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Scholarly Practitioner essay
← The Organizational Development DepartmentBachelor of Science in Accounting →

Scholarly Practitioner. Custom Scholarly Practitioner Essay Writing Service || Scholarly Practitioner Essay samples, help

A scholarly practitioner is an individual who is specialized to provide particular services to an organization. According to Burgoyne (1994, p. 40) one might become a scholarly practitioner through various ways. For instance, one would become a scholarly practitioner through continuous learning from other people and emerging events. This would be achieved through continuous interactions with other people and the environment acquiring the best observable characteristics. One would develop as a scholarly practitioner by engaging in in-depth research pertaining to the field of specialization. This would boost his understanding of various matters and allow discovering new things in the profession, which facilitates development. Research would also promote confidence in the approach to different issues because of gained knowledge and understanding. Lastly, one can become a scholarly practitioner by continuously setting targets to be achieved at different points in life. Targets are vital for the achievement of life dreams. They give one the motivation to move forward and achieve various goals. Thus, one would develop as a scholarly practitioner by setting lifetime targets as a motivation.

Critical thinking about problems and surfacing assumptions contributes to the development of meta-cognitive skills in several ways. Critical thinking contributes to the development of meta-cognitive skills because it enables individuals to develop analytical perceptions. The ability to analyze particular events through critical thinking leads to the acquisition of deeper knowledge and understandings.  Antonacopoulou (2004, p. 33) points out that new knowledge gained through analysis contributes to the development of meta-cognitive skills. In addition, critical thinking promotes the adoption of evaluation techniques that contribute to the development of meta-cognitive skills. Individuals develop the ability to evaluate different situations and events through critical thinking. This is done through the development of meta-cognitive skills as new knowledge is gained by keen evaluation of events. Critical thinking also promotes synthesis of ideas hence contributing to the development of meta-cognitive skills. Synthesis of ideas implies the ability to combine different ideas and determining their worth in the learning process and career development. Synthesizing of ideas among individuals leads to the discovery of new things and development of one’s knowledge pertaining to different issues. The knowledge gained from the combination of different ideas contributes to efficient development of meta-cognitive skills among individuals.

Future development of a scholarly practitioner would entail a wide variety of steps. For instance, there would be continuous learning and research on numerous issues. Firstly, the development plan would contribute to the development of knowledge by emphasizing on a practical approach to different issues. In the course of the plan practicality would be considered more preferable compared to the theoretical approach. According to Coughlan & Coghlan (2008, p. 50) practicality leads to the development of knowledge because new discoveries are likely to be made in the process of partaking different tasks. Secondly, this plan would lead to the development of knowledge because it entails extensive research that opens one to wider sources of knowledge. Lastly, the plan would involve continuous learning from other people and events thus, leading to the development of knowledge. This knowledge is acquired from other people and it is vital as it remains with a person throughout the life.       Change is a vital component in the development of an organization. I would effect change in my organization by first adopting it. Argyris (1996, p. 443) asserts that change must begin within an individual before spreading it to other individuals. Therefore, I would first adopt the spirit of change in order to serve as an example to the rest of the employees in my organization. I would then organize forums and seminars with the key focus on change. I would encourage all employees to adopt change informing them on its advantages to the organization.

I would take several steps to bring change in the organization. Firstly, I would organize motivational seminars that would accommodate all individuals. I would then encourage all individuals to express their views regarding change in order to gauge employees’ attitudes towards change. Antonacopoulou (2004, p. 34) claims that in order to ensure that change is adopted, it is important to educate all the organizational employees about change and the need for change. This would entail highlighting the vital aspects of change and the urgency for change. Lastly, I would monitor the entire process of change in order to ensure that change is fully adopted.

The organization has various key stakeholders who ensure its continuous operations. One of the key stakeholders I would solicit for change is the manager. Revans (1982, p. 30) reports that manager is an individual in charge of the entire operations of the company.  Therefore, it would be instrumental to persuade him/her in facilitating the required change within the organization. In addition, I would consider the shareholders of the organization because they play a vital role in the provision of its essential financial resources. Through these stakeholders I would solicit a buy-in.

My organization is not open to change because the status quo in most of the activities has been maintained over time. In implementing solutions to change, I would face different problems such as lack of support from employees and intimidation from the top-level management. Gold et al (2002, p. 376) asserts that these problems would hold back the entire process of implementing these solutions. These barriers can be overcome by effectively educating employees about the need for change. This would involve motivating them to embrace change for improved performance. The top-level management can also be encouraged to consider the interest of the entire organization in their activities. These barriers should be overcome in order to ensure that the organization moves forward together with the changing conditions in the society.

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