Personal Course Reflection

Reflection remains a significant human activity that people recall their experience, consider it, ponder and assess it. It is this work experience, which is vital in learning (Boud, Keogh & Walker, 2013). We are trained through significant reflection by experiencing as well as exploring theoretical and personal knowledge to appreciate it and scrutinize it in diverse modes (Moon, 2013). All-time learning is a vital part of individual’s professional and personal development. To assist in one’s development, it is vital to building up your practice by the use of self-awareness and insight into the reflection process. However, to develop the capability to incorporate reflection into your daily practice remains significant. Reflection on your learning and practice from experience will make it possible to accomplish high care standards to your clients (Kolb, 2014).

Since my childhood, I developed a deep compassion for human life and the care that the sick often require in their processes of recovering. I had often admired the kind respect and humble nature of healthcare providers whenever I would be taken to the hospital. As a result, I developed the interest of doing the same to other people at one point in my life. That was how I ended up joining Bachelor of Health Science program in Health Service Management. During my clinical practice, I have been involved in the management of essential knowledge to community members on how to maintain good health as well as lifestyle choices that can facilitate recovery process for the sick especially the geriatric patients. My engagement in health management has been particularly important in the management of healthcare facilities. At a geriatric residence where I have been taking my management practice, I have engaged in the management of free diabetes screening of the community members especially the aged since they are more susceptible to developing chronic ailments like diabetes and blood pressure. According to Stokes (2011), free screening is a very essential primary healthcare service for the community because it facilitates early detection of diseases like diabetes and intervention measures to be taken in cases where some of the seniors are found to be having diabetes or are at more risk of developing the condition (Stokes, 2011).

Preventive healthcare services are very vital if curative measures are to attain more efficacies. On most occasions when I spoke to patients about the importance of taking free blood screening, they are often more than willing to take such tests. As a consequence, my management of preventive care services to the geriatric population has been a greatly gratifying engagement especially when the recipients of such healthcare services understand the importance of preventive healthcare in their overall well-being. I strongly believe that the services that I have been offering to the community are critical and are part of the high-quality healthcare principles that embody the healthcare philosophy.

In my two years with one of the healthcare organizations, I have come to terms with Tsoukas and Chia (2011) views that an organization’s philosophy remains like the organization’s character or personality. Typically, this character is founded on the founder of the organization, or from the ideals and principles, which drove the creation of the organization (Tsoukas & Chia 2011). It is factual that the philosophy is permanent. It remains what workers suppose in the present day, what was most significant some time ago and what will keep on to be significant in the future.

Employees’ workplace values may vary. An employee’s values, for instance, may remain different from that of his or her team, as well as from the values of his or her organization en bloc. I think that one’s central team members care fervently concerning doing work, which assists others. They value collaboration, and they are forever prepared to pitch in or stay late in case somebody is behind on a significant limit. This has caused a culture of belief, openness, and mutual respect in the team (Walker 2012).

An employee may want to climb the company’s ladder. In most cases, the employee may be determined and ruthless, and he/she may want to concentrate on projects, which will either build his/her specialty status or realize a community wins. However, the problem, in this case, may remain that the person’s core work values conflict with the central values of his or her team. Therefore, as Information Resources Management Association (2016) denote, this divide causes internal strife and bad emotions in the group. Ideally, as employees, we entirely have our individual place of work values. And, at the same time as one cannot always ensure every person’s values are fully aligned, the individual can seek to engage people who fit (Information Resources Management Association, 2016).

I have realized that one’s workplace values remain the leading principles, which are significant to an individual concerning the manner in which he or she works. However, these profoundly held principles are employed in choosing between right and wrong working modes, and they assist the persons in making significant decisions as well as career choices. According to Leisure (2010), some possibly different instances of the place of work values incorporate being accountable, completely honest, positive, reliable, tolerant, and a great team member. However, other examples are respect of corporation rules and policy; respecting and helping other people; keeping promises and meeting deadlines (Leisure, 2010).

With this regard, I believe that a person’s office value ideally lay down the tone for the culture of a corporation as well as recognize the organization’s main care concern. Therefore, it remains vital for one’s value’s to go hand in hand with what the organization cares more. However, when this occurs, people in the organization appreciate each other, and everybody does the accepted things. This is the main reason and understanding assists individuals in building vast working relations and as Ding et al. (2015) state, values alignment supports an organization en bloc to attain its central mission. At the time, values are beyond alignment, individuals work on diverse goals, for various purposes, as well as with different effects. However, this is capable of damaging job relations, production, and job satisfaction, along with creative perspective (Ding et al. 2015).

 

 

 

 

 

 

 

References

Boud, D., Keogh, R., & Walker, D. (2013). Reflection: Turning experience into learning. London: Rutledge.

Ding, R., Zho, J., Tang, G., Wei, K., Zhao, X., & Li, S. (2015). Key project management based on effective project thinking. Heidelberg: Springer.

Information Resources Management Association. (2016). Leadership and personnel management: Concepts, methodologies, tools, and applications, Business Science Reference. PA: Hershey.

Kolb, D. A. (2014). Experiential learning: Experience as the source of learning and development. FT press.

Leisure, M. (2010). Key concepts in operations management. Los Angeles: SAGE.

Moon, J. A. (2013). Reflection in learning and professional development: Theory and practice. Routledge.

Stokes, P. (2011). Key concepts in business and management research methods, New York: Palgrave Macmillan, Houndmills, Basingstoke, Hampshire [England].

Tsoukas, H, & Chia, R. C. H. (2011). Philosophy and organization theory. Bingley, UK: Emerald.

Walker, G. E. (2012). Toward a dialectic of philosophy and organization. Leiden: Brill.

 

 

 

 

 

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