StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Internship Reflection - Admission/Application Essay Example

Cite this document
Summary
We reviewed students’ applications to study abroad and developed marketing materials for the program. The program was under one of the university department in which my…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER94.9% of users find it useful
Internship Reflection
Read Text Preview

Extract of sample "Internship Reflection"

Internship Final Reflection My internship involved working as a marketing assistant at the study abroad program within the university. We reviewed students’ applications to study abroad and developed marketing materials for the program. The program was under one of the university department in which my major assignment was to ensure all students’ applications contained all the details required, ranging from personal details and other extra information that was required. In addition, sometimes I was assigned the role of going round the nation or even abroad to market the university’s courses on offer. This was meant to attract student enrolling for the same. I learnt from the organization communication skills, file management, and computer skills in marketing. These skills enabled me to add to my qualities of a leader like including all workers in decision making and listening to worker views and opinions during problem solving within the organization. I encountered challenges during the internship period such as cultural differences and language barriers because we dealt with people from different cultures. My expectations were to leave the organization a skilled person in various areas of organizational learning. By the time I was leaving the organisation I could disseminate insights and know how organizations can improve performances. I am also aware of the common barriers to knowledge sharing across universities and their networks as well as ways and means of overcoming them. this is important for me because today, many organizations are struggling to implement organizational learning to make it a priority in their businesses and I will be required to fill such gaps in my future working place. Disseminating insights and know-how across any organization is critical to improving performance, but universities and other institutions of higher learning struggle to implement organizational learning and make it a priority (Bontis 442). A brief overview of the organization’s mission or work was to provide education services for the advancement of humanity. My project in this organization contributed to this mission through the development of organizational knowledge and integration of knowledge into everyday practice (Bontis 455). The internship was a useful tool for revealing the achievement of the organization over time. Some of my lessons acquired are that higher institutions of learning do not have to develop so much or stayed for a long time to meet its benefits from clearly laid objectives and incentives as well as processes for organizational learning. In addition, I learnt that a well trained staff with effective circulating meeting minutes tend to reveal programmatic best practices shared across organizations to measure the advancement of there programs. Basically, one of the trickiest characteristic of organizational learning is the issue of learning related activities in different ways and the ability for one to work in various parts of an organization comfortably. In some organizations, staff training outdoes other activities while in others, other activities like performance management is the locus of the organization. The crucial feature here is to notice wherever learning is placed in the management of an organization and connect its importance in meeting the mission and impact of the organization. Something else I learnt from the internship is that leaders need to adopt a culture of continuous improvement to uphold the values of organizational learning (Argote 147). The culture strengthens learning through the provision of incentives for learning behaviors and by measuring and communicating results of learning. It is essential that any organization defines its learning goals, to specify to people who are accountable for the capturing, distilling, applying and sharing knowledge (Argote 154). The structure should incorporate networks and coordination strategies, which will help information to flow among people who need it and when they require it. Finally I learnt that any successful organization must design intuitive knowledge processes that support how people work (Argote 156). These processes give the definition of staff members of a learning agenda and how they capture, distill and apply knowledge. Among these processes are technological systems for exchanging knowledge, which will need to keep interactions from one person to the other and at the heart of them (Argote 161). As leaders, we need to be pioneers in organizational learning. We need to demonstrate our commitment by setting a vision and goals for learning which will be connected to furthering the mission of the organization. We must also act as role models through participation in learning activities. The ethical considerations I learnt from this organization are that; first, value and morality in the workplace are dilemmas which can be difficult to handle once the workers predetermine their own principles (Bontis 463). Despite this fact, employers focused in forward thinking and who have the best interest of the organization in their hearts, and are responsible in implementing workplace ethics policies are expected to adequately prepare for the potential conflicts of interest that arise due to the diversity of views from employees, culture and values in the workplace (Bontis 462). However, handling ethical issues in the workplace requires a firm and cautious approach to illegal and potentially dangerous matters. First step is to place policy based on the company’s philosophy, mission statement, and code of conduct. Next is the incorporation of the policy into one’s performance management program to hold employees’ seniors supervisors (Bontis 469). Next is the revision of the employee handbook to include the policy and provide copies of the revised handbook to them. Ensure as a leader, you give them signed acknowledgement forms from employees that indicate they received and understood the workplace ethics policy (Senge 334). The second step is the provision of workplace ethics training to workers. Use various instructional strategies to engage workers in learning how to address and resolve ethical dilemmas. Experiential learning is an effective way of facilitating organizational ethics training. Some of the workplace ethics are misappropriating company funds