Professional Practice

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z ASSIGNMENT
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STUDENT DETAILS
STUDENT NAME Ayush Bajagain YEAR ENROLLED 2022
REG. NUMBER 2022HNDIT032 SECTION A
ISMT EMAIL Kca22.3ab@ismt.edu.np
ASSIGNMENT DETAILS
MODULE NAME Professional Practice
MODULE CODE Y/615/1620 SEMESTER 1st
ASSIGNMENT TITLE Enhancing Professional Practices
09 July
MODULE TUTOR Garima Giri DUE DATE
2022
PROGRAMME DETAILS
QUALIFICATION BTEC HND IN COMPUTING
STAFF ONLY (IV)
IV - ASSESSOR
GRADE
By singing this, I declare that:
• This assignment meets all the requirements of the subject as detailed in the relevant
subject outline, which I have studied.
o This assessment is entirely my work, expect where I have included fully-
documented references to the work of others (citation and references).
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assessment.
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of academic staff.
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Program Head and Module Tutor may incur a penalty.
Professional Practice Ayush Bajagain

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to tutor directly. Only under special circumstances will the Administrative Staff collect
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HAND IN DATE 2022/7/21
STUDENT
Ayush
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that the work is their own.
Student Name Ayush Bajagain Assessor Name
Issue Date 2022/05/10 Submission Date 2022/07/09
Programme BTEC HND IN COMPUTING

Unit Name Unit 3: Professional Practice
Assignment Title Enhancing Professional Practices
Plagiarism
Plagiarism is a particular form of cheating. Plagiarism must be avoided at all costs and
students who break the rules, however innocently, may be penalized. It is your
responsibility to ensure that you understand correct referencing practices. As a university
level student, you are expected to use appropriate references throughout and keep carefully
detailed notes of all your sources of materials for material you have used in your work,
including any material downloaded from the Internet. Please consult the relevant unit
lecturer or your course tutor if you need any further advice.
Student Declaration
I certify that the assignment submission is entirely my own work and I fully understand
the consequences of plagiarism. I understand that making a false declaration is a form of
malpractice.
Student signature: Date:
Pearson Education 2018

Higher Education Qualifications

Acknowledgement
I want to sincerely thank every team member for their assistance and support during the professional
practice Assignment. I'm grateful for their assistance and cordial advise throughout the job. I genuinely
appreciate everyone giving their insightful and candid thoughts on the various issues surrounding this
project. I would like to extend my sincere gratitude to Ms. Garima Giri for her help and direction during
this Assignment. I would want to thank the entire ISMT institution for giving me the chance to finish a
worthwhile task by learning priceless information about this course of study.
Many thanks
Ayush Bajagain

Executive summary
According to the module "Professional Problems and Practices", there are four learning outcomes. You are
demonstrating a variety of interpersonal relationships and transferable communication skills to your target
audience. Apply critical thinking and reasoning to a variety of problem-solving scenarios. Discuss the
importance and dynamics of working within a team, and the impact of teamwork in different settings.
Consider the need for Continuing Professional Development (CPD) and its role in the workplace and higher
education. To achieve these learning outcomes, students had to embark on a group project. They had to
organize a training session for some students. In this task, writers will explain how they find an audience,
professional schedules, and interpersonal skills. The author describes issues that arise during the design and
implementation of the program, and describes the team's dynamics and the contribution of members to the
project.

Table of content
Acknowledgement
Executive summary
Table of Content
Task1…………………………………………………………………………………. 1-3
1.1 Planning and Why It Matters
1.2 Conclusion
Task 2………………………………………………………………………………… 3-8
2.1 Introduction
2.2 Conclusion
Task 3…………………………………………………………………………………. 8-11
3.1 Introduction
3.2 Planning for emergencies
3.3 Justification of time allocated
3.4 Conclusion
Task 4…………………………………………………………………………………. 11-13
4.1 Introduction
4.2 Importance of interpersonal skills
4.3 Used personal skills during a program
4.4 Effectiveness of different Interpersonal Skills
4.5 Conclusion

Task 5…………………………………………………………………………………. 13-16
5.1 Introduction
5.2 5 why technique
5.3 Implementation of the 5-why approach
5.4 Main cause of problem
5.5 Problem resolution
5.6 Problem resolution throughout the event
5.7 Seven-step problem-solving process
5.8 Solution to the problem
5.9 Conclusion
Task 6…………………………………………………………………………………. 16-19
6.1 Introduction
6.2 Definition
6.3 Using critical reasoning to solve problems
6.4 Conclusion
Task 7…………………………………………………………………………………. 20-22
7.1 Introduction
7.2 Topic for investigation
7.3 Research method
7.4 Problems he has experienced when planning events
7.5 Techniques for problem solving
7.6 Transcript of interview

7.7 Conclusion
Task 8…………………………………………………………………………………. 22-23
8.1 Introduction
8.2 Problem-solving strategy
8.3 5 Why technique
8.4 5-why-technique justification
8.5 Seven-step problem solving technique
8.6 Justification for addressing problems in seven steps
8.7 Conclusion
Task 9…………………………………………………………………………………. 24-25
9.1 Introduction
9.2 Critical thought process throughout the event
9.3 Beneficial features discovered
9.4 Conclusion
Task 10………………………………………………………………………………... 25-28
10.1 Definition of Team Dynamics
10.2 Importance of Team Dynamics
10.3 The Role of Team Dynamics in Team Success
10.4 Example of Team Dynamics for Success
10.5 Examples of Team Dynamics in Team Failure
10.6 Conclusion
Task 11………………………………………………………………………………... 29-31

11.1 Introduction
11.2 Conclusion
Task 12………………………………………………………………………………... 31-33
12.1 Introduction
12.2 Necessary components for team dynamics
12.3 Conclusion
Task 13………………………………………………………………………………... 33-34
13.1 Introduction
13.2 My role in teamwork
13.3 Areas for Improvement in My Job
13.4 My Contribution to Team Goals
13.5 Conclusion
Task 14………………………………………………………………………………...35-36
14.1 Introduction
14.2 Definition of CPD
14.3 CPD's Importance
14.4 CPD's Importance in Professional Life
14.5 Conclusion
Task 15………………………………………………………………………………... 36-39
15.1 Introduction
15.2 How to Make a Development Plan for Your Career
15.3 The following are some professional resources

15.4 Example of a professional development plan
15.5 Conclusion
Task 16………………………………………………………………………………... 39-43
16.1 Introduction
16.2 Hertzberg's Two-Factor Theory
16.3 Factors affecting hygiene
16.4 Motivator factors
16.5 Maslow's Needs Hierarchy
16.7 Differences between Maslow's and Hertzberg's Motivational Theories
16.8 Impact of Motivational Theories in Employee
16.9 Conclusion
Task 17………………………………………………………………………………... 43-46
17.1 Introduction
17.2 Evidence Standards
17.3 Effects of CPD
17.4 Rating Methods
17.5 goal-oriented management
17.6 Form for evaluating a team member
17.7 Conclusion
List of Tables
Table 1: Problem Statement

Table 2: Interview
Table 3: professional growth plan
Table 4: Evaluation form 1
List of Figures
Fig 1: Invitation Template
Fig 2: Schedule of training
Fig 3: PTM Heading
Fig 4: Purpose
Fig 5: Body
Fig 6: To Do List
Fig 7: Scheduling
Fig 8: Log
Fig 9: Conclusion
Fig 10: Timetable
Fig 11: Thursday Task
Fig 12: Friday Task
Fig 13: Saturday Task
Fig 14: Critical Reasoning
Fig 15: Purpose of Presentation
Fig 16: steps of critical thinking

Fig 17: Conclusion
Fig 18: Critical thinking
Fig 19: Professional development
Fig 20: Two Factor Theory

