Assignment on bar company PDF
VerifiedAdded on 2021/11/19
|14
|4371
|145
AI Summary
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
Canopy is a bar company which has been operating in Illford for 7 years
specializing Alfakir and Egyptian foods and smoking option. Company provides a
warm as well as sophisticated atmosphere for mature customers. Company has a
strict policy of not allowing entrance to anyone under age. Company always
strive enhance the experience of its customers. I did not have much years of
experience before entering internship. I felt that I had excellent negotiation as
well as listing skills.
As assistant manager I was in charge of enhancing brand image of the
company. Ensuring health and safety I was also maintained. Assisting senior
Accountant ant in cash flow maintains. Ledger development and Cost budget
creation.
Performance appraisal
Introduction
There are many research takes place in the field of performance appraisal area.
There are many methods are widely seen for the appraisal of the employees
performance. The success of an organization is totally depended on the
performance of the employees. The performance level may vary based on the
objective of the organization. The performance appraisal methods are under go
changes and alteration based on the requirement that take place in the work
culture of the organization. The performance appraisal system is being a part of
HRM the department of human resource gives at most attention to the process of
performance appraisal (DorotaKlop-Sowinska, 2019).
The advantages of performance appraisal
There are various advantages to the process of performance appraisal because it
helps to place the right employee in the right place and the team members will
specializing Alfakir and Egyptian foods and smoking option. Company provides a
warm as well as sophisticated atmosphere for mature customers. Company has a
strict policy of not allowing entrance to anyone under age. Company always
strive enhance the experience of its customers. I did not have much years of
experience before entering internship. I felt that I had excellent negotiation as
well as listing skills.
As assistant manager I was in charge of enhancing brand image of the
company. Ensuring health and safety I was also maintained. Assisting senior
Accountant ant in cash flow maintains. Ledger development and Cost budget
creation.
Performance appraisal
Introduction
There are many research takes place in the field of performance appraisal area.
There are many methods are widely seen for the appraisal of the employees
performance. The success of an organization is totally depended on the
performance of the employees. The performance level may vary based on the
objective of the organization. The performance appraisal methods are under go
changes and alteration based on the requirement that take place in the work
culture of the organization. The performance appraisal system is being a part of
HRM the department of human resource gives at most attention to the process of
performance appraisal (DorotaKlop-Sowinska, 2019).
The advantages of performance appraisal
There are various advantages to the process of performance appraisal because it
helps to place the right employee in the right place and the team members will
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
work towards the objective of the organization. If the employee is potentially high
and performance level is high there will be wide chances for the employees to
improve their grade and earn according to that only with the help of performance
appraisal process. There are various types of performance appraisal process but
the reward and grads are the common performance appraisal result. The
performance appraisal system boost the company to make more profit and help
to find out the talented employees who can contribute much more for the
wellbeing of the company. The employees will not remain lazy but they will be
responsible towards their duties (Wynne, 1997).
Methods of performance appraisal
The performance appraisal is a traditional concept so that there are various
methods were in practice from the time immemorial. Some of the traditional
methods that used of performance appraisal are confidential report about the
employees, field review method about the employee, essay method, graphic scale
method, critical incidents method, checklist method, forced choice method,
grading system based on the performance, forced distribution method, paired
comparison and ranking method. The research in the field of performance
appraisal introduced a few methods. Some of the modern methods for the
performance appraisal are cost accounting methods for performance appraisal,
360-degreee performance appraisal, assessment centers to assess the
performance of employees against the organization’s performance standard.
Behavior anchored rating scales is a modern performance appraisal tool and
another modern tool is Management by objective (MBO). The changes in the
traditional and the modern methods are only the technical support. Now the
performance appraisal can easily tract with the support of computer and the
communication process is faster. The greatest advantages of modern tools of
performance appraisal are that the personal revenge/interest cannot be in the
performance evaluation of employee. In the old and modern appraisal system
aims to make the employee to contribute their maximum to the company and
appraisal to the employees will be in the form of grading, promotion, appreciation
and monitory benefit (Lynch, 2018).
and performance level is high there will be wide chances for the employees to
improve their grade and earn according to that only with the help of performance
appraisal process. There are various types of performance appraisal process but
the reward and grads are the common performance appraisal result. The
performance appraisal system boost the company to make more profit and help
to find out the talented employees who can contribute much more for the
wellbeing of the company. The employees will not remain lazy but they will be
responsible towards their duties (Wynne, 1997).
