Personal Reflection And Action Plan

Personal formula And Action PlanSelf-monitoring is a personality trait which measures the ability of an individual (he or she) to make up their behaviour to the demand of the external situational factors. There were many situations where my behavior was not proper with respect to understanding of other persons situation. Every employee shits in a bad way(p) as they snuggle dead arguments. I live with neglected colleagues many times by not replying to their urgent emails because I was much worried close to completion of diddle on time, though the sender required input data from me to go ahead further. I gave inappropriate answers to colleagues who blasted me for technical doubts that added unnecessary arguments. The management had introduced a new extremity for the projects uniform documentation, reviews and so on. I argued many times by not thinking from opinion of the manager and the organisation. There were situations when I got escalated with trivial issues. However, the problem efficiency have been solved easily if I had thought from the other persons perspective and acted fitly.1.Action DescribedPeople Centred Manager Skills that I will develop exemplar of b atomic number 18-ass Behaviour you will pompousness given this new skillResources youneed toimplementactionActions specific benefits to an disposal according to theory ( Kinicki Kreiter)Not replying to valuable emails when under pressure.Giving vague answers when I was in stressArgued with manager against new process by not thinking in right perspectiveEscalated with trivial issues when in stressBe more flexible and respond to others in an appropriate manner.Think twice before responding to others.Communicate in a clear and swell manner.Stay cool and calm during stress and control the temper levels.Avoid unnecessary arguments. Think objectively.Understand the issues objectively before intensifying. elapse some time on replying urgent issues. If I cannot reply immediately, I would in form they by email or phone.Give clear answers to people according to the situation and let me them that I would attend them later if I am busy.Think objectively, think from others point of view before raising concerns. Be patient.I would practice constructive criticism.Avoid discussing unnecessary issues.Take assist from friends and colleagues by discussing how would they handle stress and plan their work.Gain knowledge on how to interpret some(prenominal) the verbal and non-verbal gestures.Practice pranayams(breathing exercise) and do meditation.Improve communication by verbalizeing and reading Communicating in Digital Age(Kinicki Kreitner, 2009)There is must success with gamey self-monitors and career success (Kinicki Kreitner, 2009)Good communication within the team and emends come up- be of the group (Kinicki Kreitner, 2009)High self monitors are people who are emotionally rise especially managers who can help their employers reduce conflicts, anger and stress related pr oblems.(Kinicki Kreitner, 2009)Reflection 2 and Action plan 2 Measuring your desire for cognitive process FeedbackI strongly believe that feedback helps what actions an individual need to change. I come under the category of moderate desire for feedback as per the hands-on exercise. As a person I knew what I did and how much I am supposed to do (a task). Generally I work according to the plan as schedule by me ahead of the task. Sometimes, I regret for not taking feedback slightly my progress at work. Even though I am satisfied with my work, a lot I limit doubts whether the management is happy about the spirit of my contri stillion the organization. Most of the time, I did not bother negative feedback and did not handle in a proper manner in order to avoid feeling insecure. many an(prenominal) times I got a feedback with a negative message like I does not listen to team leaders, come late to the way and leave from work before closing hours. Because of this I should not show desensitize ear to all kind of feedbacks rather I must get used to take objective feedback to improve my self-efficiency.1.Action DescribedPeople Centred Manager Skills that I will developExample of New Behaviour you will display given this new skillResources you need to implement actionActions specific benefits to anorganization according totheory ( Kinicki Kreiter)Working according to the plan without taking feedback.Neglecting to take feedback with pretend to progress of my work.Avoid by not takingfeedback from management with regard to the quality of work done by me.Avoiding negative feedbackI would take feedback from team members and plan accordingly to improve. define up to date feedback for progressing, improve quality and productivity of work.Take regular feedback with respect to quality of work.I would rather focus to improve in the areas where I feel uneasy by using objective negative feedback.Schedule the task to be done and work on it, request colleagues to go through it and get feedback to improve planning the thinks.At the time execution of the task, regularly get help from colleagues in the form of feedback to find out whether I am at par with others.When I masterful the task, I would ask team members to review