Task1/P1 Demonstrate, using different communication styles and formats, that you
can effectively design and deliver a training event for a given target audience.
Fig 1: Invitation Template
"The act of transferring intentional meanings from one entity or group to another via the use of signals and
semiotic rules that are mutually understood" is what communication is defined as. Since I work for an IT
business, I was tasked with creating an event regarding "Professional Development" and educating the
audience on its foundational concepts. For young people, Hotel Everest is hosting a two-day event. I'm
going to provide a training on the fundamentals of professional development, why it's crucial, and how it
affects people. A schedule is really helpful for this kind of event in terms of time management, therefore in
Task I'll show you the training plan I created using Monday.com (Project management software).
1.1 Planning and Why It Matters:
Page |1 Professional Practice Ayush Bajagain

"The mechanism by which work specified by some means is assigned to resources that accomplish the job,"
according to the definition of scheduling. We should take great care while putting out a training regimen.
When ought to be done? What is the duration of it? Scheduling is crucial in our lives since it enables us to
do tasks on schedule and in accordance with our goals.
Fig 2: Schedule of training
Communication is necessary throughout training because I must communicate with my coworkers to ensure
their participation. I need to employ a variety of communication methods as well as some material from
professional development research for this event.
• Verbal Communication:
Speaking is only one aspect of verbal communication abilities. Most of the time, oral communication is
required for this event. A comfortable environment would be created with the adolescents and they may
learn more with the improvement of spoken communication and good interaction. Having positive
interactions with them and with us also helps me. We can better comprehend them by being aware of their
challenges and offering appropriate, clear solutions. (MasterClass, 2022)
• Nonverbal Communication:

Nonverbal communication includes "postures, facial expressions, eye contact, gestures, and tone of voice."
Nonverbal cues like our handshakes and haircuts give others a sense of who we are and how we connect to
them. It takes more than just effective verbal communication to make a presentation in a program. My
appropriate body language and vocal tone aid in the younger generation's comprehension. (MasterClass,
2022)
• Visualization:
Simply Any methods for producing pictures, diagrams, or animations to convey a message are referred to
as visualization. Skills in both verbal and nonverbal communication are insufficient for the issue. So I'm
going to use movies linked to professional development as well as visuals to assist students understand the
right concepts about the issue. They can learn about the current trends and projections for professional
development by using graphs and charts.
1.2 Conclusion:
In conclusion, we have employed a variety of techniques throughout training, including verbal, nonverbal,
and visual communication. We will employ a variety of motivating and assisting techniques. for the
appropriate information and to clarify the subject. We'll make sure the matter is handled according to the
plan and as previously stated.
Task 2/P2 Demonstrate that you have used effective time management skills in
planning an event.
2.1 Introduction:
while the event is being held. I have to manage how I use my time well. I have thus employed several time
management techniques. I managed my time effectively through my program by using an activity journal
and good scheduling. The presentation of time management abilities may be seen below.

Fig 3: PTM Heading
The presentation's goal is to make it clear to the audience how to prioritize their time effectively and manage
their time appropriately for the event.
Fig 4: Purpose

My use of various time management techniques throughout the two days of training that our organization
planned helped me when I delivered the job.
Fig 5: Body
Here I have prioritized the task: A means very important and the blank means good.

Fig 6: To Do List
PMS and MS Project schedule has been prepared by me. Due to the scheduling, a work may be completed
faster and with better time management.
Fig 7: Scheduling
Utilizing the time management scale, I have given each activity a value based on how I felt about it.

Fig 8: Log
Fig 9: Conclusion
2.2 Conclusion:

I completed on time by employing efficient time management techniques. As you can see from the slides
above, I've employed a variety of time-management techniques to finish my presentation on schedule.
Task 3/M1 Design a professional schedule to support the planning of an event, to

include contingencies and justifications of time allocated.
3.1 Introduction:
The program will be more successful if it is properly scheduled before being run. Making a schedule gives
our aim a sense of reality. So, during the course of the program, I created a schedule calendar. Using a
calendar, I will create a detailed timetable with backup plans for the period allotted for this work.
The ideal timetable for a program is:
Fig 10: Timetable
3.2 Planning for emergencies:
The contingency plan is frequently referred to as "plan B." a plan of action created to assist a company in
properly responding to a critical upcoming event or crisis that might not occur. My ability to complete tasks
within the allotted time throughout my program cannot be guaranteed.

• Thursday (6 a.m. – 4 p.m.)
I planned my timetable and prepared my program for Saturday from 6 to 4 p.m. I discussed the budget, the
necessary supplies, and other issues with the manager after presenting him with my timetable. If for some
reason I was unable to meet him, I would then go speak with the event manager and my coworkers to
explore my options.
• Friday (6 a.m. – 4 p.m.)
Since it is event day, I will speak and get ready to present with my pals while also bringing along the
budgets and other documents. I have also prepared my ideas for alternate occurrences. I'll try my best for
my presentation, but if anything goes wrong, I'll have backup plans.
• Saturday (6 a.m. – 4 p.m.)
Since this is the second day of the event, I have to get ready to gather information from the lecture and
presentation for a report and assist the event manager in running a successful event. If the event doesn't turn
out as I had planned, I have other plans. I will give the event my all and produce a two-day event report; if
a problem emerges, I will fall back on my backup plans.
3.3 Justification of time allocated:
I have explained why I utilized my time to complete these tasks:
• Thursday

Fig 11: Thursday Task
• Friday
Fig 12: Friday Task
• Saturday
P a g e | 10 Professional Practice Ayush Bajagain

Fig 13: Saturday Task
3.4 Conclusion:
In this approach, I have provided an event with a professional itinerary that includes backup plans and
explanations for the time allotted.
Task 4/D1: Evaluate the effectiveness and application of interpersonal skills during
the design and delivery of a training event.
4.1 Introduction:
In this task, I'll go through and analyze the interpersonal skills I used in the planning and execution of my
program event, as well as its significance.
"The abilities employed by a person to engage with others correctly" is what interpersonal skills are.
Everything from communication and listening abilities to attitude is considered a part of interpersonal skills.
also conduct. Many roles in any organization require strong interpersonal skills. "Interpersonal abilities are
a crucial component of personality. Congenial and a nice relationship with people are what it simply
implies. Interpersonal skills refer to the different psychological traits that each person possesses and which,
as a result, impact how they interact with others. (Traver, 2021)
4.2 Importance of interpersonal skills:
The effective tools people use to engage and communicate with people in an organizational context are
their interpersonal skills.
My great interpersonal abilities, which I've previously discussed, enable me succeed in both my
professional and personal endeavors. If a person possesses strong interpersonal abilities, he or she will be
better able to negotiate the workplace, grow professionally, and increase productivity. You become more
approachable at work if you have strong interpersonal skills.
4.3 Used personal skills during a program:

The ability to engage and communicate with people in an organizational setting requires strong
interpersonal skills, which may also be a weapon. I have employed a variety of interpersonal skills that
have aided in the success of my program. Here is a list of them.
• Body Language:
Body language interpersonal communication skills focus primarily on stories told by our hands, faces, eyes
and postures. Other forms of nonverbal communication, including
body language, were also used during the event. My attitude was expressed in gestures, voice tones, mainly
direct eye contact and posture. My gestures, tone of voice, and occasional eye contact with the audience
during the presentation allowed me to create a positive atmosphere and improve my connection with them.
• Time management:
Regardless of how we spend our life, time is something we cannot control. To make the most of the time
we have, prioritize our tasks. To complete my assignment successfully, I must also efficiently manage my
time in my situation. As a result, I employed several time management strategies, which I have discussed
in my presentation (Task 2). In order to demonstrate superior time management, I also scheduled my
assignment (Task 1 and 3).
• Positivity and Self-Belief:
The faith that propels success is optimism. Without hope and confidence, nothing can be accomplished.
One must have had self-confidence while working. The most important trait to develop in order to advance
professionally is self-confidence. Seniors questioned me about my ability to complete the task when I was
creating my software, and I nodded in agreement without giving it much thought.
4.4 Effectiveness of different Interpersonal Skills:
I have already discussed many Interpersonal Skills that I have employed throughout my program. All of
these abilities were incredibly useful, as they enabled me to communicate with individuals in ways that
improved my connections to them. I used those interpersonal skills when I encountered issues and had to
make decisions, and they were really helpful to me. As a result, I can say that all of these interpersonal
skills were very helpful in the planning and execution of my event.
4.5 Conclusion:

