Final Reflective Practice
The main aim of this report is to highlight the different managerial and the learning skills that are quite helpful for the individuals to effectively handle the challenges and to figure out the different opportunities. AMR clothing company is one of the leading firms in the clothes segments and I was selected to do the internship in this firm. Basically, as a responsible employees or the intern, there are various responsibilities that I have to follow but at the same time, the manager of the firm assign me some other major responsibilities like sales, maintaining cash books, keeping in check the stock amount, maintaining monthly reports, submitting reports to the accounting department (McCleskey, 2014). As I was working as an assistant manager so there is a need for me of managerial and learning skills for completing the internship successfully. Additionally, there are various parts of the managerial skills such as negotiator skill, problem solving skill and the leadership skill that are required for me to complete the work and my internship successfully. The uses of these skills are also helpful for me to effectively handle the all challenges and the issue during the internship.
Likewise, there are also some other responsibilities in terms of handle the work, hire the employees, lead the team, etc that are also be followed by me to effectively handle the work or the internship. At the same time, the learning skills also helped me to complete out my internship and the all responsibilities effectively. It is because during my internship, different tasks and the new responsibilities are provided for me so in this the learning skills of mine that helps me out to effectively handle these challenges and to perform better in my internship (Meredith, and Mantel, 2011). Fortunately, I was also a part of the management-training scheme that helped me to get good stipend and to learn various things that was quite necessary for me to complete the internship. Furthermore, there are two types of performance appraisal system that are used by the firm in the firm. In this, management by Objective and 3600 performance appraisal system are the major and best useable systems that are used by the firm (Moore, 2014). In the research of Renko et al., (2015), it is determined that the use of management by objectives is quite effective performance appraisal system. It is because it helps the firm to complete the aim of the firm effectively and to handle the work of the firm also efficiently.
In the management by objective, the objectives are provided by the firm for the employees that makes easy the employees to complete the task and for the firm, to perform better effectively (Pugh, 2016). On the other hand, from the research findings of Weissbein et al., (2011), it is determined that 3600 performance appraisal system is also one of the best ways that are used by the firm to perform better and to handle the all business operations effectively. Additionally, in this, the feedbacks are provided for the employees by the managers and on the basis of this, the performance of the employees is evaluated. In my internship, my role was to provide the feedback for the employees on their performance and the objectives and on the basis of these feedbacks, evaluate the performance of the employees (Van Aken, et al., 2012). I also personally observed that the use of performance appraisal system was effective for the firm to perform better and to increase the performance of the firm as well as employees also. Employees of the firm are also taking positively this performance appraisal method without any issues and the hurdle. At the same time, I also be the part of performance appraisal method because I also performed well and completed my responsibilities effectively that is why I was appraised (Haimes, 2015). In this, I got a medal and the some monetary benefits also. I also developed different skills such as leadership skills, negotiating skills, problem solving skills and the change management skills that helped in my internship and also will be helpful in my career also.
It is one of the very important parts of the firm that is done by the firm to perform the work task effectively and to have a good collaboration and cooperation among the employees regarding the work and the work culture. There are different leaders that are indentified in the firm and they have the different work responsibilities to complete. They provide the direction for the employees and the firm as well and motivate and guide the people to achieve their goals and the objectives effectively (Hicks, 2013). As to be an assistant manager in the firm, the leadership skill helps the manager to effectively guide the employees and also helps to create the innovative ideas that directly help the firm to accomplish their goals and the objectives effectively. So, as a assistant manager in the firm, I also used the leadership skills to complete the assignment successfully and to complete the goals of the firm effectively.