it so that the mistakes are traced out and can improve the quality of the task(work).It would be better for me to take feedback from others as I cannot be objective for my own motion. Consider, for example how I can improve my communication skills.Schedule a timetable for getting feedback time to time from a well organised teammate so that I can get proper guidance.A user friendly centralised system should be developed to help people to give feedbackA moderator to be present in the discussion to ensure that the feedback is objectiveA new approach for building positive coitus betweenmanagers and employees so that work is managed well and there is a good outcome as expected. (Performance Conversations Model, Christoper D.Lee).Employee s gets motivated to improve performance, attitude and their intensions from performance feedback.Sometimes even out the negative feedback can havepositive motivational effect(Kinicki Kreitner, 2009)The outcome of feedback gives behaviour direction, resistance, effort and persistence(Kinicki Kreitner, 2009)http//www.amazon.com/Performance-Conversations-Alternative-Appraisals-Christopher/dp/1587366053Reflection3 and Action plan 3 vocation happinessJob satisfaction has relation with motivation at work. I have low job satisfaction with recognition, compensation and supervision as per the hands-on-exercise. I came to know that my friends are paid more for doing similar jobs in other companies. I also regret about the goals set to me by my manager at the time of appraisal. It has effect on my compensation which lowered motivation. However, I have not approach my manager to express my concern and to worsen the situation I got frustrated and decreased my efficiency at work. My manager is a headstrong person who wanted things to happen in his way. As an employee I expected to have freedom at work. Many times we ended up with arguments there by creating uncomfortable working conditions. Because of constant supervision my frustration levels increased which less(prenominal)en the productivity. Often, team members were blamed for unnecessary issues that were not relevant to work which in turn lowered the motivation level among the team.1.Action DescribedPeople Centred Manager Skills that I will developExample of New Behaviour you will display given this new skillResources you need to implement actionActions specific benefits to an organization according to theory ( Kinicki Kreiter)Did not discuss with manager regardingappraisal.I have not given the feedback to the manager, so work atmosphere is not improved.Getting stressed and their by neglecting work.Expressed my frustration on team members for which I ended in bad descent with team.Got de motivated and reduced the production level payable to unnecessary arguments with the management.I would express my views by talking to manager and come up with all the available options.Always give quick feedback to the management so that they take immediate action on concerning issues.Analyse the issue and act accordingly so that a good environment is created.Maintain healthy relationship with team members by being calm while at work.Avoid arguing unnecessarily by thinking objectively and positively so that at least new issues may not be raised.I prefer to take feedback from the management so as to understand how they think of the productivity.I would approach the concerned authority and let them know about the problems in the team. conference to the manager personally about sensitive matters like appraisal to maintain good relationship.Reducing the frustration levels when talking to colleagues. Get dedicated to work along with the team.If there are any problems approach the management and let them know an d talk to them clearly.Expecting the onsite opportunities to work on a project cover the lost compensation.I make sure that Iattend various programs that improves me personallyand team coordination.Get used to new activities like yoga, playing indoor games to calm down yourself.Know myself at what level I am in the team by taking feedback from my team members.There is a conntection between job satisfaction of and motivation (Kinicki Kreitner, 2009)There is a positive relationship between customer satisfaction andorganisational citizenship behaviours (Kinicki Kreitner, 2009)The more the person is healthy and has control on him the better the positive atmosphere is created in the organization(Kinicki Kreitner, 2009)When we are satisfied we perform well and performance in turn causes satisfaction(Kinicki Kreitner, 2009)Reflection 4 and Action Plan 4 Ethical BehaviourAs a fresher I misused piece resources when I was working for a company. As per rules of an organization, we were not su pposed to divulge confidential information to the people who are not part of our team precisely many times I talked about the project with friends. We are supposed to use landline phones for office purpose only i.e. to clarify doubts with team members but we misused it for personal purpose. The company used to provide aliment and transportation for employees who work after 9 p.m. We used to stay till 9oclock to have food and go home by office car. We used to move around in the lunch break and back to the office