Patient Assessment and Care Planning Forms

Personal Profile

[Health History and Health Perception]

X , a female Saudi  patient .She is 50 years old . she came from the emergency department . Arrived on Sunday 22- 3-13 at 20:30 ,her vital signs : blood pressure is 130/ 81 mmHg, pulse is 96 beats / minute , temperature is 38 °C , and her Respiratory rate is 22 breath / minute . Patient came with a difficulty in moving her right arm and a pain in her right shoulder. She also complained being depressed. She had a lymph node dissection for breast cancer in her right breast from under her right arm a month ago. The patient had no history of psychological distress in the past. She had swellings and redness yet no neurological symptoms. She stopped taking antibiotics 10 days after the operation.
Initial Assessment
Relevant Medical History: patient had a lymph node dissection for breast cancer in her right breast from under her right arm a month ago. Reason for Admission: Shoulder pain with hot , redness and swelling . with postoperative diagnosis as having lymphydema and psychological distress.	Source of Referral: The patient and the doctor who is specializing in her situation Source of Information: The patient and her family .	Communication: Hearing Problems:    YES NO (if YES provide detail) Visual Problems:     YES NO (if YES provide detail)
Emotional State on Admission: Patient was worried and anxious about her health condition before and after the surgery . She suffered depression after having the surgery . She had worries about death or living in pain for long times. Awareness level:                      the patient's level of awareness and understanding of her health situation is good yet she needs special psychological care from physicians and nurses.	Medication: Prophylaxis (1 g ampicillin- Sulbactam) intravenously at anaesthesia. Cephalexin (capsules-500mg) every 6 hours Prophylactic Antibiotic Letrozole (tablets) (2.5 mg) once a day. Hormone treatment Emla (20g) once daily  Topical cream	Mobility:                                    YES NO Fall Risk done         (Comment)  Patient at risk of fall due to cellulites of lower limb- acute haematogenous, ankle and foot Moving and Handling assessment done:   YES NO (Comment)  Patient need assistance in dressing, eating and hand movements in postoperative stage .
Allergies                     YES        NO (if YES provide brief detail) Redness in skin due to swelling.	General Skin Condition: Skin Intact:                YES        NO (if NO provide brief detail) Condition of Pressure Points: Pressure Sore Risk Assessment Score (Comment)     the patient have a normal of pressure points because she can move well . Scale Used: Braden scale  Risk Status: patient is at risk of having skin infection complications.	Airway/Breathing/circulation: Airway          Breathing Difficulties      YES   NO (if YES provide detail) Smoker:         YES    NO (if YES provide detail) Heart Problems:      YES    NO (if YES provide detail)
Infection Risk:                        YES        NO In postoperative stage Patient is at risk of an infection at the site of the incision due to not having cleaning habits for hands or being in not clean environment.
Preliminary Pain Assessment: In preoperative stage patient has a severe pain in right arm and shoulder , now in postoperative stage patient also has severe pain in same location .

Student:………………………………     Date:……………… 

In-depth Assessment
Safe Environment (risks): Patient at risk of infection in intraoperative stage due to a lymph node dissection for breast cancer in her right breast from under her right arm. In postoperative stage patient at risk of infection due to the wound of the operation being liable to air and germs.		Elimination (including incontinence): Bowel Function: every 24 hours. Bladder Function: 7-8 times daily , continued  and urinary appearance is yellow .  Urinalysis: Within normal limits .		Pain: (use appropriate assessment tool) Location: Right  arm and shoulder. Severity: Severe pain ,  it  comes from swelling , and movements . And she takes intravenous advil ibuprofen  every 6 hours . Aggravating factors: daily life sensation. Frequency: before medication that is every 6 hours Patient’s description: severe pain
Skin: Skin is intact , red colour , warm. Wound Assessment (if applicable): Patient had a wound that had a long thin plastic drainage tube attached to a bottle in which fluid coming from the wound pours, it should have been removed after a week to ten days from the end of the operation , and she needed dressing change daily .		Level of orientation and neurological state: Patient is confused and depressed. She is suffering difficulties moving her right arm and shoulder, she has death fears and depression.  She came on foot
Diet: Antioxidants , with the adequate nutrients , vitamins , minerals, fruit , and vegetables . Low fat protein. Fluid intake is usually 6 glass of water daily . Nutrition/Fluid/Metabolism: She is obese class 1 Fluid intake is usually 6 glass of water daily . Weight: 126 kg   Height: 160 cm   BMI:49 Blood Sugar (if appropriate)  11.8 in preoperative stage                                           9.8  in recovery room                                           7.7 in postoperative stage		Communication: patient at risk of  mis communication due to depression and stress , patient can read and write Arabic and English . she is preferred to communicate with Arabic nurses.
In-Depth Assessment (continued)
Values-Beliefs-Culture: she is Muslim and it is important for her to do the five daily prayers and Veils from foreigners . Special Considerations:  The patient maintains a  personal hygiene . She does not eat sea food.	Sleep-Rest: patient sleep very well at night , she sleeps 8 hours almost daily and she takes some rest at afternoon .  she does not need any medication to help sleep .		Coping and stress tolerance: patient is coping well with her health condition , and she feels better gradually with therapy . she does not have any difficulties at hospitalization period, and she like nurses and communicates kindly with them . Perceptions of self and identity: She is a teacher patient has a large family that takes care for her responsibilities .
	Activity-exercise / mobility: she is a teacher in hospital she spends her time with her sister usually and talks a little. she is doing some  activities with Physical Therapy
Family/carer perspectives and needs: Her husband will take care if she need discharge . patient was with social worker services about one hour , she was cooperating and deal kindly with her , she is giving  emotional support to patient. The key people of the patient is her husband and sister , they are very good at coping with the least difficulty. She communicates with them through the phone. They make regular visits to her.

