Developing Individuals, Teams and Organisations

Developing Individuals, Teams
and Organisations

Table of Contents
Developing Individuals, Teams and Organisations.........................................................................1
INTRODUCTION...........................................................................................................................3
LO 3.................................................................................................................................................3
P5 HPW and its contribution to employee engagement and competitive advantage..................3
LO 4 ................................................................................................................................................6
P6 performance management, collaborative working and effective communication can support
high-performance culture and commitment.................................................................................6
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
This study discusses High performing working and in which ways this contribute to
employee engagement and competitive advantage of company. This contributes to employee
engagement and competitive advantage. High performing working refers to creation of culture
of transparency, trust and open lines of communication. It includes creation of organisation
which have flat structure and where employees are happy, engaged and motivated and share and
understand vision of the company. This discussion have been followed by performance
management, collaborative working and effective communication and ways in which these
support high performance culture and commitment these are very important for high performing
workforce.
LO 3
P5 HPW and its contribution to employee engagement and competitive advantage
HPW (High Performing Working) which refers to regular way of dealing with employees
in relation with the goals to achieve the best possible contribution of worker. For high
performance in organisation management and leaders of the organisation have to practice many
activities which are Realistic Job Preview, using validated employee selection practices,
effective on-boarding strategies, continuous mentoring and leadership practices, current and
flexible job description and job specification, employee evolvement program, in-house problem
solving and work improvement groups, competence and performance based pay, knowledge
management system (Safavi and Karatepe, 2018). Practising all these activities leads to high
performance working and management not necessarily need to practice all these activities but
can practice practices which are most suitable to the organisation.
Other basic practices that are followed for high performance working are self managing teams,
open communication, extensive training, flexible working environment and decentralized
decision-making and employee security.
Strengths of HPW are-
 It allows organisation to built loyalty in its workers.
 It contributes in bringing new people in organisation who have innovative ideas.
 This empowers employees.
 It prepares employees for emergencies.
Weaknesses of HPW are-

 Some practices on this are costly and increase financial burden on the organisation.
 Practices are time consuming like training.
 Decentralization of decision-making have chances of ineffective decision-making.
HPW contributes to employee Engagement and competitive Advantage (Mazzei, Flynn and
Haynie, 2016). On the basis of its strengths stated above this can be justified.
Employees when are loyal to company they increase their engagement and are more involved in
its working. There are various benefits of Employee Engagement which are increased
productivity and employees work in organisation more responsibly. This contribute in reducing
wastage of the resources of organisation.
Companies when are high performing attract other people in the organisation who are talented
and come with their unique and innovative idea. This adds in value of the organisation in form of
innovative practices or innovative products of the company. Who are good at understanding
needs and requirements of the company.
HPW empowers employees, this empowers employees which in result improves their
performance and their loyalty for organisation this also allows employees to give their
contribution for organisational benefits which is a benefit for the organisation as they are open
for their concern and are able to seek help whenever needed and required.
HPW also prepare employees for emergencies as when employees are loyal to companies they
are always ready to do what is best for the company and try to remove and avoid those effects
which can harm business and can cause loss to company or those emergencies too which can
give benefit to company.
Support of HPW for Competitive Advantage
There are various factors that enable company to have competitive advantage and one of these
are performance of its employees. In case performance of employees is high because of high
performance working this enables employees to exert their best contribution for company which
enable company to get competitive advantage (Witkowski and Manning, 2017). For high
performance working which includes and refers to superior performance of employees they seek
to work in manners which are best for the company. For example employees will find ways in
which they can improve their performance or in which company can increase its benefits. If
employees are not in high performance working they will only follow what is being said by their
superior and will not do anything for betterment of the organisation.