Development Program for an Organizational Environment - Assignment Example

?An Evaluation of Individual Approach to Learning Individual learning operates in different methods and is particularly interesting because one is able to recognize the fact that not everyone learns in a similar way. According to Burn’s, (1995), learning can be defined as a permanent change in behaviour and behaviour includes any observable changes as well as mental processes like emotions, thoughts and attitudes. Individual learning is a continuous process and takes place in both formal and informal set ups. However, Individual learning takes a different curve in an organization. In any organization, there is considerable importance of individual learning because organizations are made of individuals. Even though organizational learning is fundamentally different from individual training, it is influenced either directly or indirectly through individual learning. Hence, it is necessary to evaluate the way in which individual learning operates in an organization. Experiential Learning In many organizations, individual learning gets influenced in a major way by the Experiential way of learning. This theory, proposed by Kolb has four different stages of learning (McGill & Beaty 1995). According to this theory, any learning occurs in four different stages – through concrete experience, through observation and reflection, through abstract conceptualization as well as through active experimentation (Kolb and Fry, 1975). This is the chosen approach because of the holistic approach to learning offered by it. It was realized that this learning process is continuous and can begin at any of the stages. On a personal level, it provided ample scope to develop experience and opportunities to observe as well as reflect. In most organizations, employees also come across many scenarios where they indulge in abstract conceptualization and can carry out active experimentation. For example, a management trainee in client relationship management would get hands on experience on dealing with clients to clinch key deals, get the opportunity to observe the seniors and reflect on the various aspects of client relationship, ideate and conceptualize the various approaches needed for different clients and experiment with each of these approaches. Hence, it has proven to be beneficial at different levels from a personal perspective. The learners, even though are not aware of the terminology given to each of these phases, go through either some or all the stages of learning depending on numerous factors like individual aptitude, availability of opportunities, nature of organization and so on (Itin, 1999). The experiential method of learning is the selected method because the strength of this theory lies in the fact that it talks about reflection. From previous experiences, it was realized that reflection is an important aspect of learning because it helps in understanding the mistakes and avoiding it for future instances. In addition, it also fosters innovation because of the scope related to experimentation as well as conceptualization (Kolb, 1984). Hence, the chances of holistic learning become very high with this form of learning. In addition, it is not imperative that a formal environment is needed to go through the various stages. For example, observation and reflection can easily happen in a very non-formal situation, giving ample scope for learning to take place. However, there are also some key disadvantages related to this theory that it is looked at from the context of an organization that was noticed during personal observation. Very often, the learning cycle is not completed, even though the process is incomplete. Due to external conditions or due to the individual interest, it has been noticed that many individuals go through the same stage of learning repeatedly. Therefore, some researchers do not consider this form of learning as a holistic way of learning and development in an organization. Reflective Learning Reflective learning is another popular way of learning in an organizational or corporate environment. Reflective learning contributes to the development of an insight, which helps the individuals pay attention to the factors that influence the everyday actions (Bolton, 2010). This way of learning is considered to be important in a professional environment because individuals have the opportunity to learn from their experiences on their own, rather than depending on formal learning or knowledge transfer sessions (Grech, 2004). It has been noticed that the process of self-reflection has very crucial in determining the way in which how an individual develops his or her abilities to improve communication and decision making abilities. From personal experiences, it has been noted that reflective learning has a very important role in developing a cognizance of the individual strengths and weakness (Fien and Rawling, 1996). However, one of the main disadvantages of this theory is that it focuses highly on reflection and less on action. It was notices that corporate environment requires a high deal of action, combined with reflection and hence, a very high focus only on reflective learning can prove to be a disadvantage to individuals (Jasper, 2003). Collaborative learning Another very popular way of learning in an organization is known as collaborative learning. It can be defined as the learning that takes place when two or more individuals attempt to learn together (Kollar et al, 2006). According to Mitnik et al (2009), collaborative learning is based on the model that learning can take place where participants are ready to share and interact. In the modern organizational environment, the concept of collaborative learning has become very important because of the high focus on teamwork and collaboration (Chiu, 2007). As tasks are carried out in collaborative manner, learning, in most cases takes place in a collaborative and mutually beneficial manner too. Teams or organizations where