Increasing Employee Outcomes Using Reflection

This article discusses the theory of meta-analysis intervention reflection by employees to improve workplace performance. The accuracy of observation is higher as employees can precisely tell what they need to be done by the management. The article concludes that the work intervention reflection theory is one of the best techniques to be used in measuring the performance of both parties involved.

The Positive Leader 1
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Increasing Employee Outcomes Using Reflection
The goal of meta-analysis theory was to measure the importance of interventions of
the employees using personal reflection. I must say that the employee’s job
performance depends on their attitude. The achievement I found in the application of
this theory is that it has a significant influence in the workplace from the previous
intervention assessment. I noticed that the achieved results were from a proper control
and feedback in the reflections. The workers can report to the relevant authorities with
satisfaction and organizational commitment (Day et al. 2014, p64)
I realized that the accuracy of the observation is higher as the employees can
precisely tell what they need to be done by the management. It, therefore, gives an
accurate reflection of what they think should be done and by who at that time. It
improves the work they deliver and develops the healthy working environment with
ease of supervision for the management team to handle the situations in the
workplace.
The theory of meta-analysis intervention reflection by the employees is one of
the essential practices in managing the employee assessment (Jordi, 2010). The
primary target of the analysis is the employee to improve the workplace performances
of the business or the organization. My assumption on this theory is that the results
based on the findings and the relationships that develop between the employer and the
employee. According to Jordi (2010) the accuracy in the assessment and experience in
this deliverance is the perspective of the employee set to that of mutual obligations
where there are expectations between the organization and the employee. My
presentation appreciated the psychological contract that exists between the parties
through the views that each party has. It is an attitude that develops for both the
employer and the employee depending on commitment and satisfaction (Sparr et al.

The Positive Leader 3
2015, p33). I, therefore, conclude that the work intervention reflection theory is one of
the best techniques to be used in measuring the performance of both parties involved
so that no one takes advantage of the other and to better the operations of the
company or the business.

The Positive Leader 4
References
Day, D.V., Fleenor, J.W., Atwater, L.E., Sturm, R.E. and McKee, R.A., 2014.
Advances in leader and leadership development: A review of 25 years of
research and theory. The Leadership Quarterly, 25(1), pp.63-82.
Jordi, D.J. 2010. Leadership and overcoming coordination failure with asymmetric
costs. Experimental Economics, 10(3), pp.2-84.
Sparr, Martin, R., Epitropaki, O., Thomas, G. and Topakas, A., 2015. 2 A Review of
Leader-Member Exchange Research: Future Prospects and Directions.
International review of industrial and organizational psychology, 25(1),
pp.35-89.