I effectively employed a variety of interpersonal skills throughout my degree in this way. People must
possess certain interpersonal skills, and if they don't, they must learn them if they want to grow in their
careers.
TASK [5/P3]: Demonstrate the use of different problem-solving techniques the

design and delivery of an event
5.1 Introduction:
Problem solving skills are defined as “Problem-solving skills help you determine why an issue is happening
and how to resolve that issue” (Dyole, 2020)In general, it entails the capacity to recognize a problem,
generate different solutions, choose the best alternative, and finally apply the chosen answer. Some
problem-solving strategies include SWOT analysis, six thinking hats, the 5-why methodology, and the 7-
step technique.
Techniques for tackling problems during program development
I had a random MS Office cancelation problem when designing my software. That weekend was my
training, and if I didn't address that problem immediately, it was going to be difficult for me. In this case, I
utilized the 5-why approach to determine the fundamental cause of the problem and subsequently resolve
it.
5.2 5 why technique:
"It is an iterative interrogative approach used to examine the cause-and-effect relationship underlying a
particular problem and is simple to utilize without statistical analysis," says the 5-why technique. It's
incredibly simple to utilize; all you must do is ask five why questions, but make sure they're powerful
enough to cover the entire scope of your problem.
5.3 Implementation of the 5-why approach:
While implementing the 5-why strategy, I asked myself a question about an issue to figure out why it exists.
After identifying the source of my problem, I inquired as to why it occurred. Knowing the problem,
addressing it, and working through it makes it easier for me to tackle the problem.
Problem Statement: Random MS office shutdown while preparing slides:

S. N Why? Answer
1 Why MS office randomly cancelation Because it was hanged.
problem?
2 Why MS office got hanged? Because it was virus infected.
3 Why was MS office infected by virus? Because antivirus was not running properly.
4 Why was computer antivirus not Because previous antivirus was expired, and it
running properly? was not renewed.
5 Why was antivirus not renewed? Because I was busy in my work.
Table 1: Problem Statement
5.4 Main cause of problem:
The fundamental source of the problem was extremely difficult to determine. To get to the root of the
problem, we must first identify it, then acquire information about it, evaluate it, then apply critical thinking
to it. This strategy assisted me in asking myself questions, determining the core source of the problem, and
correctly resolving it.
5.5 Problem resolution:
It is much easier to remedy an issue once the root cause has been identified. I realized the major source of
the problem was a malfunctioning antivirus. Then I scheduled my time, updated my antivirus, and MS
Word ran beautifully.
5.6 Problem resolution throughout the event:
Not only did I have a problem with the training design, but I also had a problem with volunteer management.
In this case, I employed the seven-step problem-solving approach.
5.7 Seven-step problem-solving process:
This is another successful problem-solving strategy. The problem is solved using this approach in seven
steps: defining, analyzing, determining, implementing, and finally assessing the solution. Because critical
thinking is so important in this situation, one must demonstrate ingenuity in order to solve the problem. The
following are the seven steps of this technique.
• Step 1 - determines whether there is a problem:

First, I must determine whether the problem has the potential to be solved and whether the time and effort
required to address it is worthwhile. Then I realized that managing a volunteer was a major problem that
needed to be addressed, so I set out to identify the problem.
• Step 2 - Identify and define the issue:
After I discovered the issue, I needed to learn about it and explain it. As a result, I met with the program
manager to learn about the issue. He informed me that the number of volunteers was decreasing (25). And
I believed it was a significant issue, so I prepared myself and resolved the issue.
• Stage 3 - Brainstorm potential solutions:
This step Brainstorm a variety of possible solutions. It is easier to fix a problem if it has been identified
and clarified. I created several difficulties without criticizing them, which makes finding answers simple.
• Step 4 - Examine the prospective solutions:
Now that I've developed as many ideas as possible, I need to evaluate them to determine which is the best.
I chose two possible alternatives from the provided solutions: either to postpone the presentation till
tomorrow or to manage a volunteer and continue the presentation. However, I must select one of them, and
I must consider the consequences of my decision.
• Step 5 - Choose the solutions:
Following the evaluation, I chose the second option, which was to supervise some of the youngsters in the
program. As a result, I went with the second option since it was more likely to fix the problem swiftly and
effectively.
• Step 6 - Put the idea into action:
After deciding on a solution, I requested the program manager to send in some adolescents and train them
as volunteers. After a 20-minute stoppage, I was able to complete the presentation on time.
• Step 7 - Evaluating the implementation outcomes:
After executing the solution, I reviewed the outcomes question and found that it was an efficient method
that solved the problem and made youths understandable.
5.8 Solution to the problem:

I was able to identify solutions after employing critical thinking and the seven-step problem-solving
approach, and I now supervise several teenagers as a volunteer. I was able to present after appropriately
managing the volunteer.
So, utilizing the seven-step problem-solving method, I was able to produce alternative solutions and
evaluate them using the best options.
5.9 Conclusion:
During the design and delivery of my event, I was able to solve those two issues. Instead of viewing
problems as obstacles, I realized that they could be used to strengthen my critical thinking and problem-
solving abilities. I was able to solve two major difficulties utilizing the 5-why approach and a seven-step
problem-solving procedure. If I ever experience these problems in the future, I will apply these strategies
appropriately and solve them quickly.
Task (6/P4): Demonstrate critical reasoning has been applied to give a solution.
6.1 Introduction:
In task 5, I illustrated how to address a variety of problems using my application. And I overcame positive
good outcomes by employing a highly powerful process 5 reasons approach and a seven-step solution
procedure. When considering solution alternatives, we should consider how to achieve good outcomes. In
this work, I must determine how I critically determine the optimal solution conclusion.
6.2 Definition:
"A phrase that we hear a lot, but many people don't really pause to think about what it means or how to
apply it," says the definition. Critical thinking teaches us exactly what it means and shows us that the normal
individual largely ignores it. "It entails making rational, well-considered decisions." It's a mode of thinking
in which you don't feel arguments but rather have altitude in which you question them. (DeLecce, 2021)
6.3 Using critical reasoning to solve problems:
I ran into several issues when planning and delivering my training session. Some of the difficulties were
small, while others were critical and required immediate attention. In order to arrive at solutions when
addressing challenges throughout the event, I must think critically. However, I did not jump to the answer
right away; instead, I used critical reasoning to solve the problem and then implemented it. Specifically, I

used critical reasoning while judging and evaluating situations based on my comprehension of the problem,
analyzing it, choosing the best solutions, and putting the answer into action.
When I encountered poor volunteer management, the first challenge was to comprehend and identify the
issue. I simply want to be sure the issue isn't the result of miscommunication. However, I discovered that
this is a genuine issue that must be addressed. I began working to tackle the problem by recognizing and
studying it. One of my friends suggested that you enlist the help of some young people as volunteers.
Although one of my problems has been resolved, I am still experiencing the same issue. My second issue
was that my Microsoft Office had expired and had stopped operating. However, after studying and applying,
I was eventually able to solve the problem.
After identifying the root of the problem and resolving it, I was able to continue creating presentations. It
enabled me to use my deeper knowledge and address the problem by examining the skills.
Below I have provided some slides about the critical thinking.
Fig 14: Critical Reasoning

Fig 15: Purpose of Presentation
Fig 16: steps of critical thinking

Fig 17: Conclusion
The goal of this lecture is to make the value of critical thinking plain and understandable. These are the
steps of critical thinking that I will outline.
Conclusion:
For the presentation, I used critical thinking in this manner. It helped me get some perspective by applying
critical thinking and addressing the situation to face future challenges.
Task (7/M2): Research the use of different problem-solving techniques in the design
and delivering of message.
7.1 Introduction:
In this job, I'll show how I used my research process to discover several problem-solving strategies for
message design and delivery. I've utilized a variety of problem-solving strategies. "Key research" is one of
its primary problem-solving approaches. It refers to the "process of gathering data and analyzing primary
data." Email, answering the phone, and other typical methods of problem solving are employed.
7.2 Topic for investigation:

