Leadership and Team Dynamics Analysis

The provided document is a collection of references related to leadership and team dynamics. It includes articles and books that discuss different leadership styles, such as transformational and communicative leadership, as well as the impact of 'high commitment' HRM practices on employee attitudes. The document also touches on the importance of cultural intelligence in global teams and the effects of leader-member exchange quality and differentiation on performance. Additionally, it references research on work groups and teams in organizations, group dynamics for teams, and a multilevel model of transformational leadership and creative process behavior.

University
DEVELOPING INDIVIDUAL, TEAMS AND ORGANIZATIONS
Student Name
Lecturer Name
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Table of Contents
Introduction ................................................................................................................................................4
Section 1......................................................................................................................................................4
LO 1 Analysis of employee knowledge, behaviors and skills required in HR professionals..........................4
P1 Determining the appropriate skills and professional knowledge that is required in HR professionals
.................................................................................................................................................................4
P2 Develop a personal skills audit to identify the skills, behavior and knowledge to develop
professionally in given role......................................................................................................................5
M1 Develop a professional skill with the audit that demonstrates the evaluation and professional skills
.................................................................................................................................................................5
D1 Develop a details professional development plan which enhances to set learning goals to meet the
business objectives..................................................................................................................................6
LO 2 Analysis the factors that need to be considered at the time of evaluating and implementing
development and learning to drive sustainable business performance......................................................7
P3 Discuss the difference between individual and organizational learning, development and training..7
P4 Analysis on the continuous learning and professional development to drive sustainable business
performance............................................................................................................................................7
M2 Applying the learning cycle theories to make the importance of implementing the professional
development...........................................................................................................................................8
Section 2......................................................................................................................................................9
LO3 Applying the knowledge and understanding the way in High-Performance Working (HPW) to
enhance competitive advantage and employee engagement.....................................................................9
P5 Discuss the process of HPW contribute the employee engagement and competitive advantage on
specific organizational situation..............................................................................................................9
LO4 Discuss the ways in performance management, effective communication and collaborative working
to enhance high commitment and culture................................................................................................10
P6 Discuss different approaches in performance management and provide examples to support
commitment and culture.......................................................................................................................10
M4 Evaluate the approaches and provide the judgments on the effective commitment and high-
performance culture..............................................................................................................................10
D2 Discuss appropriate judgments on HPW and mechanisms to support HPW to improve competitive
advantage, commitment and employee engagement...........................................................................11
Conclusion.................................................................................................................................................11
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References.................................................................................................................................................13
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Introduction
All the organizations need to focus on the development and learning of the staff members. This
helps to identify the employee the current role that has been allocated by the company. The
management of the organization, which are keen to improve the profitability, efficiency and
productivity, will provide diverse development as well as training facilities among the staff
members. The main aim of this assignment is to deliver a better opportunity for the students to
enhance skills and knowledge to meet the high performance in the organizational activity. This
will help to contribute a positive impact on the sustainable growth of the firm (Ashton and Sung,
2003).
Section 1
LO 1 Analysis of employee knowledge, behaviours and skills required in HR
professionals
P1 Determining the appropriate skills and professional knowledge that is required in HR
professionals
In order to determine the knowledge, skills and behavior, HR needs to understand the roles and
responsibility. As I have been appointed as a graduate trainee Human Resource Officer in the HR
department of a large organization. The HR officer needs to advise, develop and implement a
proper policy that enhances the effective working of the employee in the firm. The role provides
the main aim to ensure the working of an employee in such a manner to balance the experience
as well as skills. It helps to deliver development and training opportunity among the other
members to achieve the organizational objectives. The departments of HR have been expected to
add the maximum amount of value to support the entire working procedures of the company. The
working nature might vary with the company and includes with promoting of diversity as well as
equality as the culture of the firm. HR departments deliver a close working with different areas
by implementing the required procedures and policy. In order to promote health and safety, HR
departments provide licensing with various ranges of people on the exact policy used. The proper
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way of delivering training among the new employee helps to provide the company performance
(Gould‐Williams, 2004).
