Reflection In Management

To further understand Belbin Team Role Theory, I, together with four students formed a team and simulated as being authorized by the Songjiang Government Bureau to investigate into the current situation and the prospect of the higher education industry in Songjiang District. Through unremitting team efforts, we successfully demonstrated our findings and recommended several ideas via a formal presentation. Reviewing the three-months-long process of cooperation, I really found this experience of learning meaningful and fruitful. This reflective essay is a conclusion of my sympathetic introspection of the

After covering facts about millennials and their imperfections, Stein turns his article around by recognizing their good qualities. The purpose of Stein’s article is revealed when he changes sides of opinion. He praises their admirable characteristics saying, “They are probusiness. They’re financially responsible; although student loans have hit record highs, they have less household and credit-card debt than any previous generation on record.” (Stein 33), proving that millennials are more capable and intelligent at managing money although in more debt than previous generations. Stein uses logos to further establish his credibility.

The Millennial Generation is earning 20 percent less than the Generation X and the Baby Boomers. Psychotherapist at NYU (according to the university’s website), Brooke Donatone argues in her article, “Why Millennials Can’t Grow Up” that millennials experience “extended adolescence that delays adulthood” (Donatone 1). The author believes that the reasons for that happening are parents by their helicopter parenting and the economy because there are less high paying jobs that allow millennials to be financially independent. Throughout the article, Donatone explains that there is evidence on how it is not millennials’ fault that they are experiencing delayed adulthood. Therefore, it is safe to assume that her intended audience are the parents

The Accounting for Management Decision Making class has provided several concepts that have improved my ability to make decisions for my organization, a large hospital. I now have an understanding of methods to determine if a capital project is possible such as discounted cash flow, net present value, accounting rate of return, payback and internal rate of return. This course also helped me increase my knowledge of strategic planning, forecasting and budgeting. Additionally, I learned to calculate standard versus actual costs as well as opportunity cost.

To start, this shift towards a shared economy is giving Millennials a bad reputation. Instead of focusing on their spending habits, Huffington Post blogger, Tim Urban, targets the work ethics of the younger generations in his article, “Why Generation Y Yuppies Are Unhappy.” In fact, Urban believes that younger generations were too spoiled in their childhood, so by the time adulthood hit they were destined to be failures. In addition to

There is a significant value gap between degrees held and jobs worked by Generation Y. Without available positions in their fields, Millennials must take unskilled jobs, while waiting for their elders to give turn. Millennials who are not educated and working toward a professional career are the hardest hit by situation, creating a new echelon of poor Americans. Economists think that Millennials should accept this current economic climate as the "new normal." (Kotkin 3).

refers to millennials as “lazy” (para 2), while in the article Millennials In Our Time, Marc Tracy

Joel Stein uses his article in TIME Magazine, “Millennials: The Me Me Me Generation” to address the underlying issues and positives of the millennial generation by using various forms of data, statistics and negativity. While he is mostly successful with his tactics, he goes to such extremes with his negativity that he loses some of his audience before he even has a chance to talk about anything else. Stein spends much of his article speaking about how the Millennial generation is lazy, however research suggests that the Millennials aren’t necessarily lazy, but are held in place for various reasons outside of their control.

As he assures, “I am about to do what old people have done throughout history: call those younger than me lazy, entitled, selfish and shallow” (Stein 28). By using words with such negative connotation, Joel Stein diminishes his focal point of explaining the ways millennials are helping society. Their laziness, among other negative traits, is passionately justified rather than balanced with his optimistic

making Practice-Based Learning work Reflection on PRACTICE A resource commissioned by the Making Practice Based Learning Work project, an educational development project funded through FDTL Phase 4 Project Number 174/02 and produced by staff from the University of Ulster. www.practicebasedlearning.org Author Patricia McClure School of Health Sciences, University of Ulster www.practicebasedlearning.org contents Reflection on Practice 02

