Describe how reflexive capabilities are relevant (or not) to a career in management consultancy.
"Management consultancy is the provision to management of objective advice and assistance relating to the strategy, structure, management and operations of an organisation in pursuit of its long-term purposes and objectives. Such assistance may include the identification of options with recommendations; the provision of an additional resource and/or the implementation of solutions (Institute of Consulting, 2014).” Through management consultancy which will enhance the understanding of professional services in career, companies increase awareness and diffusion of it insight complication. Thus, reflexive capabilities model focuses on the importance
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More and more careers ask consultancy for guidance. Management consultancy combines a broad experts and consultants with their clients, therefore it is an important context for relationships between them. According to Institute of Consulting (2014), it concluded the skills of management consultancy, which some believe it can be connected to reflexive capabilities. First of all, management consultancy provides the guide of problem analysis and diagnosis. It enables one to distance self from different aspects to achieve situational awareness and identify the solution to overcome the obstacle (Beech et al., 2002). Second, consultant provide change management solutions which refers to reflexivity is a key to organizational learning and change to clarify problems (Vince, 2002). Last, it gives the recommendation and provide the potential solutions to implement and facilitate the difficulties, therefore, reflexive capabilities in this stage are expanding the sense of possibility, enabling the recognition of opportunities for the future. As reflexivity draws on the knowledgeability of business about their work connection so it can recursively order the business …show more content…
We can learn how to handle the troublesome situations and experiences from some parts of the reflexive practice. For example, it enables constancy to help careers figure out the rule of the game, and gradually change the initial habitus-related advantages to the better strategy. The willingness of people to confront themselves and to create alternative interpretations of their own constructed reality. When standing at a position with reflexivity, it is implied of cultivating awareness of the contribution one might be making to the patterns and processes. Management consultancy combine various fields of information and basic knowledge for business, therefore, it is important to have ability of receiving different aspects of expertise. Challenge is not always the disadvantage for us, instead it sometimes can benefit from dense connections of the career, which promote the interpretation and integration of diverse information and knowledge. The reflection from the challenge can bring the consequences of behaviour to our awareness in ways that we tend to transform it. It encourages engagement with those others who are similarly caught up in the distinctive the processes that organizations and organizing create, and that continuously shape ‘the way we do things here’ (Mors, 2010, Vince,
skills in the area of solving problems in management. This paper will detail the use elements of the
In reflection in action, expert professionals examine their experiences and responses as they occur and adapt t...
For the purpose of this assignment I will consider how I have already started to develop as a ‘Critical Practitioner’. By this statement I would put forward how I am being ‘open minded’, use a ‘reflective approach’ that takes account of ‘different perspectives, experiences and assumptions’ (Glaister cited in the reader pg 8). I will discuss how my practice has developed and has been influenced by K315 course materials such as Barnett’s three domains of critical practice, action, reflexivity and analysis (Barnett cited in Glaister in the Reader p. 13) as key aspects of understanding the complexities involved in practicing critically. I will also discuss the importance of Glaister’s three pillars of everyday practice, ‘Forging of relationships’, ‘empowering others’ and ‘making a difference’. (Glaister cited in the reader pp. 17-21). I will analyse and evaluate my progress using examples from my practice learning opportunity in a Criminal Justice setting which will illustrate ways in which I have begun to demonstrate the autonomy required of a qualified worker, ‘respecting others as equal’s and the ‘open and not knowing approach’ (Glaister cited in the reader pp 12-14) whilst working to SiSWE standards. I will conclude by demonstrating why as a Critical Practitioner and reflective thinker I have been able to make informed judgements that seek to empower the service user, allowing them to take account of their views whilst balancing the complexity of professional power issues.
The American Psychiatric Association (APA) Code of Ethics (2002) is the foundation for psychology’s professional practice and ethical responsibility. Although it is important to know the ethical standards, professionals must also apply them into practice. The current case example examines the importance of professional consultation, when faced to identify ethical dilemmas in clinical practice, make ethical decisions, and gain insight into self-awareness. This case also highlights the importance of implementing self-care in clinical practice, especially when treating patients who present with severe symptomatology.
