PERSONAL DEVELOPMENT

Dear student,

Welcome to this course, PERSONAL DEVELOPMENT, or PERDEV for short. This a very
interesting course, and can become the most personally rewarding for you, because the subject
matter is YOU!
As a new senior high school student, you have now entered a new educational level, as well as
a new psychological and social level, called the middle and late adolescence. You may feel that you are
no longer the rapidly growing and awkward teenager, but you also feel you are not quite ready to call
yourself a mature adult either.
This course shall make you take a deeper look at yourself and analyze your tasks that you must
undertake at this point in your life. It shall provide you with some techniques to meet stress and other
mental health issues with one’s strengths and coping powers. The course shall give you the chance to
analyze your relationships with your family, friends, and significant others. Finally, the PERDEV course
shall help you take stock of where you are in your career development and how to get to where you
want to be.

YOU are expected of the following:

A. Identity development
✓ Explores own identity and culture (e.g., gender, sexual orientation, racial/ethnic background,
socioeconomic status)
✓ Integrates multiple aspects of personal identity into a coherent whole
✓ Can articulate how personal identities relate to larger social constructs

B. Positive Sense of Self

✓ Explores and articulates the values and principles involved in personal decision-making
✓ Incorporates ethical reasoning into action
✓ Develops and articulates a personal belief system while exploring issues of purpose, meaning, and
faith
✓ Develops a personal code of ethics
✓ Accepts personal accountability

C. Ethics and Integrity

✓ Assesses, articulates, and acknowledges personal skills,
abilities, and growth areas
✓ Demonstrates adaptability, persistence, dependability, and
resilience
✓ Seeks and considers feedback from others
✓ Employs self-reflection to gain insight
✓ Acts independently, without supervision
✓ Demonstrates emotional intelligence

COURSE CONTENT:
There are 4 units in PERDEV, as follows:
Unit 1- Self-Development
Unit 2- Aspects of Personal Development
Unit 3- Building and Maintaining Relationships
Unit 4- Career Development

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TABLE OF CONTENTS
Module 1

Unit 1: SELF-DEVELOPMENT……………………………………………….... Page 4

Topic 1: Knowing Oneself…………………………………………….. Page 6
Topic 2: Developing the Whole Person…………………………….. Page 9
Topic 3: Developmental Tasks…………….……………………….... Page 13
Topic 4: Challenges of Late Adolescence……………………….... Page 15
References……………………………………………………………………….. Page 20

Module 2

Unit 2: ASPECTS OF PERSONAL DEVELOPMENT……………………….. Page 22

Topic 5: Mental Health and Well-Being
in Middle and Late Adolescence………………………….. Page 23
Topic 6: Coping with Stress in Middle and Late
Adolescence…………………………………………………. Page 25
References………………………………………………………………………... Page 32

Module 3

Topic 7: Powers of the Mind…………………………………………… Page 33

Topic 8: Emotional Intelligence……………………………………….. Page 36
References………………………………………………………………………. Page 40

Module 4

Unit 3: Building and Maintaining Relationships…………………………….. Page 43

Topic 9: Personal Relationships and Family Legacies……………. Page 44
References………………………………………………………………… Page 59

Module 5

Topic 10: Social Relationships in Middle and Late Adolescence… Page 61

References…………………………………………………………………… Page 71

Module 6

Unit 4: Career Development………………………………………………… Page 72

Topic 11: Persons and Career Pathway……………………………..... Page 73
References…………………………………………………………………… Page 83

Summative Assessments………………………………………………………………… Page 85

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TOPIC 10
Social Relationships
in Middle & Late
Adolescence

Big Question: How does understanding group membership and leadership improve your social
relationships?

My Organizations

Name of Organization Type of Organization My Position/Role in the

Organization

* Neighborhood association, church group, singing/dancing group, community organization, youth group, club,
school organization, volunteer group, etc.

