The Reflective Manager
Reflection and the effect of its application in relation to organization learning have attracted a growing attention. It is recognized that reflection is the vital content for either individuals or organizations learning process. It is believed that reflection is a very important component to accomplish successful working behavior. Moreover, reflection is the crucial practice in the process of exploiting learning organizations. In this report, the concepts of reflection and critical reflection will be discussed and the reflection in practice within organizations will be investigated as well. In addition, the emphasis of the article is the application of reflection and reflection practice on organizations. The objective of the report is to evaluate the application of reflection theory and to research what is the impact of practicing reflection on organizations. Keywords: Reflection, critical reflection, organization learning, working behavior, reflection practice
More and more people nowadays pay their interest in the application reflection and critical reflection in an organization. The concepts of reflection and critical reflection are not specific but there are no common and recognized definition for reflection and critically reflection. Based on the purpose of investigation how reflection and practice reflection affect and enhance organizational activities and performance, reflection many general defined as the learning theories involve a review of one’s experience and an analysis of thinking and action while the description of critical reflection in accordance with recognizing one’s self objective and interests and learning about assumptions, background and performance enhanced oriented actions. As early as in 1983, Schön firstly brought the concept of reflection into the professional area and gave the definition of reflective practice said the application of knowledge to practice with the consideration of self-experiences. Reflection acts the most important role in converting one’s experience into knowledge according to Kolb’s research on experiential learning (Kolb, 1984). Reynolds pointed out in 1998 that form that time on, reflection was deemed to be the essential part in the process individual and organization learning, particularly when with reference to learning as exploitation rather than deriving information. The difference between information and knowledge is that knowledge is integrated information with experience, judgment and skills. Reflection persistently turns out as a recommended method of assisting individuals and organizations know better about what they do and understand in practice of the knowledge that learned from practice (Loughran, 2002). Reflective practice is a vital element of lots of occupations courses while the critical reflection currently becomes a pivotal component of lots of graduate managerial degrees (Swan, Bailey, 2004). Cunliffe stated that managers can exploit more cooperative, reliable moral approaches of management by more critically considering about their conception and action or in another words more critically reflection. It is believed that critical reflection is focused on more interest. The beginning of theory of critical reflection is developed by Jurgen in 1972. In 1999, Brooks stated that critical reflection benefits in enhancing work practices, assessing organizational objectives and policies. He pointed that the basic ability of critical reflection is to critically ask questions. The measurement of whether critical reflection benefit to working practice is a practical approach of evaluating the contribution of critical reflection. A means raised by Argyris and Schon that called double-loop learning offers such evaluation. It can be concluded by questioning critically, sating an opinion and requesting feedback from one’s audience, trying with new working approaches and action and taking new viewpoints....
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