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Hena Parvin MN6007

Gibbs model for self assessment and personal refletion

Module

General and Organic Chemistry (AOC106DI)

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University

Coventry University

Academic year: 2020/2021

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sameer ul hassan

Coventry University

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Achieving your potential: Personal reflection

Student name: Hena Parvin

Student ID: 20029504

Introduction
Gibbs model for self assessment & personal reflection
- Target fulfilling in DHL & my reflection
Conclusion
References

Gibbs model for self assessment & personal reflection

There many theories & models exist to do self assessment. One of the most famous is Gibbs model. In Gibbs model a set of factors are described which everyone has to go through during a task (Jepsen et al., 2018). I always wanted to build my career in sales. I have done some part time jobs in different book shops & departmental stores. DHL is my 1st full time work place. I have been working here for the last 2 years. Throughout these I have seen many up & down. As my profession is an office executive so I have realised that during different projects of DHL the Gibbs model has been used differently. In my class some sessions were so interesting that they made me use the learning from those in my professional career. In this assessment I will be using this model to describe how in a case of DHL where there was pressure of work the Gibbs model was used:

Target fulfilling in DHL & my reflection

During 2018/19 in DHL the improved scanning facility was introduced. That was quite a new thing for us as there wasn’t that much AI technology available at this time. The workload was very high at that time. The Gibbs model work like this way for me:

Description: in one class we were divided into some teams & were given some logos to build any structure. It was so ambiguous as we don’t know each other that much & we don’t have that much of a collaboration. We may face obstacles. Obstacles will come in career also (Hawk, 2017). Later in my work place of DHL one January morning our regional manager called all the branch managers to attend a meeting. There the new bar code scanning technology was introduced to us. We weren’t doing well at that time & the regional head set a target for us that in the UK 30% use of DHL has to be increased by 2 years. That was a very challenging work for us. We were taught that instead of doing the security check manually we have to use barcode to list every parcel. Things were quite new to us & we don’t have the idea how to increase the sales. Feeling: initially I wasn’t sure about using Lego in lectures. Over the time I and my group members thought that we should accept new ways of doing things. We started to do group work. We came up with creative ideas to build things with Lego. In DHL the new technology seemed to be difficult to me as I wasn’t a very tech friendly guy at that time (Kremer-Hayon

& Fessler, 2019). The sale of DHL service to be increased by 30% was also realistic to me. I along with my employees of the London branch was in a very tight situation. I talked with the branch manager several times but each time he answered we have to accept that. I realised that I have to learn computer 1st with advanced learning so that I can use myself & make my employees properly computer. Me with other employees learned computer scanning & started to do team work to fulfil targets. Evaluation: soon in the class I realised that practice makes a man perfect. We members tried different sets & finally started to figure out a way to build cranes. During this time I acted as a leader & everyone used to follow my instructions. I used to create different ideas but while building issues to scrap them. In DHL soon I realised that actually I have the brain to learn computers quickly & use the barcode system. Employees under me tried to make excuses that use of computers is tough but I make them learn that from different computer training centres. Soon I realised that with the bar code system we can scan codes of security 10 times more quickly than manual systems. As it is directly connected to the computer so we don’t need to write down the information of the sender & receiver (Browne & Moffett, 2014). Soon employees got used to that & they became more efficient. It also helped us to receive more parcels each day & register those. Collectively each day’s increase of parcels ends up being a 25% increase of use of DHL. Though the 30% target wasn’t fulfilled, I learned how to motivate employees. I used to give different incentives every target fulfilling. For example every 10% increase in sales employees used to get 20% more of salaries that month. Beside this I used to arrange free training of computers & bar coding systems for employees. As employees didn’t need to spend a cent for learning these so more & more employees showed their interest in learning computer training. To increase sales I have to sit meeting with different local clients. Previously for order taking I used to send any senior employees but now I personally go there. It also increased my communication skill. I realised that I am a very good speaker. When I present my presentation to big clients they just hear me without interrupting me. I used to divide work into employees based on their skills. Some workers try to take a chance for taking leave without any reason, put pressure on others etc. what I used to do is giving everyone some special task so that everyone gets involved in work.

Analysis: This Lego activity taught me a great lesson about making building blocks for career. In career there are some steps. No one can jump at the top starting from the ground level. Just like to build something with Lego one has to build the bases & blocks. From the

Conclusion

Self assessment is really important for me. I will help to show my potential. I want to be at the top of corporate positions. For that I have to know my strength & weaknesses. Self assessment is the best method for that. Personal reflection will help me to understand what I have learned throughout the course & how can I relate those to my career. As an office executive the lesson from Lego would be very effective. It taught me some important lesson of corporate life that always start a good begging, never be ambiguous, stay focused, look from different angle, always have more than one plan, and work in team etc. from this assessment & experience from DHL I can realise that I have the potential to work in brand management & HR.

References

● Browne, B. and Moffett, L., 2014. Finding your feet in the field: Critical reflections of early career researchers on field research in transitional societies. Journal of Human Rights Practice, 6 (2), pp-237. ● Hawk, K., 2017. Personal reflections on a career in correctional psychology. Professional Psychology: Research and Practice, 28 (4), p. ● Jepsen, D., Sun, J.J., Budhwar, P., Klehe, U., Krausert, A., Raghuram, S. and Valcour, M., 2018. International academic careers: personal reflections. The International Journal of Human Resource Management, 25 (10), pp-1326. ● Kremer-Hayon, L. and Fessler, R., 2019. The inner world of school principals: Reflections on career life stages. International review of education, 38 (1), pp-45. ● Sackett, P., 2020. Reflections on a Career Studying Individual Differences in the Workplace. Annual Review of Organizational Psychology and Organizational Behavior, 8.

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