“It is unequivocally clear that leaders are not like other people” (Kirkpatrick and Locke, 1991, as cited in Northouse, P. G., 2016, p.22). I have always thought that I was not like other people; I see the world through a different lens. This difference, which sets me apart from my peers, has sometimes restrained my progress; however, after studying my differences and seeing them as strengths, I can now focus on these strengths that make me a unique, passionate, progressive leader. In reflecting on my leadership skills, I will analyze the results of the leadership questionnaires, as presented in Peter Northouse’s book, Leadership:Theory and practice (7th ed.), connect those result strengths with the

In this essay I am going to reflect on my experience working as part of a team and the preparation on an oral presentation I had to do in class with people from different courses, as part of the Foundations for Practice in Health and Social Care module. Reflection is educational and is used as a means of self-knowledge and to develop using a process of feeling and learning by thinking about what happened and what could have been done differently. (Rolfe, 2011, p.8-12) I will be using the Gibbs (1988) Reflective Cycle to do this. In this model there are 6 different stages to look at to help structure reflection, the description of the event, your feelings, evaluation, analysis, conclusion and an action plan. There is more than one model

Critical reflection should help members of the organization to see changes in a different way and to uncover the underlying interests that are hidden in obvious management practices. One should understand that these practices are social constructs and become aware of the role one plays in the production and reproduction of these practices (Darwin et al., 2002). Critical reflection does not come easily, but develops from resistance against social restrictions. In this sense, soft management techniques have the paradoxical effect to weaken the capacity of staff to reflect critically on labor situations (Alvesson & Willmott, 1992). Hence the skeptical view that critical theorists have on management phenomena such as empowerment and teamwork (Hardy & Leiba-O'Sullivan, 1998; Boje & Rosile, 2001; Sewell, 2001; Lincoln et al., 2002) In what follows, we explain how critical reflection leads to insights about the power relations in change.

Organizational behavior is not a single aspect of an organization but a major feature or approach, which plays a vital role in all the aspects of the organization. Comprehending organizational behavior is the most important tool for a successful company. The analysis and study of the various concepts and models of organizational behavior helps in effective understanding of many things. An organizations' strength comes from its values, cultures, and people. It offers understanding of what all happen in an organization, the way in which the organizational workforce is acting, and the way satisfaction of the workforce can help in developing the bottom line of the business. Organizational behavior also supports in analysing the way the employees, and the organization can have a more efficient association (McShane and Von Glinow, 2015). The study of organizational behavior has developed sense of understanding in me in respect with the individual behaviours, and their value in personal as well as professional lives. Through the process of learning this course I could visualize so many real-life scenarios of the chapters within my various jobs settings in the last 14 years. Weather it was emotions at work setting, decision making abilities, company values, conflict resolution I could look up to each chapter for various ways the issues could be addressed better. Organizational behavior has not only taught the importance of interconnection but also the various aspects of behavior which can impact the working of the individuals. Over the next few pages I would like to discuss my workplace organizational behavior, as well as the situations the wisdom learnt from these chapters could make me a better decision maker. The first experience or learning was, a few years back, there was a sudden change in the management of the Hospital where I used to work in India which not only resulted in workplace issues but also many challenges which made the working tough as the Hospital was trying to get Joint Commission International certification, which enables them to be strategically placed at an advantage for Medical tourism as various hospitals in India were trying to achieve this certification as a status symbol at that time, not

As an educational leader, I have encountered several new and existing school policies. I never thought deeply about the various processes and the stakeholders involved in policy formulation and implementation. This semester I am engaged in the course Managing Educational Policy as School Leaders (EDLM 6005). This is Semester III, 2016/2017. My course coordinator is Dr. Timar Stephenson. Dr Stephenson was my course coordinator once before and was very helpful whenever I needed clarification or when I had a difficulty. I am thrilled to embrace the new ideas and learning opportunities embedded in this course since it teaches issues which I experience at work. Dr Stephenson, during his introduction reminded his entire class that success in this course would only be realized through hard work, dedication, and commitment. Therefore, it is imperative that I have the right attitude as I navigate this course. The course involves seven weeks of intense work. I am pleased to have a wonderful group facilitator by the name of Rhonda Joseph who has already given us a BBC to explain the requirements of the course and our first two modules.