In the research of Hoffman et al., (2014), it is determined that there are different types of leadership styles, approaches and models that are used or the implemented by the leaders in the working of the firm to complete the objectives of the firm. From the research of Jones, and Alinier (2015), it is illustrated that there are different leadership models like democratic, autocratic, transactional and transformational and the laisse fair that are used by the firm affectively. Different models had the different use for the leaders. In the same concern of this, in the research of Liu et al., (2010), it is stated that the there are different leaders that like to use the autocratic leadership styles because in this leadership styles, leaders don’t like to get the suggestion and the consult from their team members. They directly take the decisions quickly because this type of leadership style is used by the leaders then they feel to take the decisions quickly (Knott, and Scragg, 2016). It is also determined that the use of autocratic leadership styles is successfully accomplished by the leaders when they feel that employees are already highly motivated and there is adequate availability of the information. But at the same time, from the research findings of D’Zurilla, & Nezu (2010), it is illustrated that instead of autocratic, the use of democratic leadership style is better option for the leaders. The reason to use the democratic leadership style by the user is that in this decision making process, the leaders get the suggestion with the other team members and also take the decision after doing the discussion with the team members (Abu-Nimer, 2012). This type of the leadership style helps to motivate the employees and influence them to work hard. But at the same time, it is also determined that although the use of democratic leadership style is better for the firm and the leader to take the best decisions but at the same time, it increases the absenteeism and staff turnover rate. Because of this, this leadership style has some limitation to use by the leaders in the firm. But on the other hand, in the research of Dyess, & Sherman (2011), it is determined that in the use of democratic model, three is fair responsibility distribution among the all employees of the firm and due to this, firm or the leaders reach on the suitable decisions that increase the profit of the firm and also increase the success rate of the firm as well.
Apart from this, in the research of D’Zurilla, & Nezu (2010), it I determined that the democratic model is not much effective as compared to the other models of the leadership. They also stated that by using the democratic model, it is not easy for the firm to adopt the new changes in the firm and implement the new changes effectively. Because of this concern, from the research findings of Kazdin (2010), it is determined that the use of laissez- fair leadership model is quite effective and appropriate for the leaders to do work effectively and to lead the team effectively as well. The reason to be the best leadership styles is that in this leadership style, employees are free to the own decisions on their self basis, they set their own deadline about the work and complete the work accordingly. In the laissez- fair leadership style, employees also provide the help for the leaders in their decisions by suing the existing resources that help the leader to get the best decisions and to complete the goal of the firm effectively. But at the same time, in the research of Liu et al., (2010), it is determined that there is not vital use of the laissez- fair leadership model because they stated that the use of transactional leadership style is quite better and the effective option for the leaders to take the effective decisions as compared to the other leadership styles. it is also illustrated that in the transactional leadership, certain tasks are provided by the leaders for the employees and on the basis of these tasks, the performance of the employees are rewarded. As well as, in this, the manger and the team members set the predetermined goals for the firm and on the basis of these goals; employees of the firm work and achieve their targets.
On the other hand, from the research findings of Jones, and Alinier (2015), it is illustrated the use of transformational leadership model is most appropriate for the leaders to use in the firm. The reason in this is that through this model, leaders motivate the employees by high visibility and better communication. It makes easy the leaders to meet the goal and to perform better in the firm. Because of this concern, the use of transformational leadership model is better for the leaders as compared to other leadership styles.
After analyzing the different leadership models, the performance is also analyzed. As I was working as assistant manger so there are lots of responsibilities that I have to followed in my job. Additionally, In AMR clothing firm, I was responsible to mange sales, maintaining cash books, keeping in check the stock amount, submitting reports to the accounting department, maintaining monthly reports, etc. so, I compared my duties and the performance on the basis of different leadership models and it is identified by me that my overall performance was totally based on the democratic model (Brown, & Harvey, 2011). It is because in the use of democratic model, the problem is effectively identified and after this, the decisions are taken by the leaders.
In this leadership style, every employee is also free to share the information and opinion without any hurdle and the issues that is happening same with me. It is because as an assistant manager, I was getting the ideas and the suggestion of the employees on my decisions. I always provided the direct guidelines for the employees to perform better and to complete the roles that are given for me to complete (Cron et al., 2010). So, it can be illustrated that the use of democratic model of the leadership helped me to maintain a good relationship with the employees and to complete my all responsibilities timely effectively. Apart from this, it can also be determined that the al staff of the firm was also highly motivated that helped me to effectively use the democratic model of the leadership and to complete the internship successfully on time.
