Reflective-report-writing-Sample-Tutors India

1. FINAL REFLECTIVE REPORT This Sample Work has been completed by ‘Tutors India’ Copyright © Tutors India. All rights reserved. www.tutorsindia.com © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 1 of 21

2. Table of Contents 1.0 Introduction .................................................................................................................................. 3 2.0 Leadership Skills ............................................................................................................................ 4 3.0 Negotiating skills ........................................................................................................................... 7 4.0 Problem solving skills .................................................................................................................. 10 5.0 Change Management skills ......................................................................................................... 13 6.0 Reflective Practice ....................................................................................................................... 15 7.0 Conclusion ................................................................................................................................... 16 8.0 Recommendation ........................................................................................................................ 17 References ........................................................................................................................................ 18 © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 2 of 21

3. 1.0 Introduction I have joined an internship in Apollo Construction Company from the month of XXX- YYY 2015 as part of my University program. My job responsibilities include assigning projects to the team members, monitoring and evaluating their complete work. At the end of every day, I receive daily report from our team members to determine the project status and their performance. During the internship period, I had a wonderful opportunity to meet the clients and learned about debating the cost, working style etc. I have the ability to handle a group of team members and provide them required flexibility and received good feedback from my colleagues. Based on the nature of work of each project I have applied my negotiation skills and attained satisfaction from either side (win-win solution). By this way we received more projects from Clients as well as increased the satisfaction of both clients and our organization. My skills have provided various benefits in further development of our company. During the time of internship, I got several awards on account of my skills and attitudes. In my experience the four major skills that are essential to attend an internship post such as negotiating skills includes effective communication skills, controlling emotions, effective preparation and deal closing which attract the recruiters who are involved in selection process. The recruiters were fully satisfied with my answers in the interview session. Especially, in group discussion round my answers had satisfied the recruiter’s expectation. Secondly, leadership skills are highly essential and I felt that I had all the essential leadership qualities. The leadership skill includes strategic, business, interpersonal and cognitive skills. In addition to this, I have other two skills such as problem solving and change management skills. Problem solving skills denotes identification of the problem; develop an idea and execute in present world. My role in internship job covers to motivate and professionally interact with various professionals, consultant and clients while maintaining the proper coordination, planning and executing the work carefully and safely. In order to successfully complete the project, I have maintained the proper documents, budget and proper contract schedule. During this period, I have attended several management training programs. My firm adopts proper Performance Appraisal (PA) system to motivate the employees to complete the project at a particular time. Therefore, this system is highly helpful to attain © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 3 of 21

4. the performance of individual within the organization. I felt it is a good appraisal system in order to motivate the employees and got the work in specific period of time. PA was helpful to understand the most efficient, highly skilled as well as low efficient employees on the basis of their performance and skills (Jacobs et al., 1980). Similar to this, Lawler et al. (1984) described that PA is an essential tool to access the individuals’ capability. My organization support in terms of providing several compensation procedures includes promotion, increment, appreciation and responsibility. By obtaining adequate feedback and proper guidance from superiors and by providing several training, giving useful ideas, motivation and several development programs has helped the individuals to modify their negative into positive aspects (Toppo & Prusty, 2012). In this aspect, I have further learned how to solve the problems during the project and how to execute the change management styles. Models used for various skills: Skills Models Used Leadership Skills Servant and Ethical Leadership Negotiation Skills RADPAC models, Lose- Win lose model, Lose model, Win-Win model, strategic integrative negotiation and game theory model Problem Solving Skills Mess, Idea, Data, Problem, Solution, Acceptance finding, Introspection Change Management ADKAR Skills 2.0 Leadership Skills For my job position as the project manager for a well-known Construction Company, the ethical leadership and servant-leadership concepts would be best suited on the context of my persistent leadership skills. The success of a project depends on the main elements of performance expectations, time constraints and cost factors which are essential to achieve it in my position. To accomplish this, these skills are required in this position. A typical model in a Servant-leadership is treated as that which solves higher number of issues and demands encountered by the leaders in an organization. In context to the servant leadership concept of © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 4 of 21

