Analysis of Organizational Leadership and Management

The provided document is a comprehensive compilation of articles and research papers on organizational leadership and management. It covers a range of topics including reframing organizations, developing collective leadership, employee engagement, and quality management for organizational excellence. The document also explores the role of high-performance work systems in achieving organizational competence for clinical leadership. Additionally, it discusses narcissistic organizational identification, innovation in top management teams, and the importance of communication in leadership.

Developing Individual, Teams
and Organisation

Table of Contents
Introduction......................................................................................................................................1
LO 1.................................................................................................................................................1
P1 Appropriate knowledge, skills and behavioural in the organization......................................1
P2 Personal skills in order to assess organisation and employee performances and creation of
the professional development plan..............................................................................................2
LO 2.................................................................................................................................................4
P3 difference in organisation and individual learning.................................................................4
P4 Needs for the continuous learning and development.............................................................6
LO 3.................................................................................................................................................7
P5 Role of high performances working in order to attain competitive advantages.....................7
LO 4.................................................................................................................................................8
P6 Approaches for performances management...........................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

Introduction
Human resource department is very important in each and every organisation. All the internal
environment of organisation is control by them. In Human resource department is focus on the
skills of the each and every employee in the organisation (Galvin, Lange and Ashforth, 2015). In
human resource department is focus on the three most important part in the organisation like
individual development , team development and training and development of each employs in
the organisation. All three concept is focus on this development in the organisation. A part from
this personal skills audit is one of the main part in the organisation. In audit section there will be
audit of each and every employs in the organisation is must to identified the each employees
record in the organisation.
LO 1
P1 Appropriate knowledge, skills and behavioural in the organization
In each and every employ in the organisation is focus on the internal environment of the
organisation. In hr. department will be focus on the knowledges, skills and behavioural in each
and every employees. Human resource department will be focus on the different factor in the
organisation are as follows:-
 Enhance performance of employees :- Human resource department will be focus on the
performance of each employs in the organisation. Hr. department will focus on the
quality of performance in the organization.
 Working closely with each department :- Human resource department will be focus on
each and every department in the organisation. Guide new as well as old employ to work
with each department (Sessa and London, 2015). In each every organisation there will be
focus on the each department and maintain the relationship between all the internal
department.
 Training and development :- Human resources' department will be focus on the training
and development in the organisation. Because training is very important part in the
organisation to new employs in the organisation. Training is help for the development in
the organisation for future growth (Galvin, Lange and Ashforth, 2015).
 Preparing staff hand books :- Human resources' department will be focus on the hand
books. It is very important to the organisation. In this hand book all the details of each
1

employs. This hand books use at the time of any problems in the organisation (Baldwin,
2016).
 Polices and producer :- Human resource department is learn all the polices and procedure
to the new employs in the organisation before starting of work. It is help full at the time
of working and learn about the rules and regulations which essentially develop at
workplace of the enterprise (Bolden, Jones and Gentle, 2015).
P2 Personal skills in order to assess organisation and employee performances and creation of the
professional development plan
In order to deal with effective functioning and outcomes, Hilton hotel has responsibility to
identify their performances and match it with several resources. It is the best way to accomplish
goals and objectives in systematic way (Ang and Van Dyne, 2015). There are different kinds of
skills assess at workplace which create effective functioning on the people to enhance their
performances. Following are certain skills determines for their profitable outcomes:
Very good Good Adequate Little there is no
experience
Using power
point presentation
and data base

Use software of
HR

Using excel sheet 
Using of the
complete
Microsoft word

Use a complete
data base in the
organisation

Use of the
internet

2

Very good Good Adequate No experience
Development of
the
Communication
skills

Creating of notes
for their martial
support

Taking short
notes for hiring
skilled employees

Draft for the
contract for hiring

Written of the
complete report

To be deliver a
training sessions

Resolving HR
issues with proper
guidance

Taking
Interviewing
program

Resolve in the
internal disputes
through tools and

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techniques
Very good Good Adequate No experience
Communication
skills

