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Human Resource Development Assignment (HRD)

   

Added on  2020-05-01

12 Pages3487 Words95 Views
Running Head: HUMAN RESOURCE DEVELOPMENTHuman Resource DevelopmentStudent NameCourse Code

1HUMAN RESOURCE DEVELOPMENTIntroductionLeadership is a very important aspect in work life. There has been increasing attentiontowards the leadership qualities which is sought in the field of work as well as research. Thesuccess of work depends on the leader and how it leads people to accomplish the goals. Successin leadership requires leaders to have the appropriate skill set to become a leader and maintainthose leadership qualities within itself. A leader should be competent enough to manage peoplesubordinate to him or even the peers to achieve the target. A leader should have an employeealitywhich is praised and adored by everyone for which the self-perception of a leader is veryessential. If a leader is not sure of him then he will not be able to lead and manage successfully.Self-perception of a leader comprises of the factors as what a leader thinks of himself,confidence, abilities and physical appearance and how an employee looks upto himself. The following Reflective Learning Journal focuses on the leadership qualities and mainlythe self-assessment of a leader which makes him distinct from the others. The followingreflective journal comprises of three main characteristics of leadership quality which are how anemployee becomes a leader, Honey and Mumford Learning Style which is related to learning andits outcomes in the process of becoming a leader and the last one is the Andragogical learningexperience and its evaluation. The discussion will elaborately analyze these three entities relatedto leadership. The Leader/ Taking the LeadAn employee is always in conflict in his mind about himself. There are many self-doubts inside an employee which restricts him to perform and value himself above others. There is a sense of inferiority which an employee is often prone to which keeps him from doing things

2HUMAN RESOURCE DEVELOPMENTwhich is in his capability (Bolman and Terrence 2017). To assess the potential in an employee it is very important to keep testing the limits. To break these shackles of self-doubt and to do proper self-assessment one can use the tool of Red and Green Negotiation Game. In this game anemployee understands the ways and means in which one can interact with himself, interact in a team and assess his capabilities of performing a task by interpreting it and orchestrate an end to it. In this game there comes a situation when an employee has to take the lead and become a leader of the tem which is a tough task filled with responsibilities. An employee often panics in this situation as it has the accountability of him as well as the team in context to a task assigned to him (Calancie et al. 2017). Being a team member to do a task is different than leading the team to accomplish a task.It makes an employee more vulnerable to the situation and there exist many variables which needto be taken care of. The moderators of this game have a close eye on the work done by eachmember which includes the leader and the person who is playing the role of a leader gets scaredabout the critical analysis of his intelligence and working competence. The leader starts to thinkthat if he is not able to accomplish the task then he may be considered and intellectually inferiorand will be rejected (Carpenter 2017). An employee is not always comfortable to address a groupof people as whole and a lot of self-doubts creep into the persons mind making him nervous andhe comes directly under the purview of public judgement. There is a Boyatzis’ Self-direct AdultLearning Model which helps an employee to understand the psychology of his self-personalityand it also takes out the reasons that why an employee feels and thinks that way. If an employeehas an acumen to become a leader from the beginning but has not got any exposure in that fieldthis tool can help them to shape their career and help them to grow professionally their entire life(Carter 2017).

3HUMAN RESOURCE DEVELOPMENTIn order to lead in this game, an employee needs to have a good understating of theprocess of the game, its aims and rules. One a leader along with his team understands the processof the game then he can move ahead to know the practicalities of the game and how they canwork together to complete the task. If the team is collaborative then it gives immense amount ofconfidence to the leader as it is the first blood in the game. The game will move ahead as theother teams will try to compete with each other and each team leader along with the gamemoderator will facilitate the points which they have observed (Cunningham 2011). At the end,leaders will be facilitated with the points of strengths and weaknesses which they have shown inthe group dynamics, task delegation and establishing a mutual understanding among its teammembers. The entire exercise is based on the notion of making leaders aware of their self-perception which is a key factor in getting success in the corporate world. If the learning agendaof the game is considered, the game exposes leader to the process of facilitation and leading oftheir team which brings out the leadership qualities and identifies the weaknesses of the leader aswell (Darling and Victor 2011). This game tries to remove the negative perception which anemployee develops for himself in his mind to ensure that it can be mitigated and get over with tomake a successful leader with all its qualities of leadership to help in career building. The Andragogical Learning Experience and EvaluationThe Andragogical learning is the science of learning and understanding through apractical approach for adults which they carry it for their entire lives. It is mainly based on thehumanistic and self-directed methods of learning which also contains some teachers andfacilitators. It is also term as “adult education” in broader perspective (Delegach et al. 2017, pp724-740). According to the following reflective learning journal an employee is introduced to theAndragogical learning experience which is different from the pedagogical learning methods

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