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Reflective Journal


In this essay, I have undertaken the task of explaining what I want from my work life, which is foreseeable. Different individuals have different aspirations and the reasons are rooted deep in their consciousness. Whatever an individual chooses, is what they think suits them the best.

Keeping all of that in mind, we cannot deny that sometimes one’s preferences might incline towards one thing but it does not necessarily have to be the right choice for them. They might be needing guidance when it comes to making the correct decisions.

Important factors in the work role

Work roles are essential and I feel certain factors are of utmost importance to an individual who is an employee.

  • Turning out to be and feeling like a vital piece of the organization is critical. Simply getting a check will not get the job done. They need to feel like they are there for a more noteworthy reason. Causing them to feel that is significant; that is something that goes past work.
  • Representatives should receive appreciation for their work specifically. This is not just a fact that participants are exceptional concerning their efforts and accomplishments (Johnson et al. 2018). We see and praise because we must strengthen a specific effort or outcome that helps the company. The more these individual behaviours are viewed, the more often a worker rehashes them. That is the reverse of the preparation of delegates. This is because we must remain far removed from unambiguous practices that do not extend the business estimate.
  • Being forward-thinking in these zones not simply helps labourers with feeling instructed; the information truly makes them choose the best decisions in their ordinary activities. As often as possible, the board would consider a to be as choosing incorrectly decisions, when truth be told the labourer chose the best decision reliant on the information the individual has.
  • An understanding administration board is a gift for any specialist. A thoughtful board would infer that the representative would feel a suspicion that all is well and good while carrying out his responsibility. It would bring about outright faithfulness from the workers, guaranteeing customary and steadfast clients with it (Galetic, 2020). Great work and exertion consistently bring about drawing fresher and stable clients to the affiliation, keeping up its notoriety.
  • Give the representatives difficulties that are more current, it would keep them put resources into the work. It is a characteristic human quality to feel threatened by something new. Thus, it would be extremely advantageous for the association to keep its labourers drew in with fascinating work (Kotsopoulos et 2017). The all the more testing the work, the better endeavours got from the labourers.
  • If all the agents can pass on and shed their limitations while chatting with each other, it would for each situation dissipate any disarray air concerning any constant complexities and in the end, keep up a vital good way from disorder.
  • The course of action of a sentiment of bearing is the splendid standard for running a powerful affiliation. If the staff were not imbued with highlights to show up at a target, the whole association would fall to pieces (Cuganesanet al.2018). Correspondence is really, what makes it easier to pass on the targets and considerations as ordinary get-togethers and discussions.
  • The work culture is in particular for every association and we plan to make our own a pleasant one. We need not bother with our delegates to break under pressure; our readiness should make them fit for dealing with an issue similar to destroy it through master lead procedures. This would keep up a positive and free work feeling.
  • Compelling oral relational abilities to have the option to make introductions for your customers and make every bit of it look persuasive enough (Warmerdamet al. 2018).
  • Great listening abilities never leave a pattern. On the off chance that your worker is not able to do mindfully listening to your directions and deciphering them to at last lead to usage, at that point it can perpetually represent a danger to your business bargains.
  • At last, great wages can never turn out badly. Offer the representatives a decent sum for every one of their endeavours and that can make them remain occupied with your organization. No one dislikes a decent examination (Groulxet al. 2017). This would propel them to improve in the coming days. It will resemble getting their merited work’s worth.

Irregular sacking and uncertainty can impart consistent dread in the labourer’s psyche. That will not be useful for business by any means. If the representatives are working in steady uncertainty, at that point they will not have the option to focus their attention on simply the work. Their psyches will stray with stress and a circumstance of frenzy will win.

Legitimate agreement restoration arrangements must be gotten underway. It would ingrain them with a protected inclination (Fehret al. 2017). Setting up a base measure of agreement time is basic to cause them to feel secure about their employments and a legitimate timeframe must be given before terminating with the goal that they realize that they generally have a subsequent arrangement to swear by.

Work environment preferences

I have a mixed bag of preferences. Working alone is something that I feel gives you a lot of space and time for yourself and I enjoy doing it. However, I also feel that there has to be a team to back you up when you need it. A preferable work environment for me would be when everybody is assigned certain portions of the work and after they are done, they sit down together to figure out the mergers and the alterations, if there are any (Pylväset al.2018).

That feels ideal to me because you do not feel too pressured or even entirely on your own. Too much of anything is not preferable. I also like the variations in my work. Doing the same thing repeatedly for a prolonged period can get on my nerves. I do not like monotonous work. It does not keep me engaged. Changes and challenges make me work harder as well as keep me invested in my work.

The constant need to do better runs me. People end up doing work just for the sake of money but that, I feel is a bit unethical. I would not want to do something that I do not believe in, or oppose, just for the sake of money. Money most certainly is essential and there is no shame in admitting that. Nobody can deny its importance. I believe perseverance and consistent efforts can take you a long way.

Chasing money in today’s world is important or you will just end up feeling like a loser; I am certain nobody wants to feel that way (Wanget al.2019). However, if you choose meaningful work then it would a lot less difficult for you to keep at it. Whatever an individual chooses, is what they think suits them the best. Keeping all of that in mind, we cannot deny that sometimes one’s preferences might to incline towards one thing but it does not necessarily have to be the right choice for them.

