Enhancing Professional Development

Guskey (1986) and Hashweh (2004) describe professional development as a systematic attempt to bring about change. Guskey (1986) and Griffin and Barnes (1986) specifically describe the change components: (a) change in the classroom practices of teachers, (b) change in teacher’s beliefs and attitudes, and (c) change in the learning outcomes of students. When developing his model, Guskey (1986) questioned the order of these components.

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Career development is not just beneficial to the organisation. The impact it has on an employee is valuable as well. It allows for the employee to align career goals with personal goals.

Planning and Organizing: Claudia continues to meet with her employees that are not meeting the performance goals, on a bi-weekly basis to review and discuss their previous week work performance. She formulates a detailed calendar of all assigned tasks for her unit, including any contingencies for necessary changes.

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

The PD’S that have and still are the most successful to me are those that fulfill my need or focus on what I enjoy teaching and want to improve upon as an educator. I love any PD on social studies and literacy. It is what I enjoy teaching, but I also yearn to be technology savvy, a competency that must be fulfilled in this growing age of social media. Professional development is great when there are resources to use, time to collaborate with your building staff, teachers from other buildings and the time allotted to process the information presented. When sessions incorporate video clips and activities to motivate and excite, you are more interested. One aspect mentioned in the Mizell article,” Why Professional Development Matters,” is the ability to analyze information presented and share experiences related to the learning.

I feel in all leadership areas the professional development needs to continue. Completion of a doctorate program does not render one an expert, but equips learners with the desire to continue to seek, discover and grow both professionally and personally.

Did You Know? is a professional development feature which provides caregivers with strategies to complement interaction with children. Example—Theme 4 (p. 36): When children ask you a question, encourage them to answer it before you answer it for them by asking: What do you think?” to allow children to organize their thinking as their verbalize their answer.

In my teaching career it seems that I have intermingled through Snow, Griffin, and Burns’s (2005) model of professional growth that is based on five areas of knowledge- declarative, situated, stable, expert, and reflective (p. 9). I have diverse professional experiences in reading skills and literacy in my nineteen years of teaching. I have taught reading and literacy from kindergarten through adults. As a lifelong learner, I am constantly seeking to increase my knowledge and improve my skills as a teacher of reading and literacy.

For a person to accomplish the set short and long-term goals, it is vital to advance his capabilities. In an occupational setting, human resources can only benefit from career development and the embedded job opportunities by focusing on their proficiency in a particular field. Additionally, learning is a continuous process. People should utilize daily occurrences to enhance their knowledge on certain aspects. Through this approach, it will be easy for one to attain career development and make beneficial impacts on the lives of other individuals. Improved expertise occurs through hard work, appreciation of the capabilities exhibited by different people, and utilization of the lessons learned from our daily

(This should lead us to the fact the goals of pd need to be flexible enough to accommodate all learners)

m o r e e x p e r i e n c e d

Every organization is ought to manage finance, resources, information and people. Every organization seeks for the most knowledgeable and deserving candidate to work for the well-being of the company. The biggest challenge arises for an organization when the external environment constantly keeps changing as regards to the laws, culture, technology and other similar factors. For employees to do well and grow, they need to be encouraged on timely manner hence to stretch their full potential. Training and career development are very important for any organization that aims to progress. Training simply denotes to the process of gaining the necessary skills required for a certain job. Likewise, Career development emphasizes on far-reaching

Career Planning and Development The concept of career planning emerged in the USA in the 1970s, and became popular. It encouraged employees to assess or analyze their motivations and offer them with the information about a company’s career opportunities. It focuses on generating an awareness of strengths and weaknesses among employees and at helping them to match their skills and abilities to the Heads and the demand of the organization. Without development of people in the organization, the organization cannot prosper. The General Electric Company (GEC) in the USA has brought out the ‘Career Dimensions’ work books.

At the level of career development, these measures are necessary to ensure the company hires and retains the best skilled and qualified staff members, but also that these staffs are motivated and driven in their career pursuit. The support for career development on the part of the employer generates employee loyalty, which in turn materializes in lower rates of employee turnover.