My study area is "the application of problem-solving techniques in program design and delivery. After
conducting research, I was able to identify and resolve issues that arose during the planning and
implementation of an event.
7.3 Research method:
I employed primary research methods to come to my conclusions. I utilized a personal interview and
questionnaire to reach out to Mr. Sabin Timalsina (a well-known event planner), and he agreed to take time
out of his busy schedule to meet with me. I was able to schedule an appointment with him after calling him,
so I went to his office. He discussed the many issues he and his team confront throughout the design and
implementation of an event after I gave him my heartfelt greetings.
7.4 Problems he has experienced when planning events:
He told me that as an event organizer, he has run across several issues. They must be cautious from the
start, selecting the ideal setting and making the guests delighted. Then he went on to say that he has run
across several issues when planning and executing an event.
• Racing with times:
When outlining a difficulty, he stated that most of the time, clients give them little notice when preparing
an event. They don't even realize how long it takes to choose a venue and prepare for an event.
• Technical issues:
He also stated that there is a considerable risk of technical failure while planning an event nowadays. We
must meet several requirements, including enough lighting, décor, WIFI access, and electrical hookups. As
a result, we must use caution while dealing with such matters.
7.5 Techniques for problem solving:
When I asked him about problem-solving approaches, he said that he used a variety of them. He stated that
he employed a variety of problem-solving techniques, including:
• Critical thinking:
entails making reasonable and well-considered decisions based on facts. It's a mode of thinking in which
you don't just accept all the arguments and conclusions you're presented with, but rather engage with them.
For instance, if we need to solve an issue quickly, we can use critical reasoning. Then, by hiring certain
people, we may come up with remedies to the problem and lessen it.

• Communication:
Problems are sometimes greater than we think. In this scenario, we speak with the client about the problem.
Interpersonal skills and effective communication are critical in this setting. For example, if we have a
program budget, we should first strive to grasp the money spent expectations before attempting to persuade
them.
7.6 Transcript of interview:
I've prepared some interview questions below, and he has an issue that he encountered during the program.
INTERVIEW MR. Sabin Timalsina

How is to like it a profession? It is an amazing profession. We got many
experience people by interacting them we can new
ideas.
How did your budget in track? From the beginning we should be careful in budget
and update daily when I spend money.
If you face any problem than you solve in group or If we faced any problem than I will solve in a group
you will solve yourself? because if we work in group than everyone knows
the ideas how to solve it.
Thank you, Mr. Sabin Timalsina, for sharing your Thank you. It pleasures to meet you. Thank you
views and it was great to meet you. again for to express my feelings and I am glad that
everyone will use this technique then they will not
face any problem.
Table 2: Interview
7.10 Conclusion:
Using problem-solving skills, I was able to do primary research in this manner. I interviewed the event
organizer to see how he kept the budget on track and solved the problem effectively, after which he
informed me how to deal with the situation appropriately. Then I show how, in order to solve the problem
quickly, we need use problem-solving approaches.
Task 8/M3: Justify the use and applications of a range of solution methodologies.

8.1 Introduction:
In this assignment, I will justify the usage and use of a variety of solution techniques.
8.2 Problem-solving strategy:
"The stages in which we identified solutions to difficulties and issues while solving the problems" are
problem solving strategies. There are a few approaches to solve complex problems. We must understand
when and how to employ approaches. The following are some of the methods:
8.3 5 Why technique:
The 5 Whys Technique is a simple but great tool you can use to get to the root of a problem. This technique
explores the cause-and-effect relationships underlying a particular problem by repeating the question Why?
five times. Each question refers to the previous answer. (Brandminds, 2019)
8.4 5-why-technique justification:
For instance:
The torch light won't turn on:
Why? The battery has run out. (First why)
Why? Because there was no backup battery fitted. (Second Why)
Why? We were without one. (Third Why)
Why? Because every store is closed. (Fourth Why)
Why? Due to the holiday. (Fifth Why)
This strategy aids in locating the source of the problem and addressing it directly. It routes problems that
are linked to the difficulties in order to obtain knowledge and thoughts regarding the problems. However,
when a group works on an issue, the best results are obtained. We don't want any analysis to aid us with
this method. If the problem has several root causes, it is easier to identify the most important ones.

8.5 Seven-step problem solving technique:
One of the most successful problem-solving techniques is the seven-step method, which gives a disciplined
framework for delivering outcomes and answers to our challenges. Findings, defining, analyzing,
developing, choosing, implementing, and evaluating are the phases of this method. Psychologists
commonly employ this strategy to help people overcome problems in real-life situations. Two aspects are
highlighted in this process: "identifying solutions" and "focused on the proper problem to tackle."
8.6 Justification for addressing problems in seven steps:
This is an excellent problem-solving strategy. By describing and clarifying the problem, it defines excellent
problem solving and problem solution. This strategy enhances our creativity while developing and
accessing viable solutions. This method may also be used to solve problems in groups and teams. As a
result, this is one of the most effective methods for resolving difficulties at home or at work.
8.7 Conclusion:
All the numerous effective problem-solving approaches that solve our issues and improve our skills are
presented in this way. The methods for tackling the difficulties are appropriately justified. This sort of
methodology or technique is critical in our daily lives.
Task 9/D2: Critique the process of applying critical reasoning to a given task/activity
or event.
9.1 Introduction:
This paragraph briefly covers essential questioning and focuses on its advanced elements and areas for
improving one's destiny.

Fig 18: Critical thinking
"Affordable and balanced judgment" is how critical questioning is defined. The idea is to question rather
than accept all the reasoning and conclusions presented.
9.2 Critical thought process throughout the event:
Choosing the location for my event, selecting team members, dividing the work among them, and ensuring
that they were completing their jobs was my duty. During the event, I encountered a challenge, therefore I
employed critical reasoning before putting the answers into action." It aids in the generation of new ideas,
as well as the abilities required to evaluate them and choose the best option. I used a variety of resources,
including the internet and literature, to solve the challenges. I gathered and implemented all of the resources.
After that, I assessed each point.
9.3 Beneficial features discovered:
I discovered some positive aspects of the process by applying critical thinking to it. It has, in my perspective,
aided me in looking deeper and determining how to comprehend other occurrences that impact decision-
making. By addressing one difficulty, I was able to uncover additional, more effective ways of fixing the
problem, which increased my chances of success. Studying the many information that I will discuss is
another area where I need to improve in order to do better next time. I felt that my research wasn't finished
during the event presentation, so I had to go back to Google or other books and start reading on the themes.
So, next time, I'll think about it. the result of a choice that has been made. I would be prudent to evaluate
the financial implications of my actions.

