The Lack of Achievement during the Learning Objectives of TEPO - Essay Example

CRITICAL REFLECTION By Location Critical Reflection Contents Critical Reflection 2 Contents 2 Introduction 3 Body of paper 3 Conclusion 7 Bibliography 8 Introduction In an organization setting the manner in which employees interact and cooperate with each other can determine whether they are able to attain collective success. When you are a part of a team it is always expected of you to make a meaningful contribution to the purpose of the team. The only way that individual members of a team can be able to be effective in a team setting is if they have the ability to work together and constructively with the other team members. This implies that the relationship between an employee and fellow employees in an organization is very important. To have a good relationship with the other members of the team an individual is expected to have good interpersonal skills. With reference to dialectical theory, this paper aims at discussing the possible reasons as to the lack of achievement during the learning objectives of TEPO. Body of paper Dialectical theory asserts that whenever there is a relationship between people whether official or social it is not always expected that the relationship will maintain a status quo all the time. There shall come a time when there is some dissatisfaction of either one individual or both individuals. This is a theory that particularly highlights that in a relationship, whether official or social there is likely to come a time when the individuals involved will have to face changes in the way they relate. A good example in an organizational setting is a scenario when two partners have different opinions on a specific issue. This will not particularly imply that this will be the last time they are working together (Fineman 2000, p. 201). However, if they fail to make good use of their interpersonal skills during such situations, then they might have a hard time working together as from that point. One thing that can lead to the changes in a relationship is emotions. Emotions have ways of affecting the behaviour and attitude of an employee. In a workplace setting, people are always appreciative of positive emotions. However, not everyone can stand working together with people having negative emotions such as anger, hostility, and sadness. It will take an individual with good interpersonal skills to deal with a work partner who has negative emotions particular time. This was particularly a problem with me, especially during the days that the supervisor would report to work having had some bad emissions. There are some people who can be completely turned off my negative emotions such as hostility (Pembroke 2004, p. 143). Once the supervisor showed hostility just once it made it very hard for me to approach him in any way during the remaining period of TEPO. It is now clear that having the ability to deal with such situations would have definitely led to a better performance. The relationship between leaders and those that they are leading is a very important factor in a business organization. This was something that was clearly noted during the TEPO. However, the thing that must have gone wrong is failure to acknowledge the fact that at some point even leaders can be wrong. Leaders can be wrong either intentionally or unintentionally (Lumpe 2008, p. 167). Failure to acknowledge this possibility has led me to making assumptions that I have a strong belief that affected the outcome of exploring the critical approaches to leadership in the organizations. For a person to be successful as a part of a business organization, their ability to work with other people in their workplace is vital. This particularly applies to a situation where the individual has to work with people who are not from their own department. When this happens, they often happen to have to interact with people that they have not had the chance to interact with before (Gautam&Batra 2007, p. 186). Interacting with people whom you have not interacted before implies that you might have to deal with people with whom you have not developed any relationships with. Such situations are always made challenging because it is always a challenge when I comes to trusting strangers. In my case I am aware that not being able to adapt to such cases might have affected the way in which I interacted with people from the other departments, especially when it was a real necessity to have to work with them. As asserted by the dialectical theory that there is definitely no way relationships can maintain a status quo without experiencing any changes, I believe that if I was able to cope with such changes I would have had better achievement during the learning objectives of TEPO. When it comes to collective learning an individual’s ability to relate with others during the learning process is very vital. This implies that they should be able to relate to other employees during all the stages of their relationship. It does not matter what kind of emissions or behaviours a colleague might have during the learning process. An individual main goal during the learning process is to make sure that they can get the most from the learning process (Pearn 2003, p. 121). If they are not able to handle the changes in their relationships in the organizations then they might not get the maximum gain from the learning process. It takes appreciation of the fact that relationships cannot always be at their best for an individual to get the best from the learning process. This is because the collective learning highly depends on the ability of the participants to work together. This is one area that I terribly failed. Organizations that have cultural diversity are likely to get diverse contributions that might likely lead to their success. However, cultural diversity has also been discovered to come with a number of challenges, especially to human resource management (Cox 2001, p. 191). It also has some challenges on the employees themselves. For instance, in my case there are different ways, in ways people from different cultures handle grief. Some people would not want to talk about their grievances while others will not see anything wrong with a person discussing their grievances. Having people with perceptions that are different such as these ones would mean that there will always be a shift in how they relate whenever there is grievance facing one of them. It will take someone of great understanding and acknowledgement of the difference in culture for there to be better cooperation between the two individuals throughout the period that they have to work together. It is important for an employee to completely understand the difference between their individual responsibility and organizational responsibility. This will help them in making sure that they attend to their responsibilities, even at times when having collective responsibilities are stalled by poor relations in the organization. There is never any assurance that an individual will be able to depend on their colleagues in the accomplishment of some tasks. It should be noted that being aware of one’s individual responsibility helps them in making sure that they are part of the organization’s output is attended to diligently and in good time. An employee should also be able to know the organizational responsibility so that they should be able to reflect the organizational responsibilities in their endeavours. This would definitely mean that they will have to act in accordance with the ethical expectations of the organization and the society at large. During the learning objectives of TEPO there are a number of things that would have been done differently. Time is a very important thing in an organization. This is because time is a resource that needs to be managed properly if in any case the organization is to attain its goals and objectives. Time is not only of importance to organizations, but also of high significance to an organization’s employees. An employee can only be able to maximize their productivity if they are able to make sure that they manage their time properly. Poor time management will mean that an individual will have a hard time in completing whatever is expected of them by the organizations. Most of the modern organizations have their strengths on the ability of their employees to work as teams. An employee who has got a problem in managing their time will obviously have a hard time being part of a team. Poor time management would have led to the poor performance during the learning objectives of TEPO. Conclusion Reflecting on the learning objectives of TEPO and the whole period of participation it will be easy to see some of the areas where some things might have gone wrong leading to the poor performance. However, after critically reflecting on the whole process the various areas that would have led to the poor performance have all been highlighted. With critical reflection someone can be able to realize the various ways through which they were not able to bring out the best from the learning objectives of TEPO. This means that after critical reflection someone will be in a position to perform better than they did during the first attempt. After critical reflection a person will be able to do things in a completely different way. Bibliography Cox, T 2001,Creating the multicultural organization: a strategy for capturing the power of diversity, Jossey-Bass, San Francisco. Fineman, S 2000,Emotion in organizations,SAGE, London [u.a.]. Gautam, V &Batra, SK 2007,Organisation development systems: a study in organisationbehaviour and organisation management,Concept Publishing Company, New Delhi. Lumpe, MP 2008,Leadership and organization in the aviation industry,Ashgate, Aldershot, England.http://public.eblib.com/EBLPublic/PublicView.do?ptiID=438798. Pearn, M 2003,Individual Differences and Development in Organisations,John Wiley & Sons, Chichester.http://public.eblib.com/EBLPublic/PublicView.do?ptiID=148944userid=^u. Pembroke, N 2004,Working relationships spirituality in human service and organisational life,Jessica Kingsley Publishers, London. http://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=129923. Read More