...anning and control. “Other examples of consulting projects of CPA firms are: advising and developing a system for a stock exchange, assisting a new integrated financial management system for New York City, and helping several major railroads with resource planning” (Rosenthal, 22). A career in management consulting offers the opportunity to work with a company’s executives in applying the concepts of modern management and information technology.
...standing the contemporary point of view. In a sense, although the principle of focusing skills, leadership and followers of the evidence, and demonstrate aspects of emotional intelligence, it is clear that the development - for example, requirements, need to take transformational leadership, and service-oriented system, the establishment of ideological and philosophy. These traditional skills, the work of the organization's practices and good, but should be complementary perspective on the current organization may not be enough.
This perspective is concerned with the exploitation of emerging IT capabilities to impact new products and services (business scope), influence the key attributes of strategy (distinctive competencies) and develop new forms of relationships (business governance).
Today workers have more discretionary power and are allowed to make independent decisions during the course of their work. This is essential part of meeting clients’ expectations and ensuring quality of the service. Understandably, the requirement of assuming greater responsibility through making key decisions is an additional source of pressure upon the workers. One thing all successful employees have to share is what we call adaptability to the changes. It is very important that today’s employees can make quick decisions on spot, address the needs of the clients, solve any possible tensions and ease frustrations, and then continue performing work-related responsibilities. However, Mallak (1998) notes that the majority of workers is unable to performs these functions on practice, as he believes many lack adequate training and/or preparation.
Consultants must possess a variety of skills that help to enable them to provide the best advisory services to their clients. Two of the important skills that contribute to their profession and ability to perform the required work are data gathering and presentation skills. Exceptional presentation proficiency is especially necessary because it is essential throughout the engagement. These skills are used to pitch to clients, communicate to the staff especially in the data gathering period, to present their recommendations and persuade their clients to implement their proposal, and also to speak at conferences, workshops and training sessions.
The types of projects undertaken by consultant may involve the proffering of specialist technical expertise such as the development of information technology system or generating cultural change within an organisation, help organisations build relationships with outside parties etc. (Wickham and Wickham 2008). They can serve as a change agent, coach, educators or facilitators within an organisation.
In this present century the corporate world is moving towards turning into one entity with all the progressions and advancements in the innovation and exchange. The spine to this is been the corporate world, which runs all the organizations ranging from the large companies to small scale with enormous number of its representatives. I firmly accept that achievement of corporates lies in overseeing its representatives for which incredible managerial correspondence expertise is an absolute necessity.
Viitala(2005) concluded another theory about management competencies that contains six categories which are relevant to technical , knowledge , knowledge, leadership and supervisory competencies, social and intrapersonal. Technical competencies allow managers to handle the content of processes that they are responsible for by using tools, procedures and techniques. Business competencies are related to any business, it makes managers to think, to lead in the managing system. Knowledge management competencies include a lot of professional management knowledge such as concept formation and problem solving. Leadership and supervisory competencies are meant to lead people, support people and participate people. Social competencies include the ability of manager to establish the relationship with stakeholders. Intrapersonal competencies trend to provide the ability of self-control for managers.
Selecting a business strategy that details valuable resources and distinctive competencies, strategizing all resources and capabilities and ensuring they are all employed and exploited, and building and regenerating valuable resources and distinctive competencies is key. The analysis of resources, capabilities and core competencies describes the external environment which is subject to change quickly. Based off this information a firm has to be prepared and know its internal resources and capabilities and offer a more secure strategy. Furthermore, resources and capabilities are the primary source of profitability. Resources entail intangible, tangible, and human resources. Capabilities describe environment and strategic environment. Core competencies include knowledge and technical capability. In this section we will attempt to describe in detail the three segments which are resources, capabilities, and core competencies.
In the business world today, the need for continuous learning and development by professionals and individuals is increasingly being stressed by most organizations and the industry as a whole; as lifetime employment to one particular organization is no longer certain this days. This change is due to the changing business environment and competition among organizations and staff; thus making most organizations
This strategy emphasizes the use of an organization’s resources and capabilities to achieve a core competence that cannot be imitated by competitors. Furthermore, the resource based school argues that if an organization distinctively improves its internal capability; that is being able to have effective inside machinery to deliver products and services to customers, the organization will enjoy a massive advantage in the market. This school also argues that in order to have a competitive advantage, an organization must have resource and capabilities that are sophisticated to those of competitors (QuickMBA, 2010).