Care Planning

Care Need / Problem / Potential Problem	Goals of Care	Nursing Actions	Evidence-base for Actions
Patient at risk of  increased of pain and infection related to right lymph node dissection for breast cancer in her right breast from under her right arm.	To prevent infection goal throughout hospitalization . To relieve pain and to present psychological therapy.	Nurse must observe the temperature and colour every 4 hours. Monitor for record signs of allergies from or around wound  and skin colour. Report abnormal changes in temperature. Use high hand hygiene techniques , or hand washing before and after patient care .	Giving careful assessment to patient ,  monitor the signs and symptoms of high temperature,  note the warmth of skin and assessing breathing by monitoring chest movements (Krag DN, Weaver DL, Alex JC, et al.) Observe factors of causing infections such as white cells of blood. (Schmitz KH, Ahmed RL, Troxel AB, et al.: 2010) Advising to use antiseptic solution , and teaching techniques of rubbing hands to maintain hygiene , having regular evaluation on patients hygiene techniques. (Miller SR, Mondry T, Reed JS, et al.1998)

Care Planning

Care Need / Problem / Potential Problem	Goals of Care	Nursing Actions	Evidence-base for Actions
		Encourage soy and beta-carotene foods or fluids , when indicated . Encourage patient for being careful in moving and helping her walk and eat. Provide adequate education for  patient and members of family to learn about the infection symptoms such as fever , swelling , redness , hot , etc . The persons who are liable to be infected should be banned from contact with patient. .	Observing patient weight and giving advice concerning health food habits. Observe food habits and ban bad eating habits. (rock CL, Doyle C, Demark-Wahnefried W, et al 2012)

I confirm that the work presented relates to a person in this unit who the student has cared for and is the work of the student

Mentor:………………………………              Student:……………………………………         

 

Care Planning

Care Need / Problem / Potential Problem	Goals of Care	Nursing Actions	Evidence-base for Actions
Depression distress	To help patients understand what depression is  and how it is treated, this including antidepressants, and provided strategies for problem-solving to help patients overcome their feelings of sadness, upset and helplessness.	Monitor patient's behaviour with others in clinic and record it daily. Educate patient about the advances and progress she makes daily in weight and health generally.	This is by detecting emotional distress to reduce psychological morbidity and collecting past information about the patients clinical experiences and if the curing climate was a financial stringency. (E.M.A. Bleiker et al.) . Review and document the current dietary goals with the patient and family, assessment of fat and blood sugar. Improve food habits, advise doing exercises, reducing bad food habits as fat and sugar high consuming. Getting rid of some weight by following  nutrients that are healthy .Giving some tranquilizers when needed. (Cimmino VM, Brown AC, Szocik JF, et al.2001)

 

