the model should describe the experience and u should support the experience with relevant theories and show that you support the experience with in text citation of this theories . you have to link

Check this criteria to see if all the required things are in the text .

I need to revise this work you should read and check the part in red this is where you should focus please you have to support the model and the experience with relevant theories and put in text citations to support the experiences .

You have to link in the Action part to the Peronal development plan of what you will do differently:

A reflective report writing is a special skill that needs to be developed because it forms the basis of discovering oneself and help a person make a sound decision based on the weaknesses or strength discovered in their analysis. In this report, I analyze my encounter with a good and a bad manager and the lessons that I learned from the scenarios using Gibbs (1988) version of the reflective cycle. The leadership, emotional and persuasive and others theories will be used to gauge the kind of a person I am. Finally, the personal development plan will make me realize what I learned/discovered in the analysis about myself and how to perform better in the future .

Writing a reflection report is essential to know about the feelings emotions and experiences related to a certain event (Hyler, 2015), current reflection has been written to express my feelings and emotionally based on experiences of working with the good and bad manager. Current reflection would help me to understand my own emotions and feeling during these experiences, and it will also help me to take better decisions for my career becoming a good manager. Further, the reflection helps me realize my weaknesses and strength in dealing with issues in the day to day activities.

1. Experience with a good manager( you should mention which model are you using you use Gibbs (1988) version of the reflective cycle.) During the cycle you will describe the experience and explain how I felt.

Description:

Feelings :

Evaluation:

analysis:

action : link the action with the personal development plan in appendix .

1. You start supporting your model with theories in the -evaluation and analysis parts. So you support you experience and model with minimum 3 theories (leadership, emotional, persuasive etc… according to the experience)… you should put in text citation to support the experience with theories.

Please change the experience as is not clear I am a member of staff in an icecream shop but change that the problem was that I didn’t compile the report change it for something else please .

Don’t be toooo descriptive

1. How does this influence your attitude or employability-related behaviours in the future? Where and how could this learning could be used in the future? For example, what will you do the same or differently? What kind of situations could you foresee this being applied to? this part is written ok you can check it in the text and make it more professional

2. Commentary on what you will do as a result of this reflection.

3. Excellent links made between your reflections, analysis of development areas and the development plan .

Check if all the parts are in the text

As a vendor in the ice cream shop, I am expected to serve clients and compile a report at the end of the day. I did not compile the report on time because of a logistic challenge, and I was expecting fire from my boss because he looks very harsh. However, what my boss did to me made improve my morale, and my self-esteem rose a notch higher. After realizing that I did not present the report, he called me to the board room. In the board room, he softly asked why I had not compiled the report as it is required of me.

My response was that there were some delays and some clients were still waiting for their package to be delivered. He used his experience and told me that next time I face such a situation; I use a different reporting style. He explained to me all the possible scenarios which could lead to a delay in reporting and gave me solutions to each level. He insisted that he considered the first mistake as a chance to learn and did not expect a repeat of what happened on that day. He assured me that his lines are always open to me and I should always reach to him in case of such a situation, for his guidance and assistance. He further increased my confidence by expressing his trust in my abilities and assurance that I can do better in such scenarios. He showed a lot of respect in the way he talked to me and handled me. I felt very confident because of the way the manager talked to me, and I vowed always to make the right decision to avoid disappointing him. I felt I have a mentor and the shop is not a place where I learn a living but a place to learn about the skills in life which are needed. The main lesson I got was that weakness could be turned into a strength if the best method is used. I made a mistake in failing to compile the report in time, but the feeling made me understand more about how to manage people to make them better. Going forward, therefore, I resolved to go by what he advised me to do and encourage others who make mistakes in life. The best lesson I got from the manager is that mistakes are learning points.

The leading theory is transformative leadership. A transformative leader not only makes the employee perform better but also builds confidence in him to make him or her to be a transformed person. The trait theory is also very evident because the traits of my manager are equal to the traits of a manager who is likely to succeed in the organization (Amanchukwu, Stanley, and Ololube, 2015). In my reaction to what the boss told me, my physiological reactions were as a result of the fear I was feeling inside after I realized that what I did was wrong. In my experience, I experienced the cognitive appraisal theory because the thinking that I did something wrong is what came first before I could express my fear and my boss saw that from what my facial expression showed (Cabello, and Fernández-Berrocal, 2015). The message that the boss gave me specifically persuaded me and made me change my attitude and understood what he said was meant to teach me never to repeat that mistake because it was not good for the growth of the organization.

