Reflective Manager Essay Example | Topics and Well Written Essays - 1000 words

Reflective Manager - Essay Example As Wiesen (2011) states, â€Å"the purpose of employee development is for workers at a company to learn skills that they can use within the workplace†. Learning is considered a key phase in the employee development process which not only improves the performance of employees but also makes them able to overcome global competition challenges successfully. Learning in organizations holds an important place because of a large number of associated benefits. Learning is basically related to the improvement in skills, abilities, and knowledge of employees through training, coaching, and direct observation. Managers and employees all benefit from the reflective process of learning. The first stage of the reflective process is awareness which leads to the critical analysis. The critical analysis plays the role of a link between past experiences and the future. The last step of the reflective learning process is learning which helps managers and employees in improving their skills, abi lities, and job performances. Learning through coaching can help Comet in many ways. As Chakravarthy (2011) states, â€Å"the coach has to help the person learn the requisite attitude, behavior and skills needed to perform the job successfully†. ... The importance of learning in organizations cannot be denied in today’s world of ongoing competition. If we talk about the levels of reflection from learning perspective, we can say that at the lowest level, learning is task-specific and usually helps in problem-solving, whereas the highest level of the reflective process of learning helps managers and employees in overcoming challenges underlying attitudes, beliefs, and assumptions. Learning helps employees grasp more knowledge about the way they should perform their job responsibilities, as well as help them grow in their professional careers. Learning also helps managers in managing their entire job related activities and responsibilities in an effective manner (Peter 2012). Some of the main learning methods that can use to achieve the goals of improved organizational performance and strategic agility include on the job training, off the job training, small group discussions, and cross training. On-The-Job learning plays a vital role in boosting the learning process for employees and managers. This method focuses on improving employee efficiency using the approach of activity-based learning. Use of direct learning and temporary work rotations help managers in dealing with changing scenarios in an effective manner. Another thing which goes side by side with learning is the need to increase the level of confidence of people. Learning brings in the required level on confidence in people which is critical for increasing job productivity and performance. â€Å"Organizational learning allows for teams to learn exactly what is relevant to their specific tasks and specialties† (Silberman 2013). Along with increasing confidence of managers and employees, on-the-job learning also helps them in reducing