Placement Reflection: Skills and Growth

This assignment asks the student to reflect on their recent placement experience. They are required to identify and discuss their strengths exhibited during the placement, focusing on problem-solving, interpersonal skills, and teamwork. Additionally, they need to pinpoint areas for growth, such as confidence, listening skills, and technological proficiency. The reflection also explores how motivation techniques can enhance employee outcomes in terms of efficiency and cost-effectiveness.

Running Head: PROFESSIONAL PRACTICES
Professional Practices

PROFESSIONAL PRACTICES 2
Table of Contents
Ethical parameters and responsibility in mentoring relationship for both parties.....................2
Strength and weakness of mentoring the relationship................................................................2
Effectiveness of own mentoring experience..............................................................................4
Strengths you feel you exhibited during this placement............................................................5
Growth areas were you made aware of during this placement..................................................5
References..................................................................................................................................6

PROFESSIONAL PRACTICES 3
Ethical parameters and responsibility in mentoring relationship for both parties
When I worked under the assistant manager of Woolworth then I observed that a mentor can
be a person who has an upper ranking in the working place. I also analyzed that a mentor
have also higher experience as compared to other employees. The mentor can support the
mentee’s to develop their professional as well as personal life1. Mentors can be a role model
who aids to accept, confirm, protect, and friendship with the mentee. A mentor can observe,
counsels, listens, challenges, coaches, and promote to the mentee2.
I learned about different kinds of ethical parameters and responsibilities for both mentors and
mentee such as ethical code of practices, limitation and expectation, confidentiality, equality
and diversity, training, ethical standards, and ensuring the quality. I learned that if an
individual is a work as mentee and motor then they have needed to create their understanding
of the code of conduct. It can be implied for mentoring the relationship between mentee and
mentor3. I also analyzed that the main aim of the code of conduct practices is to identify the
responsibility, consistency, and get a reliable result. In addition, I also observed that the
mentor and mentees are aware to the boundaries and expectation for making a robust
relationship. I also analyzed that the mentors and mentees should be clear and honest
1 Halliday, M. A. K., & Hasan, R. 201). Cohesion in english. UK: Routledge.
2 Hedman, U. 2015. J-Tweeters: Pointing towards a new set of professional practices and
norms in journalism. Digital Journalism, 3 no. 2: 279-297.
3 Sweet, J. J., Benson, L. M., Nelson, N. W., & Moberg, P. J. 2015. The American Academy
of Clinical Neuropsychology, National Academy of Neuropsychology, and Society for
Clinical Neuropsychology (APA Division 40) 2015 TCN professional practice and ‘salary
survey’: Professional practices, beliefs, and incomes of US neuropsychologists. The Clinical
Neuropsychologist, 29 no. 8: 1069-1162.

PROFESSIONAL PRACTICES 4
regarding their expectations and need. I notified that the mentor and mentees should respect
each other along with this they also aware of their own duties to make an effective
relationship between the mentor and mentee. The mentees and mentor make an agreement for
conducting ethically during the work4.
Strength and weakness of mentoring the relationship
I learned that the mentoring relationship can be effective to obtain a positive outcome. It can
also be positive impact some significant factors such as employee, employer, mentor, and
professional5. I observed that the employee or an individual can take the benefits from the
monitoring relationship because a mentor has greater experience and knowledge that give the
advice to improve their professional skills systematically. In addition, I also notified that a
mentor can show a task front of the employee and lead them through problem-solving and
critique the work of employee or individual. Hence, it is also evaluated that the mentoring
can positive impact on the performance of mentees along with support to getting a reliable
result6. Beside this, I also learned that the employer of a mentor can be increased by
employee or mentees through getting the higher productivity in an organization.
I also understood that in can a mentor do mistake in their job then it can decline the
productivity of the company and reduce the level of mentor employer. I observed that the
mentoring relationship can enable the mentees to get higher job satisfaction, which can create
the positive atmosphere at the workplace. I gained my knowledge how mentoring relationship
4 Witten, I. H., Frank, E., Hall, M. A., & Pal, C. J. 2016. Data Mining: Practical machine
learning tools and techniques. USA: Morgan Kaufmann.
5 Leech, G. N. 2016. Principles of pragmatics. UK: Routledge.
6 Graves, S. L., Proctor, S. L., & Aston, C. 2014. Professional roles and practices of school
psychologists in urban schools. Psychology in the Schools, 51 no. 4: 384-394.

PROFESSIONAL PRACTICES 5
can influence the mentors. It can also be analyzed that the mentoring can give the opportunity
to lead other that can enhance the confidence of mentors and increase the satisfaction level of
mentor towards their job7.
I notified that the mentor can focus on listening to mentees concern and develop the better
knowledge about the mentees issues and robust communication skills. In addition, it is also
evaluated that in case a mentor supervises other systematically then it can improve their
supervisory skills. I also learned that a mentor and employee can keep the professional
connection in long term. It can also support to enhance the reputation and connections of
employees. I observed that the mentoring can provide benefit to the employee by increasing
their communication and problem-solving skills. It enabled the business to become a more
innovative and concentrate on its growth than the training. In addition, it is also analyzed that
value collaboration and data share can lead to the robust organization.
I also analyzed that the mentoring can improve the personal and professional life of mentees.
On the other side, I observed that many institute or organization structure of mentoring
wherein an experienced employee shared their experience to the subordinates and guide
them. I also learned that some of the organization can select a mentor and the mentoring
relationship can occur in an informal way. In addition, it can also be evaluated that
monitoring can provide many benefits along with some drawbacks. The drawbacks can
decline the chance of success in the organization. I also analyzed that a mentee can increase
their sense of achievement by mentors feedback and evaluation of their growth. The mentor
can force the employees to meet the specified work in the less time. As a result, it can create
the stress among mentees in the workplace.
7 Avendal, C. (2015). Social work in Ghana: Engaging traditional actors in professional
practices. Journal of Comparative Social Work, 6 no. 2.

