Developing Reflexive Practitioner Skills: HR Module Report, Semester 1

This report delves into the development of a reflexive practitioner, focusing on the author's personal experiences and the impact of anxiety on professional behavior within the field of Human Resource Management. The research begins with an introduction outlining the research aim, which is to investigate the impact of anxiety on an individual's professional behavior, and sets the research context. A literature review explores the concept of reflection, its various models, and its application to understanding emotions, particularly anxiety, and its impact on workplace performance. The research methodology outlines the chosen research design, including descriptive, experimental, and correlation approaches, along with the benefits of a qualitative research design. The report also includes a digital storyboard to visualize and communicate key concepts. The author uses the Gibbs cycle for reflection and discusses how skills such as skilled influencing, courage to challenge, and decisive thinking can help manage anxiety and improve professional effectiveness. The report aims to provide insights into self-awareness, emotional intelligence, and the development of practical skills for HR professionals to navigate workplace challenges effectively.

Developing the Reflexive
Practitioner
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Table of Contents
Part A: Introduction and Research Design.......................................................................................3
Introduction......................................................................................................................................3
Research Aim...................................................................................................................................3
Research context..............................................................................................................................3
Literature Review.............................................................................................................................4
Research Methodology....................................................................................................................5
REFERENCES................................................................................................................................9
PART B: Digital Storyboard..........................................................................................................10
REFERENCES..............................................................................................................................13
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Part A: Introduction and Research Design
Introduction
This relationship is connected to the circulation and structuring of my positive reflection.
The purpose of this test is the character and legitimacy of why | he selected Human Assets as
expert cadres based on three practices: Skilled Influencer, Courage to challenge and Decisive
Thinker. | chose those practices since it suits me for my appearance in this relationship, however,
in reality, too; and better support my thinking. | accepted by these practices that | time and I feel
mobile and innovative of the following entrepreneurial stone | I have to continue later in my life
and encourage myself to create and explore my inner identity. Nonetheless, | are chosen because |
thought I am a trusted person because | able to do that thinking about its effect on others and |
have ranking goals, while I am Influencer and Courage due to the fact that | I am preparing to
start my business and I will celebrate by preparing people for the personality development and
help them in placement process to good companies (Canet-Giner and et. al., 2019).
Similarly, the definition that | I chose this knowledgeable person that human resource
management is what represents me. | I am fascinated by exploring new parts of this topic. During
my research those 5 years in college I took some modules with human resources and made
myself realize that this is what | I have to make up for my call. Suppose that, | they need to
represent a great deal of authority in the subject of special human resources, characterized by
personality development. It is a combination of character enhancement and recording skills.
(Allen, Walter and Swann, 2019)
Research Aim
This aim of research is concerned with emotional recall, where if it is talked about, the topic
that has been considered by me is based on “Making Sense of emotions and feelings”, which
needs appropriate study. For this purpose, to define which information need to be collected and
manner in which research needs to be designed, research aim has been developed in following
way –
Research aim: “To investigate the impact of anxiety on professional behaviour of an
individual”.
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Research context
The main reason behind conducting this report on “Making Sense of emotions and or
feelings”, is to gain a powerful insight into the significant or most important part of body, that
sharpen focus of a person towards specific situation. As emotions are priceless and may feel as
tumultuous, therefore, through this research what emotions told can be evaluated (Linehan and
O’Brien, 2017). In this regard, currently I am in human resource management field and would
like to develop more professional skills and behaviour, which are required to perform at best
level. Though, it has been evaluated that during academics whenever I got to work within group
based assessment, then a certain type of feeling is generated in my body. This is anxiety which I
have measured through physical changes as increased heart beat and mentally as fear of
something wrong. So, I have evaluated that emotions that generate in my body in some specific
condition is anxiety (panic anxiety). But as I have chosen HR profession to make my career,
therefore, to come over this anxiety (Giorgi, 2017)., I would like to develop three main
occupational standards as: –
Skilled Influencer – As in HR management field, a manager has to perform a number of
activities like resource and talent planning, workplace development, etc. Therefore, while
performing such role, a number of emotions have been generated. It includes anxiety, pride,
curiosity and more, so, it may highly impact on their professional role (6-steps to support an
employee from anxiety, 2020). Since I have possessed the panic anxiety disorder, where to
conduct some of the mentioned task, my heartbeat goes ups and down. Therefore, developing
some important skills like flexibility, effective communication, friendly behaviour and more, will
help to come over anxiety (Bridges and Bridges, 2019). In this regard, having such skills, in
future I can give support my team members as well in reducing their stress level and anxiety, so
that performance can be obtained.
