Team Dynamics and Innovation in Organizations

This assignment delves into the psychological aspects of teams, focusing on multilevel motivational antecedents, bureaucratic impacts, goal orientation, creativity, and shared leadership. It examines how these factors influence innovation within research and development (R&D) teams. Key references include studies from Journal of Applied Psychology, Academy of Management Journal, and more.

Developing Individual, Teams
and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
P1 (A). Knowledge and skills needed by HR professionals.......................................................1
P2 (B). Personal skill audit of an employee................................................................................2
P2 (C) PDP..................................................................................................................................3
P3. Difference between organisational and individual learning.................................................4
P4. Requirement of continuous learning and professional development....................................6
SECTION 2 .....................................................................................................................................7
P5 (1). Contribution of high performance working towards competitive advantage and
employee engagement.................................................................................................................7
P6. Different approaches to performance management..............................................................8
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
In the recent era of business, human resource Dept. is constantly hiring professional for
their work as they enable organisation best and suitable applicants as the worker for enterprise to
meet the higher level of success. Individual growth is significant for an organisation the worker
are liable for plan execution designed by the company's higher authorities. CDP is indispensable
for developing in carrier (Bartsch, Ebers and Maurer, 2013). This report will examine behaviour
and knowledge which is required by HR experts. This will undertake professional evolution plan,
personal skills audit and understand the role of HPW for management of performance.
SECTION 1
P1 (A). Knowledge and skills needed by HR professionals
HRM is crucial department for functioning of organisation and leading toward success.
People performing the the division work various tasks or work for managing recruitments,
negotiation process, wage allotment etc. This skill is required in HR person for managing and
implementing. Here are some of the knowledge, skills and behaviour traits that an Human
resource manager should have:
 Good Speaker: The major function of human resource manager is to build a bridge of
communication among employee and employer of organisation (Sessa and London,
2015). HR experts should have command on their working skills for maintaining various
issues at workplace and advising the members of staff for determining various gestures.
Confidence is the major key which they should have while speaking.
 Multitasking: Large organisation determines their terms and policies of employee and
their biotransformation for maximising outcome of implemented operations. Members of
staff of human resource management have to work on various types of responsibilities
such as underlying formalities of state related with worker contract, seeking candidates
potential on new media and many other. Hence, Human resource manager is not only
hired for one thing, but managing entire personnel of an organisation that is required task.
 Negotiation: A worker have to manage the negotiation skills or behaviour for
accomplishing the growth in carrier for short or long tine term. This ability of them make
proper time utilisation of determining wage for new employee at the period of promotion
or interview of worker or existing staff (Bryson, 2011). This helps in managing various
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types of issues and deals to organisation through HR which has major use in resolving
workplace issues and dealing with wage. There are various techniques and ways of
undertaking negotiation methods that is used by Human resource manager for
administration personnel of enterprise.
 Personnel behaviour Understanding: It is a rare but major skills which expert of HR can
evolve in their personality (Sessa and London, 2015). At the candidate recruitments time,
manager make measurements of skills of worker with the needs of organisation. Thus,
this is required to read and understand the behaviour of interviewee because people do
not speak truth or they do not understand their strengths. If HR professional develop their
abilities and skills, then retention of worker, skilled worker and managed workplace can
be administrated easily.
HR experts are liable for equality and diversity of workplace management in an
organisation which is very important for workplace. This is duty of HR to review the wage of
worker and solve issues linked with them. Skills: This refer to ability of attaining or meeting the outcome in effective style. Behaviour: it is the manner of reacting or acting to other.
 Knowledge: This refer to the skills which is gained by either experience or education.
Both theoretical and practical areas of this subject contain in this part.
P2 (B). Personal skill audit of an employee
Jane Cambridge is the expert of HR who have some skills that can help her in meeting
her carrier goals and objectives in the organisation, Worker growth is directly linked with the
enterprise success. Here is the personal skills audit of Jane Cambridge:
Strengths: Strengths of a persona help them in meeting their carrier objectives and goals which
they target. She has knowledge of sound about the policies that saves organisation from
committing any legislative conflicts (Chen and et. al., 2013). There are various experts of HR
who are engaged in culture of organisation so at orientation time, the fail in communicating
regulation which is existing in the company. She has fair skills of communication, which can be
understood as the major cause which worker of different department agreements if in case of
issues.
Weakness: HR professional should posses some better skills of negotiation, Jane is not a better
one in the area. This lacuna have created large obstruction in the growth and development path
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that can create various types of issues in case of recruitment large organisation. Her knowledge
linked with latest technology is lesser then required which is also not good for the profile of HR.
Her writing skills also need some modification and improvement as well as advising skills need a
boost for better opportunities rendering to the entire staff members.