PROFESSIONAL PRACTICES 6
A mentor can increase the satisfaction level of mentees but at the same time, it can be said
that the way of giving instruction can create the complexity towards the achievement of the
specified goal8. In addition, I also analyzed that the mentor can also create the frustration in
the working place. I also observed that a mentor can feel that the mentees are not quickly
working in the working place then they cannot offer reliable and valid information to
mentees, as a result, create the frustration in the workplace.
The mentees feel frustrated if they do not get actual guidelines to the mentors about their
issues9. It can create the problem for mentors in long-term. I observed that in case the mentor
and mentee relationship is not good then it can create the problem to attain the specified goal
in less time and cost. I also learned that if organizations assign an employee who has better
experience to lead the new mentees and they have already many tasks then it can be a major
issue in the mentoring. Therefore, it can be said that the mentoring can direct impact on the
productivity of an organization10.
Effectiveness of own mentoring experience
I observed that the mentoring can increase the skills of management and development that
can lead to improving my professional and personal life in long-term. I analyzed that the
mentoring can help to evaluate our own interest and readiness towards selecting any mentor
and understand their behaviors. It can also support to gain the trust and maintain the
8 García-Peñalvo, F. J., Cruz-Benito, J., Conde, M. Á., & Griffiths, D. 2014.Virtual
placements for informatics students in open source business across Europe. In Frontiers in
Education Conference (FIE), 2014 IEEE (pp. 1-5). IEEE.
9 Johnson, W. B., & Ridley, C. R. 2015. The Elements of Mentoring: The 65 Key Elements of
Coaching. USA: St. Martin's Press.
10 Kerry, T., & Mayes, A. S. 2014. Issues in mentoring. UK: Routledge.

PROFESSIONAL PRACTICES 7
relationship. I analyzed that the motivation is necessary for enhancing the productivity of an
organization. I gain my motivation level from the mentoring that can be supportive to make a
relationship with other and become a mentor in the upcoming period. It can also be evaluated
that the motivation techniques can enable the employees to get the valid and accurate
outcome in less time and cost11.
Strengths you feel you exhibited during this placement
In this placement, I exhibited three major skills such as some problem solving, interpersonal
skills, and teamwork. The problem-solving skills support me to make a robust relationship
with a mentor because problem-solving enabled me to address the problem in depth. At the
same time, I also observed that interpersonal and teamwork skills supported to get the
feasible result in the specified time and cost.
Growth areas were you made aware of during this placement
I analyzed that there are three factors such as lack of confidence, listening skills, and lack of
using modern technology that needs to make improve. It is also observed that the lack of
confidence can decline my performance along with influence my personal life12. Hence, I
need to more focus on this skill to improve it effectively. I also detected that lack of listening
skill can also a barrier for me to improve my personal and professional life.
11 Garvey, B., Garvey, R., Stokes, P., & Megginson, D. 2017. Coaching and mentoring:
Theory and practice. USA: Sage.
12 Gopee, N. 2015. Mentoring and supervision in healthcare. USA: Sage.

PROFESSIONAL PRACTICES 8
References
Avendal, C. (2015). Social work in Ghana: Engaging traditional actors in professional
practices. Journal of Comparative Social Work, 6 no. 2.
García-Peñalvo, F. J., Cruz-Benito, J., Conde, M. Á., and Griffiths, D. 2014.Virtual
placements for informatics students in open source business across Europe. In Frontiers in
Education Conference (FIE), 2014 IEEE (pp. 1-5). IEEE.
Garvey, B., Garvey, R., Stokes, P., and Megginson, D. 2017. Coaching and mentoring:
Theory and practice. USA: Sage.
Gopee, N. 2015. Mentoring and supervision in healthcare. USA: Sage.
Graves, S. L., Proctor, S. L., and Aston, C. 2014. Professional roles and practices of school
psychologists in urban schools. Psychology in the Schools, 51 no. 4: 384-394.
Halliday, M. A. K., and Hasan, R. 201). Cohesion in English. UK: Routledge.
Hedman, U. 2015. J-Tweeters: Pointing towards a new set of professional practices and
norms in journalism. Digital Journalism, 3 no. 2: 279-297.
Johnson, W. B., and Ridley, C. R. 2015. The Elements of Mentoring: The 65 Key Elements of
Coaching. USA: St. Martin's Press.
Kerry, T., and Mayes, A. S. 2014. Issues in mentoring. UK: Routledge.
Leech, G. N. 2016. Principles of Pragmatics. UK: Routledge.
Sweet, J. J., Benson, L. M., Nelson, N. W., and Moberg, P. J. 2015. The American Academy
of Clinical Neuropsychology, National Academy of Neuropsychology, and Society for
Clinical Neuropsychology (APA Division 40) 2015 TCN professional practice and ‘salary
survey’: Professional practices, beliefs, and incomes of US neuropsychologists. The Clinical
Neuropsychologist, 29 no. 8: 1069-1162.
Witten, I. H., Frank, E., Hall, M. A., and Pal, C. J. 2016. Data Mining: Practical machine
learning tools and techniques. USA: Morgan Kaufmann.