As you have known by now, the relationships adolescents have with their peers, family, and
members of their social sphere play a vital role in their development. Adolescence is a crucial period in
social development, as adolescents can be easily swayed by their close relationships. Research shows
there are four main types of relationships that influence an adolescent: parents, peers, community,
and society.
Adolescents begin to develop unique belief systems through their interaction with social,
familial, and cultural environments. These belief systems encompass everything from religion and
spirituality to gender, sexuality, work ethics, and politics.

SUPPLEMENTAL READING

TEENAGERS WHO JOIN YOUTH GROUPS AND OTHER CLUBS ARE HAPPIER AND LESS LIKELY TO
DRINK

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Teenagers who belong to youth groups and other clubs lead happier lives
and
are less likely to drink or smoke, a research shows. Although they may be
exposed to
more peer pressure, researchers found they were also more socially able
and likely to be
physically active. And the benefits increased the more
groups that they joined, the
findings show.
Teens should be encouraged to join clubs, international researchers, including a
group from the University of Hertfordshire, advise. The findings show that they were a
fifth less likely to smoke and to ever have been drunk than other teenagers their age.
They were also a fifth more likely to eat fruit and vegetables regularly.
The study also found taking part in club activities increased the youngsters'
happiness levels. Those who rated their lives as highly satisfactory were 51 per cent
more likely to belong to a sports club than those who were less happy.
The study looked at 15-year-olds across six countries – England, Canada,
Belgium, Italy, Poland and Romania. However, the study suggests that not all clubs for
young people offered the same health benefits. Youngsters were two thirds more likely
to smoke if were members of political organizations or youth clubs than if they joined no
clubs at all.
“The present findings support the notion that encouraging participation in a range
of associations is a useful and beneficial policy goal especially for young people,
increasing their facility to access and become part of wide-ranging networks,” the authors
report in their findings, published in the Journal of Epidemiology and Community Health.

Importance of Group Membership

As future professionals, it is important to understand the dynamics of groups

as you shall inevitably be working with groups. In the near future, you may find
yourselves as facilitators, consultants, personnel and human resource managers, trainers, group
therapists, guidance counselors, oversees, speakers, heads, and future parents.

Several Reasons for Joining Groups

1. To satisfy the need to belong
2. To seek information and provide it in return
3. To achieve rewards
4. To accomplish goals

How are groups formed and maintained?

1. Accidental or by chance

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2. Voluntary or due to mutual attraction

3. Formally organized

There are two broad classification of groups. Groups we

belong to are referred to as Membership Groups; while
those which we are not part of but influence us to some
degree are called Reference Groups. Both groups prove
to be influential in molding behavior.

Group Structure: WHO is the leader, WHO communicates

with WHOM?

In a group, it is unavoidable that there shall be power/function/influence of and among

members. Let us understand two different structures of a group.

1. Centralized
- If the power is given to the one who occupies the central position
- Problem solving is very quick, but there is lower morale among members

2. Decentralized
- If the power and functions are distributed from the central authority
- With such a group structure, problem solving is slower, but a greater level of morale is
reported.

Research Work

1. Read and study the leadership styles of the past five Philippine Presidents.
2. Compare and contrast their manner of leadership using the SWOT Analysis.
S – Strengths (What were their strengths/assets?)
W – Weakness (What were their weakness/flaws?)
O – Opportunities (What chances or opportunities did they
open?)
T – Threats (What were some of the dangers or negative aspect
during their time of
presidency?)
3. Which of these 5 past Philippine Presidents had the best leadership style? Why?

Leadership

In a group, there is always some kind of LEADERSHIP, as this is crucial to the

attainment of group goals. Former US President Dwight Eisenhower once wrote:
“Leadership is the ability to decide what is to be done, and then get to others to want to do it.” Are
you they type who can do such?

Leadership is defined as the process in which one or more group members are permitted to
influence and motivate other to attain group goals.