- How am I as a leader?
| S. No. | Leadership Quality |
| 1 | Being as an assistant manager and the ladder, I always try to motivate the employees to develop a learning and friendly working environment. |
| 2 | I always try to lead the employees into a right direction |
| 3 | I make ensure that regular feedback is provided for the employees about their work and the performance so that they can develop their competence and productivity. |
In this report, the democratic leadership model has been used by me during my internship program in AMR clothing company. This democratic model of leadership is very useful and effective for analyzing and improving the performance of the staff and others in the organization. It has also helped me in taking effective decisions in the crucial and challenging situations. It further has helped to get an outlook of other members on the problem as in democratic model everyone has the ownership to participate in the decision making process (Crowfoot, & Wondolleck, 2012). It also helped to motivate me and increase my morale in accomplishing the tasks and goals. As it is seen, that the motivated employees work harder and attentively to achieve their objectives and goals in a dynamic environment. It also helps to build a strong relationship among the team members as well as in the organization.
It is also one of the major and important skills that is highly used by the leaders and the managers in the firm to manage the work and to sustain the firm fir a long while. The use of negotiating skill defines that how an individual can express their feelings and the though in front of other about any particular matter. At present, there are different firms that demand to have the person who has the negotiating skill and can do the proper communication with other people within the firm (Goldberg et al., 2014). Additionally, negotiating skill also help the individual by increasing the different other skills such as leadership, communication, managerial, etc that directly assist to sustain for a long time in the firm.
Literature review
In the research of King et al., (2010), it is determined that there are different kills are required in the person to be the best negotiator and to develop the negotiation skills. In this, it is also stated that leadership skills are quite necessary for the individual to develop the negotiating skill. It is because it helps to manage the other person and the people at workplace. Apart from this, it is also determined that skills that is effective to describe the behavior of the other people easily at the time tom doing the conversation on some specific and the particular topic is called a negotiation skill. But at the same time, in the research findings of Koellner et al., (2011), it is stated that it is not possible for an individual to describe the other people personality and their think by using the negotiation skills. It is because there is a need for the individuals to have some other skills as well to better understand of the other people behavior.
In the same concern of this, from the research findings of Laudon et al., (2012), it is evaluated that there are some specific positions and the people those have the need of using the negotiation skills as compared to all individuals in the firm. In like manner, in the research of Jones, and Alinier (2015), it is identified that there are various types of negotiating skills models such as Win Lose model, Lose-Win model, Win-Win model and the Lose-Lose model that are used by the managers and the senior managers for better handling of the work. Likewise, in Win-Win model, both parties complete and fulfill their need with doing the negotiating with each other by using these models. But in the use of Win-lose or Lose or Win model, there is only one condition to win and loss and in this, one party wins and one loss. Apart from this, in Lose-Lose model, both parties loss their level of the satisfaction in case both parties are not able to do the better negotiation or communicate with each other. Besides from this, from the findings of King et al., (2010), it is determined that in the concern of the clothing firm, the use of Win-Lose models and Win-Win model is appropriate. It is because the use of these models provides the full satisfaction for the customers in terms of providing the quality in the products and different benefits.
(Source: Knott, and Scragg, 2016)
As per the discussion of various literatures, it is determined that there is a vital role of the negotiating skill in the performance of individual at the workplace. During my internship, it is determined that there are different responsibilities that are to be followed by me and these all responsibilities increase the requirement of negotiation skill in me. There are also different models that can be used by me to I adopted Win-Lose model during my internship. The reason in this is that there are various situations that are faced by me but in one condition that I faced was quite appropriate for me as per the Win-Win model. It is because in one condition of that situation I win and in other I lose (Lindegaard, 2010). For instance, I was responsible to maintain monthly reports and the cash book. So, one day in the last of the month I was preparing the monthly report of all sales and the revenue it is noticed that there is a different of $60 in the actual sales and the report. So, I just called a meeting of all sales and account department and I was thinking that it was the mistake of the sales department. But when in the meeting I analyzed each and every record then it is find out that it was the entry of the next month and by mistake I made this in the same year. Because of this, it can be determined that I just followed the Win-Lose model in my internship.
