HR assignment essay on: Managing People and Organization
Traffic Light Reflection Approach is a powerful self-assessment tool which marks the learning and developmental stages of an individual. As it is evident from its name, this tool informs us about the lessons an individual learns from his experiences with the help of its three constituent colors – Green, Yellow and Red. With an all important need of increasing productivity with least possible usage of resources, one can always feel the burden of producing the best results for the organization and if there is no one to monitor you and help you with your performance, traffic light approach could be an excellent guide for you (The Northern Ireland Curriculum 2009).
Well, whenever an employee comes face to face with a critical task in hand, he must assess two aspects of that task: first is the identification of the key requirements of the task and second are the actions he will be taking to fulfill the requirements of that task. These assessments reflect the employee’s understanding of the task and help him to make an evaluation of his performance on a regular basis. They serve as a wake-up call for an employee in case he lags behind on any stage of his project and keep him updated about his progress on it.
Traffic Light Reflection Approach takes into consideration three key perspectives which hold in their centers the three constituent colors of traffic light. Green light, from an employee’s point of view, tells us that he has proper understanding about the task in-hand and can go ahead with it even without any guidance from his superiors (The Northern Ireland Curriculum 2009). Yellow light redirects us to those tasks of the employee about which he is very cautious and doesn’t understand them very well. In such a scenario, traffic light reflections approach suggests that task should be continued, however the superiors must be made aware of the problems encountered because cost, timelines and objectives associated with the task s could be at risk (State Government DEECD n.d.).
As a member of a team which is handling an important project, it becomes essential for him to work in close proximity with other members to achieve all the designated organization goals. On the other hand, if all the team members are working separately on individual projects, difficulties related to projects demand new skills which are particulars for the individuals. The traffic light reflection basically analyzes an individual’s skills to tackle a challenging assignment. However when it comes to an individual’s working styles in a team-environment, scenarios as well as challenges differ significantly (Imperial College London 2012).
As far as my experiences are concerned, I would have to say that in practicality, I’ve faced such situations that could have demanded more of the red and yellow light measures than the green ones. Being a management professional and later a business development manager of a leading insurance firm, preparing business presentations was a part and parcel of my life (Lewis, J. 2012). While preparing business presentations, I’ve never ever encountered such problems. According to me, if the motivation and careful attention to details are the characteristics of an individual (of the same expertise as mine), he won’t face any difficulty in handling such projects. I have never consulted my seniors and peers in fulfilling such operations and succeeded with flying colors. Thus I can say that my individual assignments and activities related to them could be assigned under the green-light reflection aid.
But scenario changes pretty quickly in a professional set-up. With a new assignment in hand which catered to preparing an expansion plan for my company, I, for the very first time encountered a grave challenge. The expansion plan also needed a financial analysis, covering the areas such as feasibility report, cash-flow analysis and balance sheet (Lewis, J. 2012). I was a marketing student and had only the basic knowledge of financial aspect of businesses. Since it was an easy task for a person equipped with financial knowledge, I couldn’t have dropped it either. So I’ve to consult my peers who had previously worked on similar projects to help me out with the financial part of my report. After finishing this expansion plan, I had to consult it with my supervisor to check out whether the report is up to the task. This intrepid situation led me to believe that an employee must have the all the knowledge about the basic functions of his organization. For example, if I chose this company which primarily caters to insurance (financial sector) I should have gained some knowledge of the key topics of finance (McIntosh, K. A., 2012). So this aspect of my professional career falls under the radar of yellow light reflection.
Well dropping a deal in the insurance sector is always considered a sin from an employee’s point of view and if the salesperson is not responsible for it, the gravity of the situation becomes inconceivable. Being a business development executive in the earliest phase of my career, I had to negotiate with the clients for cracking insurance policies deals. We were allowed to give some certain percent of concessions in interest rates or premiums to the clients but strictly not more than that in any case. Since I was a newcomer and insurance companies are known to treat newcomers with a lot of hostility and stiff targets, I had to complete my targets in order to cement my place in the company (McIntosh, K. A., 2012). But on many instances, I was refused a deal by the clients only because of my company’s stipulated policies on granted concessions. We were given no authority at all and whenever a customer demanded for more flexibility and concession, I had no other option but drop the deal (De Bettignies, H. C. et al 2006). Later, I did make a note of this particular scenario to the senior management of my company which ailed me as well as the company and they crafted a whole new sales strategy regarding that suggestion. But all these bottlenecks of negotiations and broken business deals represented and called for red light reflections in my career.
In the end, one can say that skills and characteristics vary on individual’s basis and a person must make regular assessments of his strengths and weaknesses to check out whether he is still god at his business or not. Traffic Light Reflection approach helps a candidate in carrying out his self-evaluation effectively and identify those measures which are critical for his success as well as of organization.
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