Methods of performance appraisal
The performance appraisal is a traditional concept so that there are various
methods were in practice from the time immemorial. Some of the traditional
methods that used of performance appraisal are confidential report about the
employees, field review method about the employee, essay method, graphic scale
method, critical incidents method, checklist method, forced choice method,
grading system based on the performance, forced distribution method, paired
comparison and ranking method. The research in the field of performance
appraisal introduced a few methods. Some of the modern methods for the
performance appraisal are cost accounting methods for performance appraisal,
360-degreee performance appraisal, assessment centers to assess the
performance of employees against the organization’s performance standard.
Behavior anchored rating scales is a modern performance appraisal tool and
another modern tool is Management by objective (MBO). The changes in the
traditional and the modern methods are only the technical support. Now the
performance appraisal can easily tract with the support of computer and the
communication process is faster. The greatest advantages of modern tools of
performance appraisal are that the personal revenge/interest cannot be in the
performance evaluation of employee. In the old and modern appraisal system
aims to make the employee to contribute their maximum to the company and
appraisal to the employees will be in the form of grading, promotion, appreciation
and monitory benefit (Lynch, 2018).
Different steps in the process of performance appraisal
There are mainly six different steps to make sure the process of performance
appraisal take place in a systematic way. The core purpose of performance
appraisal is nothing but to improve the performance level of the employees in an
organization to meet the objectives as early as possible. In the primary step of
performance appraisal the management will make sure they discuss the standard
performance level to the company and if necessary many companies take the
initiative to provide them the training because the companies will be using
various system for their internal activities which should be familiarize to the
newly joined employees and in the second step the employees will be receiving
achievable target which should be achieved each period of time as per the
instruction of the company. In the third stage the company takes the parameters
to assess the performance of the employees to know the potential and suitability
of the employee to the organization. In the fourth step the employees
performance compare each other so that the company can come to a conclusion
that the best performers and the under performers. In the fifth step the company
communicates the evaluation with the employees to know the feedback from the
employee. In the last stage the company takes the corrective action in case of
necessary or the steps for appraisal. In the process of performance appraisal the
supervisor and the mangers have got crucial role and the systematic and
consistent approach is the only one effective way to practice in an organization
(Caroli, 2001).
Conclusion
The performance appraisal is necessary in an organization because the
performance appraisal make the organization fit to achieve its goal. The
productivity and the competency of employees as well as the company are purely
based on the performance. The appraisal programs always improve the
productivity and competency. To take personal decision the performance
appraisal system is very much useful. The staff management is possible in a better
way if the performance appraisal implement effectively in the organization. The
There are mainly six different steps to make sure the process of performance
appraisal take place in a systematic way. The core purpose of performance
appraisal is nothing but to improve the performance level of the employees in an
organization to meet the objectives as early as possible. In the primary step of
performance appraisal the management will make sure they discuss the standard
performance level to the company and if necessary many companies take the
initiative to provide them the training because the companies will be using
various system for their internal activities which should be familiarize to the
newly joined employees and in the second step the employees will be receiving
achievable target which should be achieved each period of time as per the
instruction of the company. In the third stage the company takes the parameters
to assess the performance of the employees to know the potential and suitability
of the employee to the organization. In the fourth step the employees
performance compare each other so that the company can come to a conclusion
that the best performers and the under performers. In the fifth step the company
communicates the evaluation with the employees to know the feedback from the
employee. In the last stage the company takes the corrective action in case of
necessary or the steps for appraisal. In the process of performance appraisal the
supervisor and the mangers have got crucial role and the systematic and
consistent approach is the only one effective way to practice in an organization
(Caroli, 2001).
Conclusion
The performance appraisal is necessary in an organization because the
performance appraisal make the organization fit to achieve its goal. The
productivity and the competency of employees as well as the company are purely
based on the performance. The appraisal programs always improve the
productivity and competency. To take personal decision the performance
appraisal system is very much useful. The staff management is possible in a better
way if the performance appraisal implement effectively in the organization. The
better evaluation about the performance of the staffs indicates the required time
that needed to achieve the goal (Grote, 1996).
Company’s performance appraisal
The performance appraisal of our firm has four major components. It works as a
cycle and the components are expectations, measuring and evaluation, feedback
and record. The company first defined the expectation to the employees so that
the employees will get the expectation of the company. In our organization a
scaling approach is still followed although more good performance appraisals
have emerged. In the rank card there is excellent to bad several traits are shown
in that based on this manager take against each trait but we have choose rating
scale approach because it is simples not costly and any number of time. Base on
the points general in the rating sector meeting are arranged with HR manager.
The company measures the performance of the employees and makes an
evaluation to communicate to the employees. Before company officials
communicate evaluation report to the employees there will be a meeting with the
supervisors and with the top level management. Along with the feedback to the
employees the company takes the initiative to record all kind of performance
(Thorpe and Holloway, 2008).
