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A Career Management Reflective Report

The so-called profession management, refers to the professional personnel behaviors' guideline that a organization for its employees. Career management is involved in improve the staff's job efficiency so that the corporation long-term development can be guaranteed. From organizational perspective, career management including the strategies, instructions and control for employee's occupations demands the effective organic and natural integration of organizational perspectives personal development (Gerald, 2009).

Through taking part in university profession programs and summarizing the profession management workbook, I make the following analyses on career management which are my reflection benefits.

When the job-seekers come to become formal employees of any company, the business should help them formulate and implement the employees' career programs with a receptive attitude towards their arriving. Profession management as a course of organizing staff conducts can be comprehended from three aspects:

Firstly, profession management brings job development programs to its employees and differs from the profession plans created by staff themselves. Profession management is based on the consideration of the point of view of the organization. It regards personnel as special fixed and value-added capital through continual exploiting and making an investment. Job management embodies characteristics of assistance and utilitarian since it aims at seeking organization sustainable development through staff's attempts.

Secondly, profession management needs to meet both individual needs and organizational needs. Only by totally knowledge of the staff's career development needs, companies can be able to formulate corresponding procedures and methods for helping staff find their own right answers and offer them appropriate opportunities. Likewise, only through meeting the occupational needs of the employees, the business can be able to meet its inside value-added needs of recruiting. One hand, the improvement of staff's professional skills can enhance the overall quality degree of human source of information; the other hands, career management may bring effective and positive incentives to the organizational staff whose career way is consistent with the organizational development course, and reserve individuals resource of advanced executives or technicians. Improve overall organizational competitiveness and reserve effective human being resource is essential to a company's development. The enthusiastic and financial investment on job management is can be considered the permanent investment to attain the goal above. Organizational needs will be the dynamic source of profession management; if the organizational needs can't be satisfied, the job management will lose its determination source and then get terminated. The career management of staffs is the foundation of profession management and if the basic profession needs of staffs cannot be satisfied then the overall profession management activities will fail.

Thirdly, the number of career management is wide and will involve a lot of topics. It can be said that all the activities which can be ideal for staff's job development should be posted in the scope of profession management, shown the following: For specific employees, such as various types of training, development consulting, counseling, work-family ties, lectures, and the facilities that are for building up staffs' skills and bettering their academic requirements, etc. For the organization's various staff policies and steps, such as standardized career appraisal system, establishment and implementation of effective inner advertising system, labor security and sociable security system, and so forth.

2. Students conference reflective article.

This reflective statement is based on my experiences of attending a business conference that is about how exactly to use an e-commerce strategy to change the changes in market for a family enterprise. The next is what I leant from that meeting.

To organize and maintain a meeting, firstly the chairman of this conference needs to set up a definite goal of that meeting. The conference can clearly be used to explore and take on some issues in the process of management. As the goal of this conference is aimed at offering effective solutions to solve those issues, then the information move of effective alternatives can properly reach the functional side of management in the execution process. For any commercial company, to make a conference valuable needs setting up a conference goal. In that conference I attended, since there was an obvious goal for interacting with the changes in market for a family enterprise, the goal of the conference was quite clear to every student. Second, sufficient information and data are needed to be collected and analyzed. Information collection and research is really important, which includes an organization's weakness and dangers, durability and opportunities. For this conference I attended, the menace was derived from the examination of market stocks changes that was resulted from challengers' new strategy. Finally, a well-conceived plan should be produced. Whether Gantt chart or progress timetable can be used, either of these should include everything of the getting together with. This effectively stimulates the improvement of seminar efficiency. Fourthly, a tight management should be carried out on the meeting. As doing on-site management, rigorous control must be handled on the items listed in the progress plan. Any items' omission may bring about the failure of seminar and the individual who is responsible for holding the convention should have the flexibleness in dealing with rapid changes. Fifthly, clear and accurate communication is vital. If the individuals do not understand internal plans, steps, or back-up work, then how do they understand all the conference material in during the shortest possible time length? Thus clear and accurate communication is the main element to the success of conference topics. Sixthly, pursuing superiority but perfect; for any appointment of different scales, the best seminar plan can't be perfect so that most important thing through the discussion is to recommend, design and amend for the plans. Seventhly, in the long run of the convention, a detailed synopsis is needed. A successful convention requires creative planning, dynamic negotiation and communication skills, standard procedure and time management. After the seminar, the attendant should summarize how much ideals he offered, the actual investment income originates from, etc. To collect all these answers then apply them to the next conference. For the reason that conference I attended, I believe I made a contribution to the meeting that is how effectively put into practice e-commerce strategy within Asian family companies.