P2 (C) PDP
PDP is the planning process for making awareness and required boost in values or skills
of an individuals. Some objectives or goals which have been determined by her for making the
assure development in her personality is mentioned here:
SR. No LEARNIN
G
OBJECTIV
ES
CURRENT
PROFICEN
CY
TARGET
PROFICEN
CY
DEVELOP
MENT
OPPORTU
NITIES
CRIRERIA
FOR
JUDGING
SUCESS
TIME
SCALE
1 To develop
the
negotiation
skills.
Jane have
above
average soft
skills but
she dearth
of
negotiation
skills. She
is not good
with
impressing
and
negotiating
with worker.
Develop
negotiation
abilities and
hiring more
qualified
and skilled
applicants.
It can help
in resolved
through
proper
training and
developmen
t of Jane
Cambridge.
She need the
guidance of
Human
resource
manager.
Through
checking
conflicts
amount
through
using
various
effective
strategies,
she can
improve her
skills of
negotiation
that can help
her and
organisation
as well in
managing
50 weeks
3

workers.
2 Communica
tion
She has
good ability
in speaking
but when it
come to
communicat
ion and
interaction
with people,
she lack this
skills.
She does not
use
modified
technology
and style of
speaking
while
communicat
ing with
people. She
can use
various
technology
such as
email
method,
software for
conveying
her thoughts
and opinion.
Through
using new
and
alternative
technology,s
he can be
good in
communicat
ion and
manage her
interaction
in more
effective
way.
Through
asking
worker of
various
departments
, joining
seminars,
discussion ,
active
participation
in meeting
etc.
10 weeks
P3. Difference between organisational and individual learning
Requirement of developing worker's performing skill is constantly gaining development
because large organisation like the Tesco which is leading toward success cause of their worker's
performance. Individual learning is generally linked with seeking personality flaws of an
individual and make amendments for delivering the required training programs (Clegg,
Kornberger and Pitsis, 2015). Where a company learning aims on the changes which an
organisation need to make for making
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better operations performance. The organisation requirements bad worker needs are different.
The company is linked with individual learning that can be earned through organising
training and development program. Here are the major distinct that have been mentioned below:
Development Requirement: The needs of training of worker is limited. Employee posses
few qualities and make new skills development for betterment of their performance. But
company is learning is a complex process as the organisation contain various divisions and
worker in their organisation. The outcome is time consuming and continuous process.
Vision: Delivering training to few worker is not much expensive but knowledge and
retaining procedure in an organization like Tesco which is also expensive work. But there are
times when an individual do not demands new skills from organisation but make their desired
changes from their own sources (Sanghi, 2016). The major distinct between organisational and
individual learning. After focusing over the vision as well as earlier one is linked with the
accomplishments of personal goals attainment.
Learning methods: Worker utilise various seminars, conferences and internet for
improving their skills. In programs of training, the worker aims for meeting some new
knowledge and skills criteria for meeting assigned task in effective manner. Learning of
organisation is entirely different from learning of individual. Gaining experiences and
transferring knowledge are major ways that a firm can utilise for meeting the determined targets.
DIFFERENCE BETWEEN ORGANISATIONAL LEARNING AND INDIVIDUAL
LEARNING
Organisational Learnings Individual Learnings
1. Learning of organisation refer to information
that decrease conflicts and increase efficiency.
2. This includes training an development
process, brain storming activities, meeting etc.
3.Can be attained through team work targets
and activities to meet the desired outcome.
4. Vision sharing is managed among worker
through rendering same purpose and mission to
meet objectives.
1. Individual learning can be stated as the
knowledge, behaviour, skills use for
development of oneself for meeting the carrier
goals.
2. methods consist of meetings, discussion,
conferences, internet, that enhance skills.
3. Through increasing and meeting objectives,
one can gain access to wider knowledge and
information.
4. individual can exchange their goals and
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5. Tesco culture aims toward diversity and
equality in workplace or better dan diverged
ideas (Cummings and Worley, 2014).
vision through her authorities, team and help of
other people.
5. Monitor and control diverged nature and
better skills of working and uncommunicative.
Through understanding the major difference between both entities, one can easily
examine and understands the basics of this approach.
P4. Requirement of continuous learning and professional development
In order to resolve and make modification in their flaws, organisation can use planning
and various other process which can help in accomplishing mission. Continuous learnings is the
major process of an organisation that help worker in development. Members of staff are the
major resource which can present organisation. Continuous learning is the activity of developing
knowledge through making efforts in regular basis.
A company can solve their conflicts that is restraining their growth and limiting
organisational expansion but the environment of business is dynamic, which lead to new troubles
daily. Continuous learning lead to dealing effectively with several challenges that people or
business enterprise are facing in the present scenario. This also can help in the upcoming time, if
the described organisation will have required skills, it s necessary to cope up with issues in
effective way. Tesco is a large retailing company with business methods and strategies that they
are using. There is a large role of continuous learning which have lead company to rapid
business change and evolution accordingly.