Exploring the
several things to
solve business
issues in
systematic
manner

Problem solving
skills in the
organisation

Provide a idea
and opinion to
solve many other
problems

All these things are needed at workplace for development of the business. Therefore, it
creates effective functions and operations in Hilton hotel to carry their outcomes. In addition to
this, there are different elements require that make creative functions and operations at
workplace to enhance their employees participation.
LO 2
P3 difference in organisation and individual learning
In these days, professional development consist very important part in the success of the
enterprise. Therefore, Jane Cambridge has effective role in Hilton to develop profitable results.
In every human resource team professional development plan consist in systematic manner.
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Therefore, it assists to carry different roles for making high profits in it. It includes following
element:
Technology and system training: In this aspect, focus require for the professional
development assists to work in systematic manner (Sessa and London, 2015). It is important to
solve several kinds of issues to solve issues and productivity at Hilton hotel. This type of the
training assists to enhance professional development for Jane Cambridge.
Identity plan point: It is very important to the enterprise to focus on the professional
development plan for assessment of the business. In the every task of the enterprise, focal point
for the business development. In addition to this, all essential things need to be included in this
aspect that make creative operations and functions. In this way, operations will be develop
continuously that require for growth (Bolden, Jones and Gentle, 2015).
Multi-functionality activities: In this element, the chosen organisation need to focus on the
multi work system that assist to accomplish goals and objectives in systematic aspect. It is very
difficult but it is very important to work accomplish in systematic manner. Quality of the
professional development plan has been carried to work within a group (Ang and Van Dyne,
2015).
Be well at work: In this context, HR department need to offer several kinds of workers to
accomplish effective results in the business. With this aspect, Jane Cambridge need to follow all
important activities that assists to accomplish goals and objectives in systematic aspect.
Improve communication: In order to improve communication process, the organisation
requires focus on the communication activities. Therefore, it is very important activity that is
taken by the enterprise to make creative communication (Sessa and London, 2015).
Assessment of the department and organisation need: In this stage, work will be handling
in a team so that enterprise will complete their task within a time period to accomplish goals.
Explore development opportunities in staff members: In the present case, professional
development of the business will be done for development of the project. In this aspect, new
project will be develop to accomplish goals and objectives. HR officer need to take several
responsibilities in the business for work in efficient manner (Baldwin, 2016).
Observation of the enhancement skills: In the business, focus require for observation of
different employees at workplace. In this aspect, work will be done in systematic manner. There
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are different kinds of activities will be assists to identify issues in the business. Right person
needed to implement work among the work.
In this planning process, there are different kinds of activities ascertain at workplace that
assists to accomplish goals and objectives. It assists to make creative professional development
in human resource department. With this aspect, Jane Cambridge takes his part to enhance
profitable results.
P4 Needs for the continuous learning and development
Within the business enterprise, effective part of the objectives will be develops to ascertain
effective results. Each organisation also taking part to work systematic manner that require for
better functions and operations. It is important part to learn the activities that are done in better
way. There are several types to learn in the business (Bolden, Jones and Gentle, 2015).
Moreover, learning is differing in organisation and individual. It can be determines in the
following manner:
 Organisation learning: In the business unit there are focus require for overall
organisation. In this aspect, learning develops with every member participation to make
certain changes in systematic manner. In this type of learning, development of team
members ascertain for overall growth of a team so that goals and objectives (Sessa and
London, 2015). Therefore, new topic will be develops at workplace for ascertain effective
results at workplace.
 Individual learning: In the individual learning, focus needed on one and more than one
person. Therefore, it is develops outcomes for the new member in the business. As
results, individual learning will be ascertained as the training to complete the policies and
procedure at workplace. In the individual learning there are single member who take part
for accomplish the goals and objectives. Individual training also taken in different
methods that assists to develop effective functions at workplace. Individual learning also
develop through thinking and strategy which require for ascertain more profit and goals.
Their work needed for accomplish project in systematic manner.
 Training: Training is the important perspective that assists to take important part for
training. It is based on the new people to join the business enterprise. Human resource
department also focuses on the learning activity through they can take important part for
starting the job in their life. It is the best way to make effective functions. In addition to
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this, HR required to focus on the learning in the business before starting the job. In the
business unit, Hilton hotel have focus on the work in systematic manner to accomplish
the targets.
 Development: In the business unit, focus and development is needed for working in
systematic manner. With this regard, training and development needed for enhancement
of the outcomes. Development of the enterprise creates effective functioning that
provides systematic work among the workers. With the help of development program,
proper training will be implied to ascertain effective functions and operations (Baldwin,
2016). With the help of development, proper timing needed to accomplish objectives of
the organisation.
LO 3
P5 Role of high performances working in order to attain competitive advantages
In the business unit, there is proper focus needed to accomplish their goals and objectives.
With this regard, learning and development needed among members to employs. Continuous
learning assists to determine for right person for right job at right place. Therefore, at workplace
there are different things exists which assists to learn for day to day activities. Continuous
learning is the professional development perspective to make effective functions. Beside this,
learning improved with talent and professional skills assists to ascertain effective operations for
continuous learning (Ang and Van Dyne, 2015). It makes creative results for professional skills
and development that assists to make efficiency and productive results at workplace.
In the business unit there are continuous learning ascertain at workplace that make creative
results in the business. Therefore, the company can learn from several operations and functions
for new concept. In the organisation specific concept develop for Hilton group to grow their
operations and functions. With this aspect, learning will be helpful to different sector of the
business (Schein, 2017). In this activities rate of employee performances will be increasing in the
business enterprise. Therefore, targets and goals will be ascertained for several management
session and arrangements. Programs also delivering through techniques and tools that assists to
make creative results. Hence, specific sector of the HR role will be develops through encourages
people at workplace (Galvin, Lange and Ashforth, 2015). It is the best way to make high
professional working in the business unit. Therefore, services will be deliver properly to focus on
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the enterprise working environment. It is the best way to make effective results that are taken as
the continuous development. Loyalty program of the chosen business also increasing that assists
to make proper functions and operations in the business. It assists to make overall performances
in the internal business environment activities (Bolden, Jones and Gentle, 2015).
Recently, there are several activities exists which assists to promote effective functioning
in the business environment. Because of the some internal factors, enterprise has opportunities to
make better working conditions for development of the business. In addition to this, better
services will be develops for better working conditions at workplace. With the help of
continuous learning, every organisation can ascertain their outcomes in significant manner.
There is complete study exists that are needed for making creative result (Baldwin, 2016). In
each organisation, complete study will be taken as the improve performances in group.
Improvement in the business objectives ascertain with taking continuous learning that assist to
meet with targets. Future performances of the chosen enterprise depends on the training so that
best learning will be ascertain at workplace. It is the best way to develop profitability for better
performances that uses several concept of the learning concept (Parmenter, 2015).
With this aspect, goals and objectives will be accomplished in systematic aspect.
Therefore, objectives will be accomplish in systematic aspect at workplace. Therefore, future
performances will be increasing continuously at workplace. In addition to this, employee
enhancement also required in the business (Ang and Van Dyne, 2015).
LO 4
P6 Approaches for performances management
In the business enterprise, performance management play vital role in success of it. In this
context, Hilton hotel attract several people towards the business who are skilled and perform
many functions in it. Therefore, it is the best way to encourages people at workplace for
ascertains more profits and revenue in it. Furthermore, it is also crucial element for the business
through them can make effective functioning at workplace. In this context, following are
different approached has been determines in the business to accomplish their profits and revenue
in successful way (Leggat and Balding, 2013). However, there are several factors also included
in it that make creative and successful results at workplace. With this aspect, conducting of work
environment, work profile, compensation, bonus system, job satisfaction, etc. elements are
8

