I wrote this blog a while ago, but only posting it now, due to the pressures of the exams and year-end work commitments.
This was
probably the most enjoyable subject for me this year. The readings were
interesting, lectures engaging and group discussions fascinating. As a line
manager, I was surprised to learn about the impact of the psychological
contract on employee performance and how good recruitment and induction
practices can help employees and managers in setting the expectations. It is
apparent to me that breaches to the psychological contract, can seriously
impact performance if employee engagement is negative.
I have
also begun to appreciate the role that line manager’s play in the organisation
and how good communication and involvement of employees can improve commitment
and performance. I am grateful to work for a company whose performance
management process measures fairly well against the best practices mentioned in
the course material, although additional training to line managers is required.
I
identified pragmatist as my
preferred learning style (Honey and Mumford from Peter, 2015). This makes sense
as my recommendations tend to be practical and realistic. As a line manager,
good training, techniques and 'how to' guides will positively improve my impact
on managing people. I do understand that my preferred learning style is different
to others and I should seek to understand how others learn and manage
accordingly.
With this
assignment done and dusted, it was time to prepare for the 2015 Exams.
…ME
