Reflective Paper on Management of Organizations Essay

The invention of management dowericularly that of managing faces, is a broad issue of study and usually requires intellect of the a nonher(prenominal) branches of human nurture much(prenominal)(prenominal) as sociology, psychology and economics, among others. In as sealed the most in effect(p) begin in management, it is important to consume the fundamentals of dealing with persons, how to organize them, crack their skills while bonding them together and in conclusion pay positive outcome or production from their collective labor. beingness an experienced nurse and piece of the US Armed Forces, I get wind visualiseed through the years in make camps and in handle that interpersonal relationship is not easily perfected consumeing mans innate instinct of self-survival.In recite for a man to extend in whatever given situation, condition and place, it is just natural for him to fork up and protect himself or his interests, practically measures resulting to co nflict with other persons. This human frailty is often than not the root of problems and conflict motivateing the smooth full stop of communication and cooperation within a certain group or governing body. In addition to this, a persons inability to understand the right(a) system of ruless of study within an establishment and the natural contrast of neuters brought by extracurricular embraces such(prenominal) as information technology, globalization and the likes usually result to negatively charged output or disintegration of the organization itself. Also, adjustment, transformation and evolution is part of nature. Such reality in some(prenominal) case affects organizations and the society as a whole. The concept of the continuous transformation of the society and all of its institutions is best described by Donald Schon (1973)The loss of stable state means that our society and all of its institutions be in continuous fulfilles of transformation. We backnot expe ct new stable states that will d hygienic for our own life measures. We must(prenominal)iness(prenominal) learn to understand, guide, influence and managed these transformations. We must make the message for undertaking them integral to ourselves and to our institutions.We must, in other words, choke angiotensin-converting enzyme at skill. We must move able not only to transform our institutions, in response to changing situations and requirements we must invent and transmutation out institutions which argon learning systems, that is to say, systems capable of bringing or so their own keep transformation. (Schon 1973 28) Schon, as quoted by M.K. Smith (2001) in his article, The learn Organization posted in the worldwide web infed.org, is indeed correct by saying that we must learn how to adapt to forms and transformation, make them as integral part of us and our institutions and overly come up with new learning systems that could carry on the cycle. attached this idea, I believe that by learning the proper systems in the field of management, integrity and only(a) would not only be able to adapt to such transformations in the society and all its institutions or organizations, but also unity could make a big difference in mobilizing hoi polloi together, devising them more than competent, service-oriented, impressive and productive. At the same age, learning the proper systems faeces lessen, if not only its impact, the conflict ca exercised by self-survival by soulfulnesss thereby resulting to an hard-hitting group that is highly competitive, competent and motivated. Part of the learning systems in an organization is the building of police squads that would create the heart and machinery of the organization.In building aggroups, I take in learned from some(prenominal) readings that it is important to determine the strength and weaknesses of each item-by-item to assess their distinct capabilities that would match the requiremen t for specific responsibilities and massage to be make. In determining the weaknesses and strength of the team members, as well as the over-all status of the team, some analytical modules can be used such as the force field synopsis and the grind analysis. To initiate the force field analysis, the team must operate with a brainstorming sitting to identify the driving and restraining forces in their organization. The driving forces ar the factors that promote homage to the teams work or schedule while the restraining forces atomic number 18 the factors that hinder adherence. By learning how to determine both, the team and its attraction would be able to design strategies how to approach the problem and decrease the restraining forces to achieve maximum re declaration. Another in effect(p) delegacy of identifying the internal and external strength, weaknesses and opportunities of the team is the SWOT analysis. In using the SWOT analysis, the team would not only be able t o determine the causes of motivation or hindrances to their work or schedules, but also the opportunities and threats to the organization. SWOT is more comprehensive and detailed and by identifying the internal strength and weaknesses and the external opportunities and threats, the team would be able to draw up little solutions to its problems. In using systematic analysis in identifying problems, the team attractor also develops a systematic thinking or approach in building a strong and effective team. Such forms of analysis argon effective in most cases especially in war machine operations. As an active member of the US army, part of our daily activities is to oppose order in each team at the camp and effectively carry out orders from our superiors. By learning how to determine several forces that affect our operations, I am becoming more capable to handle orders and join forces with my colleagues. At my age of 41, I am still open to possibilities that until promptly an ol der woman like me could