5. Spears (1998), there are exactly 12 fundamental principles which are empathy, listening, building community, foresight, awareness, nurturing the spirit-joy, growth in others, healing, persuasion, conceptualization, calling, and stewardship. Same way, I am enabled with all the primary leadership qualities in handling my work. Yet there are various modes of leadership such as situational, transactional, ethical, new wave, transformational and servant leadership that are relevant in dealing the problems encountered by the project management team. Generally, leaders hold the capability to preserve their efficient communication and decision making skills. Specifically, servant leaders need to strengthen such vital skills in cultivating a listening capability to communicate with others. The ability of listening helps to estimate the inner voice of others and to determine their thoughts. I surely have the capability to recognize other problems. According to Spears (1998) theory, I have used influencing by genuinely convincing others without any argument. This would be my best process in achieving the success in an internship job. I have built community steps such as providing long lasting principles to others by giving respect, maintaining trust and following ethical ways in the completion of my project. I am naturally gifted with foresights, evaluated the past problems in the project time and determine the current problems and I had always been looking out in hindering the future problems. Awareness can be generalized as the perception of general watchfulness of touch, smell, sound and sight (Spears, 1998). Same way, I am always with complete awareness and have the capability to stand on one side. Also, the same writer has mentioned that healing helps the juniors who are in pain and suffering. Similarly, I have helped to heal my subordinate’s damaged egos.Conceptualization is the capability to accept the greatness by managing the prospects which go outside everyday realities. Comparatively I slashed the limitation developed by a narrow focused, operational mindset, and expanded my thoughts to a wider and conceptual degree though not losing my vision of everyday operations. I definitely have the capability in inventing and formulating new innovations in my project. As per the Spears model, progress in others is the assurance to the professional, spiritual, and individual development of all personals inside an influenced scope. Normally, servant leaders determine a fair commitment in the improvement of others. Only such leaders can think that all their colleagues and employees have the potential to contribute something. Also such leaders have done a hard work and took steps in finding out ways to be help in the advancement of their employees. In the same manner, I had determined a pledge in the advancement of others. In the same way, I have applied servant leadership as one of my © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 5 of 21

6. skills and followed the conventional strategies like find out a good ways for our employer’s development as well as given motivation to achieve the target. In today’s world adapting to rapid changes and responding to recent trends helps the company to achieve its success. Our company has inaugurated new township apartments in Chennai that has approximately 500 units. Under my leadership a promotion team that consists of advertisement managers and marketing were involved. We were given a target to sell at least 20 percent of apartments in the very first month of its launch. This achievement was possible for me to stimulate my team to attain the target and to accomplish moderately more than the target by selling out 115 apartments in the initial month itself. For this type of skill of servant leadership support me to attain better achievement. Block (1993) has illustrated the stewardship as having something in faith for another. Normally servant leaders have a strong concept about stewardship. It is basically the involvement in helping other’s needs. This capacity has further indicated the persistence and openness utilization over control. In my firm, I have further exhibited stewardship. A Calling is yet another model in servant leadership. Naturally I am a desired person in serving others. Eventually, the servant leaders are enhancers of individual’s spirits by modes of being supportive, acknowledgement and sincere praise. I normally acknowledge any suggestions and criticisms offered by others and have pursued their suggestions. This had been one of my leadership skills in my internship job. Another opportunity I got at the time of internship is our concern has been requested to participate the 2015 expo of BAI (Building Architecture and Interior), which is an important expo show in the year of construction companies. Only certain companies have been invited and the main objective behind the program is to insist on all the state-of- the-art improvements and modernizations in the industry and additionally the participants need to accomplish huge profits and enhance their sales network and promotions. I was representing my organization along with three more sales representatives in my team. A business success is a roundabout process that depends on the skills of an effective leader (Boichuk et al., 2014). That way I have initiated an intelligent mode of Thought Self Leadership (TSL) within my team. TSL within employees by means of a cognitive style initiate them to insist more on self-faith, mental power and the level of confidence. As an outcome, our firm has been ranked at the top five within other companies who attended the expo. Also it had a major effect of increasing the interest within the investors along with flexible loan access by several local banks. It was due to my ethical leadership skills our © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 6 of 21

