Question

Please right 2 pages on: Conscious reflection - "This is a reflection on who you are as a leader"

It can include things like:

• What norms, assumptions and values are challenged or reinforced

• What edges do you have to explore and cross

• What are your areas of ignorance and incompetence

• What have you learnt about yourself as a leader and learner

Answer 1

Reflection can be defined as the examination of one’s own conscious thoughts and feelings. In psychology the process of reflection relies exclusively on observation of one’s mental state, while in a spiritual context it may refer to the examination of one’s soul. Human self-reflection is the capacity of humans to exercise introspection and the willingness to learn more about their fundamental nature, purpose and essence. Human self-reflection invariably leads to inquiry into the human condition and the essence of humankind as a whole.

Self-reflection of a human is related to the philosophy of consciousness and the topic of mindfulness in general and the philosophy of mind.

In the learning environments, reflection is an important part of the loop to go through in order to maximise the utility of having experiences. Rather than moving on to the next ‘task’ we can review the process and outcome of the task and – with the benefit of a little distance (lapsed time) we can reconsider what the value of experience might be for us and for the context it was part of.

Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees.

Methods

A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned. To test the reliability of the data, they were analyzed by Cronbach's α and confirmatory factors. Correlation analysis was used on the relationships between organizational cultures, leadership behavior and job satisfaction.

Results

Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction.

Conclusion

The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.