3. Range of learning strategies appropriate to specific tasks and describe work
practices that assist their learning
4. Identifying factors and strategies that assist learning
5. Applying learning styles to positively influence school/work performance
6. Using appropriate learning strategies to improve study habits and learning
1. Factors and strategies that assist learning are identified and described
2. Preferred learning styles according to VAK Learning Style Model and Kolb’s
Theory of Learning Styles are identified
3. Range of learning strategies appropriate to specific tasks and describe work
practices that assist their learning are identified and chosen
CONDITION:

 Manuals
 Note Pads
 Pens
Describe Oneself As A Learner
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Kolb's Theory of Learning Styles
Kolb's learning styles are one of the best-known and widely used learning styles
theories. Psychologist David Kolb first outlined his theory of learning styles in 1984.
He believed that our individual learning styles emerge due to our genetics,
life experiences, and the demands of our current environment. In addition to
describing four different learning styles, Kolb also developed a theory of experiential
learning and a learning style inventory.
Overview
In his experiential theory, learning is viewed as a four-stage cycle. First, immediate

and concrete experiences serve as a basis for observation. Next, the individual
reflects on these observations and begins to build a general theory of what this
information might mean.
In the next step, the learner forms abstract concepts and generalizations based on
their hypothesis. Finally, the learner tests the implications of these concepts in new
situations. After this step, the process once again cycles back to the first stage of the
experiential process.
The learning styles described by Kolb are based on two major dimensions:
active/reflective and abstract/concrete.
The Converger
People with this learning style have dominant abilities in the areas of Abstract
Conceptualization and Active Experimentation. They are highly skilled in the practical
application of ideas. They tend to do best in situations where there is a single best
solution or answer to a problem.
The Diverger
Divergers dominant abilities lie in the areas of Concrete Experience and Reflective
Observation, essentially the opposite strengths of the Converger. People with this
learning style are good at seeing the "big picture" and organizing smaller bits of
information into a meaningful whole.
Divergers tend to be emotional and creative and enjoy brainstorming to come up with
new ideas. Artists, musicians, counselors, and people with a strong interest in the
fine arts, humanities, and liberal arts tend to have this learning style.
The Assimilator
Assimilators are skilled in the areas of Abstract Conceptualization and Reflective
Observation. Understanding and creating theoretical models is one of their greatest
strengths. They tend to be more interested in abstract ideas than in people, but they
are not greatly concerned with the practical applications of theories.
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Individuals who work in math and the basic sciences tend to have this type of
learning style. Assimilators also enjoy work that involves planning and research.
The Accommodator
People with this learning style are strongest in Concrete Experience and Active
Experimentation. This style is basically the opposite of the Assimilator style.
Accommodators are doers; they enjoy performing experiments and carrying out
plans in the real world.
Out of all four learning styles, Accommodators tend to be the greatest risk-takers.
They are good at thinking on their feet and changing their plans spontaneously in
response to new information.
When solving problems, they typically use a trial-and-error approach. People with
this learning style often work in technical fields or in action-oriented jobs such as
sales and marketing.
VAK learning styles: what are they and what do they mean?
VAK learning styles: what are they?
VAK learning styles form a model of learning designed by Walter Burke Barbe and
later developed by Neil Fleming.
The VAK learning model divides people into three categories of learner:
1. Visual learners – absorb information by sight
2. Auditory learners – absorb information by sound
3. Kinesthetic learners – absorb information by moving
People predominantly learn using one style – whether visual, auditory or kinesthetic.
Though every learner often incorporates elements of the other two styles, they are
likely to achieve maximum benefit from learning by focusing on their primary style.
VAK learning styles: visual
Visual learners absorb information primarily by seeing it, or by visualizing it mentally.
They:
 Are imaginative and can easily picture complex scenarios, images or ideas
without reference
 Enjoy art, aesthetics and the written word
 Are excellent at spelling
 Take frequent notes
 Revise well using color coordination, mind maps and flashcards
 Love graphs, maps, diagrams, flowcharts and written instructions
 May struggle with verbal instructions
 Find themselves easily distracted by visual stimuli such as sitting beside a
window or being bombarded with pop-ups on a computer
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VAK learning styles: auditory
Auditory learners absorb information primarily by hearing it.
They:
 Love verbal instructions and follow them easily
 Are sensitive to tone of voice, pitch and rhythm
 Understand and process information by talking it through
 Would rather record a lesson or lecture than take notes
 Are good at oral presentations
 Learn better with music on, provided that it is not distracting
 Thrive in group and panel discussions
 Are easily distracted by auditory stimuli such as background noise or being
spoken to
VAK learning styles: kinesthetic
Kinesthetic learners absorb information primarily through movement in a physical

way.
They:
 Are good at hands-on problem solving
 Are physically coordinated and good at sport
 Enjoy expressing themselves physically and may engage in performing arts or
dance
 Struggle with overly abstract or conceptual topics
 Have a good sense of direction
 May learn by drawing and doodling
 Excel at practical subjects such as construction, cooking and engineering
 May be restless or fidgety in the classroom
VAK learning styles: developments on the original model

