To reflect on practice you need to be able to critically question what you do and see whether what you are doing is working or whether there is room for improvement. This may mean observing the reactions of children and other people to help you think about your effectiveness. In areas you think are working well, think about what skills and knowledge are helping you to do well and whether you can become more effective. In areas you think there are weaknesses, think about ways to improve, this may mean more training in a certain area. Reflecting on your practise will help you to have a clearer picture of what you actually do within your work role.
What actions would you take to ensure that employees in the organisation understood the need for improvement and were able to cope with the accompanying changes? In your report use examples or scenarios to support your theories and to demonstrate the need for effective continuous improvement processes. Tables, graphical diagrams, charts or statistical information can be included to help you explain and support your work. You will need to utilise works by several authors to develop the
Reflective practice is essential to personal development and the goals and targets put in place at performance reviews can help to focus you and give you a renewed sense of ability to succeed and achieve. If needs have been identified then additional training can be arranged to help you become more effective in your role and improve your confidence. When considering reflective practice you need to be open to ideas and criticisms of others. Your should reflect on your own work and the work of others around you. You need to be constantly thinking of ways to develop and improve your practice and be able to
This will give me the ability to gain new insights into the work and find new opportunities for motivating my followers. b. To develop these traits to be an effective leader, I would learn superior leadership skills. 3 How would I ensure that my work goals and plan reflect the organizations goals and plans? .To manage my work priorities and professional development requires me to be a positive role model to have good traits to ensure my work goals and plans reflect the organizations.
The scorecard was implemented to tackle these issues. First a company, when making any changes, should explain to the employees the importance of the changes being made. This way, even if the employees don’t agree with the changes, they will have some sense as to why the changes are needed. Employees also need to understand their role in the changes and what the changes mean for their individual positions. Many employees could feel their position in the company is actually being
This seminar will prepare you to create better work relationships by becoming a “conscious communicator.” You’ll return to work better able to build constructive and beneficial work relationships by learning how to analyze situations and consciously select and use productive communication strategies. How You Will Benefit Build better rapport and gain the trust of your colleagues Discover the basic competencies critical to solid work relationships Develop flexibility in actions, thoughts and feelings to better handle any situation Avoid mistakes and conflicts that may result from misinterpreting others or ineffective listening Influence and motivate others to first-rate performance Learn how to use direct and indirect messages accurately Build your self-esteem as you discover a new self-awareness Identify strengths, weaknesses and opportunities in your work relationships Understand values, beliefs, attitudes and perceptual processes Understand emotions and how they translate into emotional intelligence Master the keys to excellent communication: observe, listen, analyze, plan, communicate What You Will CoverEffective Work Relationships How do you build work
This process helps an individual understand how others perceive them. Feedback is essential to facilitating performance improvements. Feedback allows people to utilize their strengths to their advantage. Feedback informs employees which actions create problems for others and to know what changes may be needed. 360 Performance Appraisal: Uses Uses for 360 Performance Appraisal include: Employee Development Performance Appraisal Performance Management Training Needs Assessment Evaluation of Training Attitude Survey Organizational Climate Survey Customer Satisfaction Survey This process can also be a motivator of performance since it shows the employee that their opinions and views are considered important.
Not only are looking for a theoretical solution to the problem, but implement the solutions proposed by the team. Each member of the group preparing the issue, which he/she wants to talk with others (for professional matters). Action learning method supports the organisation in the face of the need to make breakthrough changes affecting organisational culture. In the team there positive developments on personal development, communication and build trust, focus on the development of the entire organisation. Meetings using the method action learning could take place regularly e.g.
- Sense making is the process by which people give meaning to an experience. This is very important for people in organization to understanding change as the accomplishment of ongoing processes and how they are impacted in organizational changes in the company. The example in DuPont case is shown when Tom Harris and the other managers introduced a different metaphor for teamwork. They introduced another language in which to introduce change for improvement 2. In my opinion, OD approach is compatible with DuPont case.
Some strategies to manage change and innovation would be to first discuss why changes to come about to better the company. Describe the sequence of change activities that must be performed in order for change to be successful. Change management entails thoughtful planning and sensitive implementation and consultation with, and the involvement of people affected by the change. Changes must be realistic, achievable, and measurable. Explain the changes to the employees of how it will happen, and that if it doesn’t work then the company will not stick to the changes.