and failing to comply with organizational regulatory controls (Bontis 467). The third step is to appoint someone in charge of handling employees’ informal concerns pertaining to workplace ethics. It is also important to consider the need for organizational ethics hotline; this is a confidential service when employees want to contact management whenever they encounter workplace dilemmas that put them into uncomfortable situations. Confidential hotlines ensure employees’ anonymity, and this is a concern for employees whose alerts are considered spies (Dupee 129). The fifth step is to investigate about federal and state employment laws pertaining to whistle-blowing (Senge 229). Do not make employment decisions, like terminating or suspending an employee in connection with whistle-blowing or an employee’s right to protect an activity under whistle-blowing laws or public policy. Seek out legal advice for employee reports of workplace ethics issues which will improve your organization’s legalization under federal and state employment law (Nonaka 28). The final step is to apply the workplace policy consistently when addressing workplace issues and employee concerns about workplace ethics. The same business principles should be used in every circumstance, regardless of the perceived seriousness or the level of employees involved (Nonaka 28). Communicate the same expectations for all employees whether your juniors or seniors. The relationship of this internship to my academic literature is that organization learning is an area of knowledge within organizational theory which studies models and theories on how organizations learn and adapt (Nonaka 22). I discovered from internship that organizational development is an adaptive characteristic of the organization. The organization where I was based was able to sense changes in signals from its environment that is both internal and external and adapt accordingly (Kim 41). Some of the knowledge I learnt in this course termed as technical knowledge is exactly what I witnessed in this organization. I familiarized myself with technical words and phrases by being able to read and make sense out of the data as well as being able to act on the basis of generalizations (Nonaka 27). In contrast to the scientific knowledge, which guides scientists, I learnt that managers are informed by different type knowledge. This is what is referred to as experiential knowledge that comes from experience and resides in stories and narratives of how real people in the real world deal with real life problems and more especially at work place (Nonaka 34). I used the knowledge taught in this course during my internship to deal with awkward situations like when a student applying for a scholarship failed to include all required personal details. My colleagues and I sought stories of other people in the organization who are experienced than ourselves and tried to learn from them. At class level, it was theoretical and mass learning, but at the internship, it was an individual learning experience. I was trained; I increased my learning skills as well as work experience and formal education (Nonaka 39). Given from the theoretical perspective in class that success of any organization is founded on the knowledge of the people who work for it, these activities indeed have continued to be revealed in my life even after leaving the program. It is no wonder; individual learning is a prerequisite to organizational learning. The world is dynamic than that of ancient generations (Dupee 131). Waves of change are crashing on us and we have to take change as a norm instead of an exception (Nonaka 41). Continuous learning from class work to internships is essential in remaining relevant at workplaces. A learning organization does not rely on passive process in the hope that organizational learning will take place through serendipity or as a by-product of normal work (Nonaka 39). A learning organization actively promotes, facilitates, and rewards collective learning. According to organizational learning, monitoring individual’s learning is the first step of making a useful organization. There are various methods for capturing knowledge and experience like publishing, activity reports, lessons learnt, presentations and interviews among others (Senge 220). Capturing organizational knowledge will entirely depend on how peoples evaluate the organisation they work for. I realized this during my marketing missions. Different structures facilitate searches regardless of the user’s perspective like when, who, what, why and how (Kim 39). Capturing also includes storage in repositories, databases, or libraries to ensure that the knowledge will be available when and as needed (Kim 47). Organizational learning is a social process, involving interactions among individuals from different cultures leading to well-informed decision making (Nonaka 35). This is because above all, a culture that learns and adapts as part of everyday working practices is essential. Works Cited Argote, Linda. Organizational learning: Creating, retaining and transferring knowledge. Norwell, MA, Kluwer Academic Publishers, 1999. Print. Bontis Nick, "Managing an Organizational Learning System by Aligning Stocks and Flows". Journal of Management Studies. 39 .4, (2002): 437–469. Kim, Dennis, H. The link between individual and organizational learning. Sloan Management Review, fall, (1993): 37-49. http://hcs.science.uva.nl/kennisenleren/cursus0203/kim.pdf Nonaka, Ikujiro. (1994). A dynamic theory of organizational knowledge creation. Organization Science. Pg.14-36. http://www1.unihamburg.de/ami/lehre/Veranstaltungen/WS_0607/Innomarketing/Rueckschau/Nonaka_OS_1994.pdf Dupee, Leonard, Barton, Gavin and Barton, Michelle. Make Yourself an Expert: How to pull knowledge from the smartest people around you. Harvard Business Review, (2013):127-132. https://st.fl.ru/users/JoySky/upload/f_73752c81b432b06c.pdf Senge, Peter. The Fifth Discipline: The Art and Practice of the Learning Organization. New York, Doubleday, 1990. Print. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(Internship final reflection Article Example | Topics and Well Written Essays - 1750 words, n.d.)
Internship final reflection Article Example | Topics and Well Written Essays - 1750 words. https://studentshare.org/management/1832527-internship-final-reflection
(Internship Final Reflection Article Example | Topics and Well Written Essays - 1750 Words)
Internship Final Reflection Article Example | Topics and Well Written Essays - 1750 Words. https://studentshare.org/management/1832527-internship-final-reflection.
“Internship Final Reflection Article Example | Topics and Well Written Essays - 1750 Words”. https://studentshare.org/management/1832527-internship-final-reflection.
  • Cited: 0 times

