英国硕士毕业论文模板大汇总

een a struggle for me at social settings since I have a quiet temperament, I sometimes naturally take on the “listener” hat.  However, when I am in the task-oriented mode at work, I could be too focused on getting things done then listen to my colleagues’ feedbacks.  Levi (2016) suggest paraphrasing what one heard and asked the speaker for feedback can be a great way to practice the art of active listening.  This approach also shows the listeners’ care and attention lie in the speaker (Levi, 2016).  I have tried that a couple of times already at work – through the first time took some self-control to focus and repeat what I have heard.  By taking baby steps, I believe this practice will not only help me to gain more understanding of my colleagues work and my tasks, but also promote more bond between us.

Conclusion

As an old Chinese proverb says, “To learn is to know one’s ignorance.”  This course showed me how much more I need to learn about workgroups and teams.  From exercise critical thinking and reflection daily to bring public reflection to the workplace.  The last thirteen weeks also showed me the complexity and beautify of cultural dimensions and group dynamics.  With the first semester of the OLL program wrapping up, I know I still have a long way to go to expand my thinking and leadership skills.  With the tools of reflection and critical thinking, I believe I will walk through this learning journey, one step at a time.

References

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Cain, S. (2012). Quiet : [The Power of Introverts in a World That Can’t Stop Talking]. New York, NY: Broadway Books.

Cooper, C., Hellriegel, D., & Slocum, J. (2017). Mastering organizational behavior (14th ed). St. Paul, MN: South Western College Publishing.

Dhawan, E., & Chamorro-Premuzic, T. (2018, February 27). How to Collaborate Effectively If Your Team Is Remote. Retrieved from https://hbr.org/2018/02/how-to-collaborate-effectively-if-your-team-is-remote

Glaser, E. (1996). Center of Critical Thinking. Retrieved from https://www.criticalthinking.org/pages/defining-critical-thinking/766

Hart, R. K., & Mcleod, P. L. (2003). Rethinking Team Building in Geographically Dispersed Teams: Organizational Dynamics, 31(4), 352–361. https://doi.org/10.1016/S0090-2616(02)00131-6

Hofstede, G. (2001). Cultural’s consequences: comparing values, behaviors, institutions, and organizations across nations (2nd ed.). Thousand Oaks, CA: SAGE: Publications, Inc.

Levi, D. (2016). Group dynamics for teams (5th ed.). Thousand Oaks, CA: SAGE: Publications, Inc.

Maber, T. (2012). Rethinking Thinking. TED-Ed. Retrieved from https://www.youtube.com/watch?v=KJLqOclPqis

Raelin, J. (2001). Public Reflection as the Basis of Learning. Management Learning, 32(1), 11–30.

Runde, C. E., & Flanagan, T. A. (2008). Conflict competent leadership. Leader to Leader, 2008(47), 46–51. https://doi.org/10.1002/ltl.268

Schwarz, R. (2002). The Facilitator and Other Facilitative Roles. In The skilled facilitator: A comprehensive resource for consultants, facilitators, managers, trainers, and coaches (pp. 40–62). San Francisco: Jossey-Bass.

Trompenaars, F., & Hampden-Turner, C. (2012). Riding the waves of culture: Understanding diversity in global business (3rd ed.). New York, NY: McGraw Hill.

Tuleja, E. (2017). Intercultural communication for global business: how leaders communicate for success. New York: Routledge. from:http://www.51fabiao.org/lxsbylw/