7. team was able to top out among others. I felt my self-ethics only support to complete this project. Third opportunity is India's major jewelry brand ‘Kalyan Jewelers’ considered inaugurating their major showroom in Chennai by mid-May. On the basis of grand opening and celebrity’s access they delayed the inaugural ceremony towards April 17. Also the current party who were working from the beginning dropped out from the completion of project because of time and budget constraints. Hence Kalyan jewelers were searching for a third party to finish the process and additionally promised to provide their later projects to the same concern. Our company was keen to acquire the project and finish it in the given time with limited profit. My team has been responsible to provide a competitive tender in order to break the deal and took more responsibility in completing the project. I demanded on the Creative problem solving process (CPS) to close the current problems as CPS improves the teamwork and communication skills. CPS has been a cyclic procedure to analyze the problem, offering numerous solutions, estimating each solution and choosing the most efficient solution (Ellamil et al., 2012). This project was completely achieved success due to my both servant and ethical leadership; these skills support me to attain the goal in specific time and given budget. Thus I can confidently say that my leadership skills have helped my firm to obtain client satisfaction and completion of all assigned projects in the given time in primitive budgets. Further this has helped the clients to assign new other projects effectively. 3.0 Negotiating skills Negotiation skills are important during the intervention time between two different persons or entities. This is the process of getting a positive acceptable agreement with particular individuals or groups. As an internship project manager and on the basis of project structure and level of authorization I am in the position of negotiation to help in our firm’s growth. As a project manager I have been negotiating many times in terms of purchasing equipment for construction process specifically to purchase sand, bricks, cement etc. If a project manager does not have the capability of strong negotiation skills, they would lose numerous projects. This type of skills includes negotiating the designs which are applied at the time of construction work, coordination within the firms and client partnership (Kellogg et al., 2002). © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 7 of 21

8. Specifically in construction companies, numerous negotiations occurred in order to get resources from other superiors. Further this skills helped to reduce the conflicts and disputes among one another (Alfredson & Cungu, 2008). Models involved in negotiating skills There are certain models significant to study such as RADPAC models, Lose- Win lose model, Lose model, Win-Win model including persuasion tools negotiation models. Win-win model The suggestion for the Win-win model is that all the participants involved are for negotiating win. Here, nobody loses rather all the participants win irrespective of situations. Thus, this model is highly significant for negotiating. To attain this model, the need is to understand the traits and personalities of people responsible for negotiation. While negotiating the deal, both attain success. Win lose model This is followed by Win lose model, where one individual attains success while the other loses. Thus, one individual gets satisfaction through negotiation and other remains dissatisfied. Lose-Lose model Lose-Lose model is the third one, in which both individuals lose and remain dissatisfied while negotiating. Thus, this model yields no outcome. Moreover, there is a differentiation over their views and no individual is willing to compromise. RADPAC RADPAC is the fourth model of negotiation, where it is extensively used in corporate. This model is also known as ‘R’ reflects about the Rapport involving individuals for negotiating. In this model, both individual gel better. ‘A’ indicates about analysis, where an individual analyses the need and interest of others. ‘D’ reflects discussion for any negotiation, without which nothing could be achieved. There is a necessity for discussing in any negotiation, where an individual discusses his or her personal traits with other. It ensures the way to close the deal on a positive note. This model is in favor of individual’s effective © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 8 of 21

