Self Reflection Essay

Hays (2008) discussed privilege and biases based on culture and how these privileges and biases can affect a therapist’s work. Having a healthy understanding of self-identity can help understand the role of privilege and biases. In order to help self-reflect, Hays (2008) presented the ADDRESSING model which includes age, disability (born with), disability (acquired), religion, ethnicity/race, socioeconomic status, sexual orientation, indigenous status, nationality, and gender. This ADDRESSING model will be applied in this paper.

While I appreciated that one of my peers provided feedback on my work, I feel that the feedback that was provided did not fulfill the assignment. My peer did not provide detailed feedback on my paper that could be adequately incorporated in my review and revisions. Most of the information that was provided as feedback were simply statements that reiterated what the prompt question was. Please see the below feedback provided to me by my peer.

Throughout my career, my performance evaluations have always either “meet standards” or “exceeded standards”. I have obtained these types of evaluations due to my strong work ethic, good judgment, and overall professionalism.

During the second half of this rating period you continued to maintained and effective working relationship with your coworkers and team members but sometimes fell short of an effective relationship with customers and other external stakeholders. Katrina you have handled tenses/stressful situations calmly in order to reach resolutions but there were time when you fell short of resolving stressful situations. Katrina you makes arrangements for events when away from the office but often fall short of handling

Conducting performance reviews – your knowledge and skill levels are assessed in accordance with the organisations standards, this in turn leads to identifying areas that need further development and a plan can be structured to meet these needs.

Throughout all of the tasks that I took part in, I believe that I performed well in some of them but then in others I could have performed much better. Throughout all of the tasks I believe that I participated as much as possible in order to get the tasks completed, participation was important for the team because of the limited numbers within the team, if I didn’t participate as much as possible then the team may have struggled to complete all of the tasks. I always try to participate as much as possible within all of the tasks, if I don’t then I feel like I have let the team down and could have done better

Thank you for this assessment, but has you know this was the year end assessment on how you did with the goals set out during the year. Your self assessment is missing a review of your team’s performance compared to the goals set out. It is also missing the level of professionalism I expect from all members of my team. I have also asked for new goals for 2017 and I did not receive them.

The performance appraisals process is flawed in many ways. Lack of preparation, time, training, and professionalism are a few examples of how the system is flawed. The individual completing the application often has many tasks that supersedes taking the appropriate time necessary to accurately keep notations of an employee's performance throughout the year. The lack of time leads to an employee receiving a performance review on the most recent accounts of his or her job performance instead of his or her performance throughout the entire year. Lack of professionalism can also hurt the appraisal process. An employee should be rated by his or her job duties instead of the personal opinion or feelings the manager or supervisor completing the form. All

4. Review feedback report – comparison between expected performance standards and actual performance point at which performance may be adjusted

| |the intellectual conversation of topics that were discussed. I also enjoyed the learning |

Based on your 2015 Annual Performance Report, there are 4 categories in which your performance is ranked “Improvement Needed.” Additionally, your overall rating is listed as “Improvement Needed.” On Tuesday September 1, 2015 during a meeting reviewing your performance report, you mentioned that you would like to know what you could do to improve your performance report ratings. In an effort to challenge you and correct the glaring issues noted in your performance report, I have developed a list of tasks that I would like you to perform based upon time limits. Seeing that you perform the tasks below accurately will allow us to access your performance with respect to the performance of your colleagues. I expect all IT staff to know

will be trained on the “new” and “improved” way of giving a performance review. Providence really would like to focus on how the performance review conversation takes place and when it takes place.

Performance reviews are designed to both evaluate general performance and measure progress around specific goals. Both negative and positive aspects are incorporated in these reviews as they should serve as a point of reference to both look back in evaluation and ahead in anticipation. Pulling back from daily demands in order to assess and review employee performance allows managers to focus their attention on specific departments and clarify what is high priority to their company. Performance reviews also act as an opportunity to acknowledge working staff and identify professional development which will further support the staff members’ career growth. Reviews are seen as a powerful tool that can be tied to a company’s overall success;

The ‘performing’ phrase saw a team consensus based on established roles and a focus on achieving our common goal. Team members appeared more motivated and we were able to work more autonomously and competently in solving decisions independently without supervision from one another. However, dissent still emerged on another occasion as we all reacted to changing circumstances and the ‘storming’ stage again. This was due to a misunderstanding regarding the submission date of the assignment and many other participants stated that they felt unprepared and disheartened. I do believe the close deadlines between assessments on such a short course did affect the overall quality of the work produced. However, the team did demonstrate their ability to perform, achieve the expected outcomes under pressure and reach the target date for completion. Nevertheless, we had all felt contradictory feelings at the start of the

For this semester, I wanted to steer away from my usual topic of sports for research and focus on other aspects of my life that impact me personally. I then began to think about all the other things in my life that I do on a dialy basis, and that’s when music came into mind. Listening to music is a part of my life that I use to help relieve my stress, stay focused while doing other tasks, or just to fill quiet space when I am by myself. I chose to focus on Alicia Keys because I have been listening to her music for as long as I can remember, and her very inspirational persona was always intruiging to me. I wanted to find out more about her advocational identity and compare it to the details behind her musical title and see which side was more beneifcial to our society as a whole. However, since she also is considered a celebrity figure, I was worried that the information I would be looking for would be invalid or biased. When it comes to my presentation skills, I believe I have improved greatly and my strengths are now starting to outweigh my weaknesses, especially regarding how I physically speak about my choice of a topic compared to the overall setup of my actual presentatiom.