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I can honestly say that I am thrilled that this weeks rollover has produced the results that my team aimed for.  After our disastrous results from last rollover that knocked our self esteem and confidence down a peg or two we were finally able to sit down, set our goals, and achieve them.  It shows how the learning process through our technical, human and conceptual skills has made an appearance during this weeks rollover (Katz, 1955).  I truly find it incredible that reading an article that is nearly 60 years old still can apply to a simple MikesBikes simulation, but this weeks reading appears to seamlessly fit itself into the expectations and experiences that my team experienced this week.  

As mentioned we previously struggled to come back after our let down from our ambitious actions last rollover, but after our careful analytical approach it appears to have paid off instead of simply attempting to be the best, which we simply can not achieve in our present situation.  Our team learned that we no longer had to be thankful we didn't go into overdraft or needed an injection, we had to learn to look into our allocated specialisations and work from the goals that interrelated with each other (Katz, 1955).  This process was not an easy one to accomplish.  We had to be straight forward with each other and the disappointment that we each felt towards our results and which areas we primarily needed to focus on and either develop or ignore.  As the human resources manager I personally felt last week that I had let my team down because our quality had plummeted to such an extreme that I didn't know how we could recover to compete with the profit and cash we had somehow managed to create.  Therefore, I had to develop my knowledge to a stage that it met my teams goals to achieve the results we had failed to previously (Davies & Easterby-Smith, 1984).  It was through this experience that I was able to develop my knowledge.  If the failure had not occurred then I would not have realised until later on that I was still not meeting the requirements of my position and ultimately letting my team down in the final few rollovers, which would not have been an ideal event to happen.  Therefore, I am thankful in a sense that the bad outcome happened when it did because it allowed a new awareness towards the technicality that my position required and the interactions that have to be conducted with each of the members of my team with extra attention based around OPS and development (Katz, 1955).  Furthermore, through this weeks events and eventual outcome I have been able to learn from my mistakes and developed upon the knowledge I had already garnered to make appropriate and contributive ideas towards my teams final decisions before this weeks rollover (Davies & Easterby-Smith, 1984).  If this positive result had not occurred at the end of this rollover I would personally be feeling completely lost within my role because I believe that I have a firm grasp on the duties that are required of me, which has empowered me to stage where I feel confident in the decisions I make whereas previously every decision was made with a hint of hesitation due to my lack of knowledge and human skills to conceptualise towards this simulation (Katz, 1955; Davies & Easterby-Smith, 1984).  

Lastly, from this rollover I believe that my team has understood how we can apply our knowledge to the simulation as a whole.  Every decision that we made met a goal within one of our departments and it is the boost that my team needed to regain their confidence and to get their heads back in the game.  These readings really underpinned my teams experiences through the three skill approach and how we need to continually develop our skills and knowledge through our experiences because this is how we learn from our mistakes or achievements (Katz, 1955; Davies & Easterby-Smith, 1984).  My goal for next week is to maintain these results by continually approaching the new rollover with confidence and to no longer dread the time that decision day arrives.  It is a learning curve and to develop the knowledge for our rolls and for the benefit of the team we have to roll with the punches and simply have faith that we now understand what we have to do to achieve what we wish to achieve.  Specifically for me it is to review how we achieve our positive results via my position within the company and if my department influenced the few negative results that we did garner and if they are how this can be resolved.  Overall, this week has been a great success for my team and I am super proud of how we have finally gotten our heads in the game.         



Katz, R. L. (1955). Skills of an effective administratorHarvard Business Review, 33(1), 33–42.

Davies, J., & Easterby-Smith, M. (1984). Learning and developing from managerial work experiencesJournal of Management Studies, 21(2), 169--182. doi:10.1111/j.1467-6486.1984.tb00230.x




  1. As a fellow head of HR, I can honestly understand how difficult and challenging your job is. I can also relate to you,in terms of letting the team down because of not doing a good job in your department. But it is good to hear that you have developed your skills to the standards that your team requires. 

    In terms of the journal, I believe this is a great journal and is in depth and concise and to the point. It was very easy to read and had good flow. It is also good that you incorporated the weeks readings in your reflection as it shows that you have a full understanding of how the readings can relate to your weeks experiences. To be honest, there is little advice that I can give you, as this is a great journal. But you could possibly integrate the readings in your journal a bit more to show that you truly understand why peter choose these readings for us.

    Best of luck! 

  2. Hallo

    I too, feel astounded by the relevance of Katz article even though it was based in the 50's. It is always encouraging and reassuring to see other individuals getting what is deserved, so Im genuinely happy to see that your team has picked up well. HR is a role that is embedded in the interaction between workers and the company, so it is always important to pay attention to any of the teams decisions but specifically operations or research and development related decisions as they affect workers directly. You review your teams strategy well, and link it to the readings eloquently. I especially liked the last paragraph where you can see how it all comes together. The honesty within this journal is refreshing, it is important to admit openly when mistakes occur but harder to do so when they are your own. Daudelin's structure is used well, I would suggest evaluating and critiquing the theories presented within the readings to achieve a higher level on Bloom's taxonomy. Other than that I applaud your honesty and hard work. 

    Keep it up (smile)