It is simple- imagine watching a movie that has actors you are not fond of and another movie whose plot you might not like but admire the actors; it is the same. There are issues on both ends but what matters is the substance, the plot. You should always go for that, at least I do.

 Understanding the module

Whatever that I have studied and learned in my life has made me the person that I am today. All my opinions, standpoints, and my whole stance towards life have been shaped by that. Social sciences not only make you aware of societal issues and workings. It also gives you a deeper understanding of the social fabric. That, I feel, gives you an edge over others. While others might just be looking at the world from one perspective, you have multiple. You develop the ability to analyze and compare and then concluded (Paulet al.2016).

There have been multiple theories by multiple thinkers who have propagated them all around. If you take a deeper and closer look at those, you will understand how beautifully they have paved a path for us. Believing in something or following an ideology in life is important. It develops character and strengthens it at the same time. Do not take it for granted. The same goes for corporate behaviour and life. The world is competitive and you need to be at your best if you want to survive. Organizational behaviour can be a guideline for you to maintain.

  • Compliance with the nature and reach of the mission.
  • Contrast true assessments of the task execution to the nature of the transition analysis pattern: “How different is this undertaking from the first arrangements?”
  • The certainty of the cause and improvement rates
  • Resolution of the shift criteria e.g. if restorative or therapeutic action is required
  • To meet all requests for improvement and recommended interventions through an essential change management mechanism (no matter whether recovery or prevention).
  • Whenever the change demands endorsed affects the general extension and cost benchmark for the undertaking, all progress is managed, reported, and properly imparted at that point, the degree articulation, Work Breakdown Structure (WBS), and cost gage.

Organizational behaviour is an investigation into what and the person believes, feels, or does, whether as an entity and as an assembly. It addresses the emotions and actions, group exhibits, processes, and related mechanisms of individuals (Kotsopouloset al. 2017).

It helps analyze and recognizes the vast number of factors necessary for a successful and productive relationship. Though OB is essentially an administration speciality, it is multidisciplinary and derived from humanism and brain science even as alter psychology, political philosophy and financial matters are for a little domain.


Taking into account, all that I have understood and come across, I feel that it would be best if the workplace were a free space that allows individual growth, instead of constant comparisons and judgment based on definite parameters. Proper perception of yourself and others is the key to a successful career. Perception is an important element of understanding, which is a broader idea than recognition.

Understanding is a psychological process that accomplishes information and includes the instinct, creative mind, thinking, as well as feeling of articles, questions, or occasions. It is about how people think and how recognition is overcome. The term “intellectual disharmony” refers to the psychological tension that occurs when there is a disagreement between an interpretation of documents, events, or circumstances.

This may be a very unpleasant meeting. From the viewpoint of a person, a major position will alter a lot. Simultaneously, if you do not encourage yourself to be filled with fresh insights and the insight your work provides, the probability of personal development is small. It is not only personal development; it is also essential for professional development, and this is what hampers this approach.

Reference list

Cuganesan, S., Steele, C. and Hart, A., 2018. How senior management and workplace norms influence information security attitudes and self-efficacy. Behaviour & Information Technology37(1), pp.50-65.

Fehr, R., Fulmer, A., Awtrey, E. and Miller, J.A., 2017. The grateful workplace: A multilevel model of gratitude in organizations. Academy of Management Review42(2), pp.361-381.

Galetic, L., 2020. COMBINING INDIVIDUAL AND COLLECTIVE EMPLOYEE INCENTIVES TO ENHANCE ORGANIZATIONAL PERFORMANCE/Unaprjedenje organizacijske uspjesnosti kroz individualne i kolektivne prakse varijabilnoga nagradivanja zaposlenika. Drustvena Istrazivanja29(1), pp.71-91.

Groulx, M., Brisbois, M.C., Lemieux, C.J., Winegardner, A. and Fishback, L., 2017. A role for nature-based citizen science in promoting individual and collective climate change action? A systematic review of learning outcomes. Science Communication39(1), pp.45-76.

Johnson, A., Nguyen, H., Groth, M. and White, L., 2018. Workplace aggression and organisational effectiveness: The mediating role of employee engagement. Australian Journal of Management43(4), pp.614-631.

Kotsopoulos, D., Bardaki, C., Lounis, S., Papaioannou, T.G. and Pramatari, K., 2017, June. Designing an IoT-enabled Gamification Application for Energy Conservation at the Workplace: Exploring Personal and Contextual Characteristics. In Bled eConference (p. 25).

Paul, M., Dutta, A. and Saha, P., 2016, April. Improving organizational effectiveness through workplace spirituality a41144nd organizational citizenship behaviour: a conceptual review. In Globsyn management conference 2015 (Vol. 1, p. 79). Allied Publishers.

Pylväs, L., Nokelainen, P. and Rintala, H., 2018. Finnish apprenticeship training stakeholders’ perceptions of vocational expertise and experiences of workplace learning and guidance. Vocations and Learning11(2), pp.223-243.

Wang, J., Dong, L., Cheng, X., Yang, W. and Liu, Y., 2019. An extended exploration and preferential return model for human mobility simulation at individual and collective levels. Physica A: Statistical Mechanics and its Applications534, p.121921.

Warmerdam, A., Newnam, S., Wang, Y., Sheppard, D., Griffin, M. and Stevenson, M., 2018. High-performance workplace systems’ influence on safety attitudes and occupational driver behaviour. Safety Science106, pp.146-153.


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