Personal Learning Reflection .

Reflecting on conflict management, leadership style, and self-motivation in career development. Learn about effective leadership styles and self-motivation techniques to achieve career goals.

Running head: PERSONAL LEARNING REFLECTION
Personal Learning Reflection
Name of the Student
Name of the University
Author Note

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Introduction
There are various ways in which the person's learning skills can be reflected entirely
within the career path the person chooses in his or her life. When a person starts his or her
career in the long run there are many basic concepts of specific theories that needs to be
understood to move forward in the career path that should be developed right during a
person's education module (Euwema et al. 2014). This would provide the person with videos
leadership and management skills that would help in managing various situations within the
organisation. It is not necessary that the regular business process within an organisation goes
through similar way every day.
A person should be clear about all the concepts that he or she has learnt about in their
entire education module and understand their effect on the following future career they are
hoping to pursue. If the concept if a person is not clear about their career goals and the ways
in which they can be handled it would be difficult for a person to manage any kind of
situation within the organisation in their career (Humaidi and Balakrishnan 2015). Therefore,
the person needs to prepare themselves and reflect upon the various ways in which they can
be self motivated enough to avoid any conflict within the organisation and lead their way
through. Thus, following would be my reflection on the understanding of conflict
management, leadership style and self motivation in which I would like to refine and review
to identify the key lessons that has the most value in my entire life that would help me move
forward in my career. I would put together 3 short essays on each of these basic concepts,
ideas and theories on the understanding of the discussed subjects.
Conflict Management

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Conflict is such an ideology within a business or in real life that is extremely difficult
to avoid entirely since it is a very common human nature that I have found. I believe that this
is due to the normal human nature to disagree for every given situation. Eliminating conflict
entirely is a problem within itself since if conflicts become non-existing within a situation
there would be no diversity of opinion and I believe that catching or correcting the flow in a
plan for policy would not be even possible without a conflict. Thus, in the following essay I
would like to discuss about the specific theories, ideas and concepts that I have understood so
far about conflict management within the industry which would help me move forward in my
career in future.
There are various ways in which conflicts arise within what place or elsewhere in real
life. One of the reasons can either be poor communication or there must be interpersonal
tension. Interpersonal tension is another thing that can be raised from various reasons like
political influence or display of power (Komarraju, Swanson and Nadler 2014). Conflicts
open result in increased fester or growth of decline in productivity and it often has been seen
that the staff model is also diamonds severely because of the emergence of conflict within an
organisation (Currie et al. 2017). This is one of the reasons that I believe that every employer
must look for employees that are skilfully and able to manage or diffuse conflict within a
business setup. As well as, according to my personal discretion I have also understood the
specific theories, concepts and ideas that run within conflict management and how it can
motivate or increase the value of my key lessons that I have learnt so far.
I have noticed the fact that all conflicts are not similar in nature. Even the fact that
they are alike in nature would be a problematic situation altogether. The uncertainty of
conflict management is what makes it more challenging to handle and the uncertainty gives
rise to new order of things. Within the organisation the models by which the business is

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handled can either have a rational model or even have a political model (Long et al. 2014).
The organisation with rational model is found to be less conflicting environment than the
organisation having a political model. The organisations having a rational model have a sofa
clear and consisting gold with rational orientation and it is extensive and accurate for the
supply of information within the employees (Pettigrew 2014). I am not replying the fact that
conflicts do not arise within organisations having a rational model but the employees are
seemed to behave in a rational way even if the outcome of those behaviours are distorted. I
have also seen that within the rational model there is a clear communication that generates
clarity of information for every employee and decisions gradually have improved rationally.
Whereas, within a political model it can be found that the goals for outcome of a particular
project that should I buy unified outcome is distorted and have multiple goals oriented
towards the same project. There is dysfunctional behaviour within the organisation that
follows a political model and ambiguous information generated within the organisation also
has limited access (Omar et al. 2018). The political model within an organisation affects the
work culture in particular according to what I believe. I have seen that the entire team of
world culture and work organisation becomes distorted in any pretext rational behaviour is
introduced. The employees often become neurotic or defensive which further harms the work
culture as it distorts the word communication between employees and the decisions taken
within the organisation are mostly found to have low involvement and commitment from all
the hierarchical aspects of the organisation (Anderson and Sun 2017).
To effectively handle a conflict within the organisation and enhance the conflict
management skills I believe that any person should enhance the conflict management skill
that is essential for handling any kind of distortion within the organisation. These are the
communication skills, the proper emotional intelligence are the ability to understand a
person's feelings, the emotion of empathy, and a problem solving nature (Proksch 2016). All