Care Planning

Care Need / Problem / Potential Problem	Goals of Care	Nursing Actions	Evidence-base for Actions
		Observe and monitor the signs and symptoms of depression . Measure depression levels . Monitor and document patient's medication history , her understanding level and her submission .	Observe depression symptoms and signs regularly to stop any suicide attempts if occurred. Assessment of the patient involuntary symptoms such as straying, being anxious, having bad temper, being introvert, nervous and crying. Assess voluntary signs such as poverty of speech, psychomotor retardation, poor social functioning) document the result and make evaluation for them. Assess the patient information about her history of depression and how she deals with it and understand it. Document all necessary information in a file that is available when needed. (Prieto JM, Blanch J, Atala J, et al.2002)
Considerable disability due to Chronic pain	Identifying current sources of pain and help patient change life style in order to stop future pain problem.	Monitor patient response to treatment. Help using special techniques for letting patient get used to move her arm through simple easy exercises and give special sessions to train her. Encourage the patient to co operate with the physiotherapy. Checking fluid collecting around the wound if any.	assess  the patient condition through receiving treatment like Emla, her skin colour and her feel of pain and make assessment by questioning the patient about her feeling of pain and her comfortable positions.( Witt A, Yavuz D, Walchetseder C, et al.) Help patient to get used to light exercises and focus on gentle contraction of muscles. Teach the patient how to change bandages gently by wrapping the entire limb and make bandages tight around fingers and loose as patient move her arm. Making sure that fluid around the wound move away by using a special massage called manual lymph drainage.

I confirm that the work presented relates to a person in this unit who the student has cared for and is the work of the student

Care Need / Problem / Potential Problem	Goals of Care	Nursing Actions	Evidence-base for Actions
		Provide healthy dietary that helps raise patients endurance. Assist patient to use her arm easily with comfort and help eat and drink.	Monitor patient's eating habits as she needs to be stronger and consider having adequate food for helping getting rid of obesity. Provide help when needed to let patient use her arm in the way that does not cause pain. advise having special sponge baths instead of showers and provide help when needed.

Care Planning

Care Need / Problem / Potential Problem	Goals of Care	Nursing Actions	Evidence-base for Actions
Patient at risk of having  Hematoma	Provide care to prevent having hematoma	Provide guidelines to patient to use supportive brassiere. Monitor patients skin closure in order to prevent having seroma. Teach patients how to call nurses. Educate the patient and family about how to help the patient and not let her do hard works. Advise the patient about the necessary exercises to relieve pain and let muscles be in their best cases.	Assessing patient movements of her arm and shoulder while using a special support brassierewill bolster efforts in order to sustain hemostasis. This can help relieving the tension on the patient skin caused by the weight of breasts as she is fat.  Assessing the skin condition regularly and measuring temperature in order to prevent hotness and redness of the skin. Assess how the patient is comforted with nurses calling. Give enough information for family about how to let the patient rest and do her exercises to avoid future pain and complications. Guide the patient in doing the proper light exercises to have better muscles and reduces her weight.

Evaluation

Date and Time	Needs / Problem No	Comments	Signature
18 / 4/ 13 18 /4/13 10 /4/13 10/4/2013	1-Patient at risk of infection related to right lymph node dissection for breast cancer in her right breast from under her right arm. 2-Patient at risk of depression. 3-Patient at risk of Chronic pain disability. 4-Patient at risk of hematoma.	The risk of having infection decreased now due to monitoring patient's temperature, skin condition, food and hygiene habits and putting her in private room. Patient psychological state is now improving very well due to psychological sessions with the psychologist's techniques of psychological therapy and the intensive nurse help and advice. Patient now feeling comfortable due to light exercises and massage done with the use of Emla to relieve pain and due to the techniques and advice she learnt to use her arm and limb correctly. The patient now is feeling very well and her skin is not red anymore , she is comfortable with the use of the support bra and the wound site is not swelling at all.

I confirm that the work presented relates to a person in this unit who the student has cared for and is the work of the student

Mentor:………………………………              Student:……………………………………              Date: ………….

