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Personal development essay
Personal development essay
Personal development essay
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Module 01 Question 1: My individual development planning Introduction Facilitation is defined as “The act of making something easier” (http://www.ica-uk.org.uk/what-is-facilitation) and in a group situation, this would mean that the facilitator works with a group of people to help them work together, define and achieve their goals, as well as overcome any possible challenges in doing so. The focus needs to be on not merely solving each problem as it arises, but rather creating a sustainable, changed organisation, with lasting effects. This is where the critical role of the organisational development (OD) practitioner comes into play. Knowledge of OD theories, principles and techniques means that the OD practitioner must have a thorough grasp of the various theories underlying OD, and must be especially strong in the interpretation of this theory and using it in practical applications. Action Research knowledge and application ability is a fundamental competence that underlies almost all OD interventions. The practitioner needs to know what available interventions are out there, what they do, where and how they are applicable, what their strengths and weaknesses are, and how to modify them. The human element in being an effect OD practitioner means that strong interpersonal relationships are developed. Forming these relationships will allow the OD practitioner to assist in understanding the organisation’s values, the “culture” of the organisation, collecting relevant data and conducting an accurate analysis of the challenges which need to be overcome and change institutionalized. The ability to manage self (intrapersonal management) and manager others (interpersonal relationships) is of critical importance. Often the OD... ... middle of paper ... ...will take on both roles and needs to clearly outline when movements between process and content takes place. This is all about managing the expectations of the group ensuring there is a good balance between process and content. The right content rushed through too quick a process is unlikely to lead to participants' truly owning any commitments made. A process which honors and elicits significant individual contributions, but produces no decisions or actions, also would be unsatisfactory. References 1. http://www.ica-uk.org.uk/what-is-facilitation Reviewed on 16th February 2014. 2. http://www.businessdictionary.com/definition/group.html Reviewed on 17th February 2014 3. https://www.google.co.za/search?q=stages+of+group+development&tbm=isch&tbo=u&source=univ&sa=X&ei=n5sBU8TSNqTe7Abmq4C4CA&ved=0CDcQsAQ&biw=1600&bih=717 Reviewed on 17th February 2014
A learning organization is a developmental model leaders use to help their organization do three key things: (a) know what to do, (b) do what it knows, and (c) expand its capacity to learn new things and act on that new knowledge (Garvin, 2000; Senge, 1990)
...standing the contemporary point of view. In a sense, although the principle of focusing skills, leadership and followers of the evidence, and demonstrate aspects of emotional intelligence, it is clear that the development - for example, requirements, need to take transformational leadership, and service-oriented system, the establishment of ideological and philosophy. These traditional skills, the work of the organization's practices and good, but should be complementary perspective on the current organization may not be enough.
Hocker & Wilmot, 2007, Poole, & Stutman, 2005 Folger and 2007 Cahn& Abigail. "Interpersonal Conflict and Conflict Management." Devito, Joseph A. The Interpersonal Communication Book. Boston: Pearson, Allyn & Bacon, 2009. 276.
Tuckman maintains that during the forming stage individuals are compelled by a need for approval and avoiding conflict and controversy. They are discovering information about each other, the scope of the project, and the approach they will use. (University of Washington, 2013) For the most part I found this to be true. For us the forming stage lasted until December.
The purpose of this report is to reflect on my team working experience and to critically review the events of this experience. Throughout the process I kept a diary of events which I will be analysing in conjunction with Tuckman and Jensen’s (1977) model on stages of group development, these are: forming, storming, norming, preforming and adjourning.
Tuckman, B., & Jensen, M. (2010). Stages of small-group development revisited. Group Facilitation, (10), 43-48. Retrieved March 27, 2011, from ABI/INFORM Global.
Individual success at work is a subjective concept. For some it is defined by the rank that they attain within the company, for others it is defined by the lifestyle that their occupation has allowed them to lead. No matter what the personal definition of success at work is, its achievement is largely influenced by the individual’s interpersonal and intra-personal perceptions. Interpersonal perceptions, that is being able to understand others, and their actions, has high significance when working in the diverse team environments of a workplace. While, interpersonal perceptions may not directly contribute to success at work, it contributes heavily towards the individual’s ability to work in teams, which if done successfully, will directly contribute to individual success at work (Poon 2004). Even before the individual is employed, employers look past their academic performance and look closely at how they well they work in a team and to do so they need to have good interpersonal perceptions of their team members (Baker-Evelet...
DeJanasz, S. C., Dowd, K. O., & Schneider, B. Z. (2002). Interpersonal Skills in Organizations. New York: McGraw- Hill. pp. 309- 329.
The process of screening is an important component of the group being successful. Group leaders must be aware of their qualifications, weaknesses and strengths when deciding if they are capable of running a group. While the screening process is a three part process a leader takes this opportunity to recruit members, explain risks and benefits and get to know the possible members to see if they are going to benefit and be a contributing member. By keeping all of these things in mind a group leader can help ensure their group is set up for
Tiwari, Shashi. "Interpersonal Skills & Self Appraisal."Slideshare. Cognix Knowledge Group. Web. 2 Dec 2013. .
After completing the group task of preparing a presentation on, transferring individual facilitation skills into a group work setting, I will critically reflect upon my own participation. I will evaluate my self-awareness while working in the group, as well as those around me. The way that I personally dealt with any issues that arose within the group and how that affected the group dynamics. I will also briefly discuss the roles in which each member of the group took part and how role allocation affected, the group dynamics and the working relationships. Finally, I will evaluate my work having discussed it with my fellow group members.
Wikipedia - Facilitation (2006) defines facilitation as any activity which makes easy the tasks of others. From a business and/or organizational development perspective, Gaffney (2000) explains that facilitation "is the process of enabling groups to work cooperatively and effectively".
First, let’s discuss tools I obtained during the Facilitative Leadership class which I will utilize when I return to the unit. One important aspect I will implement is the delegation of duties during a meeting to keep the group involved. According the “Performance Improvement Guide” an effect meeting group should be comprised of a Timekeeper, Scribe, Recorder, Co-Facilitator,
Introduction: One definition of organizational learning is the thoughtful use of individual, group, and collaborative learning to reinvent new thinking and practices that continuously renew and transform the organization in ways that support shared goals, Collinson & Cook, (2007). Success for organizations demands nothing less than “the power to think, learn, and innovate”.
In order to gain some purpose while working in a group, I know it can be challenging task to do because every group member is required to agree and cooperate. I am privileged to become a part of a group and completed our task successfully. Our group consists of 5 members and we experienced the stages of group development along with which different roles being considered. Our group formed with the common interest of competing and representing ourselves as competent and knowledgeable. The storming phase involved a trial being held to determine the capabilities of each other and positions were found to be disputed due to which we voted on leader of team. In the norming stage, roles of every group member have been stated and identified with the