Sample Comprehensive Reflection Paper on New Canadian Center

Comprehensive Reflection Paper

The New Canadian Center is an organization that mainly focusses on the provision of support to immigrants, refugee population and other new comers in Canada. Through the efforts of the organization, individuals from foreign countries escaping from bad governance or violence are welcomed and introduced to different programs that are aimed at making them comfortable and self-reliant in terms of economic and social gains ( In addition, through eh activities of this organization, immigrants, and refugees are able to acquire proper settlements, education, food and clothing which are some of the basic needs of every individual within the society. The New Canadian Center is largely a volunteer movement which organizes different events such as workshops for its members. These workshops help in the development of some form of cohesion between the citizens and the clients of the organization during their time within the organization. There are other events such as the Annual Multicultural Canada day Festival which serves the purpose of embracing diversity of the cultures around the world (

At the New Canadian center my job title is Program Assistant to Community Connection Program. My job description includes assisting in planning for the 2015 Multicultural Canada Day Festival. This planning activity involves the development of strategies on the activities that will be conducted to ensure that the event satisfies the objectives of the program (  Furthermore, part of my job description is to assist with the recruitment and placement of volunteers to ensure that different tasks that pertain to the Multicultural Canada Day Event are fulfilled.  Data entry is an essential responsibility that I also play in this organization. This data is that of the information regarding the immigrants, refugees and new comers in Canada. It is through this data that the organization has been able to track the wellbeing of its clients over the years (

The organization has been a learning platform. This is because it has been essential in improving my knowledge and understanding on different matters related to organizational growth and development. Furthermore during my time at the organization I have been able to understand the role of other members of the organization in facilitating the learning process. Schools provide students with platforms of acquiring theoretical knowledge on different matters (Morgan 12). However, it is through numerous interactions with different individuals within the organization that knowledge and information related to different work and organizational ethics can be acquired and internalized to meet the objectives of the workplace.  People skills have been some of the most essential group of skills. This is because that helps in determining how effectively an individual can communicate with other members of the organization and rally them towards the realization of an organizational goal. Initially I understood people skills as the ability of the manager to ensure that employees are convinced to subscribe to the objectives of the management in the realization of specific goals. However, borrowing from the cognitive development theory, it is important to note that learning is an individual process which helps in understanding the overall society and developing some though about a given society. When an individual acquires information about a particular subject, his understanding of the subject is influenced by the prevailing understanding. It is however possible for the said individual to disagree with the prevailing understanding. This will helps in the introduction of new knowledge not only for the individual but also for the society (Morgan 13). In an organizational setting, people skills revolve around the realization of the interests of an individual and those of the organization. When an individual acquires new knowledge about organization, his or her insight in the team will help in the development of the organization and this increases the possibility that other members will acquire that new knowledge. People skills therefore revolve around the ability of members of the organization to communicate with other members in a way that allows different ideas to be shared (Morgan 15).

Being a volunteer based organization, the New Canadian Center embraces the youth as part of its workforce. These individual operate on highly dynamitic and intellectual minds. One aspect that has enabled the organization to experience growth is the fact that the youth are allowed to share their ideas and degenerate new and creative ways of conducting different activities. The process of coordinating the organization of the Multicultural Canadian Day Festival was relatively easier ( This is because the volunteers demonstrate high levels of communication and interpersonal skills making the organization more friendly and liberal. Positive criticism, active contribution and participation were involved in the realization of organizational goals and objectives in relation to the success of the event ( The Multicultural Canadian day festival attracts the youth from different races and cultural backgrounds.  Participants exhibit foods, cultural aspects and must demonstrate to the society the essence of every other culture in the world. This has been able to realize the objective of minimizing stereotypical minds and racism on the international and local platform (

The dynamic theory of organizational knowledge creation argues that one way by which knowledge can be important to an individual is by enlarging his or her perspective of the world. This is only realizable in situations where the said individual chooses to embrace modes of knowledge that ensure he acquires the necessary tactics. Such tactics can only be acquired through experience. From this arguments it is possible to assert that placement in employment positions provide tactful knowledge through experience.  In the context of the New Canadian Center, the process of acquiring tactful knowledge began by combination of different theoretical and practical information gathered in the school context. This was followed by the socialization process which introduced me to an external environment where I had to practice my skills from school based on the expectations of the organization. This was with the guidance of my seniors and the information provided by the human resources department. For tactful knowledge to increase understanding of the external society, it was crucial to begin a process of internalizing the expectations of the organization and differentiating it with the classroom knowledge. The learning process is largely continuous and this explains why in every opportunity of interacting with the refugee population was a learning process (Neisser 100).