Reference list : 1-Krag DN, Weaver DL, Alex JC, et al. Surgical resection and radiolocalization of the sentinel lymph node in breast cancer using a gamma probe. Surg Oncol 1993;2(6):335–9 [discussion: 340]. 2-Schmitz KH, Ahmed RL, Troxel AB, et al.: Weight lifting for women at risk for breast cancer-related lymphedema: a randomized trial. JAMA 304 (24): 2699-705, 2010. 3-Miller SR, Mondry T, Reed JS, et al. Delayed cellulitis associated with conservative therapy for breast cancer. J Surg Oncol 1998;67(4):242–5. 4-Rock CL, Doyle C, Demark-Wahnefried W, et al. Nutrition and physical activity guidelines for cancer survivors. CA Cancer J Clin. 2012;62(4):243-274.. 5-E.M.A. Bleiker et al. / Patient Education and Counseling 40 (2000) 209 –217 211 6-Cimmino VM, Brown AC, Szocik JF, et al. Allergic reactions to isosulfan blue during sentinel node biopsyda common event. Surgery 2001;130(3):439–42. 7-Prieto JM, Blanch J, Atala J, et al. Psychiatric morbidity and impact on hospital length of stay among hematologic cancer patients receiving stem-cell transplantation. J Clin Oncol.2002;20:1907–1917. 8-Witt A, Yavuz D, Walchetseder C, et al. Preoperative core needle biopsy as an independent risk factor for wound infection after breast surgery. Obstet Gynecol 2003;101(4):745–50. 9-Giuliano AE, Haigh PI, Brennan MB, et al. Prospective observational study of sentinel lymphadenectomy without further axillary dissection in patients with sentinel node-negative breast cancer. J Clin Oncol 2000;18(13):2553–9. 10-Steiger JH. EzPATH: A Supplementary Module for STSTAT and SYGRAPH. SYSTAT Inc; Evanston, IL: 1989. 11-Fisher ER, Costantino J, Fisher B, et al. Pathologic findings from the National Surgical Adjuvant Breast Project (NSABP) Protocol B-17. Five-year observations concerning lobular carcinoma in situ. Cancer 1996;78(7):1403–16. 12-The Breast Surgeons Group of the British Association of Surgical Oncology. Guidelines for surgeons in the management of symptomatic breast disease in the United Kingdom. Eur J Surg Oncol 1995;21(Suppl. A):1–13. 13-Hillner BE, Smith TJ, Desch CE. Hospital and physician volume or specialization and outcomes in cancer treatment: importance in quality of cancer care. J Clin Oncol 2000;18(11):2327–40. 14- The GIVIO Investigators. Impact of follow-up testing on survival and health-related quality of life in breast cancer patients. A multicenter randomized controlled trial. JAMA 1994;271(20):1587–92. 15- Khandekar, J.D. (1996)Recommendations on follow-up of breast cancer patients following primary therapy. Seminars in Surgical Oncology 12: 346-351. 16- Horgan, K., Benson, E.A., Miller, A., Robertson, A. (2000)Early discharge with drain in situ following axillary lymphadenectomy for breast cancer. The Breast 9: 90-92. 17- Austoker, J., Mansel, R. (1999) Guidelines for referral of patients with breast problems (2nd edn). Sheffield: NHS Breast Screening Programme on behalf of the Department of Health Advisory Committee on Screening. 18- Carpenter J, Andrylkowski M, Sloan P, et al. Postmastectomy/postlumpectomy pain in breast cancer survivors. J Clin Epidemiol 1998;51:1285–92. 19- National Institute for Clinical Excellence (2002) Improving Outcomes in Breast Cancer. London, The Stationery Office. 20- Burnet K (2001) Holistic Breast Care. Edinburgh, Baillière Tindall. 21- Carroll S (1998) Role of the breast clinical nurse specialist in facilitating decisionmaking for treatment choice: apractice profile. European Journal of Oncology Nursing. 2, 1, 34-42.

Based on opinions / understandingabout your own self, apply techniques to assess the professional skills required to support the strategic direction of your organisation. (Assessment Criteria 1.2 - apply techniques to assess the professional skills required to support the strategic direction of the organization.)