P2 Develop a personal skills audit to identify the skills, behavior and knowledge to develop
professionally in given role
The personal skills audit for the employee Jane Cambridge helps to identify the knowledge,
skills and behavior of the HR Officer. The HR Officer needs to know the knowledge, skills and
behavior of the entire employee. In this case, individual employees have been checked through
the audit. The auditing report of employee Jane Cambridge lies with the communication skills at
the time of working in the firm. The audit provides the report of Jane Cambridge have the
communication skills as the important skills. All the skills require in communication lies in the
good, adequate and no experience (Nahavandi, 2016).
Jane Cambridge has the knowledge of information technology and that knowledge has been
audited to understand the exact areas that will help the company to provide the maximum
amount of performance. Another important skill lie with the capability for solving of the problem
that needs to scrutinize by the appointed HR Officer. Jane Cambridge could able to handle
complex data and use the selective information at the time of working in the firm. This helps the
company to know that the employee Jane Cambridge could tackle the complex situation. In the
behavior there includes by focusing on the supervisory management from the audit report. This
provides the behavior required in the professional fields by the employee Jane Cambridge. This
helps the HR Officer to identify the personal skills from the audit report through the
enhancement of behavior, knowledge and skills required in the professional fields (Mavin et al.
2010).
M1 Develop a professional skill with the audit that demonstrates the evaluation and
professional skills
The detailed professional skills audit provides the evaluation and personal reflection of the
employee. It is important for the company to evaluate the audit to enhance the professional skills
which include the behavior, skills and knowledge. The behavior, skills and knowledge need to
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attain among all the staff members at the time of working in large organizations. The audit report
delivers the evidence required by the employee to understand the knowledge. The HR
departments need to focus on the auditing report to develop the professional skills. The personal
skills can be nurtured from the auditing report and help the HR Officer to understand the exact
knowledge and skills required among the employee. Then the personal skills can be easily
transferred in the professional fields through the adequate training activities. Hence, it provides
the higher performance of the company using the details professional skills audit. The employee
personal reflection could be easily developed to implement a better performance for the company
at the time of working (Katzenbach and Smith, 2015).
D1 Develop a details professional development plan which enhances to set learning goals to
meet the business objectives
A professional development plan provides the exact documents to meet the set goal, skills,
development and objectives of employee that is required to accomplish the development of
career with the continuous improvement. The organization manager needs to identify the
required skills among the staff members has created the professional development plan. The
details and coherent professional development plan deliver a set out learning in training and
goals. The professional development can be introduced through the joining of the new employee
in the team. The entire employee needs to develop a plan for the professional development. The
planning may not take place only upon the staff members but requires the identification of the
exact areas that need to be the improvement. The professional development plan needs to be
reviewed properly through the entire year to detect any flaws. The discussion needs to be
arranged between supervisor and employee to review the performance (Day et al. 2014).
There are certain steps in the planning of professional developments and are followed as:
i. It provides the request to the employee regarding the self-assessment.
ii. Professional development planning can be developing through assessment of various skills of
an employee.
iii. It delivers assess the requirements of the firm.
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iv. It explores the development opportunity among the employee.
v. It helps in analyzing and record the progress of staff members.
Development Plan of the Jane Cambridge.
Areas of
improvement
Growth Opportunities Criteria for judging skill
development
Time
Required
Evidence
Communication
skills:
It is generalise that she
needs improvement in the
verbal communication
skills to interact with
employees.
From the presentation
and speeches are the
criteria for development
for their skills. It is
important for the Jane
Cambridge to improve
their skill from the better
sources only.
2 months
colleagues and
other Top
management.
Problem solving
skills:
For the different situation
arise in the organisation
and to solve the situations.
As such to deal with these
situation it is important to
have the problems solving
skills.
Oral and practical basis
will help to improve
these skill.
5 months Top level
management.
Information and
Technology
knowledge:
It ism important to
improve the the different
software knowledge such
as Microsoft office.
It is judge on the basis of
the outcomes that will
comes by the use of
software when she needs
in different operations
(Woodcock, 2017).
11
months HRM
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LO 2 Analysis the factors that need to be considered at the time of evaluating
and implementing development and learning to drive sustainable business
performance
P3 Discuss the difference between individual and organizational learning, development and
training
Individual learning, development and
training
Organizational learning, development and
training
i. The individual provides the maximum
amount of tendency in a more personalized
area and better experiences are delivered.
i. The organization enhances the learning,
development and training of all the staff
members.
ii. The individual form of learning process
delivers a better knowledge personally.
ii. The organizational learning process depends
on the enhancement of knowledge and skills
upon all the employees.
iii. In the individual training process depends
on a particular area which helps to improve the
behavior as well as skills (Johansson et al.