How am I as a Negotiator?
| S. No. | Negotiating Quality |
| 1 | I have the power to easily convenience the other person or the employees that helps them to successfully achieve the goal and the objectives |
| 2 | I was also a good listener that was helpful for me to get the clear understanding about the things properly and accordingly communicate to others. It also helped me to get success in the firm and to perform better |
| 3 | For overcoming the communication barriers, I always used the effective and communicative ways |
The use of Win-Lose Model was quite helpful to handle the different situations and to manage the employees work and the conflict among the employees, customers and other staff of the firm. By using this model, it was easy for me to develop an effective relationship between the employees and the customers and to increase the productivity of the employees as well. The use Win-Lose Model is also helpful for the all teams or the individuals to learn that how to negotiate and to communicate with the other person and how handle the complex situation as well (Mayer, 2010). It can be determined that in order to perform well in the firm and to effectively handle the all job responsibility, it is needed for an individual to have the negotiation skills. The model of negotiation helps in the different situations and through this individual learns and gets experience to handle the various situations in an effective way.
In order to overcome different issues in the firm and to mitigate the possibilities of raising the conflict among the employees, the use of problem solving skills is quite mandatory for the managers within the firm. There are different types of problems related to the personal and the professional life that are faced by an individual. So, if manger has the problem solving skills then it will be effective for the managers or for any individuals to overcome these problems and to effectively handle the work within the firm (Pugh, 2016). Besides from this, problems solving skills not only helps to overcome the different issues and the problems but also it is also helpful to develop the some other skills like analytical skills, communication skills, etc. It helps to think logically and increase the work productivity. Therefore, it can be determined that problems solving skills is useful to solve the problems and the issues and to manage the work as well as working environment effectively.
Form the research of Van Aken et al., (2012), it can be stated that there is a vital role of the problem solving skills in the success of the firm by overcoming the various issues and the challenges among the employees. This skill is used by the leaders or the managers to minimize the organizational issues and to achieve the goals of the firm effectively on time. Apart from this, from the research findings of Weissbein et al., (2011), it is defined that there are different roles and responsibilities that are followed by the managers to successful business management and to handle the entire work.
On the other hand, from the research findings of Van Aken et al., (2012), it is determined that there is not any vital role of the problem solving skills in the success of the firm and to manage the conflict and the issue related to the employees.. Additionally, in the support of the importance of the problem solving skills, in the research of Jones, and Alinier (2015), it is defined that the problem solving can be considered as a process that is used to access, analysis, evaluate and plan the issues. It helps to get the in-death and clear understanding about the research issues and also suggest the ways for managing the issues effectively on time. Besides from this, in the research of Liu et al., (2010), it is also determined that the process of problem solving is also helpful to overcome the communication gap and to get the exact and the effective solution of the issues and the problems.
(Source: Van Aken et al., 2012 )
During my internship in AMR clothing, there are various responsibilities and duties on me such as keeping in check the stock amount, maintaining monthly reports, sales, maintaining cash books, submitting reports to the accounting department, etc so there are various problems and the issues that are faced by me. So, in order to overcome different issues, problem solving process is used by me. For instance, during my internship a problem was occurred that creates so many hurdles for completing the responsibilities and the duties. So, one day, a person came to our firm and he was claimed that the all clothes that he bought from our firm are garbage due to the heavy rain and in effective supply chain (Abu-Nimer, 2012). It was the big issue for the firm because it was creating the loss approx $24000 for the firm. But at the same time, as per the firm rules and the regulation, our firm was reliable to play half amount of the loss but unfortunately that person was not ready to hear any single word and terrify the firm manger to see in the court. Our firm is one of the best and leading firms in the market and any case against the firm in the court could damage the name of the firm as well as the trust of the customers towards the firm. So, I was an assistant manager in the firm so my manager asks me to handle this situation and overcome this issue.