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the skills revolve around the soul fact that everyone within the organisation is heard and
respected (Schneider et al. 2016). It also needs to be made sure that the beneficial solution
provided to the people within the organisation has been negotiated mutually and everyone
involve within it is in a state of acceptance. The final beneficial solution that has been taken
by the person managing the conflict does not need to necessarily involve in pleasing everyone
within the organisation (Ponseti et al. 2018). However, I would not even advise that person to
remove eradicate any person who disagrees with the beneficial solution. I believe that the
person managing the conflict also needs to understand if the conflict that has arise within the
organisation is necessary or beneficial to the organisation of any sort and should set a goal for
managing the conflict to make sure that the final solution that has been provided or any
disagreement that has arrived continues to be productive and professional to the organisation.
Leadership Style
Any person who wants to make their career out from ordinary to extraordinary must
embrace the management power of leadership (Yahaya and Ebrahim 2016). I have always
heard a saying that a leader is not trained but a leader is born, but in management a leader is
born out of the acceptance of the specific management skills and utilising them properly in
making an entire project team understand the utility of the deliverables and motivate them
further in producing the deliverables with utmost sincerity.
Having extreme skilful management capacity does not make somebody am leader. A
manager and a leader are two completely different roles although mostly they are found to be
used interchangeably (Sowmya and Panchanatham 2015). A manager mostly becomes the
facilitator of the success of the entire team and the team members. I have experience that a
manager ensures that every people in the team and the organisation has all the amenities they
require to make themselves be productive and successful for adding values and benefits to the

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project work on as well as the manager make sure that all the employees are well trained and
the obstacles are reduced for progressive in their careers. The grooming of the people for
reaching the next level within your organisation are also facilitated by the managers and they
also make sure that recognition of the employees achieving great performance also done
perfectly (Cherry and Jacob 2016). On the other hand I have insured the theory of a leader in
my mind to be a person who has this particular talent of Creative Thinking that is extremely
out of the box and this great idea has the experience of a certain aspect in the business of the
project that has provided useful insights to the management, the manager as well as the team.
It is not exactly based on the hierarchical structure of an organisation of the titles provided to
a person, but a leader can be anyone who has the qualities of moving and emerging or
inspiring the teammates to the next level in every project the perform in (Jones and Jones
2017).
A leader is someone who has solution for the situation that can be generated due to
the inflection of conflict within a project team or even the organisation. Conflict management
is also a part of effective leadership styles. My study has given me the insides that it is not
just the greatest teammates that make the opportunity for different leaders to emerge
consistently on the basis of their own skills and strength but they are also the realisation
between the teammates that a leadership has the potential to be situational depending how the
team requires. Sometimes it can occur that achievement is a need of an emotional touch or
sometimes the need of a visionary (Walker and Aritz 2015). It can also occur to a team that
they are in need of an effective coaching style or they need someone that would lead their
way for even chide them for their mistakes (Kang, Solomon and Choi 2015). I have noticed
that out of all the leadership styles that are presented by different authors in journals or books
there are few leadership styles that I believe are best in the business and should be absorbed