So, if I can grasp and develop all of the good components of critical thinking, I can more effectively increase
critical reasoning.
9.5 Conclusion:
In this approach, I've shown the good features of critical thinking together with the need for future progress.
To sum up, practicing critical thinking was not a simple task in terms of reflecting the many features and
their relationships.
Task 10/P5: Discuss the importance of team dynamics in the success and/or failure of
group work.
With examples, I will explore the role of team dynamics in the success and failure of group effort in this
assignment.
10.1 Definition of Team Dynamics:
Team dynamics is a word used to describe the relationships, attitudes, and behaviors of a group of
individuals who are working together (Barron, 2022). They are the unseen forces that link the members of
a team to a common objective. Because it is dependent on each team member, team dynamics may be both
positive and negative.
10.2 Importance of Team Dynamics:
A positive team dynamic encourages team members to be more devoted at work, which leads to greater
results. Conflicts are unlikely to arise, and trust may be built. In the workplace, better team dynamics bring
people from all backgrounds and degrees of expertise together. Because of the team relationships and
everyone working toward a similar objective, the burden is shared among all team members, so no one
person must carry the entire weight. Every member's devotion to the objective, sentiments of unity among
members, and open communication between members are all examples of good team dynamics.
Now I'm going to use examples to discuss team dynamics and how they affect team success and failure.
10.3 The Role of Team Dynamics in Team Success:

To achieve success when working in a team, we must consider the following aspects of team dynamics;
• Interdependence
This is an important aspect for any team. To be successful, all team members need to perform at their best.
Highly interdependent teams provide a high level of service to the success and information of team
members. If members try to function independently or compete with team members, they may not get the
best results for the team.
• Specification of Objectives
It is critical for team members to define and prioritize the activities that must be completed in order to reach
the common objectives. Members may use goals to figure out which path to take and what they want to
accomplish in the end.
• Cohesiveness:
Each team member must have a feeling of belonging if the team's dynamics are to improve. It describes
how committed people are to a particular goal. Members of a team that remain together have a greater sense
of belonging, trust, and respect.
• Communication
Many triumphs need effective communication. All members of the team should get together to discuss ideas
or share collaborative knowledge in order to contribute to the team's success. The efficient functioning of
a team is aided by effective interpersonal communication between members.
10.4 Example of Team Dynamics for Success:
Recently, I and my friends solved the task of developing a small piece of software to record students and
teachers. This task was divided into teams of 18 members and helped the teacher allocate 30 days to
complete the project. From the beginning, Team B focused on that goal and the development of standard
software. For a clear vision, the first team decided to identify and prioritize all tasks, and then divide the
tasks partially among all members. During the split, they investigated all members in this way about their
strengths and weaknesses, and all members were given their specific tasks they were familiar with.

Everyone on the team communicated openly so that each member's information was properly evaluated and
did not feel inferior to the others. All members were willing to share the workload of others. When one of
the members was ill and couldn't join the team for a few days, the other members resumed the task, and he
was able to join later. Complete the task in a timely manner. Everyone communicated with each other, and
the small problems were over, so there were no conflicts. If someone's idea was also rejected, he showed
acceptance and then came up with some ideas to better show his ability to help him complete the task better
and on time. All team members were very adaptable, including backups and preparation of alternative
options.
We were able to finish their 30-day project in just 25 days thanks to the team's dedication. Anyone may
achieve their life goals thanks to the team's dedication.
10.5 Examples of Team Dynamics in Team Failure:
As I've shown, there are a variety of aspects that contribute to good teamwork, as well as a variety of
characteristics that contribute to teamwork failure. The following are the variables that contribute to team
failure:
• Leadership deficiency
"A team's performance can be quickly slowed by a lack of good leadership." The team will be unable to
delegate responsibility, address problems, or define positions within the group due to a lack of leadership.
Members will be unable to pick their positions in the group and choose the best course of action, which
may lead to a wrong route and the team's demise.
• Errors and negativity
Having weak communication channels might make some team members feel as though they aren't a part of
the team. Asking employees to be creative for things that don't demand it. requiring someone to do work
that is excessively outside of their comfort zone Failure to protect the squad from politics and possible
cultural clashes Inviting the team to build a project culture that may be at odds with the company's
conventional culture Getting others to do things that are unethical or against the rules (Kerzner, 2013).
Before mistakes turn into major issues, self-evaluations assist members in identifying and correcting any
flaws.

• Team Dynamics for Failure:
Like the preceding case, there was another Team c that ran into several issues and ended up generating
software. Interpersonal friction arose in the team, resulting in stress and a misunderstanding of member
duties. Because most of the students in that team are missing, the team's meetings have decreased. This
team was constantly beset by blunders and negativity, as members were more eager to point out other
members' flaws and failures than to learn from defeats and move on.
In this manner, they were unable to accomplish even half of their project before the deadline. Even though
the team included a few hardworking and responsible members, the ignorance displayed by a few members
of the team had a negative impact on the team's overall performance.
10.6 Conclusion:
The above-mentioned characteristics are critical for a positive team dynamic. In the workplace, better team
dynamics bring people from all backgrounds and degrees of expertise together. If team dynamics can be
leveraged, people can profit from a variety of ideas and experiences in less time, and companies can gain
from effective team dynamics in a variety of ways.
Task 11/P6: Work within a team to achieve a defined goal.
11.1 Introduction:

Fig 19: Professional development
Professional development encompasses all the training, certification, and education that a person requires
in order to advance in his or her profession. Our planning project manager assigns us the duty of working
as part of a team to attain a common goal. Following her lead, we formed a five-person team to plan a two-
day event. It was the kind of occasion that aided in the development of our professionalism. We are hosting
a training "event" for an IT organization, and all members have given their ideas and information about our
theme. We chose to divide after receiving the topic so that we could finish the assignment on time and
successfully. First, we created a framework for everyone to use in order to manage a given activity. For
time management, we assigned duties to coworkers.
Event planner: Ayush Bajagain
Event manager: Sabin Timalsina
Trainer: Siddhartha Gautam
Technical head: Avishek Dahal
Catering management: whole members
As a result, we were able to perform our roles:
• Event Planner:

As an event coordinator, I played an important part in the event. I oversaw a lot of crucial jobs, such as
scheduling transportation and working in the financial department. I first had a chat with a coworker before
deciding on a site. Then, for transportation, I had to speak with the proprietor about parking options. And
the firm oversaw the finances.
• Event Manager:
Mr. Sabin Timalsina was entrusted with the duty of event management. As an event manager, he had a lot
of success. He was a practical and active participant in the event. When the team was in a bind, Sabin came
to our rescue, and we were able to achieve our goal.
• Trainer:
Mr. Siddhartha Gautam has been assigned this assignment. As a trainer, he devises performance routines
and ensures that they are comprehended by the performers. He employed a variety of skills for this,
including inventiveness, the capacity to think in new ways, and varied presenting and performance
approaches. He has also provided professional development training to many employees from various
companies, which has aided us in improving the training.
• Technical Head:
Mr. Avishek Dahal, the technical head, was assigned the task of hunting for technical materials. As technical
director, he must perform a delicate balancing act when it comes to managing technological processes. He
is familiar with event needs, has organized resources, and has offered training to teams as necessary.
• Catering Management:
The catering and hospitality responsibilities have been delegated to all team members. We were effective
in ensuring that the crowd was well-treated during the event.
11.2 Conclusion:
By working together in this manner, we were able to complete the modest event. We realized that by
working together as a team, we could do more. If this sort of assignment is offered to us in the future, we
will also be successful because of improved collaboration.

Task 12/M4: Analyze the team dynamics, in terms of the roles group members play
in a team and the effectiveness in terms of achieving shared goals
12.1 Introduction:
According to Loren B. Belker, Jim McCormick, and Gary S. A team dynamic is defined as the willingness
and capacity to collaborate in an interdependent manner, where team members must rely on one another to
complete their tasks or fulfill the team's objectives. (Loren B. Belker, 2019). In this job, I'll discuss and
evaluate the dynamics of the team as well as the most effective words for achieving the aim.
According to Loren B. Belker, Jim McCormick, and Gary S. the following six components are necessary
to create a team dynamic:
12.2 Necessary components for team dynamics:
• Open communication
• Empowerment
• Clear roles and responsibilities
• 4.Goal clarity
• An effective leader
• A reward and accountability system
• Open communication:
Consider the example below. A new manager observes a skilled team at a manufacturing business while
accompanied by an experienced management who serves as a mentor. "Oh, this is a problematic team!" he
said to his mentor as he entered the room. "Look, you're seeing a fantastic team," the elder man responded.
The manager's meaning took a few moments for the young man to grasp. There was a schism among the
members of this group. On the best methods to enhance the product, the members were quite split. It's
always a positive indicator when there's tension like this. The work environment is good thanks to a
dedicated staff. The communication was open and honest. That's how it works in a group.
• Empowerment:

When you empower team members by providing them the authority to make decisions about the job they
do, you preserve excellent team chemistry. We do, after all, impose restrictions in terms of time, money,
and decisions. Giving the team full decision-making authority, on the other hand, fosters a sense of trust,
friendship, and power. Whatever you do, don't put a team together that isn't ready. This may be devastating,
and many rookie managers fall into this trap. They are most likely doing it in order to gain the team's favor.
Ascertain that your team is prepared to authorize. Otherwise, the consequences of their bad judgments will
befall you and your company.
• Clear roles and responsibilities:
Can you approach any member of your team and ask them to clarify their job and duties on the team? Can
you approach any member of your team and have them clearly outline the duties and responsibilities of
everyone else on the team, including yourself as the leader? When team members can accomplish this, they
understand what is expected of them and everyone else in the team. They also know who they can rely on
to assist them with their tasks. All of this contributes to a productive team dynamic.
• Goal clarity
Is everyone you supervise aware of your team's and the company's objectives? Ascertain that they do. Keep
it simple—ideally, each statement should be no more than one sentence. "Our aim is to offer accurate,
timely, and valuable market data to our internal customers at the lowest cost," your team's goal statement
may say. This is ideal because it addresses all the issues. Make sure everyone knows and understands your
basic objective statement once you've worked with your team to establish it. You could want to put it up
somewhere conspicuous, put it at the top of meeting agendas, or put it below the signature on internal
emails.
• An effective leader:
Set specific objectives for each member of the team and the entire team. To those who require it, give
explicit directions. Share personal instances of success and loss, as well as team experiences. Team
discussions focus on good aspects of each team member and team, rather than positive and constructive
aspects. Build your team's spirit with tiny victories. Put your words into practice. When awards are
provided, goals are to convey gratitude and appreciation for the organization. Team members that promote
change autonomy and self-development via creativity and innovation. opposing viewpoints to express and

exchange Encourage you to reach out to bigger businesses, consumers, and communities affected by their
poor choices.
• A reward and accountability system:
The organization and managers working together are responsible for the last component in creating a
successful team dynamic. Many businesses stress the importance of working as a team. As you travel around
the facility, you notice posters depicting happy families working and playing together. When you study
corporate mission statements, you'll notice that they include being the best team. Teamwork is missing even
though people are assigned to teams. What is the reason behind this? It's because the company and its
leaders don't hold employees accountable or reward them for working in groups.
12.3 Conclusion:
In order to create a team dynamic, I have discussed all of the factors. However, not every team requires all
these elements. Every team job has its own set of strengths and weaknesses, all of which are equally
important, therefore it is up to us to decide how to proceed.
Task 13/D3: Provide a critical evaluation of your own role and contribution to a group
scenario.
13.1 Introduction:
In this assignment, I will use the information from Task 11 to make judgments about my role in a team by
identifying my strengths and areas for improvement. I'll also talk about how people help one other attain
common goals. Our teacher assigned us the task of arranging a "Social Media Training" event and separated
us into groups. We split all the tasks into groups to guarantee that no one was left out, and that no more
problems arose.
13.2 My role in teamwork:
The excellent teamwork comes from guys who're operating independently in the direction of one intention
in unison.” In my group additionally as I changed into the occasion planner, I had important function in
occasion control hierarchy. I changed into especially answerable for splendid deal of vital responsibilities
like deciding on location, organizing transportation and in finance department. For doing this function

correctly I must be creative, right at hassle fixing and on occasion make unbiased judgements. Then
searching in the direction of transportation I requested that corporation proprietor approximately their
parking centers which changed into sufficient for our audiences. He guarantees me to offer technical aid
and supply a few cuts price due to the fact I additionally must appearance towards our price range supplied
through our college. So, I contacted our occasion supervisor and booked venue. This manner I performed
my function in group through understanding my sturdy factors which helped us to attain our not unusual
place intention.
13.3 Areas for Improvement in My Job:
Even though we were able to successfully complete our event and that all members played their roles well,
there are still areas for improvement in my role. I am certain that if I can address those weaknesses, I will
be able to show myself better the following time. Better communication with audiences as well as my team
members will aid me in presenting myself in a more professional manner. I also believe I need to work on
my motivating abilities. The majority of event planners have leadership abilities, which include motivation.
If I can inspire others, then I will be able to persuade them as well.
13.4 My Contribution to Team Goals:
I was an integral part of my team as a planner. You must generate fresh ideas and debate them with your
coworkers. We already have a limited budget, so we need to keep an eye on it and make sure the money is
going to the proper places. There is potential for development to make the task more successful but playing
the role of an event coordinator is not simple, and I'm pleased I did. I believe that if I arrange the event
again, I will be able to perform a better job than the first time.
13.5 Conclusion:
In this way, I've helped the team achieve its shared aim. I will not forget the skills and concepts I gained
during the course. I'll be able to do this position more effectively next time if I improve.
Task 14/P7: Discuss the importance of CPD and its contribution to own learning.
14.1 Introduction:

In this part, I will discuss the value and contribution of CPD (Continuing Professional Development).
14.2 Definition of CPD:
CPD (Continued Professional Development) is a multi-faceted strategy to long-term professional

development. CPD includes all learning activities conducted by professionals with the goal of gaining new
skills and strengthening their current capabilities. (cpdcourse, 2022)
14.3 CPD's Importance:
By maintaining your own record, CPD helps you to focus on the precise information you need in a short
amount of time. It gives you a report on how far you've come and what you've accomplished thus far. It's a
must-do exercise if you want to keep your overall abilities and knowledge current. Some of the benefits of
continued professional development are listed below (CPD).
1. Those who adopt a strategic approach to skill development are more likely to advance fast and in
the direction of their choice. If you plan your CPD ahead of time, it will be more relevant to your
professional life.
2. A record of CPD can be used as proof of competence in evaluations, promotions, interviews, and
when regulatory requirements are required.
3. It should provide you with the information, skills, attitudes, and values you'll need to operate
successfully and professionally in your job and satisfy the expectations our employers, colleagues,
and members of your association have for you.
4. It ensures that you improve and keep the skills and information you require while providing service
to consumers and clients.
14.4 CPD's Importance in Professional Life:
Individuals are ultimately responsible for completing Continuing Professional Development, which is
commonly done as part of their membership and interaction with industry professional organizations or
institutions. However, an increasing number of firms are taking a proactive and supportive approach to their
workers' CPD requirements. Aside from industry groups, the value of CPD in the learning sector and in
general business is expanding as more businesses see the advantages of having a more highly trained,
engaged, and devoted staff.

Some companies have the misconception that CPD requires a substantial amount of time, resulting in
periods of "out of the office." With the emergence of online learning, short courses, and half-day workshops,
as well as distant learning and educational fairs, the availability of more flexible CPD suitable for business
requirements has expanded dramatically in recent years. These can give continuing education possibilities
as well as new company revenue and networking opportunities.
14.5 Conclusion:
Learning is a lifelong process, and by investing in continual professional development, you can secure your
career success. People that participate in CPD frequently become important employees of a firm since they
are always looking for fresh ideas and advancements.
Task 15/P8: Produce a development plan that outlines responsibilities,
15.1 Introduction:
In this job, I will design a structural development plan that outlines roles, performances, objectives, and
essential skills, knowledge, and learning for personal future aims.
The Career Development Plan outlines the goals needed, the development of skills and abilities, and the
goals that employees must meet to advance and advance their careers. Management works with employees
to develop a career development plan that identifies the skills and resources needed to meet an individual's
career goals and the business needs of the organization.
As soon as new employees join the team, they need to start developing their expertise. In addition, all
employees need to develop a “living” professional development plan. Planning should not begin after an
employee has been identified as in need of improvement. Career development plans should be evaluated
on a regular basis throughout the year. Before the end of the annual performance evaluation period, there
will be at least one interim meeting between employees and managers.
15.2 How to Make a Development Plan for Your Career: (Team, 2022)
To make a simple, comprehensive professional development plan, follow these basic five steps:

• Self-assessment:
A self-assessment is a review of your professional interests, abilities, and expertise. You can review your
present situation in relation to your professional aspirations by creating a self-assessment. You can pick
areas where you can improve to achieve your objectives once you've determined your present talents and
interests. Identifying your transferrable abilities might be beneficial. Transferable talents, such as strong
communication, teamwork, and leadership, are marketable personal traits that many companies seek in
applicants. Make a list of the software apps and computer programs that you know how to use. Having
technical abilities is crucial in every business as companies become increasingly reliant on computer
systems.
• Goal:
SMART goals should be included in your professional development plan (Specific, Measurable,
Achievable, Relevant and Timely). When you use SMART objectives, you can track your progress, making
it easy to revise your PDP when you reach significant milestones. Structure your objectives in a way that
allows you to attain them in tiny increments. It's a good idea to prioritize your objectives and put them in
order of importance, with the most important ones first, so you can find them quickly. It can also aid in the
development of more comprehensive actions to reach each objective by categorizing them as short-, mid-
or long-term. Short term within next year, mid-term within next two year while long term is within five
years.
• Strategies:
The tactics in your professional development plan will determine how you will attain your objectives. You
should include experiential learning (learning by doing), exposure (learning from others), education, and
reflection among your options. The bulk of your tactics should, on average, be experienced. When learning
new skills, this provides you important hands-on experience. A person who wishes to be a veterinarian, for
example, may volunteer at an animal shelter as a way to gain experience dealing with animals.
• Resources:
Resources are areas where you may advance your career. They may provide courses or networking
opportunities, and they have the ability to tremendously benefit your professional path.

15.3 The following are some professional resources:
• Continuing education institutions:
These organizations provide events, conferences, and courses to assist you learn more about a certain
subject. Many continuing education courses lead to a certificate or degree, demonstrating your
understanding of a profession or ability to conduct a task. Project managers, for example, can acquire a
Project Management Professional certification, demonstrating that they can effectively execute a plan
utilizing a variety of ways. You might be able to take lessons at a local college or school or take online
programs.
• Professional associations:
Memberships are available in both local and national groups. A membership in a professional group allows
you to interact with like-minded people and expand your professional network. You may boost your
chances of advancement in your job by expanding your professional network.
• Webinars:
Some companies and professionals host webinars that give presentations on specific topics. B. Evaluate
industry trends or teach specific skills. For example, a programmer can host a webinar on the basics of
front-end development. Webinars are web-based, so you can attend from anywhere. You can find a set of
webinars based on PDP. Be precise when creating the resource portion of the PDP. These resources may
have tuition fees, fees, or time limits. It is important to fully understand the options.
• Timelines:
Your professional development strategy should be a work in progress at all times. It should develop and
vary over time to match your present work situation. When you attain milestones, alter methods, or change
goals, it's a good idea to update your professional development plan.
15.4 Example of a professional development plan:
Here's an example of my professional growth plan as Professional Worker:

Self-assessment Goal Strategies Resources Timeline
Currently a Increase my salary Find a management Project In one month, ask to

specialist who by 30%. mentor and Accept Management head a small project
wants to advance to more duties in my Institute team.
project current position.
management.
You have excellent Earn a promotion to Complete a project Videos on different Obtain a mentor and
interpersonal and be a project management project management enroll in project
communication manager. seminar. methods management
skills right now. training within five
months.
I need to work on To be able to Complete at least Local project In a year, I
my time established my own two leadership manager association established my own
management and company. courses and Learn business.
leadership abilities. specific coaching
techniques.
Table 3: professional growth plan
15.5 Conclusion:
By structuring my progress in this manner, I was able to determine my present performance. I learned what
I need to change in order to advance in my job, as well as what possibilities and risks there are to my
advancement.
Task 16/M5: Compare and contrast different motivational theories and the impact
they can have on performance within the workplace.
16.1 Introduction:
In this exercise, I will examine and contrast the similarities and differences between two distinct
motivational theories, as well as their influence on the workplace. “According to the BBC, "motivation"
refers to the manner in which a company might urge employees to offer their best effort. Motivated

employees are more concerned about the company's success and perform better." Simply put, motivation is
defined as the tugging and pushing of behaviors toward a specific objective.
16.2 Hertzberg's Two-Factor Theory:
According to Herzberg, some employment variables lead to contentment while others lead to discontent.
Motivator factors and Hygiene factors are the two types of factors.
Fig 20: Two Factor Theory
16.3 Factors affecting hygiene:
These are the employment elements that are required for workplace motivation to exist. Because they are
designed to minimize employee unhappiness, hygiene factors are also known as maintenance or dissatisfies
factors. Pay, fringe benefits, physical working environment, and job security are the hygiene components
of motivation.
16.4 Motivator factors:
“The hygienic concerns cannot be considered motivators," according to Herzberg. Positive contentment
results from motivating causes. Employees are motivated by these reasons to perform at a high level.
Satisfiers are the terms for these elements. These are the aspects of the task that must be considered. These

aspects are naturally motivating for employees. (contactzilla, 2019) Recognition, a sense of
accomplishment, responsibility, and the value of one's job are all motivating elements.
These two factors affected motivation, according to Herzberg's results, and they appeared to function fully
independently of one another. While the presence of motivational elements enhanced employee happiness
and motivation, their absence did not inevitably result in discontent. Similarly, the existence of hygienic
variables did not seem to boost contentment or motivation, but their lack increased discontent.
16.5 Maslow's Needs Hierarchy:
This idea, which is a classic description of human motivation, was established by Abraham Maslow. This
theory states that each human has a five-level hierarchy of requirements. Individuals are driven by unmet
wants, according to Maslow. As each of these requirements is met to a substantial degree, the following
need is compelled to develop. The five requirements were divided into two groups by Maslow: higher and
lower-order needs. Lower-order demands included physiological and safety requirements. Externally, these
lower-order demands are mostly met. The higher-order wants were defined as social, esteem, and self-
actualization. These higher-order wants are usually met internally, that is, within a person. As a result, we
may conclude that the employees' lower-order wants are largely addressed during the boom phase."
(contactzilla, 2019).
• Physical Requirements:
We may inspire employees by providing them with mandatory lunch breaks and sufficient money to meet
their basic needs.
• Employee Motivation:
We may inspire employees by offering a safe and secure work environment with enhanced job security.
• Social Needs:
Employees are driven when they feel embraced into the team and get love, compassion, care, and friendship
at work.
• Esteem Needs:

Employees will be motivated if they get necessities such as self-respect, confidence, and competence.
• Self-actualization Needs:
Self-actualization Desires for increased knowledge, social service, and creativity are examples of these
wants.
16.5 Maslow's Needs Hierarchy:
Both motivational theories employ a hierarchical scale in which the previous level must be fully
accomplished before moving on to the next. They both provide criteria that individuals are motivated by.
Hertzberg's hygiene concept is similar to Maslow's Physiological, Safety, and Belongingness requirements,
in that both have the same criteria, such as basic wage and physical working conditions. Both ideas are
impacted by contextual factors, employee attitudes, and general motivation. Hertzberg has characterized
motivators as the requirements of employees at higher levels of Maslow's hierarchy.
16.7 Differences between Maslow's and Hertzberg's Motivational Theories:
Maslow built his model based on personal experience, whereas Hertzberg constructed his model based on
empirical research. Another distinction is that Maslow considers all of an employee's demands, whereas
Hertzberg concentrates solely on environmental needs. Maslow's theory is relevant to all types of
employees, although Hertzberg's theory is mostly employed by professionals. Maslow's idea of motivation
is based on an employee's desire for and fulfillment, whereas Hertzberg's approach is based on rewards and
recognition.
16.8 Impact of Motivational Theories in Employee:
Both approaches are excellent motivators for employees. Maslow theory motivates by providing the
fundamental wage, safety, and social requirements, whereas Hertzberg theory motivates by providing the
basic lower and higher needs. We may also learn about the individual who is working using these theories.
However, we must put motivational theories into reality since various things inspire different employees.
Some employees merely want the business to provide for their fundamental necessities, while others want
hygienic aspects. Giving prizes and incentives to employees promotes job satisfaction, staff morale, and
employee efficiency for many employees. However, rewarding and incentivizing employees may not work
for everyone; in certain cases, this may be counterproductive for employees who place a higher value on