There are distinct types of leaders:

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1. Task-Orientedness
Those who are focused on
accomplishing tasks. They are known for being
decisive, delegating tasks among members;
criticize poor performance not the person, and
coordinates activities.

2. Relationship-Orientedness
Those who are more concerned about
the foundation of harmonious bonds among
members and maintaining them.
They enhance cohesion and liking
among members by being open, friendly, and
approachable.
At first glance, we may think that some leadership styles are better than others. The
truth is that each leadership style has its place in a leader’s toolkit. The wise leader knows to
flex from one style to another as the situation demands.

Leadership Styles and Performances

1. Autocratic Style
- “Do as I say”
- Believes he or she is the smartest person at the table and knows more than others. They make
all the decisions with little input from team members.
- Command and control approach
- You can use this leadership style when crucial decisions need to be made on the spot, and you
have the most knowledge about the situation, or when you are dealing with inexperienced
and new team members and there is no time to wait for team members to gain familiarity with
their role.
 Example: before an operation, the surgeon carefully recounts the rules and processes of the
operation room with every team member who will be helping during the surgery. She wants
to ensure everyone is clear on the expectations and follows each procedure carefully and
exactly so the surgery does as smoothly as possible.

2. Authoritative Style
- Visionary/ “Follow me”
- Mark of confident leaders who map the way and set expectations, while engaging and
energizing followers along the way.

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- In a climate of uncertainty, these leaders lift the fog for

people. They help them see where the company is going and
what’s going to happen when they get there.
- Unlike autocratic leaders, authoritative leaders take
the time to explain their thinking: they don’t just issue orders.
Most of all, they allow people choice and latitude on how to
achieve common goals.
 Example: a teacher starts a group at work for
colleagues who want to help resolve anxieties and issues
students have outside of school. The goals is to help students
better focus on and succeed at school. He has developed
testing methods so they can find meaningful ways to help
students in a quick, efficient way.

3. Pacesetting Style
- “Do as I do”
- This style describes a very driven leader who sets the
pace as in racing
- Pacesetters set the bar high and push their team
members to run hard and fast to the finish line
- While this type of leadership is effective in getting
things done and driving for results, it is a style that can hurt
team members. For one things, even the most driven leaders
may become stressed working under this style of leadership
in the long run.
 Example: The leader of a weekly meeting recognized
that an hour out of everyone’s schedule once a week did not
justify the purpose of the meeting. To increase efficiency, she
changed the meeting to a 15-minute standup with only those
she had updates for.

4. Democratic Style
- “What do you think?”
- they share information with members about anything that
affects their work responsibilities. They also seek members’ opinions before approving a final decision
- this leadership style gets people to do what you want to be done but in a way they want to do it.
 Example: A store manager, Jack has hired many brilliant and focused team members he trusts.
When deciding on storefronts and floor design, Jack acts only as the final moderator for his
team to move forward with their ideas. He is there to answer questions and present possible
improvements for his team to consider.

5. Coaching Style
- “Consider this” approach
- views people as a reservoir of talent to be developed/ seeks unlock people’s potential
- leaders believe that everyone has power within themselves, gives people a little direction to help
them tap into their ability all that they are capable of.
 Example: a sales manager gathers their team of account executives for a meeting to discuss
learnings from the previous quarter. They start the meeting by completing an assessment

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together of strengths, weaknesses, opportunities, and threats regarding the team’s

performance. The manager then recognizes specific team members for exceptional
performance and goes over the goals achieved by the team. Finally, the manager closes the
meeting by announcing a contest to start the next quarter, motivating the salespeople to
reach their goals.

6. Affiliative Style
- “People come first”
- of all the leadership styles, this style is one where the leader gets up close and personal with people.
- pays attention to and supports the emotional needs of team members
- strives to open up a pipeline that connects him or her to the team
- this style is all about encouraging harmony and forming collaborative relationships within teams
 Example: Joe Torre was the manager of one of the most talented teams in all of basketball.
With all of that talent in one place, there are going to be many ego-centric players to deal with
too. In this setting, perhaps one of the greatest accomplishments of a manager is simply
holding the team together, and building a sense of harmony among teammates.