The experience with a good boss is a good lesson point, and it made me learn that those mistakes are learning points. The experience made me appreciate the theories that form my personality, and with that, I have learned how to react to people who do something wrong. When a person does something wrong, it should be an avenue to learn and not be scolded by the boss. The experience with the boss has formed my employability behavior always to accept my mistakes and change for the better. Cover-ups and giving excuses is not a good thing, and it does not help. In my future employment, I will view my mistakes as a learning point and avenues to improve my performance. The experience is very applicable in the future of my career, and it describes the importance of feedback. If I could have expressed my challenges in delivering my mandate, during the reporting error, the boss could have expressed how I handle the situation. The best lesson from experience is that I should always ask for clarification rather than fail to do my duty. In the future, if I am confronted with such an issue, I will call my manager and experience the hardship I am facing so that he guides me out of the situation. All the situations where I don’t know what to do, I should immediately escalate to the boss rather than do something which I am not sure whether its correct.

As a part-time employee in a pizza restaurant, the instruction from the boss was that I should arrive in the facility any time from 5:00 pm. I made it a habit to arrive at work at exactly 5:00 because I believe punctuality is the mother of all business success. My boss did not say a word about my coming early because he did not have a specific time of coming to work. Last week on my way to work, I was delayed by traffic, and I had to look for other means, but unfortunately, I arrived 5:11 pm and was not worried because the instructions were that I show up at the restaurant any time from 5:00 pm. I did not expect any problem. Unfortunately, the restaurant boss believes that his yelling is directly proportional to the revenue growth of the organization. He greeted me with yelling at the entrance of the hotel in the presence of the customers, I tried to apologize, but he could hear none of that. I was not only embarrassed, but I also felt that I am of no good to the organization. I could hear him yell as he entered his office that he always saw me as a person who is paid to do nothing in the organization. I entered his office, apologized further and promised never to come late again. He claimed that I am of no good and even the days I performed well was because of his supervision. According to him, my performance depended on him and vowed never to give me an assignment in his absence because of how notorious I am in doing things the wrong way.

The major lesson I learned is that trying to force communication with an unsupportive boss is like getting yourself into deeper trouble. In the future, when I am given such a chance to work in such a venture, I will be asking for a clear communication because I understood that any time from 5:00 pm was good for reporting and that is why I did not feel guilty reporting at 5:11 pm. If I could have asked for clarity in information, I would not have encountered such disappointing moments.

The leading theory is the trait theory of leadership. A trait theory expresses how a leader should behave when an employee makes a mistake. The reactions of the leader should make the employee perform better and not to demoralize. The trait theory is also very evident because the traits of my manager are equal to the traits of a manager who is likely to make an organization for failing miserably (Amanchukwu, Stanley, and Ololube, 2015: 65). The reaction reflected that I got scared internally after my physiological nature reacted. I was not guilty, and I knew that all was well until the boss started screaming, I got scared, and fear struck me because of how my body reacted to the shouts by the boss. The message the boss had for me was very demoralizing, and I felt very disappointed to the core to the extent that I thought to quit the organization and the part-time employment.

The experience with the bad manager is an embarrassing one and can make one perform very poorly in his day to day mandate of the business. I have been learning about troublesome leaders, but this experience connected me with the bitter reality on the way that I should react in the future when I face such a boss. The shouting, yelling and blames never helped my boss or me and it formed a very wonderful conclusion in my brain (Cabello, and Fernández-Berrocal, 2015) it formed my belief about my future actions in employment and employability. The next time I accept employment in a particular place, I will demand that I get full information regarding the code of conduct at a particular place and what to do in case the laws of the organization has been violated. In my career, there are chances that I will meet similar bosses and what matters is how I react to their yelling and shouts. In the future, I would treat such a scenario very differently by maintaining cool then ask for proper terms after the boss has cooled down. My motivation to work was crushed at that particular time, and I could not work well (Stiff, and Mongeau, 2016:77) I learned a lesson both as a manager and a worker, when I will be in leadership positions, I would always act in a way that motivates and give the worker morale to work more diligently.

The analysis has successfully shown the kind of person I am and the way I react to problems in the place of work. I have a feeling that mistakes are learning points and that is why I was happy when the good manager confirmed that. When the bad manager did the contrary, I resolved not to treat employees like so in the future. My development plan has an ambition of being goal oriented, not emotional in business issues and to be a good problem solver. With such traits, I will make the best manager.

Amanchukwu, R.N., Stanley, G.J. and Ololube, N.P., 2015. A review of leadership theories, principles and styles and their relevance to educational management. Management, 5(1), pp.6-14.

Cabello, R. and Fernández-Berrocal, P., 2015. Implicit theories and ability emotional intelligence. Frontiers in Psychology, 6, p.700.

Quinn, D., and Shurville, S., 2009. From little things, big things grow scaling-up assessment of experiential learning. Campus-Wide Information Systems, 26(5), pp.329-344.

Sato, M., Hyler, M.E. and Monte-Sano, C.B., 2014. Learning to Lead with Purpose: National Board Certification and Teacher Leadership Development. International Journal of Teacher Leadership, 5(1), p. n1.

Stiff, J.B. and Mongeau, P.A., 2016. Persuasive communication. Guilford Publications.