Career Management (CM) involves career exploration, development of career goals, and use of career strategies to obtain the goals (Neary et al., 2015; Noe, 1996). I have built my career as HR Professional in Indonesia with some achievements (Figure 3), and I decided to take the scholarship for pursuing MBA degree as my self-development and continuous improvement program, to shape-up my next career goals. In this reflection, I will discuss how the course helps to build my CM framework, re-affirming my skills, strengths, and providing know-how and support needed for my career enhancement.
Feeling and Watching
The last eight-month I spent in the MBA course was a period when I push myself to read numerous literature, challenge my critical thinking …show more content…
This enhanced knowledge will fill in my competencies gaps as HR professional, so I can drive the HR Strategies, align with corporate objectives and find a way to measure the success of HR programs against these objectives (Gueutal, 2005).
Critics are saying that the MBA program is irrelevant to the needs of manager and creates a profits-first mentality because graduates are concerned exclusively with status and salary (Slater, 2010, Rubin, 2009). However, I have a different opinion and believe this education is an essential part of my career. It could sharpen my strategic business perspective, and provide more confidence in a global environment, so I can prepare my global HR Career and build my own Social Enterprise to contribute to the society. My argument is supported by (Baruch, 2009) and (Hay, 2006), that the MBA degree can generate significant tangible and intangible outcomes to graduates’ careers and their organizations while increased their career choices. When managers had made upward career moves, the MBA degree will give the confidence to make career moves, rather than the hierarchical advancement. Additionally, I am no longer see money as the primary driver of job satisfaction. Scholars have …show more content…
Emails can be useful communication tools, but it is not enough for a diverse team. To share the progress of group’s work and solicit feedback, reactions, and ideas, the leader should have face-to-face conversations, meetings, and Q&A session. Task force group will usually apply a consensus or majority decision-making process, and does not only force the top-down decision. Moreover, the leader should have an assertive team interventions for managing conflict between members, help them resolve their problems, and set agreed guidelines for avoiding similar or bigger issues in the future (Barner,
Feeling and Watching
The last eight-month I spent in the MBA course was a period when I push myself to read numerous literature, challenge my critical thinking …show more content…
This enhanced knowledge will fill in my competencies gaps as HR professional, so I can drive the HR Strategies, align with corporate objectives and find a way to measure the success of HR programs against these objectives (Gueutal, 2005).
Critics are saying that the MBA program is irrelevant to the needs of manager and creates a profits-first mentality because graduates are concerned exclusively with status and salary (Slater, 2010, Rubin, 2009). However, I have a different opinion and believe this education is an essential part of my career. It could sharpen my strategic business perspective, and provide more confidence in a global environment, so I can prepare my global HR Career and build my own Social Enterprise to contribute to the society. My argument is supported by (Baruch, 2009) and (Hay, 2006), that the MBA degree can generate significant tangible and intangible outcomes to graduates’ careers and their organizations while increased their career choices. When managers had made upward career moves, the MBA degree will give the confidence to make career moves, rather than the hierarchical advancement. Additionally, I am no longer see money as the primary driver of job satisfaction. Scholars have …show more content…
Emails can be useful communication tools, but it is not enough for a diverse team. To share the progress of group’s work and solicit feedback, reactions, and ideas, the leader should have face-to-face conversations, meetings, and Q&A session. Task force group will usually apply a consensus or majority decision-making process, and does not only force the top-down decision. Moreover, the leader should have an assertive team interventions for managing conflict between members, help them resolve their problems, and set agreed guidelines for avoiding similar or bigger issues in the future (Barner,