9. communication skills at the time of discussion. ‘P’ reflects propose, where an individual proposes his or her idea to another individual. Each individual proves his or her mettle during making proposition and that yields in good ideas and deal is negotiated successfully. ‘A’ reflects agreement; where the negotiation is concluded while both individuals agreeing to the proposal. Whenever, the negotiation is done successfully, it is reflected in ‘C’. Persuasion tool model is the final one, where it contains the attributes like best negotiation approach such as bargaining power, logical thinking, emotional control, and compromise ability (Mind Tools, 2014). I have applied the above four models during my internship period. One of my major jobs is negotiation. I felt few negotiation skills are important to complete the projects successfully which includes controlling of emotions, efficient communication skills, preparation and deal closing. In this aspect this skill creates mutual benefits to both the members. In my experience in one of my project, a third party had entered to complete the project within the particular period of time along with previous employers, but regrettably there arouse conflicts among both parties in terms of sharing the profit margin and their positions that subsequently decreased the cooperation between them which led to delayed progress of work. In order to overcome this situation, I have applied the model of combination of strategic integrative negotiation and game theory called ‘Prisoner's Dilemma Game’. I chose to deploy these two models for negotiation because strategic integrative negotiation is collaborative and facilitated me to create value for both parties thereby satisfying their requirements. Whereas, the prisoner’s dilemma model allowed me to resolve the conflict by maintaining an equilibrium between co-operation and competition.Due to adopt this approach, both the parties need to able to comprehend and solutions were measured strategically and beneficiary for both firm and parties side. In this way, I have followed and maintained cooperation between in both parties like firm and client perspective. Finally, we have achieved the progress of project matching the designed growth to hand over the projects at January 2015. In this aspect, both sides of client and our firm are highly satisfied, here we achieved win-win model. One another experience is the successful completion of Kalyan jeweler’s project. They have the necessity to complete the project at a particular time and within allocated budget. Therefore, Jewelers insists on signing new projects with our construction company. In the past our firm was keen on completing the task with minimal profit, whereas the client © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 9 of 21

10. were firmly stuck on offering the same minimal profit for further projects as well. But this time, our firm was keen on obtaining much more profit margin than the previous project in order to balance the rapid rise of labor cost, raw materials and transportation charges. My team was responsible for preparing the negotiation graph for the client and I was responsible to crack the deal by meeting the firm's stipulations. I have the ability to analyse the issues raised at the time of negotiation. I make sure I have the ability to control my emotions as per the persuasion model of negotiation. I am always in the power of listening throughout the negotiation time. According to Reynolds and Thompson (2008), I communicated with clarity and exhibited body language during the negotiation. Similarly, as per RADPAC model I have maintained calm listening and dealt with the negotiation positively. In the construction company, my suggestion has made it possible that mutual agreements are suitable to our organization and clients as well as other resource vendors. As a project manager I had always attempted to follow the win-win model because in this model a solution is reached where both parties benefit, and by this model have given satisfaction to both and gave peace of mind and precisely followed the win-lose situation because it leads to break the mutual relationship between the organization and vendors. The construction company must follow the preparation: must develop our claim early, test the strength and weakness of our current position and set our goals, develop bargain in better faith, understand the strength of opponent, select a skillful and seasoned negotiator, consider the negotiation timings, prepare a persuasive claim document and understand the opponent’s position (Common Sense Contract Law, 2013). My internship position of this construction company adopts the above suggestions to achieve all the projects successfully and reach high position in this competitive world. Accordingly this internship post I learned negotiating skill over the work in an effective manner. Hence by using my negotiation skills I have added additional values by increasing the percentage of profit and at the same time satisfying both our organization and the clients simultaneously. Thus, in the internship I developed the skill of negotiating over the work in an efficient way. 4.0 Problem solving skills Construction Company should ensure the task of assembling and building of infrastructure is done appropriately. Both private and public building comes under the purview of this industry. The problem occurs at the time of construction and it could involve © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 10 of 21

