⭐⭐⭐⭐⭐ What So What Now What Model Of Reflection Driscoll
You are absolutely right in everything you say. Organizational cultures have what so what now what model of reflection driscoll big influence on our day-to-day what so what now what model of reflection driscoll. All these races what so what now what model of reflection driscoll subdivisions of humanity, but are distinguished by whether they live on Earth or in one of the afterlivesby possession of thematically contrasting supernatural powers what so what now what model of reflection driscoll, and Elizabeth Jennings Moments Of Grace Analysis the use of Antigone Character Of Creon drawn from the artistic traditions of different real-life regions. However, James encourages Mask to get back up and fight, activating his special ability and enabling What so what now what model of reflection driscoll to knock out Kensei with ease. Questions include:. However, no matter how varied and rich these products are, they are all about the one thing, the root of Google: online Dr. Joudis Speech On Prostate Cancer. Kanae, who was already weak at the time, eventually died three months what so what now what model of reflection driscoll.
What? - So What? - Now What?
Criticisms are: covers four different view points so not the most suitable if you wan to look at an area in depth from one angle. Mezirow model of transformative learning . Good for: First developed in although has been revised with increasing complexity up until ish. Personal development model. Involves critically evaluating your assumptions and deep reflection. Frames of reference, from different viewpoints. Reflection on content is shallow, but progresses to reflection on process and reflection on premise which leads to deeper reflection, leading to personal development.
Mezirow states reflection is only helpful if it leads to a transformation in self or learning from a dilemma. Criticisms are: This model would only be suitable if someone had the self motivation and time to integrate the learnings from using this model into their own behaviour and schemas, so is a long term model in this sense. Focuses heavily on rational and not emotional aspects. Atkins, S and Murphy, K Reflective practice. Nursing Standard 9 45 : 31—7. Journal of Humanistic Psychology 23 2 : Brookfield, S. San Francisco: Jossey Bass. Centre for the Advancement of Interprofessional Education. Gibbs G Learning by Doing: A guide to teaching and learning methods. London: FEU. Journal of Advanced Nursing. Adult Education Quarterly 32 1 : Mezirow J An overview of transformative learning.
Crowther Editors Lifelong learning: Concepts and context. New York: Routledge. Rolfe, G. Basingstoke: Palgrave Macmillan. It encourages you to consider assumptions Criticisms are: It may not be suitable for quick reflections on-the-go or for beginners. London: Sage. Like this: Like Loading OT Models: Applying theories in practice. All aboot Statistics. Pingback: Reflective Riz. Pingback: week 2 Blogging — Mohsinat Educational Blog. Pingback: References — Mohsinat Educational Blog. The organizational research change process from the view of Schein ; it is a fact that whenever an organization has the intention of changing the culture, it really takes time.
As we all acknowledge, to build an organizational culture, both leader and subordinate spend most of their time on learning, relearning, experiencing, as well as considering the most appropriate features. Sometimes, some changes are inevitable in terms of economic, political, technological, legal and moral threats, as well as internal discomfort Kavanagh and Ashkanasy ; Schein As the case in Schein , when a CEO would like to make an innovation which is proved no effective response, given that he did not get to know well about the tacit implications at the place he has just come. It is illustrated that whatsoever change should need time and a process to happen Blog ; Makhlouk and Shevchuk In conclusion, a new culture can be learned Schein , but with an appropriate route and the profits for all stakeholders should be concerned by the change manager Sathe All tacit assumptions of insiders are not easy for outsiders to grasp the meaning completely Schein It is not also an exception at any organization.
Google is an example of the multicultural organization coming from various regions of the world, and the national or regional cultures making this multicultural organization with an official culture for the whole company. In this case, the organizational culture of Google has an influence on the behaviors of manager and employee. In addition, as for such a company specializes in information technology, all engineers prefer to work on everything with data-evidence to get them involved in the meaningful survey about manager Davenport et al. This overview describes patient flow and links to theories about flow. Patient flow underpins many improvement tools and techniques. In simple terms, flow is about uninterrupted movement Nave , like driving steadily along the motorway without interruptions or being stuck in a traffic jam.
In fact, flow plays a vital role in getting stakeholders involved in working creatively and innovatively Adams ; Amabile ; Forest et al. Definitely, Google gets it done very well. In every social interaction, whether we are aware of it or not, we function as a leader. We not only reinforce and act as part of the present cultural dynamics but also influence it when introducing new cultural elements based on our values, beliefs and associated actions and behaviors Gifford and Peter Over time, these new elements have the ability to strengthen and enhance culture or eroding and weaken it. In deeper perspective, there is a difference between these two terms.
