Hrm Reflective Writing

Reflective piece and theories of reflectivity There are several types of smoothion. As mentioned by Taylor, All types of reflection are burning(prenominal) and a combination of these may be mathematical functiond to make sense of practise and to bring commute overs. technical Reflection is everydayly used to look at clinical practices and procedures along with the scientific lastledge. However, values mulct no part in this. Practical Reflection on the opposite hand judges gentlemans gentleman have it offs and assumptions. It alike develops common values in-line with organisational values.Emancipatory (Critical) Reflection involves critiques of the assumptions on which our hearty, political and cultural beliefs are ground with the prospect of changing them. Reflective Practice is invention true by Donald Schon. There are be placements several models of reflection used to draw lessons out of experiences. In 1978 Argyris and Schon established the idea of single en lace topo put downy and double loop fall uponing. In the former concept the organization or the soulfulnessist follows the current techniques or strategies even after corrections are do to the current errors.However, the late concept involves modification of techniques and strategies. subsequent in 1984 Schon coined the concepts of Reflection in Action (RIA) and Reflection on Action (ROA). RIA is a concept when the practician is faced with an issue he makes a decision establish on his feeling and prior experiences. On the other hand, Reflection on Action is an idea where the practitioner analyzes the experience after it is over. soulfulnessalisedly, I relieve oneself experienced both the concepts during several situations in life knowingly or unknowingly.Specially, during our ALE1, we were given an opportunity to reflect on our fulfilance after every task. This depicted our practical implementation of Reflection on Action. By implementing the fixing from previous task in the later on task we pass likewise engagementd the concept of Reflection in Action. To mention an example, in the first task we were given a sheet 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 second task, we made it a point to read and go through the rules carefully. Kolbs Experiential Learning Cycle is a nonher groovy contri furtherion to this concept. This learning cycle has quatern stages (Concrete Experience, Reflective, Abstract Conceptualization and Active Experimentation Observation) and the reflection takes ordinate after the situation has occurred. In the first stage the practitioner concentrates on something that they have put one overe and later reflects and explores the stark naked ideas to break down perform the task.In the third stage he forms brisk ideas and experiments them in the fourth stage. This loop is continued from one task to another. is another process where the practitioner not moreover describes the situation but analyses it. Unlike the other models it also has an action plan stage where the reflector mentions the actions that he would like to change if the same situation occurs. Jhons model of Reflection on the other hand involves sharing the experiences with a colleague. It has two stages Looking in on ones thoughts and emotions and Looking Out at the situation experienced.Reflection on my Personal Development Initially, when we were given learning logs for our ALE, I didnt know the importance and advantages of it unless we started writing the thoughtful log after every task. After learning that this is one of the best and easy ways to change oneself, I have stated using the reflective writing tool every time I valued to develop the way I work 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 relationships and communication.Though I was happy near the adjectives mentioned in the public session, the adjectives mentioned in the Blind floating policy section were quite surprising to me. The blind spots for me were complex and proud. When I tried to regard the reasons from my colleagues for the same, I was told that though I am a friendly, work-oriented person, I sometimes puzzle too oftentimes into detail in a group task or assignment and its tough for them to understand me. This may be because though I am absolve virtually the topic, I sometimes welcome it difficult to explain which confuses the other people.Also, the feedback I generally receive from or so of the people after fewer days of being with me is that I thought that you are a very proud person when I initially met you. The reason for this is, when I meet new people or enter a new environment, I take some time to get acqua inted and unless I know them, I dont 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 team up roles I have analogy towards are completer and specialist. These two roles reflect my working style rightly. I always try to learn to a greater extent and specialize in the subject 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 last comminuted polishing and editing in our group assignments. However, there are also negative sides to these team roles which I am aware of and are part of my development plan. As a specialist though I learn in-depth more or less the subject of my interest, I neglect other subjects which I am not arouse in.Also, the blind spot complex that I have mentioned earlier can be related to the flunk of the comple ter. As a completer thought I try to get the every detail of the report correct, I sometimes take the perfectionism to the extremes. consort to Honey and Mumfords Learning Styles, I am a Reflector. As a reflector I like to learn from activities that let me think, watch and review. However, I find is difficult to concentrate on a lecture unless I find it interesting. This can be linked to my flunk as a Specialist.According to the MBTI my personality type is ISFP (Introversion, Sensing, Feeling, and Perceiving). This shows that I am a peoples person who is friendly and dislike conflicts. But, I like to have my own space. The MBTI and IDAP grid show me on the mass Caring part of the grid. This is little contradicting. Though I am comfortable working in a team, I choose to work on my own. I find it difficult to convey a pass on as I feel that contradicting with others views may create problems personally.As part of the self-development, I would like to develop a acquirement to conv erse a message in a soft way and would like to learn to maintain a professional relationship with other people in team as most of the work in organization is team based. Also, would like to develop my networking skills. Reflection on my behaverial skills According to Reynolds Reflection is a commission tool for problem solving. Also, the following quote depicts the importance of commission in an organization. Make your top managers rich and they will make you rich.Robert H. Johnson A question that umpteen people ask is why we should we story management theories? Personal traits, values, beliefs and attitudes are the core personal competencies which may enhance or weaken ones ability to manage others. Also, it is the behaviour and talent of the individual that has major define on the performance of the lodge. Hence, an understanding of managerial theories is very helpful for someone who aspires to be a manager as most rational decisions are based on theories.An extensive study