A reflection paper is a type of written assignment that requires the writer to think deeply about a particular experience or event and to reflect upon it in an organized and structured manner. In many cases, reflection papers are written in the American Psychological Association (APA) style, which is a widely used citation style in the social sciences.
One common type of reflection paper that is often assigned in college courses is the personal reflection paper. This type of paper requires the writer to reflect upon a personal experience or event and to consider the ways in which it has impacted their life or understanding of the world. In a personal reflection paper, the writer should aim to provide a clear and concise account of the experience or event, as well as to explore their thoughts, feelings, and insights about it.
Another type of reflection paper that is commonly assigned in college courses is the academic reflection paper. This type of paper requires the writer to reflect upon a particular course, lesson, or topic that they have studied and to consider the ways in which it has impacted their understanding of the subject. In an academic reflection paper, the writer should aim to provide a detailed and thoughtful analysis of the material that they have studied, as well as to explore the ways in which it has influenced their thinking and understanding of the subject.
Regardless of the type of reflection paper that you are writing, it is important to follow the guidelines of the APA style in order to ensure that your paper is properly formatted and properly cited. Some key considerations when writing a reflection paper in APA style include the following:
Use headings and subheadings to organize your paper: In APA style, it is important to use headings and subheadings to help organize your paper and make it easy for readers to follow your thoughts and ideas.
Use the first-person perspective: In a reflection paper, it is appropriate to use the first-person perspective, as you are writing about your own experiences and insights.
Use appropriate citation style: When citing sources in your reflection paper, it is important to follow the guidelines of the APA style, including using in-text citations and a reference list at the end of your paper.
Use proper paragraph structure: In APA style, it is important to use proper paragraph structure, including starting with a clear topic sentence and including supporting details and examples to illustrate your points.
Here is an example of a reflection paper written in APA style:
Title: Reflection on My Personal Growth
In this paper, I will reflect upon a personal experience that has had a significant impact on my personal growth and development. Specifically, I will describe a time when I faced a significant challenge and had to overcome it in order to achieve my goals. Through this reflection, I hope to gain a deeper understanding of myself and the ways in which I have grown and changed as a result of this experience.
Heading 1: The Challenge
In the summer of 2018, I faced a significant challenge when I decided to pursue a career in the field of psychology. At the time, I was a college student with little experience in the field and no clear idea of what I wanted to do with my life. Despite these challenges, I was determined to succeed and to make my dream of becoming a psychologist a reality.
Heading 2: My Response
To overcome this challenge, I began by seeking out opportunities to gain experience in the field. I volunteered at a local mental health clinic, attended psychology conferences, and enrolled in a number of psychology courses. Through these experiences, I gained valuable knowledge and skills that helped me to better understand the field and to develop a clearer sense of my career goals.
BALANCED SCORE CARD
Based on your chosen categories, come up with a strategic plan for each category and then outline three tactical plans to support that plan. The balanced scorecard-measures that drive performance, Harvard Business Review 70 1 Reid P 2002 A critical evaluation of the effect of participation in budget target settingon motivation. . Balanced scorecards are used to measure organizations and provide them with feedback. The assignment should cover the company as a whole, spanning all business segments. As a direct result of this, their department's performance evaluation was always likely to remain 'unsatisfactory', with little prospect of bonuses and rewards. Issues of Reward management arising out of the balanced scorecard system There is little doubt that as a result of changes in the recent decades in the competitive business environment, budgeting is considered by most managers as an outdated 'financial' tool in many respects.
One of the chief advantages of this approach, which is relevant to our example, as cited by Kaplan and Norton 1992 is that by breaking down strategic measures towards lower levels, unit managers, operators, and employees can see what's required at their level to achieve excellent overall performance. Choose a company and two balanced scorecard categories from the list provided. Given that this was promulgated long before the era of 'open' participative management, such a solution is inappropriate for all firms at present. Each of the customer disciplines just outlined will entail the efficient operation of specific internal processes in order to serve customers and. Come up with at least two control measures that you will use to evaluate the effectiveness of your plans.