CHECK THESE SAMPLES OF Internship Reflection

Law Specialism Incorporated - Legal Firms and Internships

According to the paper 'Law Specialism Incorporated - Legal Firms and Internships', the recruitment and selection process for both law and non-law students are done formally such that all applicants are required to comply with the requirements: A&O First; attend the 'Open Days'; attend 'Summer Vacation Scheme'; attend 'Winter Vacation Scheme'....
10 Pages (2500 words) Essay

How to Acquire the Deep Smart Skills

This term paper "How to Acquire the Deep Smart Skills" describes individuals who include risk managers, operation troubleshooters, or salespeople.... Even those people who are famous for their achievements in their areas seek knowledge from other people within their organizations.... ... ... ... In the given work it is told that in case of your desire being become that person in an organization who people goes to when they want some advice and you do not have an opportunity or time to accumulate all the knowledge from your predecessors, it is crucial to look for the knowledge in various other ways....
6 Pages (1500 words) Term Paper

Reflection on rural externship

In one of these cases, a Miss A.... came to the pharmacy asking for paracetamol.... I observed that Miss A.... was flushed and had glassy eyes.... She was also bundled up with a thick jacket even when it was.... ... ... She expressed that she was feeling cold, but her temperature reading indicated that she had a fever....
4 Pages (1000 words) Essay

The Issue of Internships

internship has been defined as a formal or official program.... The paper therefore supports internship since it enables young professionals to put in to practice their learned skills.... From the book of 'The Successful internship: Personal, Professional and Civil Development' by H.... King the benefits of internship were discussed.... Fredrick Sweitzer who was a professor Humans Services at the Hartford University had placed and supervised the undergraduates for a period of twenty years and also developed the aspect of internship seminar at the Hartford University....
4 Pages (1000 words) Essay

Internship Reflection paper

ecently, I have had the privilege of working with the Alibaba Group by doing an internship with them.... I got this internship through assistance of the internship program of our University.... The firm operates in the e-commerce industry.... In China particularly, the government is increasing the focus on e-commerce so as to strengthen social and economic....
10 Pages (2500 words) Admission/Application Essay

Reflection on my internship

If they had been expecting more from me, they did not let me notice because they were just as reflection Paper I began my practicum at Hillcrest Hospital with much excitement and anticipation.... It is because of this work relationship that I have with the hospital that I was also apprenehsive about my internship....
1 Pages (250 words) Research Paper

Are Internship Worth the Effort

This essay "Are internship Worth The Effort?... tells what internship programs are for.... internship programs are specially designed for different training organizations.... The internship is a training program beneficial for those who want to pursue a career in respectable professions in society.... Via internship, students aim to acquire distinguishable levels of expertise either during or after completing their graduation qualification....
5 Pages (1250 words) Essay

Reflection on an Internship

The paper "reflection on an Internship" is an impressive example of a Finance & Accounting essay.... The paper "reflection on an Internship" is an impressive example of a Finance & Accounting essay.... The paper "reflection on an Internship" is an impressive example of a Finance & Accounting essay.... Oftentimes, and despite the engaging and laborious nature of my duties during the internship, I would look forward to attending work the next morning....
14 Pages (3500 words) Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us