According to Lindon and Lindon, (2007), professional skills are required to be mastered by any employee or leader as professional means to be aware of how to perform well and to be aware of the basic skills needed for the profession. Professional skills can be enhanced by training and education and they should be assessed by the employee or the leader from time to time in order to realize the needed skills and the shortage in any skill that may need to be practiced more in order to enable the employee or the leader to reach better positions in his profession and to achieve the organizational goals as being set. Professional skills may include the basic skills that enable the employee and the leader to assess himself and make the correct judgment on other employees. These skills may include counseling skills that is based on having enough knowledge and education about the relevant issues as in my organization, the counseling skills should be mastered by leaders and managers who have enough amount of information about investments, financial services and advice regarding the clients' requests and employees' needs, there are also the coaching skills, the leadership skills, multi-tasking skills, mentoring skills, identifying competencies of employees, leading meetings, planning skills, motivation skills, delegating and planning skills. All these skills can be assessed and evaluated by the leaders using specific techniques such as those models initiated by Seal et al,  (2015) as there is a model suggested for assessing the own professional skills, the model is a professional development program that focuses on the leaders and employees' development by reporting the weaknesses and strengths of the employee or the leader and sets plans to develop the weak points and enhance the strong ones via training courses, educational programs and visitations to other organizations; for example, in my factory, the factory managers use the model to find out the problems in the managers' and employees' professional skills and then distribute them on the training courses and send them to complete their education. The factory also tries to create a learning culture within its work environment as employees and managers try to monitor themselves as monitoring is a good technique for assessing their professional skills and the monitoring process is applied on the monotony of the work, its effectiveness, outcomes and the profit at the end as the better results the employee pushes the work towards, the more professional skills he has. SHRM,(2016) confirmed that the professional skills are necessary for leading change in business organization and they can be assessed by measuring the degree of achieving the SMART goals by the employee or the leader and how many skills are used to achieve such SMART objectives; another technique is using occupational standards to identify the employees' competencies and how far their skills are matched with such occupational standards and quality standards. Cajander et al, (2011) referred to some conceptual tools that can be used to assess the professional skills of employees as these are techniques for measuring the mastered skills level by the employees and comparing them to the results of their work and the final profits of the organization and check the weaknesses and strengths of the employees and leaders regarding the skills they master, they confirmed that the manger should use different techniques for assessment of professional skills rather than those used by employees because the manager is assessing professional skills related to leadership skills and those may include the following skills:

Coaching and Counseling

In Union Iron and Steel Factory, there are many problems that appear to bother employees and managers who are working hard to solve them through using their coaching and counseling skills that should be measured by models that focus on employees' job satisfaction and practice in order to make sure the leader is performing his job well. 

Mentoring

Mentoring is very important for both employees and leaders as mentoring enables the employee to note all the weaknesses and strengths and record them for reference and then to improve the weaknesses by on the job education or applying new systems for leadership.

Leadership Skills

According to Khan and Ahemd, (2012), leadership skills should be mastered and maintained by all employees who are able to apply change within the business organization. In the Union Iron and Steel Factory, leadership skills are assessed through some techniques such as employees participation levels in decision making processes and their job satisfaction. Leadership skills are very important in applying changes and in the factory, the systems are all changing to be electronic systems and internet systems that need high efficiency leadership.

Planning skills

Planning is an important skill the leader should have as planning can help in goal setting and strategic management operations; planning is important for achieving the organizational goals, it can be evaluated by measuring the results of the work and comparing them to the set plans and the procedures involved within them to measure the success degree.

Motivation skills

Shourafa, (2016) discussed how motivation skills are important to be mastered by a leader who should be able to motivate employees to provide the best work they can and guide their employees for achieving the best work through motivating them and using the different methods for recognition and rewarding them. This skill can be assessed and evaluated by measuring the employees' job satisfaction and their job morale. The factory is always doing reports about employees' job satisfaction which show that there should be better motivation skills to be mastered by leaders.

Delegating skills

These skills include the powers and abilities that make the leader able to manage the work within the department and distribute it effectively on all employees equally and fairly and these skills can be assessed by the measuring the success of the tasks achievement and performing the different responsibilities assigned on employees. In the factory, there are many leaders who lack mastering many of the delegation skills which is reflected on the job dissatisfaction of many employees so it is important to receive special training courses for strengthening delegation skills for them.

Learning Outcome 2: Be able to conduct a skills audit to identify learning style

2.1 Carry out a skills audit toevaluate the strategic skills needed to meet current and future leadership requirements.  (Assessment Criteria 2.1 - carry out a skills audit to evaluatethe strategic skills needed to meet current and future leadership requirements.

Hay, (2003) discussed many assessment frameworks that can be used for analyzing the self-abilities and skills and he referred to the Skills Analysis Tool (SAT) that consists of tests taken online by the employee or the leader about their own skills and abilities related to their job and confirmed that this framework has three parts including a part for business operations, a part for e-business and information technology part and that it is a software that contains a program that measures the employees' skills using a relevant database and relevant information and system management and it is supported with word documents, spreadsheets and figures. Noguchi, (2014) referred to another framework for analyzing self-skills and abilities which is the Business Operations Skills Analysis [BOSA] that can enable business organizations to include data about the employees' skills in specific profiles for each employee and then users can record new skills and abilities into their profiles and to be tested using the system to assess their level of skills mastering. A skills audit according to Fountain, (2015) is a review of the employees' current skills and it helps in identifying the needed extra skills for future development that can match the organization's changes such as the new technologies the Union Iron and steel is making to add new information systems to it and new online services; these skills are needed to perform the jobs related to the new changes and developments of the organization and it prepares for new future developments based on coming changes in the organization and its systems. There are some basic steps that should be accessed by me in order to identify my skills and add to them via the skills audit steps:  