Leadership
Introduction
The leadership is a skill to lead the people towards the goal of an institution. The
leadership skill needs various qualities. A good leader always knows the need of
people who follow him. Each organization recommends different type of
leadership style to meet the requirement of the company. The leadership is a skill
which demands a lot of qualities and the leaders should be a person to influence
the team members with the personality. The leadership demands the qualities
like, honesty, foreseeing capacity, good communication, better analysis etc. good
leadership always lead the team to success. The literature tries to through light to
that needed to achieve the goal (Grote, 1996).
Company’s performance appraisal
The performance appraisal of our firm has four major components. It works as a
cycle and the components are expectations, measuring and evaluation, feedback
and record. The company first defined the expectation to the employees so that
the employees will get the expectation of the company. In our organization a
scaling approach is still followed although more good performance appraisals
have emerged. In the rank card there is excellent to bad several traits are shown
in that based on this manager take against each trait but we have choose rating
scale approach because it is simples not costly and any number of time. Base on
the points general in the rating sector meeting are arranged with HR manager.
The company measures the performance of the employees and makes an
evaluation to communicate to the employees. Before company officials
communicate evaluation report to the employees there will be a meeting with the
supervisors and with the top level management. Along with the feedback to the
employees the company takes the initiative to record all kind of performance
(Thorpe and Holloway, 2008).
Leadership
Introduction
The leadership is a skill to lead the people towards the goal of an institution. The
leadership skill needs various qualities. A good leader always knows the need of
people who follow him. Each organization recommends different type of
leadership style to meet the requirement of the company. The leadership is a skill
which demands a lot of qualities and the leaders should be a person to influence
the team members with the personality. The leadership demands the qualities
like, honesty, foreseeing capacity, good communication, better analysis etc. good
leadership always lead the team to success. The literature tries to through light to
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
different models of leadership and critical analysis on them as well(Lustier and
Achua, 2015).
Various leadership models
There are various type of leadership are in action. The core purpose of each type
of leadership is to make sure the team go-ahead towards the goal and achieve it
for the betterment of the organization. Nicky (2019) suggest that there are six
different models of leadership the core purpose of it is to influence the team
members to lead them towards the goal. The different leadership models are
transformational leadership, ethical leadership, charismatic leadership, lasses-
faire leadership, democratic leadership, autocratic leadership and bureaucratic
leadership (Amagoh, 2009).
Democratic leadership :The democratic leadership always gives preference to the
team members asking their opinion as well as taking decision that is favorable but
vision oriented. The democratic leader makes a collective decision giving internal
democracy to the team members. So that the members will be responsible
towards the decision and the leader take the lead with the support of team
members. The greatest advantage of democratic leadership is to collect the
maximum opinion and select the best and suitable opinion to the situation. The
democratic leadership entertains respecting each other the innovative ideas and
the feedback will be appreciated. Participatory approach is the base of
democratic leadership (Barrowclough, 2016).
Autocratic leadership :The autocratic leadership is just opposite to democratic
leadership because the autocratic leadership is a practice of implementing the
decision of leader. The leader is the sole authority and the team members have
no role in the process of decision making and the opinion of team members do
not entertained. Only to obey the rules and regulations. In the police and army
the autocratic leadership style is more applicable because act immediately is only
possible with autocratic leadership. Quick decision is the greatest advantage of
Achua, 2015).
Various leadership models
There are various type of leadership are in action. The core purpose of each type
of leadership is to make sure the team go-ahead towards the goal and achieve it
for the betterment of the organization. Nicky (2019) suggest that there are six
different models of leadership the core purpose of it is to influence the team
members to lead them towards the goal. The different leadership models are
transformational leadership, ethical leadership, charismatic leadership, lasses-
faire leadership, democratic leadership, autocratic leadership and bureaucratic
leadership (Amagoh, 2009).
Democratic leadership :The democratic leadership always gives preference to the
team members asking their opinion as well as taking decision that is favorable but
vision oriented. The democratic leader makes a collective decision giving internal
democracy to the team members. So that the members will be responsible
towards the decision and the leader take the lead with the support of team
members. The greatest advantage of democratic leadership is to collect the
maximum opinion and select the best and suitable opinion to the situation. The
democratic leadership entertains respecting each other the innovative ideas and
the feedback will be appreciated. Participatory approach is the base of
democratic leadership (Barrowclough, 2016).
Autocratic leadership :The autocratic leadership is just opposite to democratic
leadership because the autocratic leadership is a practice of implementing the
decision of leader. The leader is the sole authority and the team members have
no role in the process of decision making and the opinion of team members do
not entertained. Only to obey the rules and regulations. In the police and army
the autocratic leadership style is more applicable because act immediately is only
possible with autocratic leadership. Quick decision is the greatest advantage of
autocratic leadership. The creativity and the personal interest of team members
will not be entertained(Lussier and Achua, 2015).
