My reflective insights- me as a leader in Early childhood report Assignment

My reflective insights- me as a leader in Early childhood report - Assignment Example To work collaboratively with director and gain insight into the leadership role of a director. 2. To have a further in-depth insight into administrative and management roles/duties and responsibilities. 3. To improve my communication skills and show respect to all staff, children and families. A critical overview of my PE goals would reveal that they were structure to span around three major aspects of my roles and leadership experience. The first of these is an individual goal that aims for my personal development and growth as a leader. The second is an organizational goal that aims for the growth and development of the institution where I was working. The third goal is a social goal that aims for the betterment and wellbeing of the larger society through all staff, children and their families. Reading through my personal experience goals, it would be noted that they are related directly to me service learning. This is because through the practicum, there has been a number of enhan ced learning experiences that have relate to the objectives. The first of these is the service learning on how to work in collaboration with a superior. There is also service learning on the daily administration and management of an early childhood institution. The final one is learning experience of how to relate with parents and other staff members at the centre. With a careful overview of my work plan as presented in Appendix 1, it would be noted that as posited by Smales (2002), I am more of an outsider rather than an insider. This is because most of my work plan was focused on establishing common grounds goals with the other staff so that our collective interest would be achieved rather than my personal interest. The first two activities listed in the work plan for each day from Monday to Friday gives a clear indication of such need to collaborate with other people. As Rodd (2013, p. 63) emphasised, a state of belonging as I tried to achieve as an outsider helps in personal cap acity development, which was of course an important aspect of my professional and related goals. In a related manner, a number of ‘so whats’ can be identified as the meanings and relevance of my goals in terms of what I want to be as a future leader. First, my collaborative goals would mean that in future leadership, I shall be more comfortable as a democratic leader (Culkin, 1997). Next, my urge to have further in-depth insight into administrative and management roles means that into the future as a leader, I shall be aspiring for the highest possible positions that can get me to the very top (Healy et al, 2001). Finally, my goal to improve communication skills and respect for others means that I shall be a people-centred leader in the future. Insights on Leadership The creation of a leader’s profile has come to me with so much importance and relevance. This is because it has helped me in identifying some key professional insights as a leader and why these insig hts are worthwhile for me. In the first place, it was through the leader’s profile that I have discovered the type of leadership style that I shall be more comfortable as a future leader. As noted by McCrea and Ehrich (1999), leadership styles come in several forms and perceptions but applying the wrong leadership style in a given situation would be just as bad as not having

Performance Appraisal Systems Essay Example | Topics and Well Written Essays - 4000 words

Performance Appraisal Systems - Essay Example The evaluation is normally done by the individual's immediate superior in the organization who rates others is also rated by his superior. Performance appraisal employees rating techniques for comparing individual employees in his work group, in terms of personal qualities or deficiencies and the requirements of their respective jobs. It should be differentiated from job evaluation, which is concerned with the determination of worth of different jobs. Performance appraisal refers to the task of the rating or assessing the individual performance and abilities at work. (Yvonne, 1999, p.119) The performance appraisal is a formal programme in an organization, which is concerned not only with the contributions of the members who form part of the organization, but aims at spotting the potential also. The satisfactory performance is only a part of the system as a whole and the management needs more than merely evaluating the performance of the subordinates Performance evaluation is, something of an executive, art and science in itself. One important benefit of the system is that it helps top management to make further judgements about the executives who judge others. The top management can get a sense from the various performance appraisals, about the various departments of the organization and also the need of executive development in the years to come. Performance appraisal helps the supervisors to evaluate the performance and to know the potentials of their subordinates systematically and periodically. (Yvonne, 1999, p.124) Following are the benefits of merit rating: (a) It helps in the correct placement of workers. (b) Performance rating helps in guiding and correcting employees. (c) It helps the employees to know where they stand and consequently they try to improve their performance. (d) The performance appraisal helps to find out the ability of the personnel. This will stimulate them to better their performance in a bid to improve their rating over others. (e) Ratings can be used as the basis of sound personnel policy in relation to transfer and promotion. (f) Performance appraisal helps in designing the training programme in better way. (g) The performance appraisal if done scientifically and systematically will prevent grievances and develop a sense of confidence amongst workers because they are convinced of the impartial basis of evaluation. The making of appraisal ratings has a beneficial effect both on the persons doing the appraisal and the one being appraised. The appraisal brings to attention of supervisors or executives, the importance of knowing their subordinates as individuals. Purpose of Performance Appraisal Systems The object of performance appraisal falls in two categories: Administrative; and Self- improvement (a) Administrative Promotion. This is perhaps the most important administrative use of performance appraisal. It is of common interest to both, management and employees, to promote employees to