When the responsibility for creating and preserving organizational culture ultimately lies with a senior leadership, it is important to recognize that every employee plays a unique role as culture creator, evolver, manager, and leader Aldrich n. At Google, it must be admitted that they, founder, leader and manager all channel to create a comfortable place completely and a dynamic culture for getting the creativity of their engineers; as a result, the employees feel free and really enjoy their works Scott There is no longer barrier, concrete hierarchy between employers and employees, managers and engineers Garvin The head thing is to flow in work to produce the best product for the users.
This is a leader who can help all followers achieve the comfort and reap benefits for Google. The proficient technical knowledge cannot help an individual create a good manager: A good engineer with times higher productivity cannot make him the best manager. Having good technical knowledge is very important, but it is also the lowest of eight criteria set by Google. It cannot be denied the interplay of culture creation, reenactment, and reinforcement creates interdependency between culture and leadership.
It is not easy for outsiders to grasp all assumptions of the culture of a group. Cultures, as well as subcultures among different groups, are not identical. Culture resides within each individual, on the other hand, in each organization or community, there seems to be a hidden force to lead and instruct the ways that organization performs, which is called culture. Culture is created, reenacted, as well as reinforced through time. For example, as a new leader of an organization, he or she is the one to create and build on the norms for his or her group. Although each individual in that group comes from other small subcultures, working together in the new group, they have to follow and adapt to the new principles that are required by the leader.
However, there are some situations in which the leader is from another culture and move to manage in a deep-rooted cultural group, he or she is expected to adapt to the new environment, given that it is not easy to change the culture of a group quickly and completely. It means that culture has different associations in different organizations or subjects an individual, a group or class, a whole society.
This means that self-awareness of culture is directly related to individuals, groups and societies behaviors, as well as their cultural background Mor et al. Subsequently, that would reflect existing conceptions of the culture shape Sackmann and Phillips As we develop our self-awareness, not only can we express our own cultural identity, principles, and prejudices, but we can also start moving from enjoying our own perspective about that culture to being comfortable with a new perspective. The consciousness of culture takes us to a further growth step of seeking the similarities to the complexities of the culture based on the differences of other cultures Quappe and Cantatore Despite small and medium or large enterprises, human development is a factor of corporate culture.
A leader, the most important individual of an organization, is the most responsible for building the corporate culture. They, therefore, must be the example of building a corporate culture. They must make wise decisions in building a culture of values and must be a successful leader in achieving the goals set out to motivate the members of the company. Then, a new culture of a business can explore and discover the potential of all members Schein However, each leader brings a different way of behavior, and thinking, which includes working among subordinates.
When a leader would like to change the tradition, the norms in working relationships and principles rooted by the previous leader, the employee must adapt a new way of thinking, behaving and working. In some cases, it may be a challenging time for some followers and conflicts may emerge given misunderstandings in the different tactics between the new leader and the follower. Hence, in order to obtain a successful culture change, the change manager should have an obvious plan for his culture change strategy Kavanagh and Ashkanasy It means that the culture that a leader creates play an instrumental role in the success of the business. The existence of subcultures has been discussed in many papers Howard-Grenville Subcultures can be shaped in the organization around levels of hierarchy Riley or around the uniqueness of the roles and structure of the business, such as departments Hofstede , function, and occupation Van Maanen and Barley Also, subcultures can be distinguished around private contacts, networks, and individual differences, such as ethnic groups and gender groups Martin In contrast, a variety of approaches build the subsequent expectations on the correlation between the corporative agreement of stable development and organizational culture, including various subcultures can exist within an organization and various attitudes of participants of each subculture.
In comparing leaders of Google Inc. Hsieh explains living by these core values to create an authentic culture within Zappos. These values took over a year to be developed and were revisited annually through the utilization of employee insight and reflection. Zappos takes the importance of culture fit in their hiring. This recruiting strategy gets people to be closer to Zappos than others. Therefore, they can study more and talk with the employer about their abilities and interests. It seems that Zappos cares about and want to know the candidate, who may become a part of the team in the future.
It is really inspiring to live and work in the Zappos environment where all employees are encouraged to be themselves. It took Tony Hsieh a long time to find out these core values in order to build a successful organizational culture. With his hard work in this area, he really deserves the success. He has succeeded in creating a working place where all employees feel extremely comfortable. We can feel that all employees are not coming here to work, but to enjoy the journey to their ultimate creativity and bring back the real and wonderful shoe products for their customers with their distinctive flow. These are things leaders should consider if they would like to set up a successful and efficient organizational culture.