Worker are the fundamental organisational resource. Professional improvements is
required for attempting better quality at workplace (Performance management: an introduction,
2017). Employee of company have to deliver constants learning to the worker of organisation
which is essential for an individual as well. Continuous learning can avail in enhancing
dedication from the worker's side. This helps in enlarging the skilled criteria of employee or
individual that help them in meeting forthcoming goals as well. This increase their productivity
and performance through professional evolution as well as rates of higher worker retention can
be gained through it. More happier employee lead to more better working environment and work
productivity. Thus, professional development is a learning process of many subjects that can help
in accomplishing and earning growth in career.
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Here are mentioned few professional development sources for managing business sustainable
performance: Seminars & Conferences: There are various informative events that is coordinated by
organization and other entities such media, professionals etc. The described organisation
should send some of their skilled employee to such programs to make modification in
their abilities and update their knowledge in retail sector. It will improve their worker's
capability as well as learning can be managed in enterprise.
 Coaching: Despite the practical knowledge, this is required to teach concepts of
theoretical aspects the members of staff for making the better and strong organisation
base. It is fundamental for improve various personality skills for making an amateur
worker to professional (Hirst and et. al., 2011). For this, respected organisation can
organise various coaching activities or programs for new and existing worker yo learn
new knowledge linked with their division.
SECTION 2
P5 (1). Contribution of high performance working towards competitive advantage and employee
engagement
HPW: High performance working is linked with the environment development and open
communication in a company for motivation and proper stimulative activities for employee. A
worker can be engaged in various operations, it will assure the happiness enhancement among
employee. When worker do no involve in organisational activities and decision-making
procedure, this lead to failure of support delivered by higher authorities of company. HPW helps
in increasing the retention of worker and assure worker's job specification for assuring higher
level of stratification (Hoch and Kozlowski, 2014). Workers who are majorly engaged in the
designing, execution and concerning process of workplace are performing more better and
engaged. The major finding was that a company need to Make the development, training and
knowledge for being more productive.
HPW is a process that avail worker of a company like Tesco in meeting higher quality
performance and productivity. This program evolve new confidence level among workplace
which is required for workplace. Through the help of impressive system of rewarding, staff
members can be motivated. Personnel is an organisation's major asset which is required to
described by an entity to make proper treatments among employee. If an organization take timely
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review and engaged in the process of decision making then it will be beneficial for both entities.
Delivering more autonomy, worker can avail in retention improving rates. This will lead to less
load of working on senior management and boost confidence of worker in an effective style.
High performance workplace culture ask for sound commitments formation among the
employee side when Tesco will exchange information with the employee and they can utilise this
for making long or short terms efforts but effective design, then his will avail them on attaining
some competitive edge over the other retail players. Company understand that if their worker
will able to meet new skill criteria,, this will be beneficial for organization which is the major
cause that high worker engagements render. Flexible hours of working is major parts of HPW
activities, described firm permit their members of staff to select the shifts according their
feasibility. There are various organisation that are performing the supermarket sector. This sector
provide extra salary as they compensatory or rewarding system of enterprise which help in
managing worker to make it higher performing workplace. Hard working employee should be
provided impressive incentive amount and promotion as per their skills.
Contribution in Tesco: Some limitation and barrier restrain the HPW impact on
organisation i.e. slow development, lack of effective and modified technologies, low
management skills etc. The system is related with department of human resource management.
For managing high performance of worker, Tesco have attempted healthcare initiative for
workers of 26000 stores of Tesco to pledge to develop their fitness, diet and sleep quality that
ave been accomplished with scepticism of staff (Hogan, 2017). Every worker who will make
participation in this activity would ask to donate 1£ to charity or trust. Through this, worker get
extra motivation, inspiration and skills by adopting through organisation which improve values,
morals, and behaviour. This have been observed after United Kingdom participation of worker
report that more than 30% employee have given their participation in Tesco business activity
which is better.
P6. Different approaches to performance management
Performance Management
The performance managements is procedure that consist of planning, monitoring and
attaining of performance of worker for meeting certain goals and objectives. It is occupied
through Tesco's HR who develop and design new strategies or plans for the company.
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These practices includes the administration of performance of Tesco, there are few steps
that can be complied for management and evolution (Mathieu and et. al., 2014). Here are those
steps:
 setting certain performance elements or aspects.
 Work Appraisal. Support feedback of performance by compensating or issues solving methods.
Purpose of management of performance
The purpose behind this activity is to lead or aid in building teams which can avail the
organisation in meeting goals and mission determined by leader and manager. This is liability of
employer to coordinate the practices according to requirement for better operation functioning
and operating organisation to create different image of enterprise among public for increasing
sales.
