Reflection and Evaluation : a Critical Analysis of the Contributing Factors for Managing and Developing People

The decision making process follows the same steps every time a decision is made. The first step is to analysis the problem presented thoroughly (Rossi, Picchi, Di Stefano, Marongiu, & Scarsini, 2015). Questions such as; what is the problem?, and why should the problem be solved? May need to be answered before the person engages in the

The strong leader recognizes that an important part of information management is reflection. This self-assessment should include personal biases, desires, and preferences. Looking past personal perspectives and reviewing the data within the context out of which it arises deepens the objectivity and clarity with which the leader can observe and assess the data. Critical components that should be carefully accommodated in this reflective self-assessment are: personal biases, current mental models, individual needs, past practices, self-fulfilling expectations, wish listing and prescriptive deliberation. As for my personal biases, I have learned over the years that they are very good yardsticks for me to look at an issue and to know clearly how I feel about it, but I have always known what I think and what I feel are often different than my colleagues and my patients. I use this to keep my mind open to others whose views are different than mine and I use them to approach and analyze situations, but never to influence the decisions or behavior of others. A specific example is that of a woman’s right to choose: I am anti-abortion for myself as a woman but I support safe health care for all women. Current mental models vary from facility to facility and evolve over time. My career has spanned 34 years and I too have evolved during this time. Today, I feel I am working in much more of a collegial culture and one which is at least attempting to embrace diversity

To properly plan and develop personal and professional development for the future, it is necessary to reflect on personal preferences, goals, past experiences, future goals, and motivation. The purpose of this paper is to provide a self-assessment through self-reflection and professional development planning in my health care career. I isolate my top three interests in organizational settings, discuss the importance of leadership, reflect on my motivations, cognition and organizational behavior, strategic planning and marketing, explore unfamiliar healthcare professions, review the importance of quality improvement and teamwork, uncover health disparities, and finally, reflect on health ethics. This will help me thoroughly

Self-development through reflection is a key issue of education and learning (Kennison, 2012), where you learn through experience (Tashiro, Shimpuku, Naruse and Matsutani, 2013), learn to self-evaluate (Duffy, 2013), identify gaps in knowledge and detect where further training or study is required to improve practice (Olarerin, 2013). Ultimately reflection is thought to be constant learning from practice, thus refining knowledge and experiences and putting them into practice (Naidoo, 2013).

Introducing organisational change is often hard, the main reasons for that can be variation in perceptions of the employees, fear of disruption or failure and underlining the right approach to apply change. Then even if the change in a specific organisation is projected successfully there is still lot to be done to manage it in an appropriate way (Oakland, 2007).

Human resource development (HRD) had little meaning to me before I decided to take this class. I had some involvement with the Human resources department in the past few summers while being oriented into my intern position, but never to a great extent. After listening to lectures and reading the assigned readings, I have now developed a greater understanding of HRD and what it entails.

As stated by Prasad (2008), the managers should identify the different choices available in order to get most acceptable outcome of a decision. From searching different alternatives the managers can evade blocks in operations as choices are suitable if a particular idea goes wrong. Khanka (2000) expresses the view that selections can developed from in many ways such as can get from sources like experience, do training other organizations, and take others ideas and suggestions related in problems. Furthermore to improve alternatives solution the managers may investigation the signs of a problem for clues or fall back on intuition or result that stated by Griffin and Moorhead (2010). For an example in marketing department a non-programmed decision is compulsory the manager have to produce alternatives for raise market share. As McShane and Von Glinow (2000) pointed out that in a programmed decision is a standard operations is not to generate choice but can take out from the documented that already saved. Next an organizer should search the mission of a decision. In other words they need to define what is to be accomplished by it (Quick & Nelson, 2013). The decision criteria are important as mentioned by Dubrin (2002). The several criteria are consumers must aware of varies in quality of products, there not happen inflation, workers must consider the quality of improvements and lastly job satisfaction should not be reduce.

In this text, I will retrospect to the period doing the assignment and reflect how I developed professionally and personally. The first chapter gives a review of the group assignment and presentation. We took DHL call centre as the development subject, and analyzed the importance of

have to do both back-to-back. One way to fix this would be to allow workers to choose their own

informing them of newly arriving merchandises, helping customers with their sales, writing “thank you” notes, etc. So the system lacked in providing motivation for employees to perform such activities and also did not compensate the employees

Another reason why organizations can have difficulty realizing productivity change could be explained by an organization’s culture. Businesses tend to have employees that are resistance to change. It may be hard to get all of your employees to accept a new system, or change in a current system, and therefore cannot receive the full benefits that the system can provide.

Previous success can be a factor into why an organization does not recognize the need for change because of how successful they were. Previous success can disable an organization to learn and think, because they are only relying on their past success. Along with previous success, a lack of diversity can factor into why an organization fails to recognize the need for change. A lack of diversity can create groupthink in an organization. Groupthink among an organization can impact the ability to see any necessary need for change because no one in the organizational evaluates anything effectively and just conforms to the overall consensus decision. Political behavior is another aspect that factors into why an organization fails to recognize the need for change. Political behavior that promotes self-interests can impact an organization through the selfish decision making, which can harm the effectiveness of the decision making. Another factor into why an organization fails to recognize the need for change is limited influential power. The wrong people in the organization are being listened to and the lower management has no influence. These are the critical and most important employees and the backbone to the company; therefore, without any influence the effectiveness of the whole organization is harmed. Another factor into why an organization fails to recognize the need for change is cognitive

In Experience Human Development, Papalia and Martorell define young adulthood as ages twenty through forty, although the idea of young adulthood is more a social construct than an actual age range. Upon entering this phase, individuals have reached their full-grown physical stature. In fact, adults are considered to be at their physical peak during this phase of life with most young adults claiming to be in good to excellent physical health. However, the modern lifestyle has started to affect this statistic, with more and more young people reporting health-related risks and concerns due to a poor diet and a decrease in physical activities (Papalia & Martorell. 2015).

Improvement in the health / safety of the workers which will help to increase in productivity.

“If everyone is moving forward together, then success takes care of itself.” This quote by Henry Ford highlight the importance of team work in an organization. An organization needs individuals who will help translate the organization's core vision to every member. This individuals are known as HR personnel because they act as liason between top manangement and every stakeholder in the organization. The interest to become an HR (Human Resources) personnel began in 2012 during my one year National Youth Service Corp(NYSC) where I was nominated as the secretary for the local corp member. When my work started yielding positive results, I was appointed the Corpers’ Liason Officer thereby acting as an intermediary between government zonal liason officer and corp members. During this time, my engagement with corp members made me understand people’s different personalities as well as managing the differences to achieve the best utilization of resources.