7. Laissez-Faire Style
- opposite end of the autocratic style
- involves the least amount of oversight
- may appear to trust people to know what to do, but taken to the extreme, an uninvolved leader
may end up being aloof
- this style can work if you are leading highly skilled, experienced employees who are self-starters and
motivated. To be most effective, monitor team performance and provide regular feedback.
 Example: when welcoming new employees, Keisha explains that her engineers can set and
maintain their own work schedules as long as they are tracking towards and hitting goals that
they set together as a team. They are also free to learn about and participate in projects
outside of their team they might be interested in.

8. Servant Style
- servant leaders live by a people-first mindset and believe that when team members fell personally
and professionally fulfilled, they are more effective and more likely to produce great work regularly
- because of their emphasis on member satisfaction and collaboration, they tend to achieve higher
levels of respect
 Example: a product manager hosts monthly one-on-one coffee meetings with everyone that
has concerns, questions or thoughts about improving or using the product. This time is
meant for her to address the needs of and help those who are using the product in any
capacity.

9. Transformational Style
- similar to the coach style in that it focuses on clear communication, goal-setting and employee
motivation
- this type of leader is driven by a commitment to organizational objectives
- because these types of leaders spend much of their time on the big picture, this style of leading is
best for teams that can handle many delegated tasks without constant supervision
 Example: Reyna is hired to lead a marketing department. The CEO asks her to set new goals
and organize teams to reach those objectives. She spends the first months in her new role

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getting to know the company and the marketing employees. She gains a strong
understanding of current trends and organizational strengths. After three months, she has
set clear targets for each of the teams that report to her and asked individuals to set goals
for themselves

10. Transactional Style

- this type of leader is someone who is laser-focused on performance, similar to a pacesetter
- the leader establishes predetermined incentives- usually in the form of monetary reward for success
and disciplinary action for failure.
- they are focused on mentorship, instruction and training to achieve goals and enjoy the rewards
 Example: A bank branch manager meets with each member of the team bi-weekly to discuss
ways they can meet and exceed monthly company goals to get their bonus. Each of the top
10 performers in the district receives a monetary reward.

Knowing of the leadership styles works best for you is part of being a good leader. Developing a
signature style with the ability to stretch into other styles as the situation warrants may help
enhance your leadership effectiveness.

Questionnaire on Ethical and Servant Leadership

Answer the following statements with a TRUE or FALSE.

1. Leaders can follow their whims and fancies.

2. Leaders are capable to do anything thy like.
3. Leaders do not need to mind their subjects.
4. Leaders should follow ethical principles.
5. Leaders are responsible.
6. Leaders are to serve others.
7. An ethical leader is someone who works for other people’s interests and not for his own
hidden agenda or ulterior motives as guided as sound principles.
8. Servant leadership is the type of leadership that puts others first before one’s own self.
9. A servant leader listens deeply to others and empathizes with people around him/her.
10. A servant leader puts others’ concerns first and foremost above own self-interests and
motives.

SUPPLEMENTAL READING

SERVANT LEADERSHIP

While the idea of servant leadership goes back at least two thousand years, the modern
servant leadership movement was launched by Robert K. Greenleaf in 1970 with the publication of his
classic essay, The Servant as Leader. It was in that essay that he coined the words "servant-leader"
and "servant leadership." Greenleaf defined the servant-leader as follows:

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"The servant-leader is servant first... It begins with the

natural feeling that one wants to serve, to serve first. Then
conscious choice brings one to aspire to lead. That person is
sharply different from one who is leader first, perhaps
because of the need to assuage an unusual power drive or to
acquire material possessions...The leader-first and the
servant-first are two extreme types. Between them there are
shadings and blends that are part of the infinite variety of
human nature."
"The difference manifests itself in the care taken by
the servant-first to make sure that other people's highest
priority needs are being served. The best test, and difficult to
administer, is: Do those served grow as persons? Do they, while being served, become healthier, wiser,
freer, more autonomous, more likely themselves to become servants? And, what is the effect on the
least privileged in society? Will they benefit or at least not be further deprived?"
Robert Greenleaf's concept of the servant-leader was stimulated by his reading of Journey to
the East by Herman Hesse. It is the story of a group of travelers who were served by Leo, who did their
menial chores and lifted them with his spirit and song. All went well until Leo disappeared one day.
The travelers fell into disarray and could go no farther. The journey was over. Years later, one of the
travelers saw Leo again—as the revered head of the Order that sponsored the journey. Leo, who had
been their servant, was the titular head of the Order, a great and noble leader.

In The Servant as Leader, Greenleaf said: ...this story clearly says—the great leader is seen as
servant first, and that simple fact is the key to his greatness. Leo was actually the leader all of the time,
but he was servant first because that was what he was, deep down inside. Leadership was bestowed
upon a man who was by nature a servant. It was something given, or assumed, that could be taken
away. His servant nature was the real man, not bestowed, not assumed, and not to be taken away. He
was servant first.

If there is a single characteristic of the servant-leader that stands out in Greenleaf's essay, it is
the desire to serve. A walk through The Servant as Leader provides a fairly long list of additional
characteristics that Greenleaf considered important. They include listening and understanding;
acceptance and empathy; foresight; awareness and perception; persuasion; conceptualization; self-
healing; and rebuilding community. Greenleaf describes servant-leaders as people who initiate action,
are goal oriented, are dreamers of great dreams, are good communicators, are able to withdraw and
re-orient themselves, and are dependable, trusted, creative, intuitive, and situational.

Greenleaf described a philosophy, not a theory. However, based on the views of a number of
scholars, the elements that are most unique to servant leadership compared with other theories are:

(1) the moral component, not only in terms of the personal morality and integrity of the
servant-leader, but also in terms of the way in which a servant-leader encourages enhanced moral
reasoning among his or her followers, who can therefore test the moral basis of the servant-leader's
visions and organizational goals;

(2) the focus on serving followers for their own good, not just the good of the organization,
and forming long-term relationships with followers, encouraging their growth and development so
that over time they may reach their fullest potential;

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(3) concern with the success of all stakeholders, broadly defined—employees, customers,
business partners, communities, and society as a whole—including those who are the least privileged;
and

(4) self-reflection, as a counter to the leader's hubris.

SERVANT LEADERSHIP
Servant leadership is not about “I”,
nor is it about “we”.
It is about “THEM”.

Reflections on Leadership and Membership

Write on any one or a combination of the following:

1. A leader that fits in the description “servant leader”.

2. An organization that has a “servant leader”.
3. They key points of the article.
4. Your comments/reactions about the article.
5. The part of the article that has an impact to you.
6. A story that would support or negate the points of the article.
7. A poster or slogan on the things you learned from the article.

SUPPLEMENTAL READING

The Leading Self

According to Justice Kubi, the difference between a good leader and a great leader is
self-leadership. Self-leadership is the ability to navigate highs and lows of leadership; an ability to
overcome personal discouragements, to maintain sober mindedness in crisis, to keep ego at bay at all
times and to stay focused on one’s life mission. In leading yourself, there are two questions you need
to ask yourself:

Is my Calling Sure?

Leadership tests assess your strengths and weaknesses imperative in your daunting
task as a leader.

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Are my psychological baggage affecting any current decisions?

Leaders make important decisions everyday fully conscious that their

decisions would always affect the people they are leading.

“Self-leadership is the practice of intentionally influencing your thinking,

feeling and actions towards your objective/s” (Bryant and Kazan 2012, Self
Leadership – How to Become a More Effective, and Efficient Leader from the Inside
Out).