11. any circumstance. For every issue, there is a perfect solution to address. The issues arise unexpected for which the problem solving skill is the need to deal with. The significance is on the problem solving skill involving any association. There are certain skills in this regard like understanding the problem, creating ideas and planning to execute necessary action. In the capacity of a project manager, my responsibility is to identify the problem, set the goals, develop the action goals; in addition, the need is to assess and select the alternative way to address the problems. The tasks involving setting the goals, agendas, and initiating necessary actions to deal with problem is known as problem solving (Simon, 1986). According to Mitchell and Kowalik (1989) and Davis (2005), problem solving model comprises of six steps like Mess, Idea, Data, Problem, Solution and Acceptance finding. The model involving mess finding involves the initiative to identify a challenging situation. The problem solving model of Osborn-Parnes and NCES (2012), assisted me in identifying the complex situation. The first model ensures defining the problem, thereby is counted as a significant step for comprehending the problem thoroughly. Data finding is the second model, where an individual initiates an effort to identify the potential facts associated with the situation. Thus, the individual responsible for creating the problem and determining the data is not known; however, its significance is in context to a particular situation, i.e. the reason of occurrence of problem. Problem finding is the third model, where an individual finds out all the potential problems and narrows down to the most significant one. I have the potential to recognize and focus the important problem. Fourth model is idea findings, where an individual generates numerous ideas to address the issues. As a project manager I have identified the problem and developed ideas as far as my knowledge is concerned. The fifth model in this regard is solution finding, where an individual identifies various possible solutions, but selects the relevant solution to address the issues. I could select the most appropriate solution and final model as per the study of Mitchell and Kowalik (1989), where acceptance finding is associated for sorting out the possible step to gain acceptance as per the need of the specific solution, to describe the action plan and facilitate solution to the problem. There involves six steps for the problem solving models like define the problem, analyse the problem, find out possible solutions to address the problem, the appropriate solution is chosen, action plan is initiated, and implement the solution (NCES, 2012). This model is explained through analyzing the gap, i.e. the occurrence of problems occur including the situation leads to the creation of problem © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 11 of 21

12. In this problem solving skills, the major significant model is Introspection. This model covers different types of skills includes self-monitoring, self-reflection and self- observation (Bransford et al., 1986; Davidson et al., 1994; Brown, 1987; Davidson & Sternberg, 1998; Roberts & Erdos, 1993; Jakel & Schreiber, 2013). Conscious and deliberate reflections of individuals could enhance the problem understanding ability. This model involves carrying out the task. According to the statement of Jakel and Schreiber (2013), self- observation is the true observation which plays a significant role in solving the problem and also identifying individual’s one ability might solve the problem. This model not only address the self-characteristics but also involve understanding what the observation trying to tell and during the time interrogating on details due to acquire a convention that was as unambiguous and complete. According to this model, careful observation and asking the suitable questions, listening involved to solve the particular problem. Another problem has been faced at the time of internship. One of our prime luxury apartment is promised to deliver by January 15 2015, which is a festival day celebrated in Tamil Nadu, India. We have marketed our product to our clients in 2013 Jan stating that in two years you will celebrate your Pongal festival in your dream house. Lately, when the progress of the site is inspected, regrettably in the last recent months the progress rate has been lowered to 7-12% of the actual growth, which subsequently delays the delivery period. On examining the cause for the delay of the project I observed that our sub-contractors were in lack of funds and shortage of labors for the completion of work. As the proverb says, "prevention is better than cure I insisted my management to call for the third party for the completion of the work consequently framework was charted to handover the project by January 2015 with the budget limitations. My practical experience of problem solving skills in Apollo constructions for the month May–June 2015 demonstrate the significance of problem solving skills in a business environment and how it urged me to derive, analyze and invoke various solutions to a specific problem and finally put into practice the most effective. This problem-solving skill learned by me circuitously stimulated the profit margin of my firm and was able to recover from the financial crisis in the specific time. I suggested each and every individual in construction field need to develop this type of skill to move upward in future. However, due to this type of skills, I have got appreciation from our firm and client. © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 12 of 21