2014).
iii. The organizational training process is
carried out by the HR department by analyzing
the required professional skills from the audit
report. This helps the HR to make a better
planning for the individual as well as for all the
staff members to develop skills, knowledge
and behaviour (Katzenbach and Smith, 2015).
iv. The individual learning process provides
the development of skills and knowledge with
the help of recruited expertise.
iv. The organizational tries to focus on the
learning process of all the staff members that
help to improve the entire productivity.
P4 Analysis on the continuous learning and professional development to drive sustainable
business performance
In order to drive the sustainable business performance, there is a requirement to follow on the
professional development and continuous learning. The continuous learning helps to provide
encouragement and facilitate staff members on the active searching to expand the sets skills and
knowledge. It helps to understand the exact process, which is required to adopt new abilities and
knowledge into the entire working procedures. In order to carry out the continuous learning
process in the working environment, then the company needs to encourage on the individual
employee to adopt the desired form of new learning things and expand the set skills. The
organization needs to arrange all sorts of learning things that help the employee develop the
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skills and knowledge. The continuous learning process can be carried out in sorts of time and the
HR Officer needs to review it (Day et al. 2014).
The professional development could able to deliver the progress required in the career that helps
to be more competitive among the employee in the market. The professional development assists
in the recognizing of various opportunity in the growth of career. It enhances the new trends and
direction required in the society as well as in technology. It can be used in an effective manner at
the time of working in the firm. The professional development helps to enable to demonstrate the
commitment to the profession (Li and Liao, 2014).
M2 Applying the learning cycle theories to make the importance of implementing the
professional development
The learning cycle is the concepts that assist the people in the enhancement of better experience
through learning. There include various stages that help to implement the continuous
professional development.
Figure 1: Kolb learning cycle
(Source: Simplypsychology.org. 2017)
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There lies with various theories in the learning cycle, the most important learning cycle adopted
by the David Kolb with the process of four stages. These include the first stage with concrete
experience, the second stage includes with reflective observation, the third stage includes with
conceptualization abstract and the final steps lie with the active experimentation. The entire
learning styles theory can be recognized through this particular process and helps in the
implementation of professional development (Simplypsychology.org. 2017).
Section 2
LO3 Applying the knowledge and understanding the way in High-
Performance Working (HPW) to enhance competitive advantage and
employee engagement
P5 Discuss the process of HPW contribute the employee engagement and competitive
advantage on specific organizational situation
The High-Performance Working (HPW) implements a better culture in the organization that
helps to provide the proper working. The HPW practices lie on the three broad areas that include
the high employee involvement; commitment and rewards practices; human resources practices.
The HPW practices have been often used in the company to meet the objectives and implement a
better strategy. The organization performance could be improved through the practice of HPW as
compared with the other companies. High-Performance Working can able to contribute the
engagement of staff members and deliver the competitive advantage from the lacks of
communication problem such the organization is currently facing. HPW practices provide the
staff members with the autonomy working styles. It emphasizes the development and learning of
the staff members that help to gain competitive advantage (Kozlowski and Bell, 2013).
M3 Develop the benefits of applying HPW on a specific organizational situation
The benefits of HPW on a specific organizational situation are followed as:
i. The managing of performance among the employee provides the process in the finding of a
way in the encouragement of staff members with the discretionary behavior.
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ii. The successful firm provides the average level of commitment and makes a better
performance from the clear vision of the organization.
iii. There lies in the practices and policy of HR that fits in the growth of business and provides
the flexible working areas in the organization.
iv. The HPW provides the high level of commitment at the time of implementing the required
policy and practices (To et al. 2015).
LO4 Discuss the ways in performance management, effective communication
and collaborative working to enhance high commitment and culture
P6 Discuss different approaches in performance management and provide examples to
support commitment and culture
There lies with the various approaches in the performance management lies with the best
practices focused on the organization with the adopted policy and procedures. This approaches
provides the actual focus on the facts that enhance the maximum flexibility from the
implementation of HPW. The most important approaches lie on the beliefs on the universal
perception of HPW. The better practices provide the organization dependent on the particular
situation and environment to meet the strategic goals. The configurational approach has focused
on the practices of HR at the time of self-reinforcing the group that depends on the operating
environment. The example of performance management includes the better practices of human
resource to make the commitment and high-performance culture (Bolman and Deal, 2017).