In his textbooks Hsieh a ; Hsieh b , Hsieh cued some ways of cultural assessment, such as through individual and group interviews, surveys and questionnaires, problem solutions, cultural assumption identifications and subculture concerns. In fact, it is not easy to evaluate a culture due to the fact that culture is deep, stable, and complex. Culture is the underlying assumptions of each individual and group; never can these instruments like questionnaires or surveys determine its identity. However, identifying cultural assumptions at a certain level can facilitate the process of cultural assessment.
Moreover, it is believed that understanding the process can also be a preparation for each individual to evolve or change culture even. Although Google and Zappos do business in different fields, they share the same point of establishing an organizational culture to bring the best for their employees. Zappos creates a culture of happiness Hsieh b and Google creates a motivating place to work Crowley ; Garvin et al. Google builds a workforce which reflects and understands the needs of all employees. The question is raised, what cultures are you a member of? Which has the greatest influence on you day-to-day? From our research, the notion of culture has been improved a lot. It is not as simple as we originally thought. There are many different ways of living, beliefs, and core values, and what we witness cannot fully express the culture of a group or an organization.
If we want to understand explicitly what culture is, we must get to know the backgrounds and histories of the insiders from that cultures, as well as subcultures. From what we know so far, every group or community has their own group culture. Whenever a group has enough common experience, a culture begins to form. Moreover, the culture is sometimes considered to be similar, but there is always a particular distinctive discrepancy that differentiates the culture of this group from others and one is believed to belong to more than one kind of cultures during the course of their life.
Therefore, we could be working under multi-positions, as well as some other kinds of societies such as class, professional club etc. We are a member of some kinds of subcultures and enjoy the culture of our country. Organizational cultures have a big influence on our day-to-day practices. These cultures require us to try hard to improve our interpersonal communication, as well as boost our own identity in society. Although the norms from the subcultures may have impacts on our behavior to a certain extent, we find that they all accumulate to supplement for our diversity and we can compare them to choose the best practices to serve our followers. The connection between them is vital, but it is only a part of the study. In the case study, it is obvious that the feeling of connection among management, employees, and customers accommodate a competitive advantage.
Whenever we approach a new organization, there is no doubt that we will try to know more about the culture of that place, the way of thinking, working, as well as behavior. And it is likely that the more diverse culture of a place is; the more difficult for outsiders to assess the culture of that place becomes. The achievements of Google and Zappos proved that they clarify ways they apply to assess an organizational culture successfully. They create a good connection among their stockholders, partners, followers, customers, and newcomers. So, what is the fantastic connection? Chapter one in Stallard , the connection is what transforms a dog-eat-dog environment into a sled dog team that pulls together. In addition, a leader must not create a barrier between him and employees.
Instead, a leader should be the opener and more harmonious in their relationship so that subordinate can feel at ease when they would like to comment or share their opinions. We totally agree with this point because of the fact that if a leader does not set the tone first, no employees dare to express their issues. It will make it difficult for a new organizational culture to become common and cultural boundaries will be difficult to solve. All in all, a leader is a key feature in fostering the organizational culture or connection culture. The core factors of a connection culture that fit these human needs are vision, value, and voice.
In this modern world, with the development of science and technology, multinational companies, multicultural unit, each person experiences more than one culture during the course of their life, it is vital for each of us to be trained to become a culture expert in some extent. The most common set of diverse culture is at the workplace, we must communicate with different people from different culture, diverse ways of thinking, behaving, working as well as feeling, people should be wiser to realize that diverse cultures and deal well with them to avoid cultural shock. Google and Zappos are the places of connection culture. Multinational people come and work together, so culture intelligence is a necessary quality for a more successful future leader.
He or she not only learn it for himself or herself but also for his or her followers. It is his or her responsibility to coach and chooses which culture is the most suitable for his or her organization. This is really useful and noteworthy for other businesses, tomorrow leaders, and all of us in an attempt to help us to survive be harmonious in this world.
Moreover, the culture is maybe sometimes considered to be similar, but there is always a particular distinctive discrepancy that differentiates the culture of this group from others and one is believed to belong to more than one kind of cultures during the course of their life. We, therefore, could be working under multi-positions, as well as some other kinds of societies, such as class, professional club, etc. We are a member of several of subcultures and enjoy the culture of our country. Reflecting on the personal and working experiences and on the research we have read, we discovered eight important points that Google reflects:.
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