But for the above seven factors that deserve paid attention, the next also should be noticed: those individuals who be present at the conference shouldn't speak endless through the seminar and the seminar audience shouldn't be picky on the lecturers. If not, the conference will not be finished at that time restriction and the meeting topic will be distracted by other things. That's all my representation from joining that students' business discussion.

3. A team dynamics reflective report

Group is a type of social interactive group that uses and shares some typically common norms. The group has its own objective and its development process is powerful. How to eliminate the conflicts between groupings and then form group ability, are much significant to help group achieve its target. The essence of real human life is group. Group is also the building blocks of interpersonal life. Group offers its participants the opportunities to communicate with each other. The constant conflicts and reconciliation took place inside the group in former will be the basis of group consensuses (Alessia, 2009). Those consensuses can produce joint power that is called group active for the group. Group active is used to spell it out and explore the various behavioral phenomena existed inside the organization. The behavioral phenomena include group formation, structure, relations, members' interaction, procedure, communication, goal success, leadership, decision-making, co-operation and conflict, performance, electricity, etc.

To become more specific, I am going to focus my reflection on the individuals of group. Each member has his own personality and some of them are hard to get along with. So are the differences, anxiety and stress inside group undermining the group advantages or offering an essential power source for the group? Certainly the answer is the later one. Most people want to have harmonious human relationships with others to be able to ensure successful completion of the work, but this will not meet the needs of group dynamics. The associates with special skills and fighting with each other spirit might be the most valuable group members. Despite the fact that those people may be very difficult to cope with and their views may be unacceptable, yet they or their views may encourage others' enthusiasm, which is quite helpful for the organization invention. When the group lacks of diverse skills, no subject how the participants' human relationships are harmonious the loss of lacking creativity can't be compensated.

The main regions of group action process include communication, multi-influencing, duties, functions, decisions, atmosphere and feelings (Make, 2010). Once a person is aware of deeper the characteristics of group actions, then he could put a good control over it for better realizing the effectiveness of group. The group head should be considered a good observer for group activities process. Strong observation capability can make a person become a more valuable team member as well as a more efficient team leader. To build up and utilize the group dynamics, a team skills development plan should be create. Firstly, the purpose of a group should be clear to every group member through communication. Subsequently, analyze the conflicts and obstacles existed on the list of group people, and then choose relevant counter-measures to solve those conflicts. Thirdly, though effective decisions, the duty of a group should be achieved for recognizing the group goal eventually. Finally, a confident and lively group atmosphere should be established for team development over an extended term. All of the above is my reflection on group dynamics.

4. Authority development plan

4. 1 review the advantages and weaknesses of current leading organizations. To effective business lead a group of members and contend with rivals for business winning, it is vital to know that what exactly are the talents and weaknesses of current leading organizations. And various organizations have different organizational ethnicities, thus a great authority should be suited to the present organizational culture, as well as improving it. Leadership also specializes in the existing resources that the business owns. Through analyzing the advantages which current resources could bring, a far more management can be effectively carried out.

4. 2 make almost all of identified leadership resources. Leadership requirements that the leader can attain all the required things within his leading range with the lowest costs, by making the majority of the organizational resources predicated on the background of objective area. Then it can be seen that the authority resources include organizational people, leader's authorized power exerted on others, the leader's personal influences, and the main experiences left by the previous leaders, etc. To utilize the management to its greatest extent, the first choice needs to mixed use of various command resources.