As I have the problem solving skills so firstly I conduct a meeting of that person and ask him to carry all agreement paper regarding the business (import and export) the material. I said to him to read the papers before doing claim. In that paper, it is clearly mentioned that in any miss happening then both parties will be responsible. I explained this and some other signed papers rules and norms. It made easy to handle the situation and the issues that will be risky for the firm in the business and the all business practices (Brown, & Harvey, 2011). My managers and the CEO of the firm were quite happy and offer me a regular job in the firm.
- How am I as a Problem Solver?
| S. No. | Problem Solving Quality |
| 1. | I have a capacity to understand the issues and problems, which are going to the working environment. |
| 2. | I also use my smart skills to immediately solve the problem with an effective manner. |
| 3. | I always use the ability to analyse the problem and effective and efficient evaluation of the problem. |
The problem solving skill facilitates to provide the alternative solution of the problem for the development of the organization. I follow the problem solving process to get an effective and alternative solution. First, the problem is identified by me by the use of problem solving skill that provides me help to evaluate the cause of the issue. After the identification of the problem, I tried to generate the alternative to develop an effective plan that is useful for the solution of the issues. The issues can be sold out by the problem solving skill because it develops the successful communication between the employees and managers to the solution of the problem. The entire selective alternatives are evaluated in the problem solving process and the proper alternative is selected (D’Zurilla, & Nezu, 2010). At the final stage of the problem solving process, the alternative is implicated in an effective manner to obtain an effective result of the issue. The solution of the problem provided a brief idea about the managerial skills and employee conflict. In my opinion, the problem solving process is well effective for this organization. In this process, I learn that how to acquire the proper solution of the problem and that improved my personal skills and professional career.
Change management is the process of adopting the change to develop the organization and achieve the organizational outcomes (Anderson and Anderson, 2010). It is a systematic process where current working operations of the organization completed by the use of new methods. The proper identification of the problem is very necessary to manage and develop the overall system. The change management modifies the managerial practice effectively to sustain in the changing environment. The opportunity of the business can be captured by the assistant manager to solve the each and every problem of the organizational task. The skills of change manager can also provide facilities to focus on the attraction of new customers and make the plan for the organizational development. The performance of the employees can be increased by the change in operational activities and by introducing new practices to the working environment.
In the word of Paterson and Chapman (2013), change management offers new ideas, behavior, method, and techniques of the organization for developing the skill of the employees. The change management skills can be helpful for the change manager to understand the new techniques of making effective decisions by the implementation of new strategies. According to Raineri (2011), Change management skills are very helpful to the manager to achieve the goal of the organization by competing for the project on time with manage all the issue. In the view of Hayes (2014), change management needs the help of stakeholders, customers, and employees for effective implementation by the clarification of the issues that are occurring in the organization. Similarly, Pandey et al., (2010) stated that the change manager provides changing strategy for the betterment of the organization and develop the skills of the employee by the increment in the efficiency. In contest to this, Husebø et al., (2015) depicts that change management is helpful to the organization because it implements the innovative ideas, strategies and technologies to attract the more customers in the organization and make them loyal towards the organization. Additionally, Kool and van Dierendonck (2012) explained that the change management skill helps the change manager to provide the direction of achieving the maximum output by the use of new strategies in the organization. In other words, Muthalagu (2017) stated that the change management can help the management to gain the competitive advantages by the adoption of new technology and mordent ideas in the organization Kool and van Dierendonck, (2012).