The dynamic nature of knowledge allowed for the development of different modes of understanding. It is through these approaches that it was possible to develop a comprehensive undertaking of the divergent needs of different clients of the organization, their capabilities and the roles of the volunteers in helping the immigrant and the refugees realize their goals and objectives while in a foreign country. The process of creating additional knowledge was more effective and efficient in situations where fellow employees and clients were able to acquire, create, exploit and accumulate new knowledge in a continuous and repetitive manner (Morgan 23). As a new comer to the organization the process of knowledge acquisition was to be repetitive and continuous. This is because through these actions I was able to eliminate undesirable traits and embrace the attributes that were most desired by the organization hence e improving on my capacity as a future employee in any organization (Leonard 132).

The New Canadian Center qualifies as a learning organization. This is because its workforce, which comprises mostly of volunteers, is also characterized by a group of people who are engaged in continuous efforts to increase their knowledge, skills and capabilities. This has been in relation to their desire to create an organization within the country with a global impact. The success or failure of a learning organization can be understood though the system thinking approaches (Kim 37). According to his school of thought the ability of an organization to ensure that it acts towards fulfilling its mandate can be demonstrated by the relationship between different departments that are crucial to its functioning (Neisser 109). This in most cases can be understood from the assumption that any form of dysfunction in one department would be a reason for the failure of the organization to realize its objectives. Being the individual responsible for the recruitment and placement of volunteers, I had the role of ensuring that very other department provided their areas of shortcoming that needed additional workforce. Such information as crucial in placing the volunteers within their respective departments based on their areas of interest and expertise (Kim 39). However, without such information it could have been relatively difficult to ascertain the volunteers to place in the departments and this could have led to duplication of roles, crowding of volunteers in one department or other forms of confusion in the organization. The systems approach therefore provides a framework that will ensure that the organization operated in a structured manner. the application of tis theoretical approach in the setting of an organization provides knowledge on the best management procedures that can be used to ensure that every member of the organization provide information regarding his or her responsibilities as a way ensuring that there process of planning for activities are informed and procedural (Morgan 25).

Being a learning organization, the New Canadian Center has also been facing challenges related to its inability to retain all its volunteers within their departments. This has been attributed to among other factors limited capacity to fully motivate the volunteers in the most comfortable way. This has led to a reduction of the population of volunteers. Such reduction has been considered as one of the main contributors to the problems facing the organization in terms of its human resource capacity.  The process of recruiting and placing volunteers has also been marred with the challenge of uneven distribution of human resource in different departments. This explains why in some situations departments such as procurement and finance have been facing challenges in terms of the level of expertize (Kim 39). To minimize the possibility of these challenges crippling the activities of the organization, the New Canadian Center has embarked on an exercise aimed at training more volunteers in matters related to finance and procurement. This has been realized through the sensitization of volunteer experts to help in providing training services. In addition, the organization has also been able to seek scholarship programs aimed at awarding their bet volunteers as a way of motivating the rest of the volunteers to be actively engaged in the process of providing services to the target population. This is an indication that the organization has been able to apply the services of the dynamic theory of organizational knowledge creation which emphasizes on continuous dialogue between tactic and explicit aspect of knowledge (Senge 3).

Employee engagements have been one of the factors contributing to the success of the New Canadian Center. Through this platform the organization has been able to ensure that it has a continuous pool of highly skilled volunteer employees within its premises. The creation of an open communication structure for instance has made it possible for junior and senor members of the organization to freely interact (Senge 4). This interaction has been facilitated by the organization of outdoor and indoor activities that enable free interaction and bonding between employees to enhance teamwork. Some of the indoor activities include the creation of working relationships between members of different departments. This has been conducted through pairing of senior employees with junior employees to ensure that mentorship services are offered with the best placed individuals. These relationships help the junior members acquire skills from third seniors. Furthermore, it also provides the seniors with a platform information sharing (Senge 4). Outdoor activities that the organization has been able to organize include hikes and other team building activities. These allow for the creation of environments that allows the employees and the volunteers to secularize hence the creation of a stringer and informed workforce.  It is through these activities that different employees and volunteers identify their mentors and role models (Neisser 111). This process also involves the ability of the employees at different levels to identify the traits that they desire and develop strategies on how to embrace those traits and use them in developing experts out of themselves (Leonard 132). This is part of the personal initiatives that have been influential in the creation of a team of highly qualified employees and volunteers within the organization.