4. 3 incorporate the management strategy in to the organizational culture. Leadership should not only be seen as a professional ability of market leaders, but also be treated as an organizational strategy that needs to be incorporated into the organizational culture. That is a critical step for the organization's control development. Through incorporating leadership strategy in to the organizational culture, both market leaders and the subordinates can better understand the value of control for an organization (Meagan, 2009). Then all the folks of the organization will contribute their knowledge and intelligence to market leadership's development. There may be management learning and improving atmosphere produced inside the business.

4. 4 concentration proper businesses on growing effective leaders. Organizational leaders as the companies of leadership keep the quest of leading the organization to build up better and faster. Therefore, selecting and training the right leaders or potential market leaders is a simple step for the organizational control utilization, as well as control development. There are lots of ways and solutions to choose and educate the leader applicants or potential market leaders. And I think focusing tactical businesses on expanding effective leaders should be the core thoughts of all ways and methods to choose and train the leader individuals or potential market leaders.

4. 5 continuously offer reviews and improvement for leadership. An effective authority development plan can't be separated from constant opinions of leading activities. Through studying the command feedbacks, organizational market leaders can clearly be familiar with their shortages and then take up related improvement steps to continuously perfect their management. To sum up, authority development should be considered a recurrent process. There is absolutely no end for command development, but there are needs for establishing a control development plan. Carrying out a control development plan, leadership can be developed better with adding more value to the business.

5. Self determined tv showЇјOrganizational culture functions

I once went to a lecture about Organizational culture. Through that lecture, I deeply understand the value of organizational culture. The followings are my own summaries for organizational culture.

Organizational culture identifies the common values, fundamental beliefs and behavior's norms been around in organizations, as well as all the reflections of these. Organizational culture is developed in the process of group long-term survival and development (Treasa, 2010); it is distributed and accompanied by all the organizational members. To be specific, organizational culture includes all the city senses accepted by the majority of a business, such as beliefs, norms, group consciousness, pondering methods, work styles, objectives, and belonging sense of community.

Organizational culture functions make reference to all the assignments organizational culture plays for the business and all the capabilities that organizational culture has for preserving the organization's living. Every coin has two edges, so is the organizational culture. Organizational culture has both positive features and negative features for a business. Its positive features can improve organizational dedication and help organizations improve effectiveness. As the negative features is counterproductive but can be reduced and controlled effectively.

The positive functions of organizational culture include: orientated function, constraint function, cohesion function, inspiriting function and changing function. 1) Orientated function means organizational culture can have a guiding role for both organizational conducts and its own members' behaviors. Through participating in the guiding part, corporation culture can effectively promote organizational conducts and its own members' actions to be conformed to the organizational goals. 2) Constraint function means that corporation culture plays a constraint and normative role on each employee's ideology, psychology and manners. 3) Cohesion function means that organizational culture is regarded and defined as a bond for drawing all its associates mutually and then creating a significant solidarity and cohesion. 4) Inspiriting function means that organizational culture can bring organizational users high challenging enterprising spirits and thoughts, and then improve its staff's working eagerness and initiatives. 5) Adjustment function of organizational culture refers to that organizational culture can help its new people to fast adjust the new organizational ideals, and also other areas of organizational culture.

The negative functions of organizational culture include: hurdle to innovation, hurdle to diversification, and barrier to mergers and acquisitions. 1) Hurdle to innovation. Once the organizational environment is along the way of vibrant changes arisen from organizational technology, the organizational shared worth may be inconsistent with the demands of furthering improving organizational efficiency, and then organizational culture becomes barrier to organizational creativity. 2) Barrier to diversification. Strong organizational culture will undoubtedly demand the staff's values are constant with the organizational prices, which definitely lead to the monotonicity of decision-making and disappearance of variety advantages. Therefore, company can become hurdle to diversification. 3) Hurdle to mergers and acquisitions. When the managers are undertaking mergers or acquisitions actions, if the two organizations' culture can't be integrated successfully, then a large number of issues, contradictions, and confrontations will get birth to the business managers. Thus organizational culture could become barrier to mergers or acquisitions actions.

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