Ethical leadership: the ethical leadership is based on the values and qualities. The
ethical leader always upholds the ethics and the ethics of the leader hand over to
the team members. The decisions and the practice in ethical leadership are totally
based on ethics. This type of leadership more concerned about the means of
achieving the goal. The ethical responsibility always holds aloof the principle of
honesty and it considers not only the result but it gives importance to the means
how the objective is achieved. The ethical leadership concentrates in two things
they are reward as well as in the criticism(DuBrin, 2015).
Laisses-faire leadership: type of leadership trust the people and consider as the
people are responsible basically and entrust the responsibility among them. This
type of leader ship normally practice among the people who are educated and
make sure the team members are self motivated towards the goals of the
organization. Laisses-faire leadership is effective among the educated and the
responsible people but if it practice among the uneducated and uncontrolled
work force it may end in total mess and result will be negative the company is not
going to achieve anything. The leader does not take additional interest to motive
the employees to complete the task but criticize if not satisfied.
Bureaucratic leadership: this type of leadership have actual a bureaucratic
leadership style because the leader and subordinates consisted in a team so that
the various decision and its feedbacks will be collected systematically. This type of
leadership is not emotional oriented but it claims that it has empathetic
approaches towards the team members. There will be asset of guidelines and
rules to follow. The importance of leader is comparatively less and the personality
of leader does not influence majority of team members (DuBrin, 2015).
Transformational leadership: the transformational leadership always aims to
change the attitude of the people especially the team members. The purpose of
attitude change is to make sure the team members work towards the common
goal. The transformational leader would be a visionary to lead the team
transforming and make them suitable towards the goal of organization.
will not be entertained(Lussier and Achua, 2015).
Ethical leadership: the ethical leadership is based on the values and qualities. The
ethical leader always upholds the ethics and the ethics of the leader hand over to
the team members. The decisions and the practice in ethical leadership are totally
based on ethics. This type of leadership more concerned about the means of
achieving the goal. The ethical responsibility always holds aloof the principle of
honesty and it considers not only the result but it gives importance to the means
how the objective is achieved. The ethical leadership concentrates in two things
they are reward as well as in the criticism(DuBrin, 2015).
Laisses-faire leadership: type of leadership trust the people and consider as the
people are responsible basically and entrust the responsibility among them. This
type of leader ship normally practice among the people who are educated and
make sure the team members are self motivated towards the goals of the
organization. Laisses-faire leadership is effective among the educated and the
responsible people but if it practice among the uneducated and uncontrolled
work force it may end in total mess and result will be negative the company is not
going to achieve anything. The leader does not take additional interest to motive
the employees to complete the task but criticize if not satisfied.
Bureaucratic leadership: this type of leadership have actual a bureaucratic
leadership style because the leader and subordinates consisted in a team so that
the various decision and its feedbacks will be collected systematically. This type of
leadership is not emotional oriented but it claims that it has empathetic
approaches towards the team members. There will be asset of guidelines and
rules to follow. The importance of leader is comparatively less and the personality
of leader does not influence majority of team members (DuBrin, 2015).
Transformational leadership: the transformational leadership always aims to
change the attitude of the people especially the team members. The purpose of
attitude change is to make sure the team members work towards the common
goal. The transformational leader would be a visionary to lead the team
transforming and make them suitable towards the goal of organization.
Motivation is one of the major tools that the leader uses among the team
members to transform. The advantage of transformational leadership is that the
team members will show comparatively very less protest against the comments of
leader (Barraclough, 2016).
Conclusion
The leadership model is based on the requirement but the leader is expected to
maintain certain qualities in the entire model. If the leader has the qualities like
honeys, empathy, foreseeing, motivation, influence, organization, good
communication. The leader can easily influence the team members and the leader
can convince the team members about vision and values of the organization. If
the leadership is understating the situation and having a better understanding
about the team members the success rate will be high. The team work is the
priority of the leadership and a good leader will make sure the employees have
good working environment and motivate them to make them contribute towards
the organization (Amagoh, 2009).
Leadership in an organizational context
I was in charge of management inventory; staff scheduling, managing operational
issues linked with the store and also had to help in training and recruitment
process. This experience was an eye opener in the sense that it enabled me to
understand various skills required and how it need to applied in various
conditions. Covid 19created an unpredicted crisis which was much unexpected.
Company had to curtail its operation and cash flow also stopped. Working along
with top management in handling such a crisis situation enabled me to aquatint
with crisis management skills and its application in specific situations.