achieve more in the rising. through and through learning how to build teams and eventually become a very frank attraction, I am relearning the values of discipline, independence and competence that I could use once I finish my course in Human Resources. only if building teams and knowing each team members competency is only part of the large face of learning systems in learning organizations. The next step to an effective management ishow to enhance and develop strategies that would better the team.An effective team develops shipway to look at leadership roles and ways to sh be righteousness for their work output. It also builds a specific team point and goals. thither are several ways or strategies how to motivate teams to become stronger and more efficient. It is important to establishe objectives together. either team members must understand the objectives and what actions are needed to achieve them. Each member shall capture a genius of res ponsibility and must have a sense of participation in achieving the collective goal of the team. A just leader also knows how to throw out members to suggest ways how to improve their own services. The team must develop a participatory style. The feeling of belongingness and importance is one of the best ways to boost the team members team spirit.I often do this at base of operations with my children. For 18 years as I reared them as single parent, I tried to teach them to verbalise and to participate in all crime syndicate concerns. This made them independent and self-assured the same way a team member should feel important. Most often than not, listening is the best way to learn. Leaders should know how to listen to their team members. They should also acknowledge their points of linear perspective and encourage a healthy venue for discussions and democratic debates.Healthy discussions are actually therapeutic to the group because the members will be able to speak their min ds or the problems they encounter at work. This improves interpersonal relationships and lessens the conflict of self-interests and self-survival.By understanding each others problems or by listening to one another, a team member would learn to decrease his personal walls and start opening doors to other persons. This is actually interesting for me. As I go through this course and the learning systems in management and organizational learning, I come to realize that managing teams or organization is not quite distinct from managing your own home.I could easily relate, not only because I encounter team concerns at work but also because I have experienced being aleder at my own house. Meanwhile, other strategies in can be introduced to maximize the effectiveness of a team. Defining specific roles and responsibilities also helps in organizing the team and keeping them focused.It is also important to explain rules and regulations, including sequence commitments. By knowing the rules a nd the rationale for such rules, team members will develop honour and trust to the organization.Commitment of time for team building and team work is also of import in an organizations growth. All members must have a sincere concern for the team and in doing so, they must be willing to extend time at work to do their responsibility to the group, if needed. match to the experts, an effective team has at to the lowest degree seven characteristics. These are as follows team members share leadership roles team develops own scope of work team schedules work to be done and commits to taking time allotted to do work team develops real(a) work products team shared accountability exploit is based on achieving team products and open discussion and collective resolution of problems within the team. workings long hours at the nurses station in camps and in hospitals, taking care of the sick and old, then has given me decorous taste of the real meaning of team work.It is authorized tha t a hospital or a military machine infirmary is just like an organization. Each aesculapian staff shall take part in all the responsibilities. Less time would also be spent if each nurse takes quality time to take care of the patients or station himself in a designated area.In my former line of work, there are also specific responsibilities and areas of accountability including pharmacy, supplies, maintenance, emergency, wards, among others.The same is true with the military. And mush is expected of us. At present, I am an E6 Supply Staff Sergeant. I work for a transportation reserve unit full time. I am part of a larger team. And it is my responsibility to take care of their supply needs. If I fail, the whole system fails. It is a chain. But if I do my work on time and with efficiency, I help my teammates and the order is protected. Simple things or simple tasks are oftentimes the key to an organizations success. By doing the very elemental things right, the team is assured of a holistic effectiveness and efficiency.As I begin to look back, it is getting clearer to me that the tricks of management, in any given field, are actually around us everyday. One only needs to be more observant and reflective to better understand the care fores of learning. Part of the continuing learning process is also the methods of solving conflicts. Conflicts within organizations usually trick up when there is contradiction between team members, who sometimes have vary views on specific concerns. When conflicts arise, experts tell us that it is important to introduce a constructive way how to resolve it. The first thing that one must take into consideration is to avoid jumping into conclusions. To avoid such mistake, it is crucial to identify the factors that have caused the conflict and determine the stakeholders involved in the conflict. classify discussion would help determine who are stakeholders in a certain conflict. By diplomatically opening a dialogue between the s takeholders, the leader would be able to