UTILIZATION OF THE REFLECTIVE PRACTITIONER MODELFOR THE TRAINING PROGRAM TO BE IMPLEMENTEDIN THE ORGANIZATIONAs a Human Resource Manager, there are tasks that are needed to be focused on. In this case, as an HR manager, training would be given an in depth focus. With this training, it should utilize the 'reflective practitioner' model. The 'Reflective Practitioner' Model The 'reflective practitioner' model is more like a “mentor-student” relationship where both the mentor and the student or the one who is guided by the mentor is able to learn from one another. The so called reflective practitioners are the reflection of action and research, as well as practice and theory (‘The Reflective Practitioner: A Model for Staff Development? ’ 2007).
They also strongly believe in the definition that reflection should result in self-understandings and self-knowledge. There are also some who suppose that action should also be integrated in the learning process. In the process, reflective practitioners are most encouraged to be aware of their own theory-belief thus, compare the mental models and that of which appears in the reality. Reflective practice seeks to identify, evaluate, and change the beliefs and assumptions that guide and influence our actions (Osterman & Kottkamp, 2004).
Reflective practice places a main focus on learning, by actively involving the learner and learner’s experiences, or the mentor-mentees in the construction of knowledge, providing opportunities for exploration and articulation of own ideas, personal beliefs, knowledge, and experience (thus its emphasis on experiential learning), ongoing analysis of personal theory-in-use, and designing activities that are collaborative in nature (Tim McMahon, 2007). The professional autonomy of the mentors are again taken into consideration and being re-thought, reconsidered and reassessed.
How does the Model Work? If one is to compare the action model and Kolb’s learning cycle, they both emphasize the importance of reflection. Reflection in turn is meant to be transformative (Tim McMahon, 2007). Reflective practice is “an inquiry approach to teaching that involves a personal commitment to continuous learning and improvement” (York-Barr et al. , 2001, p. 3). This stage also involves the participants’ linguistic behavior and even their own experiences. One important distinction between reflective practitioner method and action research method is their form of inquiry.
However, in this paper we would be focusing on the convergence of the two models as an essential step towards achieving a common goal for a company. A reflective practitioner does not need to answer series of questions and define their answers but merely share their experiences. They would also be able to act as if they are just sharing their views but getting more in return. Who is it Suitable For? Reflective practitioner model is suitable in areas of professional practice which includes psychology, education, as well as architecture.
This model propose directions, purposes and methods for exploring extending as well as conforming professional standards of practice (Campone, F., 2004). Group of Worker that the Model is SuitableIn a study conducted for staff development which aimed to have a more efficient staff, the reflective practitioner model was utilized. In the said study they concluded that the development of a more reflective staff would bring about more change. Thus, the development of more reflective practitioners is recommended.