The management of the organization is one that fosters organizational learning. This is because upon identification that an individual is interested in a specific field, the organization creates an environment that increases the possibility that the individual will improve on the area of interest. Other than pairing up with different members, the organization allows for delegation of responsibilities. This is one way through which an individual molds himself as a leader (Leonard 130). The role of program assistant revolves around the provision of support to the program manager. In certain situation, I was delegated to play the role of the program manger. This was instrumental in the development of my leadership skills and my decision making skills. Throughout such sessions my decisions were not only based on personal desires but also on organizational growth. They were also sessions that demonstrated my ability to develop self-reliance skills (Senge 4). Leadership in the context of the New Canadian Center revolves around the ability of a leader to make decisions that are binding. This means that as a leader one has to develop some element of trust. The role of the subordinates is to provide advice and this explains why the leader must always consult. However, the final decisions, while based on a series of consultations, must be made by the leader, it is also the responsibility of the leader to provide justifiable reasons form making certain decisions (Leonard 127).

Organizational culture often inspires organizational learning and organizational behavior. For any learning to take place in the context of an organization, it will be important for individual members to act in accordance with the shared beliefs within the organization. These include the mode of communication and the activities that individual must accomplish to ensure the realization of organizational strategy (Senge 5). The role of organizational culture in the promotion of organizational learning is therefore synonymous to the ability of different individual to embrace other members of the organization in the process of acquiring knowledge and information on different aspects that are essential for organizational growth (Nonaka 19). This has some impact on the behavior that members of an organization adapt. An organization where mutual learning is practiced often attracts the development of team work as part of organizational behavior (Leonard 128). However, an organization in which discrimination is part of its culture, stereotypical behavior and absenteeism form an essential part of employee behavior (Nonaka 20). These will infringe the ability of the said organization to realize its goals and objectives. The culture of the New Canadian Center revolves around the desire to ensure that its members act in ways that protect the migrant and the refugee population. This means that those who are recruited as volunteers in the organization must act in accordance with the expectations of the organization. For instance their behavior should border on the values of empathy, generosity and the desire to help the new comers and the foreigners in adapting to the prevailing economic, environmental and political conditions within the country. These aspects have been able to influence the mindset and the types of strategies developed by the organization towards the realization of its mandate.

Organizational learning is a continuous process which involves different forms of transformations of individual members of the organization. When an individual arrives in an organization he operates based on his beliefs about the organization and the expectations.  These beliefs are however altered or strengthen by the actions he takes as defined by his job title or job description (Morgan 18). These actions when merged with the expected organizational actions help in the generation of some response from the environment which includes other employees, the clients and the management (Nonaka 14). When the actions are in line with the expectations of the organization the environmental response will be positive hence affirming or denying the individual beliefs. When the actions are in disagreements with the expectations of the organization, it is highly possible that the environment will respond negatively and this will compel an individual employee to act in accordance with the expectations of the organization while making reference to organizational culture, organizational objectives and goals (Nonaka 18).

Works cited

Kim, D.H. The link between individual and organizational learning. Sloan Management Review,

Fall, 1993, 37–49.

Leonard, D., Barton, G. & Barton, M. Make Yourself an Expert: How to pull knowledge from the

smartest people around you. Harvard Business Review, 2013, April, 127-132. (Plus your Learning Log)

Morgan, G. Images of Organization. Beverly Hills, CA: Sage Publications, 1986

Neisser, R. Cognition and Reality. New York: W. H. Freeman, 1987

New Canadian Center (NCC).

Nonaka, I. A dynamic theory of organizational knowledge creation.  Organization Science. 5(1),

1994, 14–36.

Senge, P. The Fifth Discipline: The Art and Practice of the Learning Organization. New York,

Doubleday. 1990