M4 Evaluate the approaches and provide the judgments on the effective commitment and
high-performance culture
The different approaches provide the effective high performance and commitment required in the
workplace. The traditional performance management process delivers a new form of approaches
in the performance management and helps to generate the real partnership between the
supervisor and manager of the firm. The traditional management process is based upon the set
goals at the beginning and enhances opportunity for the staff members. The new performance
management process has been adopted as the new form of approaches in the organization. It
implements the encouragement among the people to develop the expectations at the time of
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creating the new planning. In order to resolve the problem, the organization could able to replace
the old systems and helps to determine the strength of the own performance. This provides the
support on the high-performance culture and commitment among the employee to enhance a
better productivity. All the staff members need to commit on the allocated task provided by the
organization (Erez et al. 2013).
D2 Discuss appropriate judgments on HPW and mechanisms to support HPW to improve
competitive advantage, commitment and employee engagement
High-Performance Working (HPW) involves the HR policy and practices that help to boost the
performance of the firm. It helps to focus on the staff members autonomy with the involvements
of the making of a decision. It implements the support on the performance of staff members and
enhances the rewards on the performance through the shared information. The maximum
evidence has suggested that HPW provides the improvement of performance carried out in the
company. The practices in HPW has delivered a better production system through the higher
training period carried by the HR department. High-Performance Working provides the
maximum amount of benefits on the staff members in regards to the motivation and job
satisfaction. It helps to engage the maximum number of staff members through the practices of
HPW. It creates high commitments in the organization with the stability of providing the
customer satisfaction. This practice will lead to the higher amount of productivity and develops
higher skills at the time of generating the maximum earning of staff members. The competitive
advantage could be managed through the practices of HPW by the management of an
organization (Levi, 2015).
Conclusion
It has concluded that the developing the individual, team and organization is the most
perspectives at the time of working in the organization. This helps to implement the development
professional fields through the enhancement of knowledge, skills and behaviors. As appointed as
HR Officer, it is the duty and responsibility to identify the exact skills and knowledge of the staff
members through the audit report. The high-performance working provides the major
contribution to competitive advantage and employee engagement.
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References
Ashton, D. and Sung, J., 2003. Maximising employee potential and business Performance'. Dec,
CIPD/EEF.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Day, D.V., Fleenor, J.W., Atwater, L.E., Sturm, R.E. and McKee, R.A., 2014. Advances in
leader and leadership development: A review of 25years of research and theory. The Leadership
Quarterly, 25(1), pp.63-82.
Day, D.V., Fleenor, J.W., Atwater, L.E., Sturm, R.E. and McKee, R.A., 2014. Advances in
leader and leadership development: A review of 25years of research and theory. The Leadership
Quarterly, 25(1), pp.63-82.
Erez, M., Lisak, A., Harush, R., Glikson, E., Nouri, R. and Shokef, E., 2013. Going global:
Developing management students' cultural intelligence and global identity in culturally diverse
virtual teams. Academy of Management Learning & Education, 12(3), pp.330-355.
Gould‐Williams, J., 2004. The effects of ‘high commitment’HRM practices on employee
attitude: The views of public sector workers. Public Administration, 82(1), pp.63-81.
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.
Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Kozlowski, S.W. and Bell, B.S., 2013. Work groups and teams in organizations: Review update.
Levi, D., 2015. Group dynamics for teams. Sage Publications.
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Li, A.N. and Liao, H., 2014. How do leader–member exchange quality and differentiation affect
performance in teams? An integrated multilevel dual process model. Journal of Applied
Psychology, 99(5), p.847.
Mavin, S., Lesley, L. and Fiona, R., 2010. The evaluation of learning and development in the
workplace. Higher Education Funding Council for England, England.
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
Simplypsychology.org. (2017). Kolb's Learning Styles and Experiential Learning Cycle | Simply
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[Accessed 1 Nov. 2017].
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leadership, affect, and creative process behavior in work teams. The Leadership
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