There were several challenges and issues concerning the change management, which had faced by me into the internship period. I have been handled them carefully to increase the efficiency of the change management. As an assistant manager in AMR clothing company, I have faced a problem of manage the staff members with an effective manner and I used my change management skill to provide a systematic schedule to the staff in the organization that is solved the problem. Additionally, I have several responsibilities to manage and provide the security to the organization and I have needed effective skills to identify the reasons and situations to handle the problem. I was responsible for providing the effective coordination between the employees to implement the change strategy. Similarly, the coordination can help the workplace to provide the effective implementation of the innovative policies and strategy. The manager of the company also given me responsibilities of buying new and effective equipment or tools to modernize the customer needs of the clothing and make them loyal toward the organization. On the other hand, I had built up a useful relationship between the suppliers and sub-contractors to fulfill my responsibility. It found that my performance as a change manager was average due to lack skills and knowledge. Additionally, the company was not provided me the critical and confidential information during the internship program because of security purpose. Finally, I was provided best service to the company for rapidly changing in the organizational environment to increase the sales of the company. From the research of Paterson and Chapman (2013), it is determined that there is also one of the major important skills that help the employees to sustain the firm for a long time person and to perform well. There is a rapid change in the technology and the environment that creates the issue for the firm to sustain in the market and to develop a good base of the customers. So, it is essential for the managers of the firm to have the change management skills that assist the firm to change the business process and the managerial practices according to the change in the business environment (Raineri, 2011).
- How am I as a change management?
| S.No. | Quality of Change Manager |
| 1 | I try to consult with the other employee or company staff for making change management decision. |
| 2 | I always use my ability to convince the employee for the effective or positive change in the organization. |
| 3
|
It is tried that the change management should be beneficial for both employees and organization. |
During the internship, I gained the knowledge of change management skills. Change management skill plays a vital role to increase the sale of the organization in the market. In addition to this, change management is very helpful to attract the new customer and make them loyal for purchase the product regularly by the use of the effective implementation of the new ideas and skills. It is found that AMR clothing company has low flexibility in the management system which restricts the frequency change in the organizational environment. The managerial system of the company requires various changes to improve the efficiency of the product and increment in the market share. An effective change management is helpful to handle the problems, so I take some innovative steps during my internship program to improve the working process of the organization.
The reflective practice provides the reflection on the performance of individual and learning skills by the use of different tasks or duties. In the words of Husebø et al., (2015) stated that reflective practice helps to observe and analyze the performance of an individual to develop the managerial skills. I identified and understudied my strength and weakness at the workplace by the reflective practice that has helped me to develop and improve my learning skills for the effective management of the organization. So it can be said that the reflective practice includes the learning the self-development by an individual. Paterson and Chapman (2013), defined that reflective practice is a study that is conducted by an individual which was learned from the work on own experience and behavior in the organization. The reflective practice plays a vital role for an individual for his or her overall life by disclosing the learning and experience at the time of working. It is found that reflective practice provides the learning of the different sectors of the society such as education sector, health sector etc. In opposition to this, there are several kinds of literature that define the other models for supporting the reflective learning such as Gibbs Reflective Cycle, Kolb’s experimental learning, etc. Similarly, Husebø et al. (2013) define that the Gibbs Reflective Cycle theory is a model that is used for achieving the work performance of the organizational by reflecting the experience and learning of an individual.
(Source: McCleskey, 2014)
Gibbs reflective cycle defines the perception, views, and feeling of the performance of an individual and it is developed by the inspiration of the Kolb’s learning cycle. This theory defines the stages that include the description, feelings, evaluation, analysis, conclusion, and action plan through these stages an individual reflects on practices (Gattermeyer, et al., 2013). I used the Gibbs Reflective Cycle that provides help me to analyze my learning and performance in the course of reflective practice. This reflective cycle is also helpful in the evaluation of the performance critically and it reflected on my actions and learning during the working in the organization. During the internship program, this reflective model is provided me the ability of deeply analyze own performance with the experimental learning by reflective practice. It provided me some opportunity of analyzing and developing the knowledge and skills that also solve issues that are faced by me during the internship.
