'Hrm Reflective Writing\r'

' wistful opus and theories of chiding on that point argon several(prenominal)(prenominal) types of rebuke. As menti singled by Taylor, All types of reflection ar important and a combination of these whitethorn be go ford to throw hotshot of practise and to find varys. Technical objurgation is largely used to look at clinical practises and procedures along with the scientific jazzledge. However, value play no reference in this. Practical admonition on the early(a)(a) hand judges gay let ons and assumptions. It wishwise explicates common values in-line with arrangingal values.Emancipatory (Critical) Reflection involves critiques of the assumptions on which our social, political and cultural beliefs be base with the prospect of changing them. Reflective Practice is sentiment developed by Donald Schon. in that location atomic number 18 as well several models of reflection used to draw lessons disclose of delivers. In 1978 Argyris and Schon established th e idea of wholeness loop and double loop training. In the former fantasy the presidency or the individual follows the current techniques or strategies regular(a) aft(prenominal) corrections argon make to the current errors.However, the late concept involves solelyowance of techniques and strategies. Later in 1984 Schon coined the concepts of Reflection †in †activity (RIA) and Reflection †on †Action (ROA). RIA is a concept when the practiti iodiner is confront with an issue he makes a conclusiveness found on his come uping and preliminary experiences. On the other hand, Reflection †on †Action is an idea where the practiti oner lose its the experience by and by it is over. Personally, I hand over experient both the concepts during several situations in liveness dwellingly or unknowingly.Specially, during our ALE1, we were assumption an probability to reflect on our performance subsequently any suppose. This depicted our possible effectuation of Reflection †on †Action. By implementing the breeding from previous occupation in the after problem we birth also get alongd the concept of Reflection †in †Action. To mention an example, in the first task we were given a tatter of instructions which were tricky. However, we went to perform the task without analysing the rules and we failed to finish the task within the given time.After the reflection session, when we went on to perform the indorse task, we made it a point to show up and get word the rules carefully. Kolb’s Experiential acquisition Cycle is a nonher great character to this concept. This reading cycle has four distri exceptor points (Concrete Experience, Reflective, move up Conceptualization and Active Experimentation Observation) and the reflection chance ons place after the situation has occurred. In the first ramification the practitioner involves on some(prenominal)thing that they hand over done and afterwards reflects and explores the unfermented ideas to break up perform the task.In the third stage he forms vernal ideas and experiments them in the stern stage. This loop is continued from one task to a nonher. is another surgery where the practitioner not only describes the situation but analyses it. dissimilar the other models it also has an action visualize stage where the reflector mentions the actions that he would equal to change if the same situation occurs. Jhon’s model of Reflection on the other hand involves sharing the experiences with a colleague. It has 2 stages ‘ looking in’ on ones estimations and emotions and ‘Looking Out’ at the situation experienced.Reflection on my Personal knowledge : Initially, when we were given learning logs for our ALE, I didn’t know the surfaceableness and advantages of it unless we started writing the reflective log after e real task. After learning that this is one of the best and easy miens to change oneself, I commit stated use the reflective writing implement either time I necessitateed to develop the way I crap and think. During our ALE we have used several tools to better understand ourselves. During our feedback session, we were asked to use Johari Window to know our intern-personal transactionhips and communication.though I was happy intimately the adjectives mentioned in the normal session, the adjectives mentioned in the Blind Spots piece were quite an surprising to me. The unreasoning drifter for me were ‘complex’ and ‘proud’. When I time-tested to find the reasons from my colleagues for the same, I was told that though I am a amiable, give-oriented person, I sometimes get too much into accompaniment in a group task or assignment and it’s hard for them to understand me. This whitethorn be because though I am clear almost the topic, I sometimes find it rough to explain which confuses the other po pulation.Also, the feedback I generally receive from most of the people after few days of being with me is that â€Å"I fancy that you are a precise proud person when I initially met youâ€Å". The reason for this is, when I meet new people or enter a new environment, I take some time to get acquainted and unless I know them, I don’t initiate a conversation with people. Though this perception of them changes at a later stage, it gives a negative vibe to people in the initial stage. Also, according to Belbin Self-Perception Inventory, the aggroup roles I have similarity towards are ‘completer’ and specialist’. These two roles reflect my conk outs style rightly. I always essay to learn more and specialize in the shell area of my interest. Also, because I am good at analysing and pay a good attention to details, I am always given the responsibility of doing the stand up minute polishing and editing in our group assignments. However, there are also n egative sides to these squad roles which I am aware of and are part of my return aim. As a ‘specialist’ though I learn in-depth round the subject of my interest, I neglect other subjects which I am not interested in.Also, the blind spot ‘complex’ that I have mentioned earlier fag end be relate to the weakness of the completer. As a completer thought I try to get the every detail of the report correct, I sometimes take the perfectionism to the extremes. According to Honey and Mumford’s Learning Styles, I am a Reflector. As a reflector I uniform to learn from activities that let me think, teach and review. However, I find is difficult to concentrate on a lecture unless I find it interesting. This quarter be cerebrate to my weakness as a Specialist.According to the MBTI my genius type is ISFP (Introversion, Sensing, Feeling, and Perceiving). This shows that I am a people’s person who is friendly and dislike conflicts. But, I like to h ave my own space. The MBTI and IDAP grid show me on the People Caring part of the grid. This is infinitesimal contradicting. Though I am loose working in a team, I prefer to work on my own. I find it difficult to convey a message as I feel that contradicting with others views may create problems personally.As part of the self- ontogeny, I would like to develop a scientific discipline to converse a message in a soft way and would like to learn to maintain a schoolmaster relationship with other people in team as most of the work in arranging is team based. Also, would like to develop my networking skills. Reflection on my coach-and-fourial skills: According to Reynolds Reflection â€Å"is a heed tool for problem solving”. Also, the hobby quote depicts the brilliance of circumspection in an organization. â€Å"Make your top carry offrs rich and they testament make you rich”.Robert H. Johnson A interrogative sentence that many another(prenominal) people ask i s why we should we study caution theories? Personal traits, values, beliefs and attitudes are the nitty-gritty personal competencies which may deepen or weaken one’s ability to dish out others. Also, it is the demeanor and talent of the individual that has major determine on the performance of the company. Hence, an instinct of managerial theories is very helpful for someone who aspires to be a manager as most discerning decisions are based on theories.An great study of the theories available is also very helpful for a manager in order to better manage their team as theories provide info rough how to behave and help change the behaviour. Theories also provide a common fabric and idea astir(predicate) practices. Over a spot of time the spirit of work and the way the work is conducted is changing in the organization. The management styles have to be changed accordingly. modest says that â€Å"the more that is cognise more or less organization and their methods of operation, the better the chances of dealing effectively with them.Understanding may be more advanced than prediction, but both provide the opportunity to influence or to manage the coming(prenominal). conjecture provides a sound basis for action”. Hence, an understanding of management theories and knowledge around organization are important for a manager to better perform their tasks. Mullin in his book, counseling and Organisational Behaviour has followed a frame work of four main approaches to explain the commission Theory. The Classical ascend which straines on the purpose and formal hierarchy of management.The untarnished authors arduous on improving the operational competent in an organization. Brench, a classical writer also provided a concept of practical approach to organization twist based on tried general principles as opposed to the concentration on particular(prenominal) cases. rating: The classical writers are criticised for not taking the perso nality factors into consideration and for creating an organisation structure in which people exercise a limited control. Also, providing a placed of principles to perform management duties has been subjected to criticism. Two major(ip) sub-groups of classical approach are :scientific Management: This concept was developed by Taylor who was a believer in the Rational-economic unavoidably concept of motivation. The emphasis of this was on obtaining increase productivity from individual workers through the technical foul structuring of the work and providing monetary incentives as a motivator for higher levels of output. Though this concept has given a way to management thinking and the growth of organizational behaviour, it was astray criticised by workers. Bureaucracy: This concept was be by Weber. He didn’t condition the concept of Bureaucracy.However, he attempted to localise the characteristics of this type of organizations. He emphasised on the importance of adminis tration based on expertise and discipline. In this concept, the tasks of the organization are allocated as official duties among the various positions. There is an implied clear cut division of sweat and a high level of specialization. paygrade: Over-emphasis on rules and procedures becomes more important in its own right than as a means to the end. Argyris says that bureaucracies restrict the psychological egress of the individual and cause feeling of failure.The growth of bureaucracy has evolved through the increasing size and complexity of organisations and associated demand for effective administration. This surmise is founded on a formal, clearly delimit and hierarchical structure. However, with rapid changes in the outdoor(a) environment, empowerment and greater attention to merging the get hold ofs of customers, there is an increasing need to organise for flexibility. The Human Relations feeler: While the main emphasis of classic writers was on structure and formal o rganisation, the emphasis was shifted to social factors at work and the behaviour of employees at work i. . human relations during the 1920s. The turning point in the development of the human relations movement came with the famous Hawthorne experiment at the Western galvanizing Company in America. During the experiment a better work environment and a concern for workers’ complaints has increased the productivity. Be Evaluation: This supposition was also subjected to severe criticism. 1 of the criticisms is the lack of scientific approach. The Hawthorne experiment was criticised on methodology and on failure of the investigators to take sufficient account of environmental factors.After all the criticisms, the experiment did generate new ideas concerning the importance of work groups and leadership, communications, output restrictions, motivation and job design. Systems Approach: With this guess attention has been rivet on the organization as clays with a number of inte rrelated sub-systems. This approach tries to bring together both classical and human approaches. Attention is focused on the inwardness work organization; inter relationships of structure and range of variables within the organization.This encourages the managers to view the organization as separate parts and as a whole company as part of the large environment. The Contingency Approach: In contrast to both classical and human relations approach, this approach showed regenerate concern with the importance of structure as a