Personal development includes activities that increase awareness and identity, develop talent and potential, build human resources and facilitate employability, improve quality of life and contribute to the realization of dreams and aspirations. Personal development takes place throughout one's life. Not limited to self-help, the concept involves formal and informal activities to develop others in roles such as teachers, guides, counselors, managers, coaches or life mentors. When personal development takes place within an institutional context, it refers to methods, programs, tools, techniques, and assessment systems that support human development at the individual level within the organization.
Video Personal development
Overview
Among other things, personal development may include the following activities:
- increase self-awareness
- increase self-knowledge
- improve skills and/or learn new ones
- build or update your identity/self-esteem
- develop strength or talent
- improve career
- identify or increase potential
- build employability or (alternative) human capital
- improve lifestyle and/or quality of life and time management
- improve health
- increase your wealth or social status
- fulfills aspiration
- start a life company
- define and implement personal development plans (PDP)
- improve social relationships or emotional intelligence
Personal development can also include developing others. This can occur through roles such as teachers or mentors, either through personal competence (such as certain managers' skill in developing potential employees) or through professional services (such as providing training, assessment or coaching).
In addition to improving and developing others, "personal development" labels the practice and research field:
- As a practical field, personal development includes personal development methods, learning programs, assessment systems, tools, and techniques.
- As a field of research, personal development topics appear in the journals of psychology, educational research, management and book journals, and the human development economy.
Any development - whether economic, political, biological, organizational or personal - requires a framework if one wants to know whether a change has actually taken place. In the case of personal development, an individual often serves as the primary judge of improvement or regression, but validation of objective improvement requires an assessment using standard criteria. Personal development frameworks may include:
- goals or benchmarks defining end points
- strategy or plan to achieve goals
- measurements and assessments of progress, levels or stages that define milestones along the development path
- feedback system to provide information about changes
Maps Personal development
As an industry
Personal development as an industry has several operational business relationship formats. The main ways are business-to-consumer and business-to-business. However, there are two ways to increase the new prevalence: consumer-to-business and consumer-to-consumer.
Business-to-consumer market
The business-to-consumer market involves selling books, courses, and techniques to individuals, such as:
- newly discovered offerings such as:
- fitness
- beauty enhancement
- weight loss
- Traditional practices such as:
- yoga
- martial arts
- meditation
Some programs are delivered online and many include tools sold with the program, such as self-help motivational books, recipes for weight loss or technical guidelines for yoga and martial arts programs.
Some listings of personal development deals in the business-to-individual market may include:
- books
- speak motivation
- e-Learning program
- workshop
- individual counseling
- life coaching
- Time Management
Business-to-business market
Business-to-business markets also involve programs - in this case being sold to companies and to governments to assess potential, to improve effectiveness, to manage work life balance or to prepare multiple entities for new roles within the organization. The targets of these programs are determined by the institution or by the institution and the results are assessed. Universities and business schools also contract programs for external specialist companies or to individuals.
Some list of business-to-business programs may include:
- marketing and market development
- time management
- courses and assessment systems for higher education organizations for their students
- Management services to employees within the organization through:
- training
- training and development programs
- personal development tools
- self-assessment
- feedback
- business training
- mentoring
Some consulting firms specialize in personal development but in 2009 generalist companies operating in the field of human resources, recruitment and organizational strategy have entered into what they consider to be a growing market, not to mention smaller companies and self-employed professionals who deliver consultation, training and training.
In addition, the International Alliance for Personal Development Professional (IAPDP), an international group launched in 2015 to support professionals in self-development and personal development industries.
Origins
Major religions - such as Abrahamic and Indian religions - as well as New Age philosophies have used practices such as prayer, music, dancing, singing, singing, poetry, writing, sports and martial arts. These practices have various functions, such as health or aesthetic satisfaction, but they can also link to the "ultimate goal" of personal development such as finding meaning in life or living a good life (compare philosophy).
Michel Foucault explains in Epielia's Personal Care techniques used in ancient Greece and Rome, which include diet, exercise, sexual abstinence, contemplation, prayer and recognition - some of which also become practices important in various branches of Christianity.
In yoga, a discipline originating in India, perhaps over 3000 years ago, personal development techniques include meditation, rhythmic breathing, stretching and posture.
"Yi" Wushu and T'ai chi ch'uan use traditional Chinese techniques, including breathing and energy exercises, meditation, martial arts, and practices related to traditional Chinese medicine, such as diet, massage and acupuncture.
In Islam, which appeared almost 1500 years ago in the Middle East, personal development techniques include prayer rituals, recitation of the Qur'an, pilgrimage, fasting and tazkiyah (soul purification).