. Our organization’s leadership was a greater amount of autocratic nature
however current emergency has caused me to understand that situational
leadership is fundamental. We leadership numerous issues and found that we
needed to apply diverse authority styles according to the requirements of the
circumstances. Further situational leaders we need to coordinate, illuminate, and
members to transform. The advantage of transformational leadership is that the
team members will show comparatively very less protest against the comments of
leader (Barraclough, 2016).
Conclusion
The leadership model is based on the requirement but the leader is expected to
maintain certain qualities in the entire model. If the leader has the qualities like
honeys, empathy, foreseeing, motivation, influence, organization, good
communication. The leader can easily influence the team members and the leader
can convince the team members about vision and values of the organization. If
the leadership is understating the situation and having a better understanding
about the team members the success rate will be high. The team work is the
priority of the leadership and a good leader will make sure the employees have
good working environment and motivate them to make them contribute towards
the organization (Amagoh, 2009).
Leadership in an organizational context
I was in charge of management inventory; staff scheduling, managing operational
issues linked with the store and also had to help in training and recruitment
process. This experience was an eye opener in the sense that it enabled me to
understand various skills required and how it need to applied in various
conditions. Covid 19created an unpredicted crisis which was much unexpected.
Company had to curtail its operation and cash flow also stopped. Working along
with top management in handling such a crisis situation enabled me to aquatint
with crisis management skills and its application in specific situations.
. Our organization’s leadership was a greater amount of autocratic nature
however current emergency has caused me to understand that situational
leadership is fundamental. We leadership numerous issues and found that we
needed to apply diverse authority styles according to the requirements of the
circumstances. Further situational leaders we need to coordinate, illuminate, and
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
support just as delegate the obligations. In my activity I needed to apply each of
the three to handle issues
Negotiation skills:
As income was low we had a few issues in installment to the providers' was
likewise accountable for ensure safety measures are kept.. I attempted to give
data and converse with them yet it didn't work out. I attempted another
situational and changed my leadership strategy. I offered support to them and
tuned in to them which helped me discover an answer.
Problem solving skills
Problem solving skills are fundamental for situational leaders in light of the fact
that a great deal of issues that rise particularly when there is emergency. In the
progression problem solving is fundamental. Situational pioneer needs to utilize
direction, data, backing or designation to tackle the issues. it. We had issues
keeping security norms in shop. I initially attempted to direct them course but as
situational leader I provided them support and it worked.
Change skills.
Situational pioneer can manage change in an unrivaled manner as the person
being referred to can use different styles to persuade. As lock down was there we
expected to restrict our exercises for this we expected to get help of the
considerable number of stake holders. I applied all approaches of situational
authority and was able to get a positive agreement.
the three to handle issues
Negotiation skills:
As income was low we had a few issues in installment to the providers' was
likewise accountable for ensure safety measures are kept.. I attempted to give
data and converse with them yet it didn't work out. I attempted another
situational and changed my leadership strategy. I offered support to them and
tuned in to them which helped me discover an answer.
Problem solving skills
Problem solving skills are fundamental for situational leaders in light of the fact
that a great deal of issues that rise particularly when there is emergency. In the
progression problem solving is fundamental. Situational pioneer needs to utilize
direction, data, backing or designation to tackle the issues. it. We had issues
keeping security norms in shop. I initially attempted to direct them course but as
situational leader I provided them support and it worked.
Change skills.
Situational pioneer can manage change in an unrivaled manner as the person
being referred to can use different styles to persuade. As lock down was there we
expected to restrict our exercises for this we expected to get help of the
considerable number of stake holders. I applied all approaches of situational
authority and was able to get a positive agreement.
Reflective learning
Introduction
Reflective learning is a kind of learning form the assessment and evaluation of the
completed action. The reflection is a kind of turn back towards the completed
task to identify the drawbacks, achievements, innovation and to check the
suitability for a new situation. The reflective learning is a process of learning
especially form the task completed through various process like review,
evaluation, analysis etc. the greatest advantage of reflective learning is that the
person will be able to apply the theories in action and find out the drawbacks and
advantages which make the person to be an expert for the next time when the
person involve in similar kind of task (Drago-Severson, 2004).
Advantages of reflective learning
The reflective learning give insights to the learner and the learner involve in the
process of critical thinking. The person with reflective learning will be sharp
enough to identify the possibility of mistake when the person involve in the future
task because the person learned by doing things and understood the mistakes
thorough the reviews and evaluation. When a person understand the mistake the
possibility to get the right way to do the things will be high. The reflective learning
Help the learner to gain from the education, activities and experiences. The
learning process through reflective learning is a life-long process and improve
each time is the core aim of it. And reflective learning is not to create a get a
feeling that the person is exceptional or under performer. The reflective learning
make sure the economic potential and it maximize the personal benefits. To
increase the enterprise skill of the employees and the management there should
be a practice of reflective learning at the same time the team members would be
employability only practicing the process of reflective learning. To achieve a
sustainable and continuous development the person should practice the
reflective learning (Sugerman& Deborah, 2000).