Charles Manz was the first to use the term “Self-leadership” in 1983 and
defined it as “a comprehensive self-influence perspective that concerns leading
oneself”. Peter Drucker (2010) said that being a self-leader is to serve as chief,
captain, or CEO of one’s own life. Brian Tracy talks about setting a goal and taking full responsibility
for that goals.

Self-leadership a.k.a Personal Mastery is the answer to how we develop ourselves to survive
and thrive in a volatile, uncertain, complex, and ambiguous world.

What is Self-Leadership?

All human beings are self-leaders; however, not all self-leaders are effective at self-leading
(Manz, 1983). That is the bad news. The good news is that self-leaders can become better at leading
themselves.

Self-leadership is about constantly developing the “inner game” of intention, self-awareness,

self-confidence and self-efficacy (self-belief) to achieve Personal Mastery.
❖ Intention (having a why) precedes any purposeful action (behavior). Actions have
effects which the self-leader evaluates via feedback.
❖ Self-awareness is about knowing your intentions and values, as well as knowing what
can ‘push your buttons’ and derail you.
❖ Self-confidence comes from knowing your strengths and abilities. As we take actions
and develop skills, we become more confident.
❖ Self-efficacy is the belief that whatever comes our way, we can handle it. We can take
the feedback, accept, adjust, and advance. With self-efficacy, we can become more
creative and innovative.

When our inner game is good, our game becomes more efficient and effective through influence and
impact.

❖ Influence is the result of purposeful action. We must positively influence ourselves

and the world around us if we are to make a change.
❖ Impact is how intention and influence is measured in the world.

A crucial component of leading oneself is how we view and deal with problems. We must accept
responsibility for a problem before we can solve it. We cannot solve a problem by saying “It is not my
problem.” We cannot solve a problem by hoping someone else will solve it for us.

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Self-leadership is the solution for developing leaders and leadership teams to COMMUNICATE, be
CREATIVE, have CRITICAL THINKING, and COLLABORATIVE.

Summative Assessments

See page 99 for your Second Grading Written Works and Performance Tasks. Read carefully
the instructions. Good luck! ☺

REFERENCES

Money-zine.com. (2019). Affiliative Leaders. Money-Zine.Com. https://www.money-zine.com/career-

development/leadership-skill/affiliative-leaders/

10 Common Leadership Styles l Indeed.com. (2018). Indeed.Com. https://www.indeed.com/career-

advice/career-development/10-common-leadership-styles

What is Self-Leadership? (n.d.). www.Selfleadership.com. https://www.selfleadership.com/what-is-

self-leadership

Martinuzzi, B. (2019, October 16). The 7 Most Common Leadership Styles (and How to Find Your Own).
Business Trends and Insights. https://www.americanexpress.com/en-us/business/trends-and-
insights/articles/the-7-most-common-leadership-styles-and-how-to-find-your-own/

Definition of Servant Leadership. (2019). Toservefirst.Com. http://toservefirst.com/definition-of-servant-

leadership.html

My Response: Youth Groups Driving Teens to Abandon Faith. (n.d.). Retrieved July 19, 2020, from
http://ymtheotice.blogspot.com/2013/11/my-response-youth-groups-driving-teens.html

Groups Roles | Introduction to Communication. (2011). Lumenlearning.Com.

https://courses.lumenlearning.com/suny-introductiontocommunication/chapter/groups-roles/

Guest Contributor. (2019, September 3). 7 Tips for Effective Leadership - Kitaboo. Kitaboo.
https://kitaboo.com/7-tips-for-effective-leadership/

10 Common Leadership Styles and How to Use Them | Leadership coaching, Leadership, Leadership
inspiration. (n.d.). Pinterest. Retrieved July 19, 2020, from
https://www.pinterest.ph/pin/741545894879253173/

3 Main Different Types of Leadership Styles Explained. (2019). Smallbusinesspro.Co.Uk.

https://www.smallbusinesspro.co.uk/marketing/leadership-styles.html

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