Two ancient philosophers of the individual: Aristotle and Western Traditions and Confucius and Eastern Traditions stand out as the main source of what has become a personal development in the 21st century, representing Western traditions and East Asian traditions. Elsewhere the anonymous founders of self-development schools appear endemic - note Indian sub-continental traditions in this regard.
South Asian Traditions
Some ancient Indians aspire to be "togetherness, wisdom, and happiness".
Aristoteles and Western traditions
The Greek philosopher Aristotle (384 BC - 322 BC) influenced personal development theory in the West. In his book Nicomachean Ethics , Aristotle defines personal development as a category of phronesis or practical wisdom, where the practice of virtue ( arÃÆ'ªte ) leads to eudaimonia , commonly translated as "happiness" but more accurately understood as "human developed" or "living well". Aristotle continues to influence the concept of personal Western development to this day, especially in the economics of human development and positive psychology.
Confucius and East Asian traditions
In the Chinese tradition, Confucius (around 551 BC - 479 BC) established a sustainable philosophy. His ideas continue to influence family, education and management values ​​in China and East Asia. In his book Great Learning Confucius writes:
Ancient people who wanted to illustrate the great virtue throughout the kingdom first ordered their own state well. Hoping to order their country well, they first set up their family. Hoping to organize their families, they first cultivate their people. Hoping to cultivate their people, they first improve their hearts. Hoping to improve their hearts, they first try to be sincere in their minds. Hoping to be sincere in their minds, they first expand their knowledge completely. Such extension of knowledge exists in the investigation of various things.
Context
Psychology
Psychology became associated with personal development in the early 20th century starting with Alfred Adler (1870-1937) and Carl Jung (1875-1961).
Adler refuses to limit psychology to analysis, making the point that aspiration awaits and does not limit itself to unconscious urge or childhood experience. He also derives lifestyle concepts (1929 - he defines "lifestyle" as an individual characteristic approach to life, in the face of problems) and self-image, a concept that influences management under the heading of work life balance.
Carl Gustav Jung makes a contribution to personal development with his individual concept, which he sees as the encouragement of the individual to attain the wholeness and balance of the Self.
Daniel Levinson (1920-1994) developed the early concept of Jung's "life stage" and incorporated a sociological perspective. Levinson proposed that personal development be under the influence - all through life - aspirations, which he called "Dreams":
Whatever the nature of his Dream, a young man has a developmental task to provide greater definition and find ways to make it happen. It makes a big difference in its growth whether the structure of life was originally appropriate and impregnated by the Dream, or against it. If the Dream remained unrelated to his life, he might die, and with that sense of passion and purpose.
The Levinson model of the seven stages of life has been heavily modified due to sociological changes in the life cycle.
Research on success in achieving goals, as did Albert Bandura (born 1925), suggests that the best self-efficacy explains why people with the same level of knowledge and skills get very different results. According to Bandura, self-confidence serves as a powerful predictor of success because:
- it makes you wish to succeed
- lets you take risks and set challenging goals
- this helps you keep trying if you're not successful at first
- this helps you control your emotions and fears when things get rough
In 1998 Martin Seligman won the election for a one-year term as President of the American Psychological Association and proposed a new focus: on healthy individuals rather than pathology (he created "positive psychology" today)
We have found that there is a series of human forces that are the most likely buffer against mental illness: courage, optimism, interpersonal skills, work ethic, hope, honesty and perseverance. Much of the precaution is to create a science of human strength whose mission will foster these virtues to the young.
Higher education
Personal development has become the heart of education in the West in the form of Greek philosophers; and in the East with Confucius. Some emphasize personal development as part of higher education. Wilhelm von Humboldt, who founded the University of Berlin (since 1949: Humboldt University of Berlin) in 1810, made a statement that could be interpreted as referring to personal development: ... if there is one thing more than another really requires free activities on the part of individuals, precisely education, whose purpose is to develop individuals.
During the year 1960 a large increase in the number of students on American campus led to research on the personal development needs of undergraduate students. Arthur Chickering defines seven vectors of personal development for young adults during their undergraduate years:
- develop competencies
- manage emotions
- achieve autonomy and interdependence
- develop a mature interpersonal relationship
- assign identity
- develop goals
- develop integrity
In the UK, personal development took a central place in university policy in 1997 when the Honorable Report stated that universities must go beyond academic teaching to provide students with personal development. In 2001, the Quality Assessment Agency for UK universities produced guidelines for universities to enhance personal development such as:
* structured and supported processes undertaken by individuals to reflect on their own learning, performance and/or accomplishments and to plan their personal, educational and career development;
* explicitly related destinations for student development; to improve the capacity of students to understand what and how they learn, and to review, plan and take responsibility for their own learning
In the 1990s, business schools began to develop personal development programs specific to leadership and career orientation and in 1998 the European Foundation for Management Development established an EQUIS accreditation system that determined that personal development should be part of the learning process through apprenticeship, working on projects team and go abroad to work or exchange programs.