Introduction
Reflective learning is a kind of learning form the assessment and evaluation of the
completed action. The reflection is a kind of turn back towards the completed
task to identify the drawbacks, achievements, innovation and to check the
suitability for a new situation. The reflective learning is a process of learning
especially form the task completed through various process like review,
evaluation, analysis etc. the greatest advantage of reflective learning is that the
person will be able to apply the theories in action and find out the drawbacks and
advantages which make the person to be an expert for the next time when the
person involve in similar kind of task (Drago-Severson, 2004).
Advantages of reflective learning
The reflective learning give insights to the learner and the learner involve in the
process of critical thinking. The person with reflective learning will be sharp
enough to identify the possibility of mistake when the person involve in the future
task because the person learned by doing things and understood the mistakes
thorough the reviews and evaluation. When a person understand the mistake the
possibility to get the right way to do the things will be high. The reflective learning
Help the learner to gain from the education, activities and experiences. The
learning process through reflective learning is a life-long process and improve
each time is the core aim of it. And reflective learning is not to create a get a
feeling that the person is exceptional or under performer. The reflective learning
make sure the economic potential and it maximize the personal benefits. To
increase the enterprise skill of the employees and the management there should
be a practice of reflective learning at the same time the team members would be
employability only practicing the process of reflective learning. To achieve a
sustainable and continuous development the person should practice the
reflective learning (Sugerman& Deborah, 2000).
Reflective learning model
There is various models available related to reflective learning at the present
scenario. Gibb’s reflective learning model is an ideal one among various models of
reflective learning. According to Gibbs the reflective learning has different steps
that make sure the reflective learning process systematic. There are six different
steps reflective learning models they are description, feeling, evaluation, analysis,
conclusion and action plan in which the description includes set of questions to
ask to one self. The description need to check the areas like what was trying to
achieve through the task and how the person describe the experience. About the
feeling, the learner needs to do an assessment to identify the feeling prior to the
task and at check how did the learner reacted to the situation at the time of task.
And the learner make an evaluation about the experience that got from the task.
In the third stage the reflective learner evaluate the experience, the area that
attracted or disliked and how did the experience end. The analysis really help to
create an understanding about the past experience identifying thing have gone
better and the things have not. How could the learner identify the negative
consequences and overcome with the available resource. The evaluation help the
reflective learner to identify the area that could have done better and the barriers
that stopped from doing things. The action plan is the final stage in the systematic
approach process of reflective learning. The action plan through light to the
preparation to do the things better in the future and to improve the process of
learning and understanding (Day, 2000).
The barriers for reflective learning
Blind following of the theories and instruction does not allow a person to practice
reflective learning. If the person is only about the goal then the creativity and the
innovative approaches from the side of an employees is less and chances for
reflective learning is less. To practice reflective learning the person should be able
to come out of short term goals instead the person should be able to focus on the
long term goal and more focus on the process whether it is simple or complicated
process. The emotional barriers cause for the barriers to practice reflective
There is various models available related to reflective learning at the present
scenario. Gibb’s reflective learning model is an ideal one among various models of
reflective learning. According to Gibbs the reflective learning has different steps
that make sure the reflective learning process systematic. There are six different
steps reflective learning models they are description, feeling, evaluation, analysis,
conclusion and action plan in which the description includes set of questions to
ask to one self. The description need to check the areas like what was trying to
achieve through the task and how the person describe the experience. About the
feeling, the learner needs to do an assessment to identify the feeling prior to the
task and at check how did the learner reacted to the situation at the time of task.
And the learner make an evaluation about the experience that got from the task.
In the third stage the reflective learner evaluate the experience, the area that
attracted or disliked and how did the experience end. The analysis really help to
create an understanding about the past experience identifying thing have gone
better and the things have not. How could the learner identify the negative
consequences and overcome with the available resource. The evaluation help the
reflective learner to identify the area that could have done better and the barriers
that stopped from doing things. The action plan is the final stage in the systematic
approach process of reflective learning. The action plan through light to the
preparation to do the things better in the future and to improve the process of
learning and understanding (Day, 2000).