Approaches and methods:
For high performance work measurement, the organisation can use distinct techniques
and approaches that is suitable for culture of Tesco: Comparative Approach: Comparative approach as the name suggests comparison
between individuals in a certain group. In comparative approach employee's performance
is evaluated on the basis of ranking. This helps company to ensure reward for the top
performer (Newman and et. al., 2014). These employees can be promoted to higher
managerial positions on the basis of their performance while person with poor
performance get a chance to improve. On the basis of categorisation rules system analyse
the ranks of employee rather than on their performance. It is undertaken in small firms
who are having similar job profile. Attribute Approach: In this approach workers are rated on the basis of their attributes
which includes problem solving skills, creativity, innovation, team work and
communication. Graphic Rating Scale and Mixed Rating Scale is used in this. Former is
related to rating any employee which varies from 1 to 5 i.e.(lowest to highest) where as
later is measured in parameters i.e. low, medium or high. Performance is measured on the
basis subjectivity which is the major drawback for attribute approach. Behavioural Approach: this measurement techniques Is the oldest performance
techniques. Parameter which is based on this is “anchors”. It gives a specific description
9

about any employee regarding their performance. Recent version of Behavioural
approach has been introduced i.e. Behavioural Observation Scale(BOS). This scale can
be harmful for some employees as supervisors can rate only those performance those who
are close to the performance scale. Quality Approach: This approach is helpful for consumer satisfaction by reducing the
barrier avail in meeting targets (Approaches for measuring performance of employees,
2017). This focus over both individual and structure of organisation. The major use of
this approach is to evolve the all functions of organisation on daily basis. The employer
can perform and make changes according analysis of feedback or response of worker
through utilising effective strategies of communication.
 Collaborative Working Approach: Understanding the importance of flexible and strong
working relationship between consultants, clients and subcontractor at the workplace, the
approach of collaborative working is used (Richter and et. al., 2012). This approach refer
to sharing same purpose and working entire organisation altogether for meeting the
requirements of organisation. This is a beneficial approach that can be used by Tesco for
problem solving techniques, provide competitive edge etc. The forms effectiveness in
communication among peers, bosses, clients and colleagues through managing internal as
well as external factors of enterprise.
CONCLUSION
This report states that individual growth is significant for an organisation the worker are
liable for plan execution designed by the company's higher authorities. HRM is crucial
department for functioning leading organisation toward success. Worker growth is directly
linked with the enterprise success. PDP is the planning process for making awareness and
required boost in values or skills of an individuals. Individual learning is generally linked with
seeking personality flaws of an individual and make amendments for delivering the required
training programs. In order to resolve and make modification in their flaws, organisation can use
planning and various other process which can help in accomplishing mission.
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REFERENCES
Books and Journals
Bartsch, V., Ebers, M. and Maurer, I., 2013. Learning in project-based organizations: The role of
project teams' social capital for overcoming barriers to learning. International Journal of
Project Management. 31(2). pp.239-251.
Chen, G. and et. al., 2013. Teams as innovative systems: Multilevel motivational antecedents of
innovation in R&D teams. Journal of Applied Psychology. 98(6). p.1018.
Clegg, S. R., Kornberger, M. and Pitsis, T., 2015. Managing and organizations: An introduction
to theory and practice. Sage.
Cummings, T. G. and Worley, C. ., 2014. Organization development and change. Cengage
learning.
Hirst, G. and et. al., 2011. How does bureaucracy impact individual creativity? A cross-level
investigation of team contextual influences on goal orientation–creativity relationships.
Academy of Management Journal. 54(3). pp.624-641.
Hoch, J. E. and Kozlowski, S. W., 2014. Leading virtual teams: Hierarchical leadership,
structural supports, and shared team leadership. Journal of applied psychology. 99(3).
p.390.
Hogan, R., 2017. Personality and the fate of organizations. Psychology Press.
Mathieu, J. E. and et. al., 2014. A review and integration of team composition models: Moving
toward a dynamic and temporal framework. Journal of Management. 40(1), pp.130-160.
Newman, A. and et. al., 2014. Psychological capital: A review and synthesis. Journal of
Organizational Behavior. 35(S1).
Richter, A. W. and et. al., 2012. Creative self-efficacy and individual creativity in team contexts:
Cross-level interactions with team informational resources. Journal of Applied
Psychology. 97(6). p.1282.
Sanghi, S., 2016. The handbook of competency mapping: understanding, designing and
implementing competency models in organizations. SAGE Publications India.
Sessa, V. I. and London, M., 2015. Continuous learning in organizations: Individual, group, and
organizational perspectives. Psychology Press.
West, M. A., 2012. Effective teamwork: Practical lessons from organizational research. John
Wiley & Sons.
Online
Approaches for measuring performance of employees. 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
Performance management: an introduction. 2017. [online]. available
through:<https://www.cipd.co.uk/knowledge/fundamentals/people/performance/
factshee>.
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