Courage to challenge: In HR field of management, a person must have courage to deal with any
challenging situation more easily, which would not only enhance experience but also enable
them to perform more professionally. In this regard, developing such kind of behaviour, as an
HR I can also deal with my anxiety by dealing with more challenging roles. As per the opinion
of Franco and Sanches (2016), it has been evaluated that through this skill, a person can give
support others who feel more panic to work in complex situations.
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Decisive Thinker: For an HR to become decisive thinker, must have controlled on its entire
emotions, so that decision which prove beneficial for business can be made. As per opinion of
Logan, Steel and Hunt (2016), if they do not possess any control on emotions, feeling of anxiety
and more, then problems related to failure or arising risks for business can be raised. In this
regard, if I would work on becoming a decisive thinker, then it will consequently help to control
on negative emotions of mine as well.
With skilled behaviour that is way to influencing people to give their contribution in
meeting organisation can be gained. While having courage helps me to overcome from my
anxiety and enable me to accept occupational challenges like minimise employee resistivity and
engage them in particular task in positive way (Logan, Steel and Hunt, 2016). Other than this,
behaving or performing as a strong decisive thinker aids me to make essential decisions, for
enhancement of productivity of workers and other, can be taken quickly, without wasting a lot of
time.
Literature Review
The reflection analysis system is a logical view of the term thought in such a way that the
development of intelligent methods will be powerful if thinking is clearly related to a common
understanding. the world. This term is used as a motive for study with the most logical reflection
components. "Reflection" for the most part suggests some understanding. First, reflection seems
to win somewhere along the path towards learning and the image of that learning. Let's think
about something to think about in more detail. Furthermore, to be critical of this experiment, we
must see meditation as a fundamental cause. In any case, this situation can conclude that the
reflection has occurred unconsciously and may concern the situation. According to Dewey, King
and Kitchener there is a case of people who do not use the word meditation to discuss juggling
with simple mental numbers or their psychological procedures on their way to a known place
(Dewey, 1993; King and Kitchener, 1994). . Just as the term meaning itself has become tight,
some essayists' procedure has different structures, standards and orders. Some models are Van
Manen's level of reflection and Schon's appearance in and on the action.
Moreover, as a result of what Barnett uses for this term, he applies basic reasoning vision or
basic meditation and identifies with being an expert or having experience of emotional
intelligence. . Despite the fact that being boring is similar to a typical long-term behavior of a
person, it is gradually compared to the representation of a mental function. To all intents, a
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boring person is someone who actively and effectively participates in the psychological activity
of meditation and who would be satisfied with well-known choices (Honey and Mumford, 1986).
Certainly, in order to make a reflection relationship it must be shown that it depends on the
reflection schemes, but it is based on the approach used by the essayist. There are multiple cycles
of reflection such as the Johari window, Gardner and Gibbs Cycle. I have chosen to do the Gibbs
Cycle because it relates to making sense of feelings and emotions. Anxiety is usually a feeling of
concern nervousness or worry. Such feelings work as alarm which alerts a person that something
is there to worry about (Fosslien and Duffy, 2019). I have noticed that while anxious many
people start acting abnormal, with increasing heartbeat, palms get sweaty and more. In this
regard, feeling same anxiety while working in a team, I have been evaluated that it may arise a
number of problems for me in future, to perform as an HR professional. Therefore, following
skills will help in giving out an effective performance.
Research Methodology
Research design:
It is an essential set of methods as well as procedure that has been used in gathering and
analysing measures of a variable identified within a research (Allen, Walter and Swann, 2019).
In fact, it is based on an overall strategy that has been used to integrate various elements of the
study in a logical manner. It will also ensure that researcher would effectively deal with the
workplace problems that are faced by the managers within the organization. The type of
problems a person while working as an HR profession can face if do not get control on emotions
or anxiety, can be determined through research design. This stage of analysis is a valuable tool
that can be used to overcome the problems in an organization. Below mentioned are some key
types of design that has been taken into account to determine the feeling and emotion associated
with the managers.
Descriptive research design: In this particular design, a researcher individually
interested in evaluating the situation under this research is based (Canet-Giner and et. al., 2019).
It is a theory based methods which is developed by collecting, analysing and presenting the
gathered information. By the help of this, actually feeling of an HR professional towards on own
anxiety and emotions, that might affect the organisational standard can be determined. However,
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this design assists other to understand effectively the way to deal with own anxiety as well as
support others in reducing their workload pressure.