An expanded version of the VAK learning model, VARK, is based on Neil Fleming’s
work and includes four learning styles.
In VARK, the fourth learning style (R) is based on the impact of the representational
systems, i.e. the impact of social factors such as solitary versus group work.
Other learning styles based on the VAK/VARK learning models have also been
postulated. A model commonly used in education features eight learning styles and
distinguishes between two categories of sight-based learning (linguistic and spatial)
as well as incorporating inter and intrapersonal learning styles reflective of Fleming’s
focus on social learning.
VAK learning styles: their role in education
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Make use of these learning styles to streamline your pupils’ learning processes with
neuroscience. The VAK learning model was received with special interest in schools,
where it has been employed as a means of helping pupils to learn more effectively
and with greater enjoyment.
According to the VAK model the best way of lesson planning for a successful
class should ideally incorporate activities that facilitate all three learning styles to
cater to the needs of all pupils.
For instance, reading textbooks and writing notes to satisfy visual learners,
explaining a topic aloud to the class for auditory learners and practical activities for
the kinesthetic learners. If possible, combine all three styles into activities.
As every pupil learns by using all three styles not just their dominant one, providing
for all three in your lessons will create a rich educational environment for your pupils.
Techniques to Improve Your Study Habits

When it comes to developing good study habits, there is a method to all of the
madness. The type of study habits that you’ve come to practice in high school may
not work so well in college. However, you can certainly build on those practices to
make your study habits more disciplined—because you’ll need to! In college, you’ll
have more responsibility, but you’ll also have more independence. For first-time
college students, this could be a challenge to balance.
1. Find a good studying spot.
This is important. You need to be in an environment with little to no distractions—an

environment that will aid in keeping you focused on your assignments. The library
has always been a reliable place to get some real academic work done, but if you
prefer someplace else, just make sure that you’re set up for success. Your university
may have other places on campus that will provide you with a nice little studying
spot. While cafeterias may be quite busy, there are some university campus
cafeterias that tend to have just enough silence for students to study while they grab
a bite to eat.
You might get campus fever and decide to venture outside of your university to get
some work done. Many students find little coffee shops with Wi-Fi that will let them
sit there all day long for a buying customer. Outdoor parks and recreational centers,
even the public library might be a nice change of scenery.
Even study lighting is also important. If you want to preserve your eyesight and
maximize your time and energy, then choose lighting that will not cause eye strain or
fatigue so you can keep your study session effective at any time of the day.
Establish rules when you’re in your study zone. Let people living with you know that
when your door is closed, it means you do not want to be disturbed. Try not to
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respond to phone calls or texts, this will break your concentration and you will lose
focus.
Let’s not forget about your home. No matter the size of your apartment or house, we
recommend dedicating a little office space just for studying—away from any
distractions.
2. Avoid social media.
Speaking of distractions, nothing can sap away your time for a good 20-30 minutes
like good old social media! Emails used to be the necessary evil in order to keep life
going, but now people are communicating through social media platforms more than
email or even talking on the phone! As a result, it’s pretty common to have a browser
tab open just for social media.
3. Stay Away From Your Phone.
Distractions also include avoiding your phone. The best thing you can do is either put
your phone on silent, turn off the alerts and flip it over so that you can’t even SEE
them, or just turn the thing off! If it helps, place the phone out of sight so that you’re
not even tempted to check your messages.
The world can wait. Your education is a priority and anyone who’s in your circle of
friends should understand this. If you are absolutely adamant about keeping your
phone nearby in case of an emergency, then allow yourself some study breaks so
that you can dedicate a certain amount of time just for checking your alerts and
messages.
4. No Willpower? Enlist the Help of an App.
Apps like Focus Booster and Antisocial have your back!