During my internship program, I face several problems and opportunities in the AMR clothing company due to completing my responsibilities. The top-level managers of the organization provided me some responsibilities that help me to learn a lot of new things and ideas. All the learning things are helped me to develop my personality and professional life. I compete with several issues during the training period because I was to manage the staff members and work of the company in an effective manner. Additionally, I solved the issues by required changes and improvements that help the organization for future development. I can recommend the organization for making changes in their organizational working system for the effective result of the work. After the analysis of my performance in the organization, I can also recommend to the employees that they should provide the effective product to the customers and satisfied the customers by developing new designing clothes by making changes in the organization. It can be recommended to the employees that they should also update their skills and knowledge of effective and designing products for the customers. It is recommended to the organization that it should also provide the training to the employees that can motivate them and encourage the moral by the development of skills and knowledge and it can also help the employee to take the decision with the benefit of the solution of the problem. It is also recommended to the top managers of the company that they should provide the continual supervision to the employee for the work and take action on the complaints of the consumers regarding the product quality. At the same time, it is recommended for the human resource department that provides the training to the new employees and old staff members for enhancing the ability to work.
The above whole reflective report describes the internship training learning and opportunity which I achieved by participating as an intern in the organization’ AMR clothing company’. The overall report is focusing on the different managerial skill which I developed or adopted while performing the roles or duties of Assistant Manager. While doing the internship training, I developed some managerial skills that provide me help to achieve the objectives and fulfill the responsibility. The reflective report also supports me to define and summarize the training period and it helps me to develop my learning and managerial skills. Additionally, it was supportive in self-performance analyses by the comparison with the suitable model. It is concluded after the performance analyses that the model which is implemented not highly suitable for all situations or responsibilities. I was handling the responsibility as an assistant manager and I was to manage daily activities, management of the recruitment and selection process, manage and implement the changes in the organizational policies, responsibility to manage the complaints of the customer and manage the staff members. At the time of internship, I learned the managerial skills, such as- setting the goal, effectively achieve the objectives, deal in unfavorable situations, multitasking performance, etc. to take corrective decisions. Through the internship program, I developed my leadership, negotiating, problem-solving and change management skills and these skills are observed by the top management as a performance appraisal system. According to the top managers, my change management skills were not highly impacting on the results because at the workplace, I had limited power of taking decisions and make the complete changes. The overall study is helpful to provide the clear understanding about my improvement in skills. Finally, I concluded that the reflective practice was played a specific role to change my professional life by skill development by perfectly analysis performance.
Abu-Nimer, M. (2012). Dialogue, conflict resolution, and change: Arab-Jewish encounters in Israel. USA: Suny Press.
Anderson, D. and Anderson, L.A., (2010). Beyond change management: How to achieve breakthrough results through conscious change leadership. USA: John Wiley & Sons.
Barsky, A. (2016). Conflict Resolution for the Helping Professions: Negotiation, Mediation, Advocacy, Facilitation, and Restorative Justice. USA: Oxford University Press.
Brown, D. R., & Harvey, D. F. (2011). An experiential approach to organization development.
Cron, W. L., DeCarlo, T. E., & Dalrymple, D. J. (2010). Sales management: Concepts and cases. UK: John Wiley & Sons.
Crowfoot, J., & Wondolleck, J. M. (2012). Environmental disputes: Community involvement in conflict resolution. USA: Island Press.
D’Zurilla, T. J., & Nezu, A. M. (2010). Problem-solving therapy. Handbook of cognitive-behavioral therapies, 3, 197-225.
Dyess, S., & Sherman, R. (2011). Developing the leadership skills of new graduates to influence practice environments: a novice nurse leadership program. Nursing administration quarterly, 35(4), 313-322.
Gattermeyer, W. and Al-Ani, A. eds., (2013). Change Management und Unternehmenserfolg: Grundlagen—Methoden—Praxisbeispiele. Springer-Verlag.
Goldberg, S. B., Sander, F. E., Rogers, N. H., & Cole, S. R. (2014). Dispute resolution: Negotiation, mediation and other processes. New York:
Haimes, Y. Y. (2015). Risk modeling, assessment, and management. USA: John Wiley & Sons.
Hayes, J., (2014). The theory and practice of change management. UK: Palgrave Macmillan.
