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Following Daudelins (1996) reflection process this week, after seeing feedback given to myself and my team members.

  1. Articulating: The main problem this week was how everyone could do their jobs and make decisions, as everything seemed dependent on others. 

  2. Analysis: We all had allocated jobs and decisons to make, but when it came to explaining them to the team there were a lot of what ifs and whys. I have realised i am a very vocal tea member, and maybe I should lern to trust others in their specialties, and stay focused on my HR role in our team. I think we would have made decisions much quicker if we all just explained our decisions one at a time to the group and then input them. 

  3. Theory to help explain the problem: The Yukl (2013) reading discusses the managers dependence on the cooperation of the team. Networks can be used for solving problems (Yukl, 2013).  I think this shows how our team network and cooperation is really important to the success of our team. A reading from last week was about the importance of followers, I think this was highlighted for me this week and i will work on being an effective follower. I believe for the upcoming weeks we need to follow our roles to ensure everyone is contributing fairly. I will try to take a back seat and not be so vocal with my opinions. 

  4. Action on the problem: To action this I will ensure I have got my decisions prepared before class and am able to explain them. I will listen to others and let them do their allocated jobs even if i'm unsure about the success of some decisions, because that is not my area of expertise. These are small changes to make but ones I hope will pay off. 


Daudelin, M. (1996). Learning from experience through reflection. Organizational Dynamics., 24(3), 36-48

Yukl, G. A. (2013). Nature of managerial work. In Leadership in organisations (8th ed., pp. 23-47).


  1. Hi Bree, 

    I like how you clearly followed the Daudelin structure for the reflection process. I was a bit unsure when reading the problem statement as to how this was a problem, but thought maybe the word "not" was missing from "how everyone could (not) do their jobs". Hopefully I have interpreted this correctly. 

    It is great that you have realised what you need to do going forward by having your actions prepared and perhaps not being so vocal. To improve the learning journal in future I think it would be beneficial to concentrate solely on one problem and solution, as there is a bit of a mixture happening here. From reading the analysis, the logical theory would be to have greater cooperation by letting each team member express reasons for their decision, and then the action going forward would be to make sure you are prepared, listen to others, and then still contribute your opinion for or against their decision. It felt a little confusing as a reader, just because there was more than one solution and I couldn't tell if they would both address the same problem statement. 

    You have chosen to make great changes going forward, and I think they will pay off!

    Great work, 


  2. Hi Bree, 

    I would firstly like to start off by saying the structure in which the journal has been written is very good! It gets straight into the point and is very easy to follow. 

    One way in which I believe you can improve the journal is by giving specific detail on exactly why you didn't trust decisions that the other team members were making. For example, stating what type of decisions they were making that made you become vocal and disagree or not trust their moves. You could also state perhaps what made you realise that you were a vocal member in the team or what made you think/realise that you didn't trust your peers. 


    Other than that  I believe you have made a great effort in this journal and show focus and determination on doing well in your group. Best wishes to you moving forward.