late in the good afternoon session. Sometimes we abscond from office during work hours by telling that we were not feeling well and take official leave. We were supposed to internet services for curious only the data that was relevant to the technology we were working on but many times we misused by watching news, cricket scores, chatting and so on. Many times we blamed each other for errors in the project work even though our mistake is there. Inspite of us being unethica l to the organization we were not pointed out by the management because of our work performance.1.Action DescribedPeople Centred Manager Skills that I will developExample of New Behaviour you will display given this new skillResources you need to implement actionActions specific benefits to an organization according to theory ( Kinicki Kreiter)I am unethical to the company by using its resources for personal purposeUsing internet services for personal use.Blaming others for errors in the project.I would send a clear message by cultivating good habits and behavior about ethical conduct.Let the management know what need to be done to restrict the employees from misuse of the resources and suggest them to take severe action.Talk and listen to the senior employee about the ethical standards. distinguish a habit of following ethics of the company.Be regular to the office and work till the office hours are completed.Make use of the available resources strictly for office purpose only and not doing personal work in the office.I would be creditworthy for what I do and rectify the mistakes I have done by approaching collegues.Attend various ethical training programs to tackle with the ethical issues.Make use of the decision trees to evaluate the ethical questions.Attend meetings and informal conversations where leaders talk about ethical behavior by telling the situational examples.By being ethical one can act has a role model for others to follow and create good atmosphere in the company(Kinicki Kreither, 2009)Create an environment where employees are given chance to express them so that companies ethics are not violated(Kinicki Kreither, 2009)Provide training sessions on ethics at the time orientation, online lectures and through seminors (Kinicki Kreither, 2009)Reflection 5 and Action Plan 5 Intrinsic MotivationWe were supposed to deliver a project to the client in a very less span of time. The task became a huge challenge to me because the time span is not suffici ent. We were told to work for extra hours in the office. I went into a perception that I lost passion about my work because it was difficult for us to adjust all of a sudden to the new work environment.My team members and I could not give output up to the expectations because of the low intrinsic movtivation this in turn has effect on capabilities of my decision making. We lost confidence and passion for work. We did not get proper requirements from the client and as well from manager i.e. he does not give clear picture of what we are supposed to do. It was very difficult to go ahead with the project in less span of time because we were supposed to learn new concepts to implement in the project. Inspite of me working hard I do not get proper information from my lead or manager from time to time.1.Action DescribedPeople Centred Manager Skills that I will developExample of New Behaviour you will display given this new skillResources you need to implement actionActions specific benefit s to an organization according to theory ( Kinicki Kreiter) befuddled passion at work because of new work environment.Did not get proper requirements from manager.No idea of new concept to be implemented in the task.No recognition from manager for my work.Get inspiration by recognizing my passion at work and by modeling desired behaviours.I would discuss with the employees about the tasks.Give proper training on the concepts before going ahead with the task and give support to learn.Report to the manager from time to time about work, be ethical.I would work with commitment and compassion till the project is handed to the client.When I get a task I would sit with the colleagues and get a clear picture of what we are supposed to do.Implement the task using new concept and approach team mates if necessary.I would work for extra work in the office and let the manager know if I help others at work by working late nights.motivational lectures from the management or video tapes showing the examples for commitment towards work.Come to a solution by analyzing the task, approach the manager for modifications for confirmation.Sample documents that are related to our task.A system should be developed where the employees are monitored and rewarded .The company benefits from high productivity if the job performance of its employees is raisedIdentify and implement various kinds of managerial behaviours to improve intrinsic rewards(Kinicki Kreither, 2009).The organization have high retention rate if the employees feel that they are more valuedThe organization can improve bottom line results.http//www.ehow.com/how_4714830_foster-intrinsic-motivation-workplace.htmlhttp//www.callcentrehelper.com/building-better-performance-through-intrinsic-motivation-48.htm