HD 486B Implementation

Erika Enriquez
Pacific Oaks College

This paper will give an in depth reflection and analysis of my theoretical conclusions
based on my own life experiences within my professional work. I will be analyzing two key
issues that are related to communication, leadership, problem solving and diversity.
My first key issue takes place early on in my professional career in childcare. I will be
discussing a lack of leadership in the workplace. Due to this lack of leadership there was a ripple
effect that led to poor communication and problem solving skills. I learned that when an
employee feels disappointed, she will be unhappy with her role on job. I learned that when an
employee feels nervous, she will step back and let others take over. I learned that when an
employee feels obligated, she will step up and do what needs to be done. I learned that when an
employee feels worried and fearful, she will not super exceed at her job. I learned that when an
employee feels bewildered and attacked, she will feel unappreciated and eager to leave.
The second key issue takes place during a more mature time in my career. By this time I
had moved up the career ladder and was a Site Director. This issue will address problem solving
and diversity. I learned that when a person feels like her education is not enough, she will feel
inapt to do her job. I learned that if a person feels undeserving of her job, she will second guess
her decisions. I learned that if a co worker feels upset at them, she will try and figure out why. I
learned that if a person feels her coworkers disapproval, she will feel frustrated at the situation. I
learned that if a person feels apprehension to change, she will feel frustrated toward that person. I
learned that if a person action are based on ignorant idealism, she will feel resentful.
Key issues in my professional work experience are feelings apprehension due to little to
no communication among staff. Other key issues are feeling unhappy in the workplace because
of poor leadership. My final key issue addresses problem solving with co workers who are not as
accepting to others diversity and family structure.

Due to these key issues pattern have formed within my professional development. When
it comes to working with other site directors I am cautious. Im cautious when it comes to relying
on them. Due to my experiences I feel as if other site directors are not going to take that lead and
be productive. I have found myself taking on more than I should have to. I have this feeling of
responsibility and cant turn away from it. If I open in the morning I make sure that the
paperwork for the following week is ready to go. I also make sure all the paperwork that needs to
go into the office is done. I find myself stressing out monday morning trying to get all the
paperwork finished and ready to be turned in on Wednesday. Although I know we have all day
Monday and Tuesday to work on it.
Another pattern that I have noticed is that I am apprehensive with my co workers.
Granted that I have worked with my peers for many years I am not very open about myself. I
work with 90 percent women, and would hate for them to form pre judgments based on my
lifestyle. After having that conversation with my assistant teacher I wondered how many others
feel this way? For that reason, I am a private person who chooses what to share about myself.
The thought of people treating me differently because of my sexual orientation makes me
uncomfortable. Therefore, I choose to keep it private.
Over the years I have been able to change some of my patterns. I have learned to step
away from taking on all the responsibilities at work. I have learned that other need to be
accountable for our shared duties at work. I have learned to delegate the daily responsibilities, so
that they are shared amongst everyone present.
I have been able to accomplish these changes by reminding myself that I am not the only
one there. I have also created a checklist for days that run an all day program. The checklist
includes everything that has to be accomplished throughout the day. This checklist works as a

visual for others to see what was done and what needs to be done. This has allowed me to step
back and allow other to take responsibility for the shared duties.
Despite the fact that I am in good standing with all my coworkers, I still feel
apprehensive when it comes to my personal life. I am not ashamed of who I am, but I dont feel
that I need to throw my sexuality out there. I dont feel that who I choose to spend the rest of my
life with, has a direct effect on the type of work I am capable of doing. Opening up to others is
something I am still working on.
I do feel that I have been able to build upon positive patterns in my professional work.
My early career experience taught me a lot. I learn to be a better communicator. I learned to
make sure I cover myself. I have become efficient in daily documentation of what happened
throughout the day. The lack of proper communication has taught me to be thorough in
everything I do. I have learned proper procedure and I speak up when unsure. I make sure my
voice is heard.
I recall an incident where I felt that the Site Director was being negligent and not making
sure all the kids were accounted for. I told her that I felt uncomfortable with her nonchalant
behavior and that I was going to follow the necessary procedure for when children do not come
into the program. I went ahead and took the initiative and did what was expected of us. Once I
have made sure everyone was accounted for I explained to the site director that the procedure is
across the board. We discussed that fact that I was not going to risk a reprimand for something
so small.
I feel that because of my experiences I have become a thorough employee who chooses
not to cut corners. I have formed a positive work ethic, because I refuse to give someone else the
same experience that I had early on in my career. I have been able to accomplish these patterns

by constantly reminding myself of how I felt. I would not want to feel like my voice is going
unheard or that my opinion is of no ones concern.
I have also been able to build up positive patterns in the sense that I always make sure the
assistant teachers are taken into consideration. When the first incident took place I was an
assistant and I felt like I wasnt taken into account. I felt as if I was not a valued aspect to the
program. Once I moved up positions I made it a point to treat my assistants as the important
person they are. I always make sure that my assistant teachers are being heard and that their
opinions are being taken into consideration. I always try to empower them and remind them them
that they are an important aspect of the program. I always tell them that they are the ones that
make the program run smooth. From that point on I always encourage and facilitate the needs
and knowledge of all the assistant teachers.
I believe that my theory speaks for other as well as myself. I do feel that there are many
people who do not want to make a big deal of their sexuality in the workplace. This theory is
based on my own experiences therefore it does have hidden assumptions. The hidden
assumptions in my theory are the age and professional experience of a person. A thirtyfive year
old female with more of a financial stability and more experience would have probably been
more vocal and made sure she was being treated properly. Also, I was new in my professional
career, therefore how would someone with 10 years of experience reacted to the same situations.
An adult male who was openly gay would have been more vocal when confronted with the
situation of his assistants discomfort with homosexual families .Another hidden assumption
would be the reaction of women of other races, the opposite sex, and religious aspects.
My fieldwork theory does not address many things. Some examples would he how would
someone with strict religious backgrounds reacted to the conversation between them and the

assistant. Would they be able to set aside their own beliefs or would they have agreed with the
assistants views on homosexuals and parenting. My theory also does not address the views of
opposite sex and of older individuals in the workplace.
In order to make my theory more inclusive I would have to collect a broad sample of data
that include people with a variety of work experience and of different ages. I would also include
a data sample that has a mixture of devoted religious people and not so religious people.