The steps to identify my skills

1. Identifying my current knowledge level and my current skills, the existing abilities and education of me and what important requirements and qualifications the factory currently needs. All this is going to be written down and recorded by me in order to prepare future developments and improvements.
2. Identifying my own future potentials and the skills that I should master for future on both short and long terms as this will be applied according to the factory's needs and new changes.
3. Rating my own current abilities on a 1 to 5 scale and providing a description for the current capabilities I already possess, for example, my abilities can be 1 if it is little, it can be 2 if it is not as the enough, 3 for having some abilities that are acceptable, 4 for a high ability level and 5 for excellence and full abilities possession.
4. Consulting superior leaders to judge and evaluate my abilities.
5. Applying needed future development.  

The following table is evaluating my current skills and needed future skills:

Current Knowledge and skills for my current role	My Ability Rating (1-5)
Communication skill Mentoring Skill Self-development Skill Technological skill	3 4 4 3
Future Skills	Rating
Problem Solving Application skills Self-learning Technological, internet and IT skills	3 3 4 2

2.2identifyyour current learning styles and apply appropriate techniques to identify preferred learning styles which suits you the best. Assessment Criteria 2.2:apply appropriate techniques toidentify preferred learning style)

According to Hatami, (2013), learning styles can be referred to as a group of factors that can be either cognitive, emotional, physical or other factors and they all work as indicator for the perceptions of learners and the way they interact with the learning process and how they respond to the different elements found in the learning environment, these learning styles can express different views of the methods of delivering knowledge and information to the learners and encourage them to gain more information and knowledge and they can resemble in some areas or they can be completely different according to the needs of the learners, the requirements of the learning process and the nature of the learned material, knowledge and information. There are many different learning styles and according to Mobbs, (2013), there was a developed learning style initiated by Honey and Mumford and it was based upon the ideas of Kolb and that learning style referred to four main learning preferences which are the Activist, the Theorist, the Pragmatic and the Reflector and each of the four preferences differ in meaning and content so each individual prefers what suits him or her more from those four learning approaches and preference depends on many factors related either to the work itself  or to the person who is learning. The learning styles are important because they help the learner identify the best methods for his learning modules and procedures for the educational process and other important features and characteristics of his learning process. There is another model that is used as a learning style which is the Neil Fleming’s VARK model which is used on a very wide range and represents very common learning styles. This model is very interesting and it contains four learning preferences which are the Visual preference, Aural, Read/Write and Kinesthetic preferences and each one is different from the other preferences in the way the learners are receiving the information and applying them and they may have some characteristics in common. (Fleming, 2013). As for myself, I had to recall my skills, abilities and education I received till now in order to recognize the most suitable learning style for me and the revision and analysis revealed to me that the Honey and Mumford model is the most convenient to me as it has the preference of the reflector model which exactly suits me and the nature of the materials I intend to learn in the future such as communication techniques and IT and internet technology as they all depend on mind reflection largely and I prefer this method in my learning. Although I may be interested in other models and learning styles preferences, I still find that this model is the most suitable and useful to me because it can enable me get information, think of them, analyze, brainstorm and apply any new idea or programs using this learning style that can help me cope with the future changes of the factory and be ready to deal with them effectively and perform my role tasks properly currently and in the near future when the changes will be applied. 

Learning Outcome3:  Be able to implement a personal development plan

1. Constructa personal development plan for the ensuing 6 months and beyond, that meets leadership development requirements identified in the skills audit that you had done for the answer to the AC 2.1 .(Assessment Criteria 3.1 - construct a personal development plan that meets leadership development requirements identified in the skills audit)

According to Strivens and Ward, (2010), a Personal Development Plan (PDP)is important because it helps the employee and the leaders identify their skills and experiences in the current time and it helps them plan for future skills that they need to acquire and it provides them with a schedule and a timeline for being followed in order to reach the required educational and development goals they seek. The following table refers to a personal development plan of me and it deals with the following six months as follows:

