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This week was interesting given it was our first official roll over for Mike¿s Bikes.  Also given that the focus was on strategy it relates very well to our first and future decisions. My previous experience in international business had me feeling confident about Porter¿s strategies – Low cost, differentiation, and focused.  In terms of knowledge of each strategy and the theory behind them I felt I had a decent understanding, but in terms of being able to apply it to Mike¿s Bikes I was extremely nervous.  Its pretty obvious from my previous journals that I am not confident in Mike¿s Bikes however I do feel I am improving.  I found it really helpful when Peter discussed the high quality vs. low quality routes for Mike¿s Bikes and discussed how if you try to manage both low and high quality the company will lose out to the different options. 

Just in regards to my team dynamics, one issue that has arisen is how to deal with a team member who is no participating as equally as others.  I personally feel he is not contributing equally and is undermining the contribution of others on their areas. My idea of working as a team is to contribute ideas or suggestions for all areas not just your allocated area (e.g. marketing or operations), that way there is possibility for discussion and possibly different decisions.  I find that this person in particular is only focused on his area and even so has not been prepared for most of our group meetings.  I do not expect him to understand everything about his area but I do expect some insight.  I am unsure of what approach to take to this.  I could 1. Speak to him personally and discuss my issues but I am worried I will lose my cool as I have an unsteady temper or 2. Speak to the CEO to have words with him anonymously or 3. Discuss options with Peter and go from there.  I definitely do not want this member to feel ostracized so I want to approach this in a way that is not aggressive.  Possibly the best solution is to discuss with our CEO then go from there.  I hope I don¿t muck it up. 

I know this week is on strategy but my focus has been on team dynamics and this has been my major dilemma this week, therefore I have reflected this in my journal rather than discuss the readings which although they were interesting they were not my prime concern.  

3 Comments

  1. Thank you for the opportunity to review your learning journal. The main thing of which you have demonstrated learning is your ability to use your previous knowledge of Porters generic strategy to help you have a better understanding of why going for either high quality or low quality, but not both, would be better for MikesBikes.

    The degree to which you have followed Daudelin's recommended approach for reflecting on a problem a really good! You have clearly articulated that there is a problem with one of the members from your group, you have analysed the problem by stating why you think this person from your group is not contributing equally (e.g. by saying "is person in particular is only focused on his area and even so has not been prepared for most of our group meetings"), and you have clearly identified a number of ways for you to address the problem. Although you still need to test out your ways for addressing this problem in order for action to be taken (or not taken, as per step four of Daudelin's approach) to solve the problem, you are clearly on the right track to fulfilling all the stages of Daudelin's reflection process - well done!

    In terms of Bloom's Taxonomy, the highest level you have demonstrated in this journal is 'Application'. This was done when you said "Possibly the best solution is to discuss with our CEO then go from there". This is because, as I mentioned earlier, you showed a good understanding of Daudelin's reflection process and you applied it to your own situation.

    In order to improve your journal, with regards to achieving a higher level of Bloom's Taxonomy (the next level being 'Analysis'), I would suggest that you could have gone on to explain why you think the best solution is to discuss your problem with your CEO and how doing that would help you resolve your problem. This will show that you have further broken down your ¿¿problem to understand the relationship between different parts of your problem - which would show that you have gone from the lower-order learning to higher-order learning of Bloom's Taxonomy, namely the 'Analysis' level.

    Thank you again for sharing your work, it has helped to improve my own work by demonstrating how simple and easy it is to take Daudelin's reflection process and apply it to a new context i.e. regarding problems I may need to reflect on. 

  2. I find it difficult to review my own journal but here goes.  As stated above it is obvious that I have applied Daudelin's reflective process but haven't quite applied Bllom's Taxonomy.  In future I should spend a little bit more time to reflect on the weeks learning i.e. strategy, and go more in depth into that rather than just rant on about team work and team members. I am thankful for Deborah's review as it was thorough and informative and I will take this into account. 

  3. I find it difficult to review my own journal but here goes.  As stated above it is obvious that I have applied Daudelin's reflective process but haven't quite applied Bllom's Taxonomy.  In future I should spend a little bit more time to reflect on the weeks learning i.e. strategy, and go more in depth into that rather than just rant on about team work and team members. I am thankful for Deborah's review as it was thorough and informative and I will take this into account.