Experimental research design: As per this research design, a relationship between the
actual problems and effects of a situation should be identified. In fact, it acts as a causal design in
which one observed the implication caused by the independent variable on the other dependent
variables. For instance, one monitors the influence of a manager such as their behaviour towards
the other such as supervisor and higher authority (Linehan and O’Brien, 2017). It is quite high
level practical research design, because it contributes to the overcome a workplace problem.
Correlation research design: This type of research design is basically termed as non-
experimental techniques that could assist a researcher to establish a healthy relationship between
the manager and management. However, this type of design required two different viewpoints
from the involve groups. There is no any specific kind of assumption while, analysing a relation
between the two variables. The results are examined by taking into account the value range i.e. -
1 and +1. If feeling and emotion from management towards their employees is +1, it means a
positive relationship exist, whereas in case it comes to -1 there is negative correlation between
them.
Benefit of qualitative research design
Qualitative Research can capture changing attitudes within a target group such as
consumers of a product or service, or attitudes in the workplace. Qualitative approaches to
research are not bound by the limitations of quantitative methods. If responses don’t fit the
researcher’s expectation that’s equally useful qualitative data to add context and perhaps explain
something which numbers alone are unable to reveal. Qualitative Research provides a much
more flexible approach. If useful insights are not being captured researchers can quickly adapt
questions, change the setting or any other variable to improve responses.
Furthermore, the use of Auto-ethnographic practices is also a valuable form of
qualitative research in which a researcher tends to uses self-reflection, to explore anecdotal as
well as personal experience to understand the problems. I have analysed that emotions are a near-
universal element of human experience with a powerful impact on a person’s attitude and
behaviour (Giorgi, 2017). The insider method tends to aim partly to deliver a shared basis for
examination and connect the personal experience with autobiographical story. There are various
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key examples from the scholars own auto ethnographic experience that consists of a details of
excitement, fear, relief, anger and anxiety during events like as closely escaping deaths and
beginning tough situation. I have also determined that historically, it appears that there has been
a considerable bias between logical auto ethnography in various social scenarios. It provides
great advantage of being first-hand, unlike the other reports from conservative ethnographies.
Methods to analyse the sense of feeling and emotion by using Gardner cycle:
The Gardner cycle tends to combine with two specific attributes hyper level as well as
business maturity. This model tends to provide a graphic representation of the maturity and
application (Fosslien and Duffy, 2019). I could use this model to identify the problems in each
phase that would affect a professional in management field. I have used this particular method to
determine the relationship between feeling and emotion that are faced by HR professionals while
performing a number of roles and responsibilities. This cycle tends to provide specific
information regarding the mental condition of the manager and techniques through which these
issues could be resolve effectively.
 Technology trigger: This stage leads to raise peak of inflated expectations, i.e. whenever
a new technology introduces at workplace, and then people get start with thinking about
its hypothetical applications. So, it may generate feeling of anxiety, excitement, curiosity
and more (Bridges and Bridges, 2019). Therefore, hype starts with building an unfounded
excitement among associated people. In this regard, to deal with such situation if I have
developed controlled over own anxiety then I could support other also in making their
behaviour calm and turn their imagination into positive thinking.
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Figure 1: Gardner Hype Cycle
 Trough of Disillusionment: When expectations of people begins to come down due to
unmet needs of them, then it starts issues related to loss of their interest to work with new
technology (Franco and Sanches, 2016). At this stage, HR professionals face problems
about how to reduce occurrence of such issue, especially when company gets benefits
from the same. So, they start to hire new workers which increases feeling of inferiority in
terms of losing the job in existing employees. So, using such emotions, HR professionals
turn their inferiority in employee engagement by motivating them more, to retain their
position.
 Slope of enlightenment: It begins with continuous march in terms of catching up the
early expectations and anticipations, when product reaches towards slope of
enlightenment. This would aid HR professionals to boost morale of employees, that helps
in generating positive emotions under them to gain higher profitability.
 Plateau of productivity: It is the final stage, when company’s growth starts to decline
after reaching at maturity. So, it starts feeling of demotivation under staff and
management team too.
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REFERENCES
Books and Journals
Logan, S., Steel, Z. and Hunt, C., 2016. Intercultural willingness to communicate within health
services: Investigating anxiety, uncertainty, ethnocentrism and help seeking
behaviour. International Journal of Intercultural Relations. 54. pp.77-86.
Allen, M. S., Walter, E. E. and Swann, C., 2019. Sedentary behaviour and risk of anxiety: a
systematic review and meta-analysis. Journal of affective disorders. 242. pp.5-13.