included that make creative results in the business. For ascertain effective role of the different
approaches, following elements can be determines their effective participation in it (Sessa and
London, 2015).
Behavioural approach: It is the one of the oldest performance management technique
which need to be develops to assess serial vertical in the business unit (McFadden, Campbell and
Taylor, 2014). With this regard, the organisation has different dimensions of the job that assists
to make creative results in the business enterprise. In addition to this, there are mainly five to ten
vertical rating scales are exists which based on the certain parameter that are determines as per
the basis of employees performances. Hence, employees are ranked as per the performances
which determine to develop effective functioning in it (Nijstad, Berger-Selman and De Dreu,
2014). Beside this, behavioural observation also determines in the context of BARS which
provide specific description for development of the business. Overall score of this aspect is
average of the frequencies so that it is suitable for reliability and accuracy. Majorly, it also
includes several drawbacks which essentially need to be solved by the manager to cater effective
information in it. Supervisor also required to develop their outcomes in positive perspective in
business (Kunkel, Funk and King, 2014).
Result approach: This approach is simple and straight forward that assists to enhance
organisation performances to accomplish goals and objectives in systematic manner (Levi,
2015). In addition to this, there are mainly 4 perspective included that make creative results in
term of the financial, learning, growth and many other perspective. With this aspect, the selected
organisation has opportunities to make productive measurement and evaluation in the system. It
is the best way to motivate their employees to enhance their productivity (Duffield and Whitty,
2015). First step is to identify wellness of the objectives that make creative functioning in the
business unit. With this regard, Hilton hotel need to calculate their overall performances to
enhance productivity and score it on the basis of performances to create effective functioning at
workplace. Main advantages in this aspect are the results based approach that makes creative
measurement for convert the strategy into the operations. External environment also include
development of the learning and growth through making effective communication at workplace
(Bolman and Deal, 2017).
Quality approach: This approach focuses on the improvement in customer satisfaction that
assists to reduce errors and accomplish desire outcomes through improve services. Therefore, it
9

