A Reflective Journal Of Your Experiences During You Work Integrated Learning

Reflective practice is the process of thinking about and critically analysing your actions with the goal of changing and improving occupational practice.

Reflective practice allows us to reflect on our actions and experiences so that we can learn from them and adapt our behaviour accordingly. Reflective practice can be uncomfortable as it challenges our own assumptions about ourselves however it is vital for improving the quality of the service we provide.

Ans. Reflective practice is a way of learning from own experience to improve the way we work.

Your reflective learning journal entry should include:      The description of the event that took place; What you have learned; How it has affected your job role; Short term implications to you or your job role and Long term implications to you or your job role.

Reflective practice can be used by workers to enhance their performance and practice at work.

Reflective practices helps you to reflect on a regular basis and be able to discuss your plans and ideas with other colleagues, This will help you identify areas of strength and help to discover those who may need further help with their development .

Reflective writing is evidence of reflective thinking, which is a beneficial learning tool as it allows me to critically think about my personal employability skills. This self-reflection mode of writing allows me to recognise and identify my current skills, strengths, weaknesses, progress and achievements.

A descriptive methodology will be used to determine the current culture of the Organisation, through research and survey from the Organisation’s website and from current employees. This is going to give us a general picture of the current culture and also analysed to determine how effective the current culture is.

Reflective practice is constantly changing as it adds in the learning gained from experiences. Reflective practice links events together and compares what is already known and make a decisions on the basis of this comparison. Reflective practice helps nurses to become expert practitioners due to the fact it operates from a deep understanding of the total events. Reflective practice could also be beneficial for patients and service users as it gives better standards of patient safety and is focused on individual and also evidence based care derived from their needs.

Reflective practice is a self-analysis tool, by which practitioners can develop a greater level of self-awareness about the nature and impact of their performance, an awareness that creates opportunities for professional growth and development (Kottkamp & Osterman, 1993). Reflective practice allows professionals to assess their performance, make sense of what happened and learn from mistakes and experiences in order to develop, improve and adapt. (Cropley, et al., 2012).

Culture within an organisation is a system of shared values, beliefs and norms of individuals in the organisation and how the value consensus creates a way in which people behave. The shared values have a strong influence on the individuals in the organisation and dictates how a person acts, dresses and performs in their job. A unique culture is developed and maintained by an organisation which provides guidelines and boundaries, through informal means, for the behaviour of the people within the organisation.

Week 9 lecture on Individual learning we came across that in an organization learning derives from the individual learning from each member of the organization. Consequently, individual learning is crucial for organizational learning. Learning is defined as gaining knowledge or skill. Thus, learning incorporates two meaning 1) knowing how-to which is implies the ability to act and 2) Know-why, which shows the

Senge's five components of a learning organization all work together. Personal mastery, shared vision, team learning, and mental models lay the groundwork for the organization. And systems thinking is the glue that makes it together. In order for the learning organization to work, each of the five disciplines must be developed at the same time and incorporated with one another.

This paper, therefore, explores, discusses and analyzes the integrated role of Learning organization (as a structural entity) and the organizational learning (as an intrinsic know-how process) that

The ENVIRONMENT in which the organisation operates. Internally, this is often conveyed by its physical layout which can, foe example, reflect warm friendliness or cold efficiency.