recognize separate interests, as well a power issues affecting the conflict. The next step is to consider the alternatives in closure the conflict. Each alternative must be carefully studied and from each, crusade to determine which is the most apt solution to the problem. After the chosen solution is implemented, it is imperative to evaluate its effect to assess whether the results are satisfactory. If not, begin the process again and find other solution to the conflict. In every organization, change is also a constant factor. Organizations are often faced by difficulties within the structure when there is leadership or organizational change. According to Rosabeth Moss Kanter (1999, Chapter 5), it was proven over the years that things that sustain change are not bold strokes but long marches the independent, discretionary and ongoing efforts of commonwealth throughout the organization. Kanter (1999, Chapter 5) further says that real cha nge requires people to adjust to their bearing, and that behavior is often beyond the control of top management. Kanter teaches us that change is incessantly created at many levels in an organization. Kanter says that there are big events that often occur due to outside forces while some changes are brought nigh by the peoples actions in their daily operations. In confronting change, adept organizations share three key attributes. Kanter (1999, Chapter 5) specifies these as follows *The imagination to bring in. To encourage innovation, effective leaders helpdevelop new concepts the ideas, models, and applications of technology that set an organization apart.*The professionalism to perform. Leaders provide personal and organizational competence, supported by workforce training and development, to execute flawlessly and deliver value to ever more demanding customers.*The openness to collaborate. Leaders make connections with partners who can extend the organizations reach, enhan ce its offerings, or energize its practices. (Kanter 1999, Chapter 5) Kanter cited three important words concept, competence and connections. She claims that these intangible assets naturally build up with successful individuals and organizations. Such intangible assets, she explains, reflect habits and not programs. These habits personal skills, behavior and relationships if deeply imbedded within the organization results to minimal resistance to change. If the organization has such assets, change would be so natural that leaders would find it easier to gear their team members to positively react to change. Mastering change and transformation usually brought by outside forces such as technology, globalization, competition and politics as well is not an well-heeled task. The organization should be intuitive, dynamic and innovative. The organization must come up with its own innovations to adapt to its environment, guided by the skillful and pro-active leader. Kanter (1999) expl ains that the skillful leader must know how to lead with passion, conviction and confidence in others. There are other techniques or tips that could be adopted by an effective leader. The first is to keep abreast with the changing environment. A leader must be constantly observant, keen in learning and updated of what is new and what is latest. Kanters concept of effective leadership teaches me and everyone else another basic characteristic of serviceman our innate instinct to learn. Mans curiosity and unending bet for the truth or the story behind things is actually a mark that must be suppressed by a leader. I now find it imperative to double my efforts in honing my skills in preparation for my future as human resource personnel or manager. Doing routines at the military sometimes make you too comfortable with your environment that you forget to play off what is happening around. Now, I am beginning to realize that in order to be an effective and skillful leader, one must pr epare and master the technique of listening, learning and tuning in to the environment. Another property that a leader should master is to think outside the box. Kanter said it is okay to gainsay the wisdom of the organization. It is alright to question the patternsn and come up with new solutions, aspect into different angles or dimensions that sometimes lead to new approaches and innovative ideas. Kanter (1999) gave several examples how to promote kaleidoscopic thinking. Team members can conduct activities outside the guild or the organization itself. Interact, immerse with the community, break routines, rotate job assignments or even exchange projects. These are only few of the ways to generate fresh ideas and opportunities. Genuine conviction is also a positive trait that should be taught to team members. Kanter (1999) explains that one cannot sell change or anything else without any real conviction. In order for others to believe what you say or what you are riseing to tu rn over, you must believe it first.Makes sense to me. In many situations that I was confronted by issues at the US Armed Forces, my children would sometimes ask about the real concerns and agenda of the US government. And in many cases, I try to answer them as honestly as I could. But now, it reminds me of my true feelings at that time. Kanter helps me reflect of my thoughts and thinking about it, I know that at times, I am not even sure whether my convictions were genuine enough to let my children believe what I say. This is one trait of a good leader I must master. To have genuine conviction so I could become an effective leader and be able to communicate vision and aspirations to my team members. Change leaders also needs the troth of the team members who have the resources, the knowledge and the political influence to make things possible. Kanter (1999) calls it compression building. In early stages of planning, the leader must identify key players with take away capabilities . It is also important to find sources across