consist consideration for employees and improvement in the system to ascertain effective
functions at workplace. There are several kinds of advantages included that make assessment of
the employees and system in the business unit. In addition to this, it is also helpful aspect that
make teamwork performances to involve several people from internal and external factors
(Johansson, Miller and Hamrin, 2014).
Comparative approach: Comparative approach includes ranking to the performances of
employee as per the other group of members. In this way, individual are getting raked as per the
high to low performances. In this aspect, Hilton hotel has several techniques and tools to rating
scale. Mainly in it include forced distribution technique that assists to create rank on employees
in a particular group (Truss, Shantz and Delbridge, 2013).
Attributes approach: With this regard, the chosen organisation can solve issues through
different aspects such as problem solving skills, teamwork, communication, innovation, etc.
With this regard, business can included graphic rating scale and mixed rating scale. Therefore, it
assists to create layered form of the measurement (Goetsch and Davis, 2014). In addition to this,
Hilton hotel can rated their high, medium and low performances that make creative functions and
operations as per the parameter. Each parameter signifies broken down of the scaled in -, + and
equal aspect. In addition to this, it has also certain disadvantages which create impact on the
performance measurement which need to be develops through measure subjectively aspects.
Another limitation consist as the accurate and identifying the best and worst performers.
However, it is very simplest method which is the biggest advantages of this approach (West,
Eckert and Pasmore, 2014).
There are several kinds of the benefits included in the business that make creative results.
In this context, Performance measurement approaches assists to work together at workplace that
enhance creative functions in it. With the help of evaluating the employee performances, positive
impact can be ascertain at workplace that enhance through communication and perform better
functions in it. In addition to this, changing trends also create several techniques and approaches
that make creative functions in it (Katzenbach and Smith, 2015).
CONCLUSION
From the above report, development of individual and team performances creates effective
functions and outcomes at workplace. In this context, the organisation has opportunities to make
creative results and operations that assist to set targets and objectives in creative manner. It is the
10

best way for development of the organisation. Furthermore, it summarized about the training
needs among team and individual. In this context, there are several differences in order to learn
with single person and group of the members. Therefore, it is the crucial aspect that makes
different perspective results in the business. With the help of formulated the measurement,
employees productivity and performances will be enhances at workplace. Moreover, it
articulated about approaches that are taken in the business for development of the business to
cater effective information in the business. Therefore, objectives and goals will be accomplish in
systematic manner in the enterprise. Lastly, there are several approaches has been determines
that assists to make creative results in business through focus on the productivity through
performances management.
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REFERENCES
Books and Journals
Ang, S. and Van Dyne, L., 2015. Handbook of cultural intelligence. Routledge.
Baldwin, M., 2016. Social work, critical reflection and the learning organization. Routledge.
Bolden, R., Jones, S. and Gentle, P., 2015. Developing and sustaining shared leadership in
higher education. Leadership Foundation for Higher Education.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Duffield, S. and Whitty, S.J., 2015. Developing a systemic lessons learned knowledge model for
organisational learning through projects. International journal of project management,
33(2), pp.311-324.
Galvin, B.M., Lange, D. and Ashforth, B.E., 2015. Narcissistic organizational identification:
Seeing oneself as central to the organization's identity. Academy of Management Review,
40(2), pp.163-181.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Johansson, C., D. Miller, V. and Hamrin, S., 2014. Conceptualizing communicative leadership:
A framework for analysing and developing leaders’ communication competence.
Corporate Communications: An International Journal, 19(2), pp.147-165.
Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Kunkel, T., Funk, D. and King, C., 2014. Developing a conceptual understanding of consumer-
based league brand associations. Journal of Sport Management, 28(1), pp.49-67.
Leggat, S.G. and Balding, C., 2013. Achieving organisational competence for clinical leadership:
the role of high performance work systems. Journal of health organization and
management, 27(3), pp.312-329.
Levi, D., 2015. Group dynamics for teams. Sage Publications.
McFadden, P., Campbell, A. and Taylor, B., 2014. Resilience and burnout in child protection
social work: Individual and organisational themes from a systematic literature review.
The British Journal of Social Work, 45(5), pp.1546-1563.
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Nijstad, B.A., Berger-Selman, F. and De Dreu, C.K., 2014. Innovation in top management teams:
Minority dissent, transformational leadership, and radical innovations. European journal
of work and organizational psychology, 23(2), pp.310-322.
Parmenter, D., 2015. Key performance indicators: developing, implementing, and using winning
KPIs. John Wiley & Sons.
Schein, E.H., 2017. Organization development: A Jossey-Bass reader. John Wiley & Sons.
Sessa, V.I. and London, M., 2015. Continuous learning in organizations: Individual, group, and
organizational perspectives. Psychology Press.
Truss, C., Shantz, A. and Delbridge, R., 2013. Employee engagement, organisational
performance and individual well-being: exploring the evidence, developing the theory.
West, M.A., Eckert, R. and Pasmore, W.A., 2014. Developing collective leadership for health
care. King's Fund.
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