collaborative learning takes place effectively have seen a higher rate of success. One of the main strengths of this theory is how individuals can benefit from the resources and skills of another individual. Hence, a symbiotic or mutually benefitting relationship is established between individuals, proving to be very useful for the organization (Harding-Smith, 1993). However, from personal experiences, it was noticed that this method of learning has some weaknesses too. The rapport between the two individuals who participate in this method of learning is extremely important because that determines the effectiveness of learning. In cases, where a good rapport and communication was not established, it was seen that the learning process does not take place or remains incomplete. Self Directed Learning Self-directed learning is another proper learning method seen in organizations. Though it has various definitions, such as 1) learning is a set of attitudes, behaviours and skills for self-direction (Greieve, 2003) or 2) a process through which individuals themselves take initiative for carrying out as well as evaluating their own learning process (Merriam & Caffarella, 1999). This learning process is considered to be an absorptive as well as a contemplative process. The will and the aptitude of any individual play a very important role in this type of learning. For example, in a corporate environment, apart from the numerous trainings, there are a number of opportunities that are presented before an individual to develop self-directed learning. In fact, being self-directed has become one of the main factors of corporate or organizational success (Artis, 2007). Leaders are expected to be self-directed at most of the instances. This method is useful because it takes the interest of the individual into consideration. The learning process becomes more effective because the individual already has a very high interest in the domain (Brookfield, 1984). However, this method of learning may not be effective for everyone. From a personal level, it was observed that there might be individuals who are not self-starters and depend upon guided learning considerably. They may not be able to guide themselves in the right direction. It was also observed that many individuals were confused about the approach required for self-directed learning. Hence, this type of learning is suitable for only those individuals who know the direction that they want to move ahead. The individuals are also required to be self-starters to benefit from this form of learning. Development Action Plan Having a robust Development Action Plan is very important in a corporate or multi-national organization. Each Development Action Plan is centred on a set of goals or a single goal, depending upon scenario. This Development Action Plan will be able to help the employees sketch a road map for themselves about their career. Any DAP is incomplete without highlighting certain required skill sets under the Personal Skills, People Skills as well as Career Management Skills. The goal that was identified was to develop leadership and management skills. This goal was chosen because it is necessary to develop certain specific skill sets before moving into any people management role. Personal Skills – Personal skills, as the name suggests is highly dependent on the personality of the individual. As per Baker (2009), understanding the nature of personality is very important because that can help in converting the personality traits into both explicit as well as tactic knowledge. Any goal to improve leadership skills is incomplete without personal skills development. To improve the personal skills, the two main factors that were identified include Time Management and Analytical Skills. Leadership roles require the need to handle multiple roles and tasks effectively; hence, it is a very necessary personal skill to develop. Similarly, having the right analytical skills is necessary in any leadership role because many situations that require keen visualization, analysis as well as problem solving ability would arise from time to time at various stages. 1. Time Management – According to Foster (2009) time management is a process through which assessment of time is carried out so that goals can be set and activities can be carried out. Proper time management can result in increased job satisfaction and better performance where as poor time management can have negative effects (Laiken, 1973). The method of achieving this skill was to get started on organizing a weekly calendar and allotting specific time to specific tasks. The outcome goal was to make optimum utilization of the office hours to ensure that the work is carried out within the working hours. The milestone goal would be to do a weekly check and find out the number of days where effective time management was carried out so that the rate of progress could be assessed. After a certain stage of progress, tasks that have low impact but high time consumption can be identified to help in effective time management. One challenge in this aspect can be situations where unexpected meetings or emergencies arise .However, allocating a time slot of any contingency purposes would help in overcoming this challenge to a certain extent. 