or outside the organization to find influencers. According to Kanter, coalition building requires an understanding of the politics of change and its accompanying principles. Once the coalition is in place, a leader must know how to coach and provide guidance to the team members while at the same time resulting them to enhance their individual contribution to the team. Kanter (1999) says leaders should allow team members to forge their own identity, build a sense of social status and become accustomed in implementing changes. The leader must resist natural endowment too many responsibilities to the members because in order for their individual capabilities to grown, they must learn how to focus. Another effective way to ensure the success of an organization and its resolution to change is the primary law of management persistence. I myself believe that in any aspect of our life, not only in management, learning how to die hard and d evelop a strong passion on what we do is a positive attitude. Perseverance gives a person more board to grow. As a 41-year-old woman, others may think that my career is almost over or that I may be experiencing the downsides of life. But I beg to discord because I know that in pursuing my studies in human resources, I will have a better future ahead of me. My perseverance and willingness to adapt to changes and hone my skills in the process makes me a person with a vision and a drive to achieve more. As Kanter (1999) explains, one must know how to overcome obstacles during the process of change. Perseverance helps a savvy leader to ensure the success of the process and prevent failure. If a leader launches something, he must not leave it to the team members. He should ensure that the process is done until the end. And after everything has been put into place, it is important to recognize each members contribution to the any accomplishment. Remembering to reward and recognize accom plishments is critical in any leadership, Kanter (1999) says. Words of gratitude, recognition or appreciation are one of the most powerful tool in motivating members of any organization. In the US Armed Forces, promotions and awarding of medals of honor or courage are few of the motivational tools being used to boost the morale of US soldiers and to encourage them to fight for America. It is also a form of inducing to American soldiers for their sacrifices and the finds they face in the military, considering that the profession is a high risk one. According to Kanter, there is no limit to how much recognition a leader can provide to his team members. Making everyone a torpedo for a job well done often results to higher performance or bigger output in the future. In relation to change in an organization, Kanter (1999) says recognition motivates people to attempt change again especially if they are involved in the process. In closing, effective management of people or organization is actually the ability to lessen individualism and self-survival instincts, break communication barriers, limit conflicts, building teams and training them to adapt to change, and the ability to innovate in order to keep abreast with the constantly changing environment. stiff management, though not easy to achieve, is actually a continuous learning process. One must have the concepts, the competence and the connections in order to become competitive, innovative and effective. Ashford University actually teaches us the same foundational values. The values of self-worth, creativity, independence, service, integrity and effectiveness. As for me, after studying this course and learning the proper systems in effective management, it is clear that the universitys core values such as creativity and effectiveness are truly important, not only to every individual but to interpersonal relationships and organizations as well. The ability to innovate and have the respect for the free flow o f ideas are some of the key points in know the techniques of effective management. As discussed above, innovation and transformation are continuous processes in the growth of an organization and by learning the values of creativity and self-directedness, one is assured that he could face the ever-changing and demanding world outside. Also, ones independence, self-discipline and competence result to effectiveness, not only as an individual but also as integral part of a larger group or organization. In any way, I believe that my aspirations in life are clearer and more achievable as I detainment a better understanding of the processes or organizational learning, as well as the values being taught at the Ashford university. This course is actually very interesting and liberating because it gives me a broader view of the society and its institutions. (End)ReferencesSmith, M.K. (2001) The Learning Organization, The encyclopaedia of Informal Education, Retrieved May 3, 2006 from http //www.infed.org/biblio/learning-organization.htmSchon, D.A. (1973) Beyond the Stable State. Public and Private Learning in a Changing Society, Harmondsworth Penguin, 236 pages.Kanter, Rosabeth Moss (1999) The Enduring Skills of Change Leaders (Chapter 5) , On Leading Change. Retrieved May 3 from http//leadertoleader.org/leaderbooks/L2L/summer99/kanter.htmlForce Field Analysis. Retrieved May 3 from http//erc.msh.org/quality/pstools/psffanal.cfmSWOT Analysis. Retrieved May 3 from http//erc.msh.org/quality/examples/swot.cfm If such could be achieved by a person, then he is a candidate to become an effective leader. By trying to understand the academic theories and vast possibilities to which this course of study has offered me, I now come to the realization that there is room for much improvement to everyone, even to a 44-year-old nothing is impossibleI am a person with simple values, who appreciates those around me. I consider nmyself as helper of people and have been a member of t he breast feeding profession for years.