CID1416 Reflective Practice for Early Career Teachers

Professor Graham Gibbs published a reflective cycle in the 1988 book called “Learning by Doing”. It helps people to learn from the situations that they have experienced in life. The five stages in Gibbs Reflective Cycle are that of Description, Feelings, Evaluation, Analysis, Conclusions and Action Plan (Moon 2013). 

Description: When I was working as a stock analyst at Barclay’s Investment Bank I encountered an incident that taught me a lot. I used to work with an analyst who used to bring a lot of deals but he was known to be a disrespectful person. He was good at his work but he was fired that shocked me completely.

Feelings: I was overwhelmed with a sense of shock and could not believe what I saw with my own eyes. I had always felt that if one brought in profits for the company, then he would always be safeguarded by the company (Potter 2015).

Evaluation: The action that was taken by Barclay’s Investment Bank showed that even if a person is skilled at his job, he should contribute in a positive manner to the work of others. A person who is disrespectful and abrasive would not be tolerated in the business environment (Potter 2015).

Analysis: This incident helped me in learning that cultural fit can act as the biggest contributor in the workforce and help in the professional success of an individual. The values that an individual has can be of great merit for the organization and harbouring good personal values can help in the development of the organization (Paterson and Chapman 2013). It is extremely important that when an interview is carried out the work habits and interests of the employees are gauged along with that of the technical skills.

Conclusions: This lesson has helped me in the arena of driving the career decisions. It showed that it is important that one works for the company that shares the personal values of an individual. It would inevitably lead to the job satisfaction of the individual and contribute to his all-round development. It is the set of values that an employee has that can help in the development of the organization and ensure in the long-term success of the organization (Husebø et al. 2013). The main purpose of having good manners is to provide a practical structure that can help the employees in dealing with each other.

Action Plan: It is important that while conducting an interview the values and mannerisms of the candidate are taken into consideration before they are selected. Mannerism along with polite address is essential for an organization and it is an important tool that can lead to the success of the organization (Moon 2013). 

Incorporation of open minded questions during the process of interview can enable the candidates to speak freely and one will effectively be able to have a glimpse of their personalities.

SMART Objectives: When the candidates have to fill up the form of interview, they can also be provided with a questionnaire in which they would have to answer situational based questions that would help the company in judging the set of values of the candidate.

Feedback will help in evaluating the candidate and the opinion that the majority of the employees have for one specific employee.

References:

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), pp.135-142.

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

Paterson, C. and Chapman, J., 2013. Enhancing skills of critical reflection to evidence learning in professional practice. Physical Therapy in Sport, 14(3), pp.133-138.

Potter, C., 2015. Leadership development: an applied comparison of Gibbs’ Reflective Cycle and Scharmer’s Theory U. Industrial and Commercial Training, 47(6), pp.336-342.