Hicks, M. J. (2013). Problem solving in business and management: hard, soft and creative approaches. USA: Springer.
Hoffman, R. C., Shipper, F. M., Davy, J. A. and Rotondo, D. M. (2014). A cross-cultural study of managerial skills and effectiveness: New insights or back to basics?. International Journal of Organizational Analysis, 22(3), pp. 372-398.
Husebø, S.E., Dieckmann, P., Rystedt, H., Søreide, E. and Friberg, F., 2013. The relationship between facilitators’ questions and the level of reflection in postsimulation debriefing. Simulation in Healthcare, 8(3),135-142.
Jones, I. and Alinier, G. (2015) Supporting students’ learning experiences through a pocket size cue card designed around a reflective simulation framework. Clinical Simulation in Nursing, 11(7), 325-334.
Kazdin, A. E. (2010). Problem-solving skills training and parent management training for oppositional defiant disorder and conduct disorder. Evidence-based psychotherapies for children and adolescents, 211-226.
King, D. K., Glasgow, R. E., Toobert, D. J., Strycker, L. A., Estabrooks, P. A., Osuna, D., & Faber, A. J. (2010). Self-efficacy, problem solving, and social-environmental support are associated with diabetes self-management behaviors. Diabetes care, 33(4), 751-753.
Knott, C. and Scragg, T. (Eds.). (2016) Reflective practice in social work. UK: Learning Matters.
Koellner, K., Jacobs, J., & Borko, H. (2011). Mathematics Professional Development: Critical Features for Developing Leadership Skills and Building Teachers’ Capacity. Mathematics teacher education and development, 13(1), 115-136.
Kool, M. and van Dierendonck, D., (2012). Servant leadership and commitment to change, the mediating role of justice and optimism. Journal of Organizational Change Management, 25(3), pp.422-433.
Laudon, K. C., Laudon, J. P., Brabston, M. E., Chaney, M., Hawkins, L., & Gaskin, S. (2012). Management Information Systems: Managing the Digital Firm, Seventh Canadian Edition. UK: John Wiley & Sons.
Lindegaard, S. (2010). The open innovation revolution: essentials, roadblocks, and leadership skills. UK: John Wiley & Sons.
Liu, J., Siu, O. L. and Shi, K. (2010). Transformational leadership and employee well‐being: The mediating role of trust in the leader and self‐efficacy. Applied Psychology, 59(3),454-479.
Mayer, B. (2010). The dynamics of conflict resolution: A practitioner’s guide. UK: John Wiley & Sons.
McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly, 5(4),117.
Moore, C. W. (2014). The mediation process: Practical strategies for resolving conflict. USA: John Wiley & Sons.
Muthalagu, I., (2017). Data Modeling for Engineering Change Management Processes in Engineering Industries. International Journal of Computer Engineering & Technology, 8(1).
Pandey, D., Suman, U. and Ramani, A.K., (2010), October. An effective requirement engineering process model for software development and requirements management. In Advances in Recent Technologies in Communication and Computing (ARTCom), 2010 International Conference on (pp. 287-291). IEEE.
Paterson, C. and Chapman, J., (2013). Enhancing skills of critical reflection to evidence learning in professional practice. Physical Therapy in Sport, 14(3),133-138.
Pugh, L. (2016). Change management in information services. UK: Routledge.
Raineri, A.B., (2011). Change management practices: Impact on perceived change results. Journal of Business Research, 64(3),266-272.
Renko, M., El Tarabishy, A., Carsrud, A. L. and Brännback, M. (2015). Understanding and measuring entrepreneurial leadership style. Journal of Small Business Management, 53(1), 54-74.
Van Aken, J., Berends, H. and Van der Bij, H. (2012). Problem solving in organizations: A methodological handbook for business and management students. England: Cambridge University Press.
Weissbein, D. A., Huang, J. L., Ford, J. K. and Schmidt, A. M. (2011). Influencing learning states to enhance trainee motivation and improve training transfer. Journal of Business and Psychology, 26(4), 423-435.