2. Analytical Skills – For any good leader, it is really important to have excellent analytical skills, as this skill gets tested time and again and goes a long way in determining leadership excellence (Rowe, 2001). Analytical skill involves various different aspects such as logical reasoning, problem-solving ability, ability to take decisions bases on analyzing particular situations and so on. Therefore, this skill is often a prerequisite for any particular leader. This goal can be achieved by enhancing puzzle skills and trying to look at the best possible solution for any given situation. The outcome goal for this exercise would be to establish my credibility as an analytical leader. The milestone goal would be to take each aspect, such as logical reasoning, problem-solving etc one at a time and develop expertise. By setting weekly goals related to each of the milestones, this goal can be achieved. Over a period, the effectiveness would be seen in way different scenarios are handled. Possible challenges could be phases where an individual gets confused, but by consulting seniors, the challenge can be overcome easily. People Skills – In any modern day organization, a considerable importance is place on people skills. Effective people management directly translates into better performance. People skills can be defined as the method of establishing a smooth relationship between the people in the organization or a team to fulfil the objectives of the team (Hollinshead, 2009). This relationship holds the key for organizational success because it influences the way in which crucial factors such as loyalty, trust, understanding and support is established between the employees and the manager. To improve people skills, the objectives that were chosen to achieve include Conflict Management and Mentoring Skills. It is natural for conflicts to arise in an organization; however, the effectiveness of the leader lies in the way in which conflicts are resolved, in such a manner that the end objective does not get affected. Most individuals also consider a leader as a mentor; hence, it is also necessary to develop good mentoring skills. 1. Conflict Management – If conflicts are not resolved in a smooth manner, it can result in disputes and begin to affect the performance. Hence, identifying potential conflicts as well as working ahead to overcome any of these conflicts becomes a very important role of the manager (Wall & Callister (1995). Conflicts also lead to low morale among the employees and result in low productivity ( Bodtker, Jameson, 2001). The outcome goal of this skill would be to get established as a leader who is able to come up with effective solutions to resolve conflicts. The milestone goals include developing skills to identifying the conflicts at a very early stage and to develop negotiating skills. The way to develop conflict management skills is through observation of how the upper management resolves key conflict issues and reflect on it to adapt to particular situations. One way to see if this skill is developed is to see how frequently a conflict is identified at its initial stage. The possible challenge includes tricky scenarios where both arguments are strong, but it can be overcome with objective thinking. 2. Mentoring – A good leader is someone to whom the entire team looks up to for mentoring (Kram, 1985). The leader’s goal is not just to progress in his or her role, but to make sure that the individuals reporting to them also progress (Bullis and Bach, 1989). The outcome goal of this skill is to help the maximum number of reportees move ahead in their chosen direction by mentoring them. The milestone goal would be to help them identify their career goals, make sure they receive the necessary training, and develop skill sets. While it is difficult to measure concrete success because career planning is a long-term exercise, it is possible to see the success based on one to one interactions. One possible challenge would be misidentification of career goal, but it can be resolved with repeated interactions and aptitude tests. Career Management Skills – Career Management skills are necessary for every employed individual to manage their careers effectively. Apart from each individual being responsible for their own careers, the organization and the leadership also steer them in the right direction (Ball, 1997). As this is a long-term process, the two main aspects that have been chosen include developing Employee Assessment Skills and Networking. Employee Assessment is necessary for any employee to identify areas of improvement and key strengths and only a good leader can provide actionable feedback. Networking and establishing right contacts helps tremendously in the long run from a career growth perspective. 1. Employee Assessment Skills – As a leader, it is very important to have employee assessment skills because that would give the leader an idea of the strengths and weaknesses of his or her team and develop not only their careers but also careers of themselves (Eichinger, 2004). In addition, the individuals also get an understanding of their own areas of developments and strengths (Reilly, 1996). The outcome goal for this skill is to develop an effective employee assessment method in line with the goals of the organizations. Milestone goals would include employee observation, feedback delivery, suggestions and recommendations. The success of this skill can be measured with the help of an employee satisfaction survey. One possible obstacle to this goal could be the lack of employee co-operation, which could be overcome through helping them understand their strengths and weaknesses. 2. Networking – It is always important to look at the broader picture and understand that an individual is a part of an industry and hence, it is necessary to maintain the right contacts through networking (Symon, 2000). The outcome goal is to establish a robust network of contacts. The milestone goal is to do background research and understand the key people with whom contact can be established. The success can be easily determined with the number of contacts establish. The challenge would be to outreach and get connected and can be overcome by perseverance. Goal Outcome Goal Milestone Goal Timeframe Assessment Time Management Optimum Utilization of work hours Weekly checks for well-managed days 6 months Reduction in number of ‘overworked’ days Analytical Skills Establish credibility as an analytical leader Working on aspects like reasoning, problem solving One year Check for improvement in solving crisis situation with Conflict Management Solve conflicts effectively Identification of conflict at initial stage One year Number of instances of conflict resolution Mentoring Help maximum number of