Antisocial blocks your access to a selection of websites with a timer that you select.
Focus Booster is a mobile phone app that relies on the Pomodoro Technique, where
you work intensively for 25 minutes and then you break for five minutes. The app
also includes productivity reports and revenue charts.
5. Take a break and take care of yourself.
Talking a little more about taking breaks, this really shouldn’t be an option. College is
hard work, and just like any other kind of job, you deserve a break. Don’t be so hard
on yourself. Working until the wee hours of the morning to complete an assignment
might be great for that class, but it’s not for you or other academic courses. You
MUST take care of yourself in order to give your academic career the attention it
deserves. You’re paying to get an education—to learn. Running yourself into the
ground without allowing time for your body and mind to rest is unacceptable.
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 Ophthalmologists will warn you that you need to remember to blink when
working on a computer screen to save your sight. Give your eyes a rest by
gazing into the horizon, preferably out of a window with natural light. Did you
know that your eyes need exercise, too? Especially in today’s world where we
are reading everything at such close distances. Keep your head in a neutral
position and with just your eyeballs, look at the ceiling or a tree and try to
focus. Go from corner to corner, focusing up, then do the same for the floor.
Roll your eyes.
 Your hands also need a break: learn to use the mouse with your other hand,
put the keyboard in the most comfortable position, which is actually on your
lap. Take a moment to stretch your wrists and fingers.
 Refuel your body with the proper nutrients it needs to function. Pay attention
to foods that drain your brain and eat more of the foods that power your brain.
Just read up on how these superfoods can help your brain concentrate:
o Blueberries
o Avocados
o Fatty fish
o Walnuts
o Broccoli
o Yogurt
And don’t forget to sleep and reboot!
6. Organize lectures notes.

Unless you are a legal transcriptionist, transcribing lecture notes can make your
notebook look like a 7-year-old scribbled in it! That’s why it’s best to record your
professors’ lectures so that you can get a better understanding of the lesson. The
best way to do this is to transcribe the recorded lecture notes. This way, you can
rewind what you didn’t understand. It also behooves you to revisit those notes—
while the material is fresh in your mind and rewrite them in a style that’s more legible
and review-friendly. On the day of the exam, you’ll be glad you did.
Fact: it has been proven that information retention is higher when you go over your
notes and repeat the lesson after the class is over.
Rewriting your lecture notes is going to be one of the most brilliant study techniques
to practice. Rewriting will help you remember the context better and reorganizing
them in nice outline forces you to comprehend the lesson.
7. Join or create a study group.
Have we mentioned that college is hard work? It’s worth stating again. Finding fellow
students who are struggling to understand the coursework can be comforting.
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However, joining or creating a study group isn’t just because misery loves company,
it’s about teamwork. Guaranteed someone in your study group can help you through
a certain assignment you’re struggling with and you’ll be able to do the same. It’s all
about helping each other succeed!
8. Aromatherapy, plants and music.
Science is always tinkering with nature, but in this case, in a simple way, only
studying the effects of essential oils and plants on concentration, focus, and
memory.
Some studies have shown that lavender has a good effect on memory, however,
others have shown that its effect is negligible and in fact, lavender oil and teas are
used to relax the body in preparation for sleep. So lavender may calm and center
yourself, but for focus, sandalwood and frankincense (also known as Boswellia) have
shown much more promising results in most studies.
Plants, in general, have a natural, comforting effect and in their presence, humans
tend to have a higher pain tolerance and faster recoveries from hospitalizations.
Music, also improves brain function, can help you focus and also eases the pain.
Learn more about the benefits of studying with music.
9. Leave time for the last-minute review.
Here are where well-organized lecture notes come into play. Always, always leave
time for the last-minute review. Here, we’re exercising the tried and true memory
game. This is a technique that most students apply as one study habit. That’s just
impossible for the amount of college work you’ll be taking on, but it can work quite
well as a last-minute review—only if you have good notes!
Better still, ff you can pair reviewing your notes with a good night’s sleep, then you
will significantly improve your ability to retain more information. Just know that
studying when you’re sleepy is ineffective. If your body is telling you that you’re tired,
then have a nap or go to bed early. A good night’s sleep is another technique to use
that will help you understand and remember information better.
If you’re finding that you are getting stressed out or tired, reflect back on your study
schedule and priorities. Make sure that you have dedicated time for rest and de-
stressing activities as well.
10. Understand Your Best Learning Style
It’s important to know that there are many different styles of learning and each
person will retain information better in different ways.
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 Visual learners who learn best when pictures, images, and spatial
understanding is used.
 Auditory learners who prefer using music, sounds or both.
 Kinesthetic learners actually use a more physical style of learning through
using the body, sense of touch and hands.
 Logical learners need to use reasoning, logic, and systems.
 Verbal learners will prefer using words in writing and speech.
 Social learners will thrive in learning with other people or in groups.
 Solitary learners are able to learn best when alone.
Think about which style of learning works best for you, and it will help you determine
how to study, where to study when to study and other important factors like what
study aids you should use and be aware of, and knowing what things may distract
you while you are trying to study.
11. Make Study Time a Part of Your Daily Routine
If cramming all of your study time into a few long days isn’t working for you then it’s
time to try something new and less stressful. What you do every day is more
important than what you do occasionally, so make time for studying every single day,
with or without exams coming up.
Consistency is key and once you start getting into good study habits, so make it a
routine that you will be able to maintain throughout the school year.
When it becomes part of your schedule, you don’t need to find the time, you’ve made
time for your study sessions each month. Don’t forget to also check your schedule
for the week or month, and consider your personal commitments: chores, must-
attend activities, and appointments. All you need to do now is to stay committed to
your new study schedule.
Make studying your priority and place these sessions when you’re at your peak
performance times to make them extra effective. Some people work best in the
mornings, and others, at night. Experiment with this and don’t assume that because
you wake early you should study early, but instead try morning, noon, and night to
see which is best.
Self-Test
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1. Reflect on the learning material in this module. Write a brief statement about
what you perceive to be the importance of providing learning activities that
appeal to multiple learning styles.
2. Identify learning activities that you could use in your subject matter area that
will appeal to each of the four learning styles.
References
Celli Sarasin, L. (1998). Learning style perspectives: Impact in the classroom.