April 2016 May 2016 June 2016  July 2016  August 2016 Sep 2016

Skill	Current proficiency	Target proficiency	Development opportunity	Criteria for judging success	Evidence
Problem solving	Having enough planning knowledge, the ability to organize, analyze and rearrange the requirements for solving problems and quick decision making abilities.	Reaching a better level in managing conflict, solving more difficult problems and making dare decisions.	Sharing in the discussions of teams and groups within the factory and in my department with the help of an expert facilitator who can work as a consultant and advisor.	The plans developed for the teams, number of problem solved and reports written about employees satisfaction and more cooperative roles.	Indication in a template for self-assessment. Approval by the factory's general management.
Application	Having some quite good skills in calculation and budget management and  interpretation and project presentation	Achieving a full capacity of financial and budget issues and a 100% capability in forecast budget and being an excellent interpreter by Sep. of2016	Being able for organizing and sharing different applications and program with the Senior Finance director of the factory.	Being able to prepare the new budgets for the new projects.	To show as an indicator in the self-assessment and management template of application at the Sep.of the year 2016
Self-learning	Having enough information about the personal and professional skills and learned new skills and the full awareness of the effective methods for future learning and education.	Being expert in judging one's self skills and abilities and the learning needs and the skills that are still need to be gained by Sep. 2016.	Using different sources for getting additional and enough information such as the libraries as public libraries and the factory's library and using the internet to find researches and studies that can add to my learning level and my knowledge and increase my stored information amount.	Having high abilities for gaining the required information and the proper knowledge that can help in self learning.	To appear in the template for self-assessment.
Technology, IT and internet	A low level in dealing with net and websites and systems of information technology related to the industrial services	Being able to manage technological systems and programs on a moderate level.	Having extra skills and relevant experience in the IT filed relevant to industrial services.	Using these systems easily and effectively.	Appear in the self-assessment template.

3.2Based on your constructed personal development plan, use suitable method to assess the outcomes of it against personal work objectives.(Assessment Criteria 3.2 - use suitable methods to assessthe outcomes of a personal development plan against personal work objectives.)

According to Eisele et al, (2013), the personal development plan is good and effective as a tool for developing employees and leaders personally and professionally in particular as it helps them making the needed assessments and evaluations for their current situation and their current abilities and capabilities in order to enhance or add new skills or strengthen the current skills they have in order to achieve both the personal and organizational goals at last. The personal development plan can be used to help me assess my current skills and capabilities in order to have stronger ones and reach better competencies levels of the personal skills and the professional ones as the professional development plan can shed the light on my professionalism in many fields and can prepare some basic steps to be followed in order to be applied by me to reach success at the end of the set time period for success. It can also shed the light on weaknesses clearly set by me and show methods for improving those weaknesses and make use of other skills to enhance the weak ones. The plan shows that I can finish the needed tasks and enhance my skills at the end of Sep. 2016 as it is a 6 months plan since April to September 2016. This means that it is very important for me to set goals for the plan application and follow them in order to apply the plan on time and according to the timeline and schedule set for it.

Reviewing and monitoring:

It is important for making self-reviewing in order to evaluate the real level of performance of the plan set for the next six months and the reviewing for it can show that there are weakness points in the plan that makes it in need for updating or new additions or even to set a new plan that is actually and can be practically achieved. The new plan can be the same current plan with an addition of more three months or even more six months in order to look for results on the long run and to include new activities that are comprehensive and supportive for the previous activities of the first six months.

Evaluation:

Evaluation can be done by keeping continuous records and lists and tables for the plan and for each month’s program of different activities as this will help in identifying each tasks and activity separately and measure the effort and time consumed to achieve it effectively and what weaknesses appeared during making the program. Evaluation can suggest adding more months in order to learn a new skill relevant to a new industrialarea, for example or a new launched product issued by the factory.

Portfolio:

Assessing the plan itself can be made through preparing the portfolio that can include the methods used to improve the skills and time consumed, people who helped in the development plan and the relevant areas of improvement and development for each time period. This should be made via documenting everything in the portfolio. 

3.3 Evaluate the impact of own learning against the achievement of strategic goals(Assessment Criteria 3.3 - evaluate the impact of own learning against the achievement of strategic goals)