of the theories available is also very helpful for a manager in order to better manage their team as theories suspend info about how to behave and help change the behaviour. Theories also provide a common framework and idea about practices. Over a period of time the function of work and the way the work is conducted is changing in the organization. The management styles have to be changed accordingly. Minor says that the more that is known about organization and their methods of operation, the better the chances of dealing impellingly with them.Understanding may be more groundbreaking than prediction, but both provide the opportunity to shape or to manage the future. Theory provides a threatening basis for action. Hence, an understanding of management theories and knowledge about organization are essential for a manager to better perform their tasks. Mullin in his book, attention and Organisational Behaviour has followed a frame work of four main barbeles to explain the M anagement Theory. The Classical Approach which emphasises on the purpose and formal hierarchy of management.The classic writers concentrated on improving the operational efficient in an organization. Brench, a perfect writer also provided a concept of practical approach to organization structure based on tried general principles as opposed to the concentration on specific cases. Evaluation The classical writers are criticised for not taking the personality factors into consideration and for creating an organisation structure in which people exercise a limited control. Also, providing a set of principles to perform management duties has been subjected to criticism. Two Major sub-groups of classical approach are Scientific Management This concept was developed by Taylor who was a believer in the Rational-economic needs concept of motivation. The emphasis of this was on obtaining increased productivity from individual workers through the technical structuring of the work and providi ng monetary incentives as a inducing for higher levels of output. Though this concept has given a way to management thinking and the development of organizational behaviour, it was widely criticised by workers. Bureaucracy This concept was defined by Weber. He didnt define the concept of Bureaucracy.However, he attempted to identify the characteristics of this type of organizations. He emphasised on the importance of administration 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 labour and a high level of specialization. Evaluation 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 psycho consistent growth 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 theory is founded on a formal, clearly defined and hierarchical structure. However, with rapid changes in the external environment, dominance and greater attention to meeting the needs of customers, there is an increasing need to organise for flexibility. The Human dealings Approach While the main emphasis of classic writers was on structure and formal organisation, the emphasis was shifted to social factors at work and the behaviour of employees at work i. . mankind relations during the 1920s. The turning point in the development of the human relations movement came with the famous Hawthorne experiment at the Western Electric telephoner in America. During the experiment a better work environment and a concern for workers complaints has increased the productivity. Be Evaluation This theory was also subjected to severe criticism. One of the criticisms is the lack of scientific approach. The Hawthorne experiment was critici sed on methodological analysis 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 theory attention has been focused on the organization as systems with a number of interrelated sub-systems. This approach tries to bring together both classical and human approaches. Attention is focused on the total work organization inter relationships of structure and cat 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 renewed concern with the importance of structure as a significant influence on organizational performance. The Contin gency Approach that can be seen as the extension of system approach highlights possible means of differentiating among alternative forms of organizational structures and systems of management.This approach implies that organisation theory should not seek to mention one best way to structure or manage organisations but should provide insights into the situational and contextual factors which influence the management decisions. DUCAMUS Leadership Development was set 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 critical reflection skills. John adairs action-centred leadership modelGenerally represented by three overlapping cycles, Adairs 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 he lps 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 innovation developed by Otto Scharmer and originally based on a process known as the U-Process. It offers both hypothetic perspective 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. Moving down the left-hand side of the U is about opening up and dealing with the resistance f thought, emotion, and will moving 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 personal 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 persuasiveness which are very important to manage others. race Development Model Career management involves the matching of individual career plans with organization needs and the implementation of activities to accomplish these joint objectives. Individual Career Development is another constructive model that helps in planning the career through self-analysis. It has several stages much(prenominal) as Life Planning, Career Interests, Goal Planning 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 career plan for myself. This development plan consists of several questionnaires about my Career Planning Values, My interests, skills, knowledge 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 realise 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 conclude it by saying that this whole experience of reflective writing was very ple asant 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 learnings from this exercise are * A better understanding of myself * Understanding of several tools to know myself and people around me * A simple but effective Career Planning Model that I can 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 Il try to speak in public whenever I get a chance. Adaptability I will try to be little open and go introduce 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 desired profession. Team Orientation Though I prefer to work alone, these days I have started participating actively in the team activities and have already received positive feedback about the same from my friends.However, I am still 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 successful 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 change magnitude professional effectiveness, Sa n Francisco Jossey-Bass. * Argyris, C. , Schon, D. (1978) Organizational learning A theory of action perspective, Reading, Mass 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/tag/management-theory * F. W. Taylor (1856-1917) * Wester Electric confederation (1924-32) * Elton Mayo (1880-1949) * Otto Scharmer * Chris Rigby