The performance indicators are customer satisfaction and customer retention. The behavioural problems associates with budgets in this firm therefore are: 1. Share this: Facebook Facebook logo Twitter Twitter logo Reddit Reddit logo LinkedIn LinkedIn logo WhatsApp WhatsApp logo Question What is a balanced scorecard? What is our value proposition in serving them? Clearly, for our production manager the situation is not conducive at all for staying motivated. Since the focus is now companywide, it helps to communicate strategy to individuals and departments, thus reducing much of the dissatisfaction and lack of goal congruence seen with the budgeting system. One of the chief benefits of the Balanced Scorecard system, which makes our Production Manager so optimistic about its 'reward management' potential is that it utilizes a host of non-financial measures to evaluate performance. Hostility and poor motivation was a direct result of these two factors.
Managerial Auditing Journal; Volume: 17 Issue: 3; 2002 Stedry, A. Support your vision statement with a discussion of the strategy that you recommend for Cenovus Energy. Internal process perspective In the Internal Process perspective of scorecard, we identify the key processes the firm order to continue adding value for customers and ultimately shareholders. Lack of a 'fixed' nature producing poor motivation : French 1965 stated that the existence of a fixed budget motivates performance, as workers have a defined goal to work towards. In this firm, clearly, budget is more of a controlling tool, which is responsible for the poor motivation levels. For some objectives, but not necessarily all of them, there will be more than one measure. Prior to assessing the businesses performance, I will define the term balanced scorecard and also the underlying principle of the objectives selected for each perspective so as to guarantee that the evaluation of the businesses performance is irrefutable as well as consistent and similar to other businesses in the same trade.
A combination of financial and non-financial measures are used in the balanced scorecard, these include: learning and growth, business process, customer as well as financial. You are required to have at least nine objectives total, for all perspectives, but not necessarily equal numbers for each perspective and at least twelve measures. In addition, performance would be something that the senior managers are expected to develop and encourage among all levels of staff — bringing in a blame-fee culture; as their own effectiveness in managing teams depends on this. Modern balanced scorecard are significantly improved — being more flexible to suit a wider range of organisational types and more effective as design methods have evolved to make them easier to design, and use. However, by doing this, companies are only focusing on past performance.
Performance evaluation would be on the basis of one's effectiveness within the framework of the whole organization, forcing rethinking about the identification of critical success factors for evaluating performance. For this assignment, you will take what you have learned about planning and controlling in order to outline strategic and tactical goals for a company in two of the scorecard areas as well as come up with control measures for each goal. Once the pseudo-participation alluded to earlier gets replaced by a organization-wide participation based on common goals, motivation is likely to improve significantly. The hostility that our production manager has encountered from his staff in implementing 'budgets' is largely due to the fact that the workers know very well that their department production was the victim of 'pseudo participation' — and they would be forced to work on progressively tighter schedules over which their 'departmental' manager had absolutely no control. Argyris 1953 found that workers react adversely to budgets where there is pseudo-participation.
Balanced Scorecard for Great Family Theme Park Ltd 1- Financial Perspectives: The financial perspective governs the basic principles of ensuring that an organization generates an income from its investments and runs it. Do not contact representatives of Cenovus Energy in order to obtain information. Address how current events affect Cenovus Energy. The business process perspective requires you to assess the internal processes in place at an organisation. The learning and growth perspective requires you to assess how the organisation performs in respect of training and development.
The customer perspective requires you to assess how well the organisation is doing in terms of serving its customers. Balanced Scorecard is a performance management tool, which is used extensively in business and industry, government, and nonprofit organizations worldwide to align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organization performance against strategic goals. In general, the target is achieved to meet all people involved in the business, shareholders, customers, and suppliers. While having different budgets for planning and another for motivation can reduce some of the dissatisfaction in this situation, it has generally been criticized as a bad practice for sending out 'mixed signals' to the workers. The effects of these changes on the company's reward management policy and structure would be profound. More importantly for our production manger, it prevents improvements being made in one area at the expense of another. Sounds simple but each questions offers many challenges to organization.