The barriers for reflective learning
Blind following of the theories and instruction does not allow a person to practice
reflective learning. If the person is only about the goal then the creativity and the
innovative approaches from the side of an employees is less and chances for
reflective learning is less. To practice reflective learning the person should be able
to come out of short term goals instead the person should be able to focus on the
long term goal and more focus on the process whether it is simple or complicated
process. The emotional barriers cause for the barriers to practice reflective
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
learning. The person should be developed a feeling that they practice
professionalism and honesty. The absence of honesty create barriers to practice
reflective learning. The person must be self-motivated to undergo the review and
criticism so that the person will be able to perceive the incidents as objective.
Sometime the unfavourable conditions create barriers to reflective learning
process (Larrivee, 2000).
Different method to enhance reflective learning
There are various methods to enhance the reflective learning process some of the
common means to enhance the reflective learning are critical thinking,
evaluation, review, feedback collection about the task completed, talk to the
expert in that particular field and think about personal development that leads to
the process of individual reflective learning. The activities like; reading, asking,
thinking, talking, observing, and listening are some of the common tools to
enhance the practice of reflective learning. The reading about the topic that
related to the task help to give insight and help to think different angel. The
learner should not hold any kind of hesitation to ask the doubts and observation
to a large extent help to explore the situation and it can be added to the
experiences. Feeling is an important tool to pay attention toward the emotion,
and to know the response towards the negative situation. A reflective learner
should make sure they share their view with others to identify the draw backs and
positive side as well (Rivera Pelayo and Verónica, 2015).
During my temporary position I was very little mindful of reflective practice. So I
was unable to comprehend my experiences through reflective study. I think Kolb’s
learning Cycle model is and can assist me with understanding of experiences a
superior way. I only now found out about KOLB Learning Kolb's Experienced
Learning Cycle.
Conclusion
professionalism and honesty. The absence of honesty create barriers to practice
reflective learning. The person must be self-motivated to undergo the review and
criticism so that the person will be able to perceive the incidents as objective.
Sometime the unfavourable conditions create barriers to reflective learning
process (Larrivee, 2000).
Different method to enhance reflective learning
There are various methods to enhance the reflective learning process some of the
common means to enhance the reflective learning are critical thinking,
evaluation, review, feedback collection about the task completed, talk to the
expert in that particular field and think about personal development that leads to
the process of individual reflective learning. The activities like; reading, asking,
thinking, talking, observing, and listening are some of the common tools to
enhance the practice of reflective learning. The reading about the topic that
related to the task help to give insight and help to think different angel. The
learner should not hold any kind of hesitation to ask the doubts and observation
to a large extent help to explore the situation and it can be added to the
experiences. Feeling is an important tool to pay attention toward the emotion,
and to know the response towards the negative situation. A reflective learner
should make sure they share their view with others to identify the draw backs and
positive side as well (Rivera Pelayo and Verónica, 2015).
During my temporary position I was very little mindful of reflective practice. So I
was unable to comprehend my experiences through reflective study. I think Kolb’s
learning Cycle model is and can assist me with understanding of experiences a
superior way. I only now found out about KOLB Learning Kolb's Experienced
Learning Cycle.
Conclusion
The reflective learning is a process that helps the learner to assess the experience
and to evaluate the experience and the various thoughts. This process learning
helped me as a learner to make self-assessment and to understand the various
roles of people. Based on the experience and its drawbacks the 1 will be able to
set a plan that helps the me to do the things in a organizations efficiently for the
next time
Reference
Rivera Pelayo, Verónica (2015), Design and Application of Quantified Self
Approaches for Reflective Learning in the Workplace, KIT Scientific,
Sugerman, Deborah A. (2000), Reflective Learning: Theory and Practice,
Kendall Hunt.
Day, C. (2000). Effective leadership and reflective practice. Reflective
Practice, 1(1), 113-127.
Drago-Severson, E. (2004). Becoming adult learners: principles and
practices for effective development.New York: Teachers College Press.
Kember, D., Jones, A., Loke, A. Y., McKay, J., Sinclair, K., Tse, H., et al.
(2000). Reflective teaching and learning in the health professions. Action
Research in professional education. Oxford, Blackwell Science.
Larrivee, B. (2000). Transforming teaching practice: becoming the critically
reflective teacher. Reflective Practice, 1(3), 293-307.
and to evaluate the experience and the various thoughts. This process learning
helped me as a learner to make self-assessment and to understand the various
roles of people. Based on the experience and its drawbacks the 1 will be able to
set a plan that helps the me to do the things in a organizations efficiently for the
next time
Reference
Rivera Pelayo, Verónica (2015), Design and Application of Quantified Self
Approaches for Reflective Learning in the Workplace, KIT Scientific,
Sugerman, Deborah A. (2000), Reflective Learning: Theory and Practice,
Kendall Hunt.