The long term achieving of the business organizational goals is very essential in helping managers gain skills and learn more about how to achieve goals as it enables managers and employees learn new skills and understand their current skills and try hard to improve and develop them. This means that long term achievement can make individuals reach their needs and achieve their personal goals of developing their skills and increasing their knowledge, experiences and information about the field they are belonging to. There are different learning theories and frameworks that managers and employees can use in order to identify their current skills and develop them. I myself used these theories to develop my own skills and this helped me a lot in achieving my own goals and the organizational goals using the ideas and new skills and abilities in changing the work environment where I work and then I used different techniques for problem solving and I was able to end many conflicts within the work environment and help employees develop their own development plans focusing on their professional skills and advising then regarding the new skills they should learn such as IT skills and internet skills. Own learning is important because it helps individuals to meet their own needs and discover their strengths and weaknesses for the purpose of finding new solutions and suggestions for increasing the strengths and strengthening the weaknesses and this usually occurs as a result of discovering techniques and realization methods and learning frameworks. This helped me identify my strong points in communication with my team members and guiding them as I thought I was weak regarding communication but I discovered that time wasn't enough and I have to reorder things and manage time so time management needs to be strengthening in my skills.  I recommend that the factory's management should be able to provide employees and leaders both with the needed training programs that can make them able to identify their weaknesses and strengths and enable them to develop their professional and personal skills effectively and the training can be inside the organization or outside it and it should be comprehensive and inclusive. There are impacts of changing the employees' behaviors as the factory's clients can increase their investments and make more business with the factoryas a result of the confidence in those members who are job satisfied and working hard for the factory's welfare and success. I myself can reach better position at work and I can be promoted easily and sooner than before. Self-learning can also leave impact on any organization's productivity and profitability because it enables employees and leaders realize the shortage in their own professional and personal skills so they discover what is needed for the business organization to be achieved by the new skills and then creative ideas appear and this can take the organization to better competitive advantage. 

Summary

The current report discussed different issues related to development of skills and abilities in order to reach better achievement of the organizational strategic goals. Personal and professional skills should be self-assessed by any suitable techniques or frameworks that can show the weaknesses and strengths of the employee or the leader and this can help reach better safer work environment as employees will be able to know their duties as well as their rights and leaders will be able to motivate them and encourage them reach better skills mastering.  A skill audit is important for the leaders and employees who need to develop their personal and professional skills. A professional development plan is very important in making the leader and the employees able to identify what they need to develop and how to develop their skills on a specific period of time and it has great impact on the organizational goals and strategies.

Management Across Cultures

Introduction

Today's business world has many global requirements as a result of the bad need for internationalization. In many business organizations today, culture has become a main issue that can be considered a benefit or a challenge as international organizations that have many different cultures among employees and managers can find this issue of facing culture a very important one. This made it important for many business organizations to train their managers to be efficient cross-cultural managers and be able to deal with culture effectively. The successful manager is that one who is able to motivate his employees and push them to work better and perform well with a high efficiency in dealing with the cultural diversity. The current paper is discussing some relevant issues to culture and across cultural management as it discusses how culture influences the working styles, different management styles and the importance of training managers to be inter-culturally competent.

Discussion

According to Wilson, (2005), culture leaves different influences on working styles as most business organizations today have overseas businesses and work with people from different cultures which can affect the work performance and this effect may be passive or negative. This was affirmed by Muenjohn  and Armstrong, (2007) who added that both individualism and collectivism can be associating factors for the cultural influence in business organizations as based on the policy of the host country where the business is; foreign employees can adopt individualism and be only interested in their own benefits and welfare which is passive influence for culture or they follow collectivism and be more cooperative and supportive for the business organization they work for. This view can be seen from another point of view based on the study of Vecchi and Brernann, (2009) who confirmed that culture can have influence on the employees' interaction in the workplace as employees and managers may find difficulty in understanding others' beliefs, values or behaviors when they belong to a different culture or this can be caused by the work environment and its conditions that may lead employees from different cultures find difficulty in communication and in understanding each other. This is true as some factors such as the leadership style or uniformity of practice can affect such matters and make culture either an advantage or a disadvantage for the organization.  Mohammed and White, (2008)discussed how culture requires a professional management that is able to be flexible enough to deal with people from different cultures effectively and can manage the conflicts that may be resulting from different cultural backgrounds in the workplace. Management style can be changed to face such conflicts as there are different models for dealing with conflicts by managers such as Thomas-Kilmann Conflict Mode Instrument as if managers ignored conflicts, this will lead to poor productivity and low business outcomes which make the multinational organization fail in dealing with the cultural diversity or make use of it. Hoang, (2008) explained how cultures can influence the different working styles of employees and managers as well through the cultural aspects that affect people's way of working including the corporate culture, ethnic culture, gender culture, communication styles and national culture as these factors can affect people's attitudes and make them change their working styles; for example, if the host country treats its expatriate employees in a sever unfair way; this in turn will make them follow individualism and be selfish which reduces the productivity and the efficiency of the work outcomes. He confirmed also that there should be an interest given for employees' values, beliefs, concepts and behaviors that are associated with their cultural backgrounds as they need to be respected and understood by others from different cultures.