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by every person within an organisation or in hope of pursuing a career should adopt to base
on the corporate climates.
A leader can be pacesetting would expect as well as model the path of excellence and
self direction (Zhang et al. 2015). I believe that in this leadership style it would be best if a
team leader is skilled and motivated already and is in need of a quick result. It is extractive
and effective in every aspect, but I also believe that this leadership style has hands that can
overwhelm the team members and also squelch innovation.
A leader can also be affiliative and can walk in order to create the emotional bond and
bring a factor of bonding for the feeling of belonging within the organisation. As far as my
belief is concerned, this is a leadership style that works best when it is the time of stress and
when the teammates of in need to heal from any trauma are there is an issue of rebuilding
trust (Nanjundeswaraswamy 2015). Often, I have found that affiliative leadership style is
used exclusively based on the reliance on praise but I believe that it should not be used based
on situations as nurturing can give rise two improvement in performance and also improve
the direction on motivation factor of the employees.
Based on personal discretion I believe that the ideas that I have presented for the
leadership styles to identify the key lessons to move forward in career effective in every
possible way.
Self Motivation
According to what I have researched about in my entire life, I believe is self
motivation is all about the ability that a person develops within themselves to figure out what
needs to be done further. A person who had already developed self motivation can
exclusively develop the rationality behind the strength and reason behind completion for task

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and without the influence of any other people in that situation, the challenging situation that
occurs within the task would not let the person give up or need any external source of
encouragement to make sure that the task is done (Biemann, Kearney and Marggraf 2015).
It is very important that a person is self motivated enough and there is nothing in the
world that bars them for achieving success in life. A person should always be self aware
about the achievements that they have gathered so far in his or her life because this would be
the source of every self motivation (Franco and Matos 2015). I also believe that rather than
thinking about the achievement that a person has gathered in their life it is also important that
the person values those achievements in a positive way. They should always believe that
whatever they have achieved in life was not easy and they have been successful in achieving
them with the rightfulness of the skills they possess.
A person also needs to examine the strengths and understand what are their qualities
and capabilities they possess. A feedback from people the trustworthy people in life would
also help a person in identifying the strengths and key capabilities (Bateh and Heyliger 2014).
I believe that a person should learn from those feedbacks and based on that they should walk
on their skills and capabilities accordingly. Developing self motivation would also make a
person be immensely active in achieving their goals and I believe that a self motivated person
does not work only to achieve a goal but enjoy the entire process of achievement.
Being self motivated does not only support a person's life in the simplest form but
also drives a person in achieving the target organ within their career as well. It is obvious that
a person would face obligations from the other people around him or her and it can also be
possible that this obligation comes in the form of intrinsic and extrinsic motivators
(Alonderiene and Majauskaite 2016). The feeling of obligation is very powerful and from the
aspect of perspective of personal ethics I believe it is based on the moral of a person to

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identify the right and wrong out of a situation and have the sense of proper duty. A person
should always set realistic goals which may be higher than their achievement but not
impossible for a person to achieve. I believe that setting the right level of risk motivates a
person to develop his own skills and improve them further. Self motivation also comes from
the commitment within a person and the willingness of reaching that extra mile for achieving
the personal or organisational set goals (Holten and Brenner 2015).
However I also believe that a person should imbibe the skill of self motivation by
being absolutely positive with setbacks and does not continue to believe that obstacles or
setbacks do not make a person be successful in their career.
Conclusion
In conclusion I would like to say that every organisation has different situation which
should be kept within the career planning of a person. The situations give rise to the rational
thinking of a person that enhances their personal learning skills are the skills they possess
within themselves to make them be extremely successful in their career. The skills that have
been discussed in the essay about conflict management, leadership style and self motivation
provides the specific theories, ideas or concepts that provides the key factor for any person to
identify that what should be focused on within their learning skills to move forward in career.
I believe that the above essay would portray genuine and effective insights in developing the
learning skills of a person and make them utilise this to get ahead of their contemporaries and
have a competitive advantage over them.

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