13. 5.0 Change Management skills Various factors such as loss, threat or disruptions arise from others and any other existing opportunity leads to change. It may induct from either internal or external sources through the pressures raised by political, economic and social factors from the organization core i.e., these changes are introduced by the management in order to improve the human resource performance or based on client requirements. Sabar (n.d.) developed the ADKAR model (Awareness, Desire, Knowledge, Ability and Reinforcement), a kind of change model that describes about the awareness in change which is believed as the very basic as said in comprehending “how, why and when” for the utilization of different tools in change management. This model also analyzes the drawbacks, if not implemented, enhances the desire to support the knowledge, change and skills behaviours required pre and post change implementation, innovate and improve the new skills to adopt for the change and bring the importance to reinforcement for the change sustainability. Four theories such as Teleological, Evolutionary, Dialectical and Life cycle explains about the organization change based on Van De and Poole (1995) interpretations. In a working organization, if there is a force exists against the change implementation, then it is called as Resistance. There are various factors in resistance including persistence, conservatism, self- distrust, frustration, low motivation, resentment, and conservatism, preference for stability, retention, tradition, insecurity and selective perception. The above said resistance factors create a chaos amongst employees in terms of low work efficiency, failure outcome and leads to aggression against management. Lewin’s 3 –stage and Kotter’s 8-step change model and many such models exist when it comes to change management in which the latter change model comprises of empowering broad-based action, developing a change vision, establishing a sense of urgency, communicating the vision for buy-in, never letting up, and incorporating changes into the culture, creating the guiding coalition and generating short- term wins. This model impart the importance of change from one individual to another and making them adopt the change with less or no agitation, motivating the other team members for accepting the work, create a visionary and make everyone aligned towards it, adopt to the change and formulating a strategy and working towards it for attaining the vision. Individuals were explained by this model on how to remove the obstacles in order to ensure the visibility of the plan for supporting the achievement record. Post change intervention, this model mandates the monitoring, intervention and feedback receipt from the © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 13 of 21

14. employees about the change management. Lewin (1947) described another change management model, called as Lewin's 3-Stage Model of Change which included the unfreezing process in order to expect the uncertainty in the firm and ensure the firm is prepared to acceptance of change. Individuals are involved in the change and their uncertainty is to be resolved. They need to understand the benefits obtained during change along with the refreeze in which changes are involved such as making their shape and adopting the new working processes. As a project manager I have the ability to motivate the employees to accept the sudden change. I do my best for providing ideas to change management. I have help employees to give motivation, provide trust, reduce their fear, frustration and provide security about change. According to the Baird and Meshoulam (1988) who determined the four stages of change management namely initiation, functional growth, controlled and strategic integration. As per the model, I elegantly illustrated the necessity of change. One major barrier for change is people resistance in organization. Change is the constant factor that occurs in a business, rapid adaptation and sustainment to the environment leads a business to be profitable the same was described by (Collerette et al., 2002). In order to lower the marketing cost our senior managers discontinued the promotions that were previously made through flex banners, magazines and the advertisement videos played in cinemas. Instead, they suggested our team to use the online tools available for the promotion and the additional responsibility of recruiting and managing the team was handed over to me. I handled this scenario by utilizing the ADKAR model among the employees for adapting to the change management occurring. I chose to implement the ADKAR model to manage change as this model is prescriptive as compared to other models that are descriptive. A prescriptive model is more beneficial in the fact that it outlines the factors that must exist for successfully managing change. Moreover, the ADKAR model fosters action by mapping the tasks that needs to be undertaken to manage change. Thus, I was able to pick out the perfect team for the work chosen subsequently guided them to the desired goal by making use of the right marketing tools like Facebook, Instagram, Google ads and was able to accomplish the need. As a result, 29% of our marketing cost reduced and in addition to that number of new clients’ level also increased by 10%. Hence by my effective change management skills such as motivate employees, removing obstacles, providing ideas, cost reduction, implement necessary changes and by © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 14 of 21