their job than on their personal lives. Money This manner, we may learn more about the individual who is
working by using various motivating ideas.
16.9 Conclusion:
In this approach, these two motivational theories strive to simplify the motivating process, demonstrating
that motivation is a critical aspect in improving employee performance. By using these motivational
theories in the workplace, we may increase employee efficiency. Motivating people to do their jobs allows
them to expand their expertise while also bringing profit to the company.
Task 17/D4: Evaluate a range of evidence criteria that is used as a measure for
effective CPD.
17.1 Introduction:
vital since it identifies the CPD methods that will enable you to significantly increase the performance of
your employees.
17.2 Evidence Standards:
1) Production Data – Businesses and professionals often utilize this data in their day-to-day operations.
2) Personal data – Details about the company's personnel. information about yourself, a diploma, etc.
3) Judgmental Data - The information is gathered on a scale and completed by managers.
17.3 Effects of CPD:
• Reactions of Participants:
Currently, this is the most prevalent and convenient type of evaluative evidence, and it is typically used
soon after a CPD event. However, it is also the least useful in many respects since participants' responses
to the CPD are frequently impressionistic and extremely subjective. At level 1, questions will be asked
about how much the attendees enjoyed the event, if they found it beneficial, whether it met their

requirements, whether it was well-organized and presented, and so on. This method may be used to respond
to content questions, process questions, and context questions, in that order. As can be seen from these
questions, while they address potential professional development prerequisites that may help CPD result in
change, they do not really quantify this.
• Learning of participants from CPD:
Evaluation of participant usage of newly gained information and skills is crucial when a CPD program is
explicitly intended to influence practice. This level will need to be evaluated after a suitable amount of
time, the duration of which will depend on how difficult the information or skills participants need to learn
and how much time they need to practice.
17.4 Rating Methods
1. Ranking
2. Paired comparison
3. Checklist
17.5 goal-oriented management:
It may be described as a paradigm where each person establishes goals and objectives while
collaborating with others in his level before the assessment period begins. These techniques may be
used to assess employee performance for a firm and can raise a person's performance to help them reach
their objectives. The greatest method is to compare partners because it enables employers to rapidly
identify the team members who are most effective and enables them to concentrate on important
workers and support their continual professional growth. Despite the fact that the assessment procedure
is the same, comparative comparisons do not rate the under-performing agents in the same way as the
grading system, which has a detrimental effect on the agent.
17.6 Form for evaluating a team member:
The purpose of this form is to collect feedback on my performance from the other team members during
the course of the project.

Please give the performance a rating of 1 (unsatisfactory), 2 (satisfactory), 3 (very good), or 4
(excellent).
Work Rate Comment Is
Is meeting organize place convenient 3 It’s convenient
Attendance on schedule meeting 4 Come regularly
When you had issues with coworkers or even 4 Yes, you were cordial and courteous. and
myself, were you free to talk to me? showed respect to everyone
Was the work done in a professional and 2 You are beginning to feel nervous in some
practical manner? situations.
In the future, would you like to work with me? 4 Definitely
Suggestion In any case, use patience and use caution. Evaluate By:
Jack Daniel
Work Rate Comment Is
Is meeting organize place convenient 1 It is too far for some of us
Attendance on schedule meeting 3 Satisfactory
When you had issues with coworkers or even 4 All the team members listen each other’s views
myself, were you free to talk to me?
Was the work done in a professional and 3 In there we adapt easily

practical manner?
In the future, would you like to work with me? 4 You would be in my preference
Suggestion Use your ability to manage your time well. Evaluate By:
Suresh Rana

17.7 Conclusion:
In this way we will able to evaluate CPD easily from this idea we will easily know where we have
strong point and where is weak point and we can continue develop ourselves.

References:
Barron, B., 2022. evantotuts+. [Online]

Available at: https://business.tutsplus.com/tutorials/what-is-group-team-dynamics--cms-40100
Brandminds, 2019. brandminds. [Online]

Available at: https://brandminds.com/what-is-the-5-whys-technique/
contactzilla, 2019. contactzilla. [Online]

Available at: https://contactzilla.com/blog/5-psychological-theories-motivation-increase-productivity/
cpdcourse, 2022. cpdcourses. [Online]

Available at: https://www.cpdcourses.com/what-is-cpd
DeLecce, T., 2021. study.com. [Online]

Available at: https://study.com/academy/lesson/what-is-critical-thinking-definition-skills-meaning.html
Dyole, A., 2020. careers. [Online]

Available at: https://www.thebalancecareers.com/problem-solving-skills-with-examples-
2063764#:~:text=Key%20Takeaways-
,Problem%2Dsolving%20skills%20help%20you%20determine%20why%20an%20issue%20is,solutions%2
C%20and%20evaluating%20their%20effectiveness.
Kerzner, D. H., 2013. [Online]

Available at: https://drharoldkerzner.wordpress.com/2013/03/04/youre-bringing-us-down-negative-
team-dynamics/
Loren B. Belker, J. M. a. G. S. T., 2019. american management association. [Online]

Available at: https://www.amanet.org/articles/team-dynamics/
MasterClass, 2022. MasterClass. [Online]

Available at: https://www.masterclass.com/articles/verbal-vs-nonverbal-communication#what-is-
verbal-communication
Team, I. E., 2022. Indeed. [Online]

Available at: https://www.indeed.com/career-advice/career-development/professional-development-
plan
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Available at: https://www.investopedia.com/terms/i/interpersonal-skills.asp

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REMARKS

By singing this, I declare that:

Professional Practice Ayush Bajagain

Professional Practice Ayush Bajagain

Student Name Ayush Bajagain Assessor Name

Issue Date 2022/05/10 Submission Date 2022/07/09

Programme BTEC HND IN COMPUTING

Assignment Title Enhancing Professional Practices

Student signature: Date:

Pearson Education 2018

Professional Practice Ayush Bajagain

Professional Practice Ayush Bajagain

Professional Practice Ayush Bajagain

1.1 Planning and Why It Matters

Task 2………………………………………………………………………………… 3-8

Task 3…………………………………………………………………………………. 8-11

3.2 Planning for emergencies

3.3 Justification of time allocated

Task 4…………………………………………………………………………………. 11-13

4.2 Importance of interpersonal skills

4.3 Used personal skills during a program

4.4 Effectiveness of different Interpersonal Skills

Professional Practice Ayush Bajagain

5.2 5 why technique

5.3 Implementation of the 5-why approach

5.4 Main cause of problem

5.5 Problem resolution

5.6 Problem resolution throughout the event

5.7 Seven-step problem-solving process

5.8 Solution to the problem

Task 6…………………………………………………………………………………. 16-19

6.3 Using critical reasoning to solve problems

Task 7…………………………………………………………………………………. 20-22

7.2 Topic for investigation

7.3 Research method

7.4 Problems he has experienced when planning events

7.5 Techniques for problem solving

7.6 Transcript of interview

Professional Practice Ayush Bajagain

Task 8…………………………………………………………………………………. 22-23

8.2 Problem-solving strategy

8.3 5 Why technique

8.4 5-why-technique justification

8.5 Seven-step problem solving technique

8.6 Justification for addressing problems in seven steps

Task 9…………………………………………………………………………………. 24-25

9.2 Critical thought process throughout the event

9.3 Beneficial features discovered

Task 10………………………………………………………………………………... 25-28

10.1 Definition of Team Dynamics

10.2 Importance of Team Dynamics

10.3 The Role of Team Dynamics in Team Success

10.4 Example of Team Dynamics for Success

10.5 Examples of Team Dynamics in Team Failure

Task 11………………………………………………………………………………... 29-31

Professional Practice Ayush Bajagain

Task 12………………………………………………………………………………... 31-33

12.2 Necessary components for team dynamics

Task 13………………………………………………………………………………... 33-34

13.2 My role in teamwork

13.3 Areas for Improvement in My Job

13.4 My Contribution to Team Goals

14.2 Definition of CPD