Organisational Behaviour and Development: Reflective Report Analysis

This report delves into the realm of organisational behaviour and development, employing a reflective practice framework to examine key aspects like individualism, leadership, and organisational culture. The report utilizes the DIEP (Describe, Interpret, Evaluate, Plan) model to analyze personal learning experiences within these domains. The first DIEP focuses on individualism, highlighting the author's observations on work culture and the benefits of collectivism. The second DIEP explores leadership, emphasizing its importance for career progression and effective teamwork. The third DIEP investigates organisational culture, emphasizing the significance of aligning personal values with those of the organisation. The conclusion underscores the importance of critical reflection for enhancing performance and fostering harmony in the workplace. The report is supported by references to academic literature, providing a comprehensive analysis of the subject matter.

Organisation behaviour and
development

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Organisation behaviour & development is a concept in which people work together as
one common person along with bringing among working culture at a greater level. In addition to
this, reflective practice will be taken into the practice to make DIEP for putting focus on past and
present learning experience to led productive outcomes or results (Perera, 2014). This reflective
report will have to cover DIEP on individualism, leadership and also organisational culture.
Three individual DIEP will prepare on three different topics with an use of the reflective practice
along with getting productive outcomes.
MAIN BODY
First DIEP
Describe: While doing this assessment, I gained a proper level of learning on defined topic of
the organisational behaviour & management. I read on matter that women in Dubai have not
been treated in an effective manner in comparison to male. I also heard from other people on
same matter that in Dubai, women workforce is less in comparison to men. In this my learning
experiences, own reflective is necessary to proper command on issues.
Interpret: I saw that I have huge scope for learning to sustain in an organisation. I have noticed
that business firm is operating under individualism culture, which is good, not long term
benefited. Individualism is good to self learning, but my new insights says that collectivism is
an effective where, people can work collaboratively and in this my learning will also gained.
My feelings says that, collectivism is good in organisation to build proper and effective results
in given point of time. I gained my experience in an individualism culture, which has shown me
good outcomes in initial period of time.
Evaluate: While working in an individualism, my opinion is some-where both positive and
negative, in response I have gained some good skills or competencies in this culture, but I
missed out team working here (Wickramasinghe, 2017). In individualism culture, I have learnt
on how one can generate on idea or opinion along with the level of patience. This concept of an
individualism is valuable to bring a sense of an individual focus on how one can improve his or
her skills.
Plan: Individualism learning can be applied in my course to bring a kind of focus to learn or

acquire new theories in an effective or productive manner. Also, this will be used in future to
make focus that can be made in individual space to decides career for an entire life period.
Second DIEP
Describe: In organisational context, most important concept I realised is leadership, in which I
noticed that command is necessary to grow this for future life or career progression. In my
previous writing, I have not addressed this issue which necessary to led for my course. When I
realised that, clear understanding out of my learning says that leadership is necessary. Here, I
have scope to learn skills or competencies related to the leadership in an effective or productive
manner.
Interpret: Effective leadership is new insight here, in which learning is necessary to accompany
this given course with some of a positive intention. My understanding in context of leadership is
responsive. I have a productive learning out of this coursework, in which different styles of
leadership has been founded (Bauer and et. al., 2015). My understanding is responsive to gather
positive results out of the given opportunity to gather effective learning in this module. This
will be assist in changing the other perception or thought process at a defined level.
Evaluation: This concept of the leadership is valuable for me in such a way that when I used to
learn to new things individually in organisation or either with collaborative efforts I used to
considered leadership, which is important to comes up with defined purpose. Leadership based
learning is highly important and necessary to make outcomes or result related for course-work,
future progression for a longer period of time.
Plan: This learning related to leadership will be useful in my course to bring a kind of essential
working in order to gather suitable outcomes in given point of time. This type of learning would
help me to gather future aims or objectives in given point of time along with acquiring career
aim in an effective manner. While working in an organisational context, this will be necessary
to gather perfect learning to make it competent for future based aspects or purpose for future
period of time.
Third DIEP
Describe: While, in stage of learning, the most interesting thing which I noticed that insight was

about creation of an organisational cultural values which can be proper and effective part of an
every regulation of the learning. In this learning, I got a proper message on how organisational
culture values can be applied. Also, one most thing I learnt is how organisational values are
differ from person to person. Also, I learnt on how person can follow organisation values in an
effective or developed manner for a longer duration.
Interpret: in this, I realised that organisational values is one necessary to build suitable results
or outcomes in given point of time (Keverne, 2014). A possible implication of any new idea
related to organisation culture values needs to be connected to other learning or work based
procedure. In contrary, I realised that, organisational cultural values can be differ with other
perception or thinking level to bring a kind of an effective working on a greater manner. Hence,
my insight is positive on organisational culture values, in respects of the other's feeling or
perception.
Evaluation: In this learning, my opinion is positive along with suitable results on a learning.
This experience can be considered into my curriculum or course work to develop skills or
exposure for a future progression. The value of this experience is high and also centric.
Plan: This new insight of the organisational cultures values will assist me in getting knowledge
or information, while working into the organisational in an effective or productive manner. I
realised that, this will help me in bringing my competencies at a greater point of time along with
making productive outcomes.

CONCLUSION
From this above report, its is being concluded that organisational behaviour and also
management is necessary to bring harmony in working sector. In this situation, critical reflection
has become necessary step in making an effective conclusion on an effective learning in order to
make role based working or an effective working on a proactive stage or level of performance.

REFERENCES
Books & Journals
Falola, H. O., and et. al., 2014. Effectiveness of training and development on employees'
performance and organisation competitiveness in the nigerian banking industry. Bulletin of
the Transilvania University of braşov. 7(1). p.161.
Yaman, S.G., and et. al., 2016, November. Transitioning towards continuous experimentation in
a large software product and service development organisation–a case study. In
International Conference on Product-Focused Software Process Improvement (pp. 344-
359). Springer, Cham.
Baur, A. and Haase, H. M., 2015. The influence of active participation and organisation in
environmental protection activities on the environmental behaviour of pupils: Study of a
teaching technique. Environmental Education Research. 21(1). pp.92-105.
Keverne, E. B., 2014. Significance of epigenetics for understanding brain development, brain
evolution and behaviour. Neuroscience. 264. pp.207-217.
Bauer, J., and et. al., 2015. Modeling development of natural multi-sensory integration using
neural self-organisation and probabilistic population codes. Connection Science. 27(4).
pp.358-376.
Wickramasinghe, V. and Perera, S., 2014. Effects of perceived organisation support, employee
engagement and organisation citizenship behaviour on quality performance. Total Quality
Management & Business Excellence. 25(11-12). pp.1280-1294.