significant influence on organizational performance. The Contingency Approach that can be seen as the extension of system approach highlights possible means of differentiating among utility(a) forms of organizational structures and systems of management.This approach implies that organisation possible action should not seek to suggest one best way to structure or manage organisations but should provide insights into the situational and contextual factors which i nfluence the management decisions. DUCAMUS Leadership evolution †was specialise up by Chris Rigby in June 2007 to plug gaps identified in many leadership development programmes during his research. As part of this Leadership Intervention, they use Downstream 9+1 model to support the exact reflection skills. John adairs action-centred leadership modelGenerally stand for by three overlapping cycles, Adair’s three circle model is about balancing and managing team, Task and Individual. Three core responsibilities in this model are: Achieving the task, Managing the team and Managing individuals. It helps to improve the quality of work, morale and productivity. Theory U is another change management method targeting leadership as process of inner knowing and social mutation developed by Otto Scharmer and originally based on a process known as the U-Process. It offers both theoretical purview and Practical technology.As a theoretical view, it suggests that the way in which we attend to a situation determines how a situation unfolds. Practically, it provides a set of principles and practices for collectively creating the future that wants to emerge. It involves sensing and presence. There are seven stages in this theory and they are Suspending, Redirecting, Letting Go, Letting Come, Crystallizing, Prototyping and Institutionalizing. paltry down the left-hand side of the U is about opening up and dealing with the resistance f thought, emotion, and go out; touching up the right-hand side is about intentionally reintegrating the intelligence of the head, the heart, and the hand in the context of practical applications. An understanding of these theories not only helped me learn how the management theory is formed and changed over a period of time, it also helped me understand the effects of these changes on organizational working styles. Also, an understanding what happened in the past prepares me for changes that may occur in the future. It also gave me an idea about the skills that I need to develop to better manage others.I lack skills like creativity and inter-personal strength which are very important to manage others. life story phylogeny Model line of achievement management involves the matching of individual vocation plans with organization needs and the implementation of activities to run these joint objectives. Individual public life Development is another constructive model that helps in planning the life through self-analysis. It has several stages such as Life preparation, Career Interests, Goal excogitationning and Development of abilities and skills.Though I always knew which field I want to get into and what I want to do in future, I never had a logical reason for my selection. This tool has helped me to analyze my interests, strengths and weaknesses and chose a passage plan for myself. This development plan consists of several questionnaires about my Career Planning Values, My interests, skills, knowle dge and a priority Grid to prioritize my choices. After analyzing my inputs, I have decided a career of my interest. I always aspired to be a HR practitioner.After analysing my skills, I realized that I like Strategic Orientation and Team Orientation skills that are required to be a HR Practitioner. I will mention a development plan at a later stage along with the action plan that I am going to follow these skills. In a team environment, I can also use this model to know more about my team members career choices. Conclusion: I would like to close down it by saying that this whole experience of reflective writing was very attractive and helpful in knowing me with a logical reasoning and my skills.It provided me with a tool that I can use life-long to develop myself. Few of my key learning’s from this exercise are : * A better understanding of myself * Understanding of several tools to know myself and people around me * A innocent but effective Career Planning Model that I c an use to know me and people around me Development Plan Skill| Action Plan| Effective communication| I have already started a lot articles about effective communication skills and started self practicing when I am along. However, in future I’l try to speak in public whenever I get a chance. Adaptability| I will try to be little open and go publish myself to other people without thinking about what they might think as that is the thought that stops me from talking with strangers. | Inter-personal effectiveness| I have already improved a lot on this skill. However, I am not perfect yet. In future I am planning to take advice from tutors on how to develop this skill as it is very important for me in my sought after profession. | Team Orientation| Though I prefer to work alone, these days I have started participating actively in the team activities and have already reliable positive feedback about the same from my friends.However, I am mum putting in efforts to better perform . | Strategic Orientation| I am using the technique of writing an idea on a sheet of paper and think of several strategies to about it to develop my strategic skills. However, I am not being quite prosperous on this task. However, my efforts are still on to develop this skill| Creativity| This is one skill I lack completely. I can think logically and make appropriate decisions. However, lack of creativity is still my negative and I am quite not sure about developing this skill. | References : * Management and Organisational Behaviour by Laurie J Mullins, 8th Edition. Argyris, C. and Schon, D. (1974) Theory in practice: Increasing professional effectiveness, San Francisco: Jossey-Bass. * Argyris, C. , ; Schon, D. (1978) Organizational learning: A theory of action perspective, Reading, sens: Addison Wesley. * Kolb D. (1984). Experiential learning: experience as the source of learning and development. Englewood Cliffs, New jersey: Prentice Hall. http://www. goodreads. com/quotes/ta g/management-theory * F. W. Taylor (1856-1917) * Wester galvanic Company (1924-32) * Elton Mayo (1880-1949) * Otto Scharmer * Chris Rigby\r\n'