Madison, WI: Atwood Publishing. Cranton, P. (2000). Planning instruction for adults.
Toronto OT: Wall & Emerson. Hamalainen, K., & Siirala, E. (1998). Experiential
learning: From discourse model to conversation. Interview with David Kolb. Lifelong
Learning in Europe, 3(3), 148- 153. Kolb, D. A., (1984). Experiential learning:
Experience as the source of learning and development. Englewood Cliffs, NJ:
Prentice-Hall. McCarthy, B. (1987). The 4Mat system: Teaching to learning styles
with right/left mode techniques. Barrington, IL: EXCEL. Smith, D. M., & Kolb, D. A.
(1996). User’s guide for the Learning Style Inventory: A manual for teachers and
trainers. Boston, MA: McBer & Company
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4 Enhance Self-Management Skills

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4 Enhance Self-Management Skills

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COMPETENCY BASED LEARNING MATERIAL

UNIT OF COMPETENCY: ENHANCE SELF- MANAGEMENT SKILLS

MODULE TITLE: ENHANCING SELF- MANAGEMENT SKILLS

GLOBE MARITIME TRAINING CENTER-MANILA INC.

UNIT CODE Units of Competency (NC I Level)

Receive and respond to workplace

400311102 Work with others

400311103 Solve/address routine problems

400311104 Enhance self-management skills

400311105 Support innovation

400311106 Access and maintain information

400311107 Follow occupational safety and

Apply environmental work

400311109 Adopt entrepreneurial mindset in

Modules Title: Enhancing self- management skills

Nominal Duration: 3 Hours

Summary of Learning Outcomes:

LO1. Set personal and career goals

LO2. Recognize emotions

LO3. Describe oneself as a learner

Learning Outcome 1 Set personal and career goals

1. Definition of personal goals and career goals

1. The difference Between personal and career goals are described

Trainees must be provided with the following”

Set personal and career goals

Goal setting is an important part of life. Even when you’re trying to

What’s The Difference Between Personal And Professional Goals?

What Are Professional Goals?

What Are Personal Goals?

Now personal goals, those can

Focus Your Goals Around Your #1 (You)

Understand Which Goals Are Timeline-Driven

Personal goals that are timeline-driven might have to do with planning to

Other goals, like settling down, developing a 6-pack, or mastering a

Make Your Goals Measurable

Some goals are easy

And long before

What are SMART Goals?

What is the SMART criteria?

Specific What will be accomplished? What actions will you

4. Goals should be on-going job responsibilities and any new projects,

How to write your S-M-A-R-T goal

 “S” actions may include:

Oversee Update Write

 As the “M” in SMART states, there should be a source of information to

 The M is a direct (or possibly indirect) indicator of what success for a

 Sometimes measurement is difficult and managers and employees will need

 Even if a perfect, direct measurement source is not immediately feasible

 Measurement methods can be both quantitative (productivity results, money

DATA TYPES DATA COLLECTION METHODS

The Easiest Way to Write S.M.A.R.T. Goals

This doesn’t have to be a daunting experience; in fact, it should be quite

Examples of Creating a SMART Goal

Goal: I want to complete a project

 Achievable: The departments that will be involved have signed-off on

 Time-Bound: In order to achieve 50,000 mobile app installs and a 5%

S.M.A.R.T. goal: I want to complete a project  Description: Improving the

 Milestone: Mobile app launches end of June.

 Deadline: End of the fiscal year.

S.M.A.R.T. goal: I want to improve my performance

 Description: To grow in my career, I need to improve my PowerPoint

 Milestone: Complete an online PowerPoint course in three months.

 Deadline: Next employee review in six months.