Day, C. (2000). Effective leadership and reflective practice. Reflective
Practice, 1(1), 113-127.
Drago-Severson, E. (2004). Becoming adult learners: principles and
practices for effective development.New York: Teachers College Press.
Kember, D., Jones, A., Loke, A. Y., McKay, J., Sinclair, K., Tse, H., et al.
(2000). Reflective teaching and learning in the health professions. Action
Research in professional education. Oxford, Blackwell Science.
Larrivee, B. (2000). Transforming teaching practice: becoming the critically
reflective teacher. Reflective Practice, 1(3), 293-307.
Amagoh, F., (2009). Leadership development and leadership
effectiveness. Management Decision, 47(6), pp.989-999.
Barraclough, S. (2016). Leadership. S.L.: Heinemann First Library.
DuBrin, A.J., (2015) Leadership: Research findings, practice, and skills.
Nelson Education.
Gilley, A., McMillan, H.S. and Gilley, J.W. (2009). Organizational change and
characteristics of leadership effectiveness. Journal of leadership &
organizational studies, 16(1), pp.38-47.
Lussier, R.N. and Achua, C.F. (2015). Leadership: Theory, application, & skill
development. Nelson Education.
Marquis, B.L. and Huston, C.J. (2009). Leadership roles and management
functions in nursing: Theory and application. Lippincott Williams & Wilkins.
Barraclough, S. (2016). Leadership. S.L.: Heinemann First Library.
Caroli, E. (2001). Organizational Change and Skill Accumulation. Industrial
and Corporate Change, 10(2), pp.481-506.
DorotaKlop-Sowinska. (2019). Career jump! : how to successfully change
your professional path. DorotaKlop-Sowinska.
Grote, R.C. (1996). The complete guide to performance appraisal. New
York: Amacom.
Karp, T. and Helg, T. (2008). From Change Management to Change
Leadership: Embracing Chaotic Change in Public Service
Organizations. Journal of Change Management, 8(1), pp.85-96.
Lussier, R.N. and Achua, C.F. (2015). Leadership: Theory, application, & skill
development. Nelson Education..
Lynch, R.L. (2018). Strategic management. Harlow, United Kingdom ; New
York: Pearson Education Limited.
Murray, B. and Gerhart, B. (2000). Skill-Based Pay and Skill Seeking. Human
Resource Management Review, 10(3), pp.271-287.
Thorpe, R. and Holloway, J. (2008). Performance management. Houndmills,
Basinstoke, Hampshire: Palgrave Macmillan.
effectiveness. Management Decision, 47(6), pp.989-999.
Barraclough, S. (2016). Leadership. S.L.: Heinemann First Library.
DuBrin, A.J., (2015) Leadership: Research findings, practice, and skills.
Nelson Education.
Gilley, A., McMillan, H.S. and Gilley, J.W. (2009). Organizational change and
characteristics of leadership effectiveness. Journal of leadership &
organizational studies, 16(1), pp.38-47.
Lussier, R.N. and Achua, C.F. (2015). Leadership: Theory, application, & skill
development. Nelson Education.
Marquis, B.L. and Huston, C.J. (2009). Leadership roles and management
functions in nursing: Theory and application. Lippincott Williams & Wilkins.
Barraclough, S. (2016). Leadership. S.L.: Heinemann First Library.
Caroli, E. (2001). Organizational Change and Skill Accumulation. Industrial
and Corporate Change, 10(2), pp.481-506.
DorotaKlop-Sowinska. (2019). Career jump! : how to successfully change
your professional path. DorotaKlop-Sowinska.
Grote, R.C. (1996). The complete guide to performance appraisal. New
York: Amacom.
Karp, T. and Helg, T. (2008). From Change Management to Change
Leadership: Embracing Chaotic Change in Public Service
Organizations. Journal of Change Management, 8(1), pp.85-96.
Lussier, R.N. and Achua, C.F. (2015). Leadership: Theory, application, & skill
development. Nelson Education..
Lynch, R.L. (2018). Strategic management. Harlow, United Kingdom ; New
York: Pearson Education Limited.
Murray, B. and Gerhart, B. (2000). Skill-Based Pay and Skill Seeking. Human
Resource Management Review, 10(3), pp.271-287.
Thorpe, R. and Holloway, J. (2008). Performance management. Houndmills,
Basinstoke, Hampshire: Palgrave Macmillan.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
1 out of 14
Related Documents
Your All-in-One AI-Powered Toolkit for Academic Success.
+13062052269
info@desklib.com
Available 24*7 on WhatsApp / Email
Unlock your academic potential
© 2024 | Zucol Services PVT LTD | All rights reserved.