Canet-Giner, T. and et. al., 2019. Impact of the perception of performance appraisal practices on
individual innovative behavior. European Journal of Management and Business
Economics.
Linehan, C. and O’Brien, E., 2017. From tell-tale signs to irreconcilable struggles: The value of
emotion in exploring the ethical dilemmas of human resource professionals. Journal of
Business Ethics. 141(4). pp.763-777.
Giorgi, S., 2017. The mind and heart of resonance: The role of cognition and emotions in frame
effectiveness. Journal of Management Studies. 54(5). pp.711-738.
Fosslien, L. and Duffy, M. W., 2019. No Hard Feelings: Emotions at Work and How They Help
Us Succeed. Penguin UK.
Bridges, W. and Bridges, S., 2019. Transitions: Making sense of life's changes. Hachette UK.
Franco, M. and Sanches, C., 2016. Influence of Emotions on Decision-Making. International
Journal of Business and Social Research, 6(01).
Online
6-steps to support an employee from anxiety. 2020. [Online] Available Through:<
https://www.breathehr.com/blog/6-steps-to-supporting-an-employee-with-anxiety >.
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PART B: Digital Storyboard
Critical incident analysis acts as an essential tool that are being undertaken by an individual
in to conduct front-end analysis. Main purpose of this is to evaluate an incident and gather
necessary information on behaviour that significantly contributes to demise or success of
performance (Mohammed, 2016). Major benefit of critical incident analysis is that it allows
individual to evaluate their behavioural aspect in order to identify rare behaviour that are
affecting their performance. Major importance of critical incident analysis is that this is an
essential tool through which person can evaluate data on their job behaviour or task that lead
towards ineffective job performance (Chipeta, Chimwaza-Manda and McAuliffe, 2016). Thus, it
has been evaluated that Critical incidents is defined as a real or actual situation and an event that
further lead towards creating risk of extensive or harm to mental or physical health and safety or
well-being of participant. With the help of this analysis one can be able to evaluate their job
performance and can identify certain skills, attitudes and knowledge that are required to be
developed in order to increase performance level and overcome mental or physical problem.
Reflection on practice is defined as an essential aspect of ongoing personal learning of an
individual. With the help of critical incident analysis one can successfully assess capacity to
evolve and reflect on an event in order to learn effectively from them (Potts, Martin and Hoy,
20). With the assistance of this evaluation real life situation can be effectively excess that can be
in the form of negative or positive. With the help of critical incident analysis individual can
effectively able to facilitate reflective learning for reflective practices through which person can
explore feelings on a particular aspect (Damoah, 2018). This is most important learning tool that
can be undertaken as initial point for evidence based practice. Mentioned below there is critical
incident analysis that are being undertaken by me with the assistance of Gardner Cycle that
further benefit me in reflecting my experience related to the job role of HR professional. With
the help of this I can effectively able to overcome the behaviour that are affecting my effective
job performance. In addition to this with the help of this analysis I can also developed certain
skills and measures through which I can not only overcome my behavioural issue but can also
able to develop my skills which can ensure my future success and more career growth.
Stage of Gardner Cycle CIPD Behaviour Auto ethnographic
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practices
Context (what was the
background of the experience?
How was the experience/my
reaction influenced by – my own
individual family history and
social context; the
organizational cultural? the
society I live in?)
Experience (what was the
experience? What happened?)
This has been evaluated by me
that I am suffering from
anxiety that is also affecting
my job performance as HR
professional in a significant
manner. This issue has been
identified by me through my
performance in academic
gathering and daily basis
performance. This issue has
been faced by me because of
organisational culture as there
is stiff competition prevailing
in business environment, due
to this I have developed
anxiety in which I feel that I
am not performing well that
further creates panic in me.
This issue creates problem and
challenges to effectively
perform my HR job role.
It has been evaluated by me
that anxiety is creating
number of issues and
problems within my
professional job role as if
not only decreases my
success but also affect my
career growth in a
significant manner.
Furthermore, it has been
evaluated by me that due to
this issue my family
members and workplace
team also suffering, as I
have facing number of
issues because of anxiety.
Reactions (how did I react?
What were my feelings? What
were my thoughts?)
Because of anxiety or panic I
am not able to perform by job
in an effective manner
comparatively to others. This
has been evaluated by me that
sometime I react in de-
motivated manner that also
develop sense of low morale
feeling within me. In addition
There are different type of
ways that I could see in
order to overcome my issue
of anxiety through which I
can effectively and
systematically able to
perform by job role of HR
professional.
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