Reflection Paper

I work at “Capgemini Company” as an official gymnastic coach to improve employee physical

health. The ultimate aim of introducing the gym was to provide an employee with the

opportunity to enhance their physical health, which has been linked to improved work efficiency

and productivity. This initiative encourages the pursuit of corporate goals, but much work

remains to be completed to accomplish those goals. I have learned a lot of interesting stuff

during this work on critical and creative thinking, I have mainly explored when it's essential and

how it works. I believe that being a critical thinker is necessary. I will share some information I

have learned through this job, which allowed me to make more effective use of critical thinking.

The main problem that restricts employee participation is a lack of essential training facilities

(Hughey, K. 2015). Every day, I receive feedback, complaints, and requests for the training

materials to be improved. When I request financial assistance, however, only a small sum of

money is released, which does not sufficiently solve the problem. As a result, in order to address

the issue, the organization must set aside more funds to improve the gym equipment. Employee

participation would be attracted and encouraged, promoting emotional and physical health.

Mental fitness as a result of physical activity, according to research, encourages critical and

creative thinking, which improves success and efficiency (Loria, K. 2016, November 4). As a

result, issues such as low performance due to stress will be better resolved if the Gym is

enhanced to encourage staff to engage in physical activity. Employees must also participate in

physical exercise that improves both physical and mental fitness in order to overcome the fatigue

that impedes their effectiveness.

Each team member contributes to the project's success, but some teams collaborate more

effectively than others. If team members are personally responsible for the group effort, they will

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be inspired to do their best work and will see that the team leader takes an active role in the

group and leads by example.

I believe that if members of a team have a sense of work control, they will share more and work

harder on it. I contact team members honestly and openly such that they have the same

understanding of the project as I do. I don't put off any expected challenges or other aspects of

the job. When obstacles or roadblocks arise, enlist the assistance of the whole team to help me

overcome the dilemma. I want them to pursue various alternatives. If the proposal is being

managed from top down, they will discover that it is not theirs. I have allowed participants to

demonstrate their skills and viewpoints while still motivating them to succeed in the project.

I have learned that growing team members are naturally committed and enthusiastic, whereas

others are naturally quiet and shy. While a confirmed and self-assured person does not have more

creative ideas than a quiet and silent person, affirmed people have a better chance of being heard

and having their views applied. I have set up my meetings so that everybody has equal time to

talk, and I'm able to make the best of my calmer team members! Enable people to fully articulate

their thoughts. Attempt to interpret any proposal as rationally as possible, concentrating on the

idea rather than the character of the team member who developed it. If I don't like a workaround

or prefer not to use it, I don't judge it too harshly. A team member who is shy will be strongly

critical and will not make any recommendations for the future (Learning outcome 4).

Instead of using a hierarchical model, I used a collaborative model to form a team. Just one

person leads each level of the organization in a hierarchical hierarchy. Each team member has a

leading role in some area of the project in a collaborative framework. Based on each team

member's abilities and skills, I have delegated personal responsibility for specific facets of the

initiative. For instance, one member of the team will be in charge of creating project

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implementations. (Learning outcome 5). This team member was in charge of all issues relating to

application growth. Questions about the functional requirements were posed to another team

member leader for this section. Rather than a strict distinction of leaders and supporters, each

member of the team takes on a leadership position in one way and a supporter in another

(Learning outcome 6).

I designed the team members' behaviors, and I believe they enthusiastically contribute to every

facet of the project. Since negative top comments will harm moral behavior and decrease

motivation, I maintained my positive attitude and motivation. I was capable of contributing

innovative concepts and strategies, as well as listen to and provide input on others' ideas, and

demonstrate that I am still prepared for challenges (Learning outcome 2).

I used more praise than critique and left space for enjoyment and relaxation, which ultimately led

to the project's success. I was successful in launching the gym at “Capgemini Company” to

provide every employee with the ability to boost their overall fitness, which has been related to

increased organizational performance and productivity.

References (Additional):
 Capgemini Worldwide. (2020, May 28). Our company. https://www.capgemini.com/our-

company/

 Hughey, K. (2015). Training and qualification: Essentials of training

management. Handbook of Human Resources Management, 1-

23. https://doi.org/10.1007/978-3-642-40933-2_25-1

 Loria, K. (2016, November 4). Exercise might be more than good for your brain — it

could make you more creative as well. Business

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Insider. https://www.businessinsider.com/exercise-benefits-brain-creativity-stress-2016-

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