The first personal development certification required for business school graduation originated in 2002 as a partnership between Metizo, a personal development consulting firm, and the Euromed School of Management in Marseilles: students must not only complete the task but also demonstrate self-awareness and personal achievement-competence development.
As a personal development the academic department has become a specialized discipline, usually associated with business schools. As a field of research, personal development refers to links to other academic disciplines:
- education for learning questions and ratings
- psychology for motivation and personality
- sociology for identity and social networking
- economy for human capital and economic value
- philosophy for ethics and self-reflection
Workplace
Abraham Maslow (1908-1970), proposed a hierarchy of needs with self-actualization at the top, defined as:
... the desire to be more and more what it is, to be all that a person can do.
Because Maslow himself believes that only a small minority of self-actualizing people - he estimates that one percent - his hierarchy of needs has consequences that the organization came to regard self-actualization or personal development as it did at the top of the organizational pyramid, while job security and good working conditions will satisfy the mass needs of employees.
As organizations and the labor market become more global, responsibility for development shifts from company to individual. In 1999, management thinker Peter Drucker wrote in the Harvard Business Review:
We live in an unprecedented age: if you have ambition and intelligence, you can rise to the top of your chosen profession, regardless of where you start. But with chance comes the responsibility. The company currently does not manage the careers of their employees; knowledge workers must, effectively, be their own chief executive. It's up to you to carve out your place, to know when to change direction, and to keep yourself engaged and productive during a working life that can last about 50 years.
Professor of management Sumantra Ghoshal from London Business School and Christopher Bartlett from Harvard Business School wrote in 1997 that the company must manage individuals individually and create new employment contracts. On the one hand the company should allegedly recognize that personal development creates economic value: "market performance flows not from the omnipotent wisdom of top managers but from the initiative, creativity and skills of all employees".
On the other hand, employees must recognize that their work includes personal development and "... embracing the refreshing power of sustainable learning and personal development".
Ghoshal's 1997 publication and Bartlett Individualized Corporation are associated with changes in career development of the company-defined track system, to individual-defined strategies and tailored to the needs of the organization openly. landscape possibilities. Another contribution to career development studies comes with the recognition that women's career demonstrates specific personal needs and different development paths of men. A 2007 study of women's careers by Sylvia Ann Hewlett Off-Ramps and On-Ramps has had a major impact on the way companies look at careers. Further work on careers as a personal development process comes from a study by Herminia Ibarra in Identity Work on relationships with career change and identity change, suggesting that work and lifestyle priorities continue to thrive through life.
Personal development programs within the company are divided into two categories: provision of employee benefits and development of development strategies.
Employee benefits have a goal of increasing satisfaction, motivation, and loyalty. Employee surveys can help an organization discover needs, preferences, and personal development issues, and they use the results to design an benefit program. Common programs in this category include:
- work life balance
- time management
- stress management
- health programs counseling
Many such programs resemble programs that some employers might imagine out of work: yoga, sports, martial arts, money management, positive psychology, NLP, etc.
As an investment, personal development programs have the goal of increasing human capital or increasing productivity, innovation, or quality. Proponents actually see such a program not as a cost but as an investment with results related to organizational strategic development goals. Employees gain access to these investment-oriented programs by selection according to the future value and potential of employees, typically defined in talent management architectures including populations such as new hires, high potential employees, perceived key employees, sales staff, staff research and future leaders. Organizations may also offer other (non-investment-oriented) programs to many or even all employees. Typical programs focus on career development, personal effectiveness, teamwork, and competency development. Personal development also forms elements in management tools such as personal development planning, assessing a person's ability level using a competency grid, or getting feedback from 360 questionnaires filled with peers at different levels within the organization.
A common critique of personal development programs is that they are often treated as an arbitrary performance management tool to pay for lip service, but are ultimately ignored. Thus, many companies have decided to replace personal development programs with SMART Personal Development Goals, which are regularly reviewed and updated. Personal Development Goals help employees achieve career goals and improve overall performance.
Criticism
Scholars have targeted self-help claims as false and misleading. In 2005, Steve Salerno described the American self-government movement - he used the acronym SHAM: Self-Help Movement and Actualization - not only ineffective in achieving goals but also socially harmful. "Salerno says that 80 percent of self-help customers and motivation are regular customers and they keep coming back whether the program is working or not." Others also say that with the supply of self-help books increasing demand... The more people read it, the more they think they need it... more like an addiction than an alliance '. Self-help writers have been described as working 'in the field of ideology, imagined, re-negotiated'. Although the layers of saintism permeate the work of [ir], there are also styles underlying moralization '.
See also
References
Source of the article : Wikipedia
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