Reflective Journal entry Unit 4 In today’s society, one of the primary objectives is to ensure that staffs working in the various department of the health sector have maximum protection, inclusive of the environment in which they live dwell and play. Therefore, adequate measures must be implemented to extenuated environmental and occupational hazards. The occupational and environmental health takes a multidisciplinary approach as it relates to the correct identification of diseases from exposure hazardous agents in the community of in the workplace.
It motivates them to search for answers and resolutions themselves, and thus develops their own character. It also ties in with one of the nine dimensions of servant leadership proposed by Robert C. Linden (1990), that of empowering. Encouraging one 's subordinates to think for themselves empowers them and gives them the tools to succeed. When demanding high performance the servant leader wants the team as a whole to achieve. This allows them to help develop, empower and provide direction for their subordinates.
Critical Reflection and Analysis Co-working a case through conducting direct work with an eight-year old girl, I used professional curiosity to explore an alarming self-disclosure made to me about her sleeping with a fifteen-year old boy, who was a non-relative. By keeping an open mind, avoiding making assumptions, analysing what was said and observing the child’s body language, I determined that whilst this incident was really inappropriate, there was nothing untoward happening. However, to safeguard and minimise risk for the child, I relayed this information to the relevant social worker so the concern could be properly addressed and resolved. With the C. family I had to consistently question and evaluate the reliability and validity
Feedback also helps us see ourselves from the perspective of others - to see ourselves as others see us. We learn a great deal from the feedback of others, and from past failures and
Week Two Reflective Journal Psa 139:14(KJV) “I will praise thee; for I am fearfully and wonderfully made: marvellous are thy works; and that my soul knoweth right well.” Our God is an awesome God for He has masterfully created His masterpiece when He created man. Who would know better how our bodies are to function than the one who made them. When God designed our bodies, He designed them and formed our inward parts (Psalm 139:13) with its’ own personal biological clock. “Our bodies roughly synchronize with the 24-hour cycle of day and night by an internal biological clock called the circadian rhythm” (Myers, 2014, p. 93). This clock when undisturbed regulates many vital psychological processes but a very important function of this clock is to tell us when our bodies need to sleep and rest.
Carnegie argued, as humans, we are “creatures of emotion, creatures bristling with prejudices and motivated by pride and vanity” (1981, p. 13). In our careers, or life in general, we must begin with praise and honest appreciation. Praising ones improvements can encourage them to do better, which in turn can make others happy about doing the thing you suggest, which are two principles of this section. For example, if someone in the workplace improves on their task, praising them of a job well done can encourage them to continue their efforts, and happier, more eager to finish a task if asked of them because they are in a much happier state of mind from your appraisal. People are driven from their pride and sense of importance.
For my mindful reflection journal this week I decided to work on my communication with my wife. My wife and I have been together for six year now. One of the things we do best is talking. Though we are great at talking, we have lost our way when it communications to positive communication. We tend to have little arguments, though normal, we noticed that we bicker more than we would like to.
Journal Assignment: Reflecting for the Future PURPOSE: Use this worksheet to reflect on what you have learned about yourself by exploring your past positive experiences, your personality, your ability to manage your time, your healthy lifestyle, and your ‘fit’ with your academic program of study. Please complete the following three items with a blue asterisk (*). In one paragraph (two-three sentences long), describe two self-discoveries that you believe will positively impact your career goals.
INTRODUCTION Self-Determination Theory (SDT) was conceived by Edward L. Deci and Richard M. Ryan. This theory is concerned with human motivation, personality, and optimal functioning. For the purpose of SDT and work motivation, motivation is considered the core of biological, cognitive, and social regulation. Instead of just looking at the amount of motivation, self-determination theory focuses on different types of motivation.
The performance appraisal system is used to measure and develop the employee performance. It helped in the standardization within the organization, improve open communication among the employees and employer, it has developed and improve the due process within the organization (R. Mondy, 2010). 360-degree feedback has increase transparency among the employees as they receive their feedback among themselves that has brought out a high impact to the employees behavior and performance. According to Wadhwa, (2011) 360-degree feedback offers a huge and broader perspective of employee performance, as it doesn’t rely on one source feedback
Kurt Lewin’s major contribution lies in the field of Group Dynamics, Field Theory and Action Research. He modelled the social change process in organisational, particularly, industrial setups. 1. Group Dynamics: - Lewin’s definition of a group is widely accepted. Here the basic line of argument is that groups come into being in a psychological sense ‘not because their members necessarily are similar to one another (although they may be); rather, a group exists when people in it realize their fate depends on the fate of the group as a whole’
Keeping the workforce motivated and making them feel empowered to make some decisions is key to an organisations
As we all known, reward power is based on belief that a leader controls important resources and reward that the follower wants. Besides, reward power not only depends on a leader’s actual control over rewards, but also on the follower’s perceived value of those rewards. Reward power has been shown to be most effective when followers see a direct connection between performance and reward. Leader most commonly use reward power with a promise to give staff something exchange for carrying out an assigned task example a grade, a special privilege and a form recognition. Precisely how this is carried out can significantly affect the outcome.
There are a number of steps I plan on taking while working on my critical analysis essay. The first thing I am going to do is read my essay again. I will be looking for ways to summarize or paraphrase the key points that I feel the author addressed. I am also going to try to think of more personal examples that I can incorporate to back up my thesis. I know that I also have some sections that in my opinion were redundant so I will be extracting those as well.
• Feedback: Employees should know about their performance. Apart from regular feedback, employees get quarterly reminders to evaluate their expectations. Besides, special sessions on receiving and giving feedback are conducted. • Development and growth : Every employee is responsible for his/her career and personal development.