15. applying effective change models I was able to incorporate new effective and efficient changes in my firm. 6.0 Reflective Practice I felt reflection is a better practice that facilitates the understanding, exploration and examination of my present thinking and learning. This learning gives the deeper understanding of the practice of our daily activities and gives the clear ideas about future planning. In the ten month internship learning as a post of project manager, I have learned lot of skills which are helpful to my career growth. In the current scenario, most of the internship gives reflective learning practices. This training gives real world of learning, the learner who is directly involved and feels their real experience. Similarly, my internship post has provided all the learning practices in reflective manner as discussed in above four major skills. Schon (1983) explored the concept of reflective learning as “The reflective practitioner: how professionals think in action”. During the internship post, I have used a similar learning model. I have acquired knowledge from my seniors and other employees and also attempted to execute the technologies and methods of learning with the vendors. There are two types of reflections such as reflection-in-action and reflection-on- action. In the reflection-on-action involved that employees have understood to analyse, evaluate and describe their past learning practice to improve the future practice. Meanwhile, reflection-in-action employees reflect their responses and experiences in real life. I followed reflection-in-action practice as it provided me with a platform to develop expertise. Moon (2000) stated that the reflective learning practices are a process of learning of education and teaching at the internship period and implementing the same practices in the management education. There are three levels of reflection namely the critical reflection, practical and the technical reflections. First reflection involved the consideration of ethnic and moral criteria with respect to the reflection analysis. Second method of reflection is practical reflection that involves the reflection of objectives in a practical manner but it is not absolute. Thirdly, reflection of technical is covered with efficacy of goals achieving that are not associated to fault-finding (Adler, 1991). Initially, I have well read the model of reflective learning and hence I can execute a similar model in my internship period. Major aim of this model of reflective learning was to do learning and also apply in real life. In internship period I have learned more number of practices and skills that are associated to practices of learning that could be executed when I had to speak with the vendors/clients. Such model not only helps © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 15 of 21

16. my personal skills but also develop my overall learning level methodologies. Likewise, this model supports me to improve my learning practices but also improve the professional skills and also provide better understanding of imaginative methods to implement in real life. The most important critiques involved in reflective learning is conceptualized by Dewey (1933), the thinking process about the implementation is not similar to the thinking action. According to the critiques of Quinn (2000) the self-reflection may sometimes self- disapproval and self-rejection. Some of the critiques were explained in the reflection practices such as lacking of critical elements, reflection may become uninteresting and self- justification or self-evident description, collaborating with current practice and justify it (Loughran, 2000; Boud & Walker, 1998). More supporting and critiques statements are analysed in previous authors. According to the model of Gibbs (1998), the reflection is straight forward, first analyse the situation, feelings, evaluate the experience, analysis the same experience with past one, finally examine what step we take to close the situation in future. For instance, I have got an opportunity of completing the Kalyan jewelry project at utmost satisfaction. Similarly, I followed this same model in the internship period. As a result, the process of reflective learning effectively worked and I undertook the similar process in an efficient way. 7.0 Conclusion As a project manager in the ten month internship period was a wonderful experience in my learning career. In this period, I have learned lot of better practices and different managerial skills also good practical training. At this time, I have been exposed to more number of clients and faced lot of difficulties and better discussions with client. I have learned lot of good experience with my superiors to tackle various situations. This has helped me interact well with various clients. At this time, numerous negotiations was made in different projects and made achievement in projects and also I have got lot of appreciation from my superiors. Due to my negotiation skill, I got more awards and more compensation from my management. Clients and my firm management are highly satisfied about my work. I have done all my projects within a particular time period. Hence, my management team has given more projects based on my capability. Due to proper time completion, my vendors, clients are highly satisfied and provide lot of new projects. They also have referred many people to give more projects to our organization. Human resource team members of my © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 16 of 21

17. organization are also very happy about my work. I am always gone early in morning and doing work and leaving at late night in office. I am very passionate with my work and like every kind of job in my company and also enjoyed to discuss with my superiors. My company was very supportive of my all projects especially my team members are very enthusiastic and passionate of all projects. My internship was highly successful and I would happy to get a same kind of internship in future. 8.0 Recommendation Barnett, R. (1997) Higher Education: A Critical Business. Buckingham: SRHE/Open University Press. Brown K. and Rutter L. (2006) Critical Thinking for Social Work, Exeter: Learning Matters. Cottrell, S. (2005) Critical Thinking Skills Developing Effective Analysis and Argument. Basingstoke: Palgrave Macmillan. Moon J. (2005). We seek it Here…. A new perspective on the elusive activity of critical thinking: a theoretical and practical approach. An Escalate publication These are all the above books support me to get knowledge and benefits about various practices and skills in application of internship period. I have read all the above books and authors for the successful completion of my internship. The first book provides the serious thinking and also gives suggestions for increasing specific thinking knowledge. In this aspect, I have suggested this book for readers to get in-depth knowledge and various tips. This book creates three types of reflection thinking. When I implemented this practice in my internship period I have learned the work ability in an effective manner. Second book of Brown and Rutter (2006) support me to get logical thinking in area of business. This material covers the same three types of reflection learning practice. In line with this, the third book supports me to get more knowledge about employee related works in a managerial job. The skills of critical thinking develop the efficient analysis and argument provides me the better idea to solve issues in internship period. If any business would start this kind of skill support to solve the issues and also protect the company from other competitors. This book guides me a lot. Moon (2005) book give the theoretical and practical approach of critical thinking. Therefore, the above mentioned all the books were helpful to my success of the internship post. © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 17 of 21