employees with career direction Identification of career plans with discussions 6 months Employee Response Employee Assessment Developing Employee Assessment plan Observation, Feedback delivery, response 6 months Employee Assessment Survey Networking Establish Network of contacts Research on possible contacts 7-8 months Number of contacts established Reflective Account Throughout the MBA module, I got the opportunity to understand and imbibe the concepts of organizational learning and skill development. Before taking up the course, my notion was that organizational learning takes place only when you join any organization. However, as the course progressed, I realized how important it is to develop a strong understanding of these concepts is to that a solid direction and approach can be developed in a professional environment. The case studies and the course material in the module strengthened the importance of learning and development in organizations. In addition, the interactive sessions helped in understanding real life scenarios based on the various learning theories. The course has been instrumental in helping me understand how critical learning and development is in an organization. The concepts of formal learning and informal learning gave me deep insights on how learning is not just confined to classroom or knowledge transfer sessions, but it also can happen through active observation and reflection. From a previous module in the MBA course, I had understood the concept of learning styles and determined that my learning style was that of an Accommodator. An accommodator is someone whose greatest strength lies in observation as well as experimentation of new things. Accommodator also easily adapts to different circumstances and the dominant learning abilities are through experience as well as experimentation. The understanding of how various learning theories and learning styles function gave helped me choose the Experiential Learning when placed in a professional environment. As I had learnt about this theory during the course, I could effectively put it to use when required. During my role as a people manager, the theory of Experiential learning proved to be very useful. I realized that the learning process is a cycle, as described by Kolb and it could begin at any possible stages described by him. Hence, I found that Experiential learning to be more holistic when compared to other methods of learning such as Reflective learning, Self-Directed learning and so on. The aspects of learning through experience, observation, reflection, conceptualization as well as experimenting proved to be useful during the various aspects of corporate life. As I had already assessed that the learning style that suits me the most was that of an accommodator, the aspects of experience and observation proved to be my strength and I was easily able to adapt to the Experiential style of learning. Even though I understood the importance of different learning theories, practically, I found the Experiential learning to be more suitable for application in a leadership role. It also fit my style of learning which was that of an accommodator. Leadership involves the concepts of experimentation, reflection, observation and so on; hence, I am sure that this particular theory of learning would help me in a continuous manner. The concept of Development Action Plan was very new and innovative to me. The exercise made me understand how Personal Skills, People Skills as well as Career skills play such an important role in a management or leadership role. Very often, in a corporate environment, many individuals focus on people skills and career skills, while ignoring personal skills. However, through this course, I understood how developing good personal skills could prove to be an asset in developing the other two skills. For example, developing good communication skills will help in establishing a good rapport with colleagues. Good communication can also help in establishing a good professional network when it comes to career skills. I am sure that this course would prove to be very helpful in the future too. Understanding and learning the different learning theory has given me the advantage of having the awareness of how learning takes place. This can help in the future, to adapt to various forms of learning in a very easy manner. In addition, as I am moving towards a people management role, it will also help me in finding out the learning approach of the different individuals in the team so that I can guide them in the right direction. For example, if I notice that an individual has a higher focus on reflection and is a little slow on the action part, I can effectively steer him or her to be more action oriented. Based on the learning from the course, I can also chart a comprehensive learning and development program for the team. Regarding the Development Action Plan, the ideal method would be to keep checking the plan and modifying it to redefine the skills at each stage of the career. For example, at a certain stage, I would have achieved good skills with regard to employee assessment. This would be a good stage to revisit the plan and look at enhancing other skills that will help me, such as negotiation skills. Additionally, both long term as well as short-term action plans can be framed to tackle with both long term as well as short-term goals. Having a Development Action Plan helps in focussing at the objectives and keeping track of how the plan progresses. One aspect that I found particularly interesting was the way in which both milestone goals as well as outcome goals could be defined. The milestone goals are a great way of inching towards the final goal. Achieving success with milestone goals increases the motivation level to move towards in outcome goal. Overall, the module related to learning and development as well as Development Action Plan have proven to be immensely useful in an organizational environment. 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