18. References Adler, S. (1991). The Reflective Practitioner and the Curriculum of Teacher Education. Journal of Education for Teaching. [Online]. 17 (2). pp. 139–150. Available from: http://www.tandfonline.com/doi/abs/10.1080/0260747910170203. Alfredson, T. & Cungu, A. (2008). Negotiation Theory and Practice A Review of the Literature. Easypol. Baird, L. & Meshoulam, I. (1988). Managing two fits of strategic human resource management. Academy of Management Review. 13 (1). pp. 116–128. Block, P. (1993). Stewardship: Choosing service over self interest. San Francisco, CA: Berrett-Koehler Publishing. Boichuk, J.P., Bolander, W., Hall, Z.R., Ahearne, M., Zahn, W.J. & Nieves, M. (2014). Learned Helplessness Among Newly Hired Salespeople and the Influence of Leadership. Journal of Marketing. [Online]. 78 (1). pp. 95–111. Available from: http://journals.ama.org/doi/abs/10.1509/jm.12.0468. Boud, D. & Walker, D. (1998). Promoting reflection in professional courses: The challenge of context. Studies in Higher Education. [Online]. 23 (2). pp. 191–206. Available from: http://www.tandfonline.com/doi/abs/10.1080/03075079812331380384. Bransford, J., Sherwood, R., Vye, N. & Rieser, J. (1986). Teaching thinking and problem solving: Research foundations. American Psychologist. 41 (10). pp. 1078–1089. Brown, A. (1987). Metacognition, executive control, selfregulation, and other more mysterious processes. In: F. E. Weinert & R. H. Kluwe (eds.). Metacognition, motivation, and understanding (Chapter 3). Hillsdale, NJ: Lawrence Erlbaum. Brown, K. & Rutter, L. (2006). Critical Thinking for Social Work. [Online]. Learning Matters. Available from: http://www.amazon.co.uk/Critical-Thinking-Social-Post- Qualifying-Practice-x/dp/184445049X. © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 18 of 21

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21. Reynolds, A. & Thompson, I. (2008). The Purchasing Models Handbook: A Guide to the Most Popular Business Models Used in Purchasing. Stamford: Chartered Institute of Purchasing & Supply. Roberts, M.J. & Erdos, G. (1993). Strategy Selection and Metacognition. Educational Psychology. [Online]. 13 (3-4). pp. 259–266. Available from: http://www.tandfonline.com/doi/abs/10.1080/0144341930130304. Sabar, R. (n.d.). Models. [Online]. Available from: Change http://www.ocl.ac/docs/PGD/EDSML/docs/3/Change Models.pdf. Schon, D.A. (1983). The Reflective Practitioner: How Professionals Think in Action. New york: Basic Books. Simon, H.A. (1986). Decision Making and Problem Solving. Washington, DC.: National Academy Press. Spears, L. (1998). Insights on leadership: Service, stewardship, spirit, and servant- leadership. Hoboken, NJ: John Wiley & Sons. Toppo, M.L. & Prusty, D.T. (2012). From Performance Appraisal to Performance Management. IOSR Journal of Business and Management (IOSRJBM). 3 (5). pp. 01–06. © 2016-2017 All Rights Reserved, No part of this document should be modified/used without prior consent Tutors India™ - Your trusted mentor since 2001 www.tutorindia.com I UK # +44-1143520021, Info@tutorsindia.com Page 21 of 21