Leadership and Organisational Change

This assignment explores the relationship between leadership and organizational change. It requires an analysis of different leadership theories and their influence on successful change implementation. Students need to evaluate the effectiveness of various leadership styles in driving positive organizational transformation, drawing upon relevant academic literature and real-world examples.

Developing Individuals,
Teams and Organisations
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Professional knowledge, skills and behaviours that are required by HR professional in the
business.......................................................................................................................................1
2. Personal skills audit to identify appropriate knowledge, skills and behaviours to develop
professional development plan with given case study................................................................3
3. Differences between organisational and individual learning, training and development with
present case study........................................................................................................................5
4. Need for continuous learning and professional development to drive sustainable business
performances...............................................................................................................................7
5. How HPW contributes to employee engagement to gain competitive advantages in
organisational situation.............................................................................................................10
6. Approaches to performance management and how they support in high performance culture
...................................................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Development of team, individual and organisation play most important part in increasing
effectiveness of business with working together. With this consideration, HR professional play
important role in every enterprise (Li, Mitchell and Boyle, 2016).
In the present study, case of Whirlpool has been taken which face challenges due to high
crisis. Furthermore, cross functional collaboration in the business also increases to develop team
performance in appropriate manner. For gaining insight information of the present report, it
covers skills, knowledge and behaviours to gain more effective work at workplace. Furthermore,
this includes personal audit to develop continuous professional development plan which is
helpful consideration to increase skills according to time.
MAIN BODY
1. Professional knowledge, skills and behaviours that are required by HR professional in the
business
Whirlpool faces several challenges and crisis in terms of HR. Hence, they had made
strategic change to sustain enterprise and restructuring. Whole team of the company is fully
aware with appropriate information to make timely decisions in effective manner. Therefore,
they can move forward with innovation and productivity successfully (Waddell, Creed and
Worley, 2016). Human resource also operate their functions to deal with daily challenges that
arises in an enterprise. They require different kinds of skills, knowledge and behaviours to gain
more effectiveness.
Professional knowledge
Following are different professional knowledge required at chosen business environment: Build HR capability: HR capabilities consist most important element in professional
knowledge. It consists profession map with different activities to attain more desired
results. Furthermore, HR professional also requires high cognition about market to
determine capital, products and services. It helps to accomplish expectations, increase
shareholder values and assess customers’ needs (Fusco, O’Riordan and Palmer, 2015). Recognise achievement with professional qualifications and membership: In this
context, businesses must cope up with diverse demand. Hence, it is essential to recognise
achievement with professional qualifications and membership. In this regard,
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qualification and membership continuously develop with increasing competencies for
collaboration of functional heads managers (Anagnostopoulos, Byers and Shilbury,
2014).
 Areas of success and improvement: In order to accomplish desired results in Whirlpool’s
HR manager require make success and improvement with several tools and techniques. It
can be done with building skills, abilities and knowledge in HR function that assists to
shape successful business in the chosen enterprise.
Skills
HR professional in the selected business perform crucial role. There are different skills
need to be implement to attain more desired results (Wadsworth, 2016). They are as follows: Credible activists: HR possess professional credibility which build on the basis of
integrity, trust and consistent communication. They possess high confidence in opinion
that strongly advocates for importance of HR. Good communication skills: In order to determine successful results, it can be stated that
good communication skills are most important element that contain important role in the
business. With this regard, in Whirlpool, HR manager must concentrate on different
kinds of customer services with increasing communication among target population.
 Technology Proponent: In Whirlpool’s HR manager must implement social networking
to increase appropriate functioning. It assists to stay connected with employees, suppliers,
customers, employees, etc. (Macdonald, Burke and Stewart, 2017). With the help of
technical expertise, HR management increase their working efficiency in appropriate
manner.
Behaviours
In comprehensive view, of HR adds sustained value at workplace. Therefore, HR
functions and responsibilities assess key behaviours for success in Whirlpool. Following are
different behaviours necessary for success in the business: Curiosity: In order to consider behaviours of HR manager, curiosity actively anticipated
to increase interest in better way. Questioning attitude and willingness assists to learn
about valuable HR role (What skills do I need?, 2018). Hence, better work can be
performing with ascertain individual performance and gain collaborative working.
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 Collaborative: With the help of collaborative professional behaviour, in collaboration,
Whirlpool undertake several members in the business such as stakeholders, customers,
teams, individuals within the organisation. All these people work with professional
capabilities for continuous increasing in operate appropriate functioning (Manley,
O'Keefe and Smith, 2014).
 Role model: When HR works in Whirlpool, they must act with integrity, impartiality and
independence. Main aim is to implement creativity with personal judgement of HR
manager in positive consideration.
2. Personal skills audit to identify appropriate knowledge, skills and behaviours to develop
professional development plan with given case study
Continuous professional development plan: CPD plan consist of several activities that
designed to bring gradual, ongoing improvement in products, services and process. Therefore,
constant review, measurement and actions has been taken successfully in Whirlpool. In CPD
plan, I can perform functions with share my thought and experience in Whirlpool group. In order
to begin with networking, there is great opportunity to share current experience with aspiration
for future development (Dekoulou and Trivellas, 2015). In Whirlpool, there are several reasons
due to which CPD plan implemented to engage people. They are as follows:
 Gaining employees commitment and loyalty with own personal development.
 Improvement in reputation for professionalism with innovation among businesses,
candidates, etc.
 Assessment and addressing skill gaps to enhance wide performances in the business.
 Increasing skills, technologies and processes with practical solution.
Benefit of CPD plan in Whirlpool
 More identifiable and accomplishment of career goals.
 More desirable CV and increment in employability.
 Challenging and motivational way that increase self-development
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CPD plan
Skills Activities Time frame Job role
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Decision-making skills Guidance from
supervisor
2 weeks With the help of
decision-making skills,
it can be stated that I
can perform very well.
Team work Coaching 3 weeks Furthermore, team
work assists to
increase understanding
level among different
people in whole group.
Ability to work under
pressure
Mentor 1 and ½ weeks Moreover, I have to
increase ability to
work under pressure.
Hence, I can work in
every condition of
Whirlpool.
Conflict resolution Training and
development
2 and ½ weeks In addition to this,
conflict resolution is
also important
consideration which
would be helpful to
pursue any program as
per aim and objectives.
On the basis of above CPD plan, it can be stated that I can increase understanding level in
successful way. It helps to evaluate my understanding level and performances as per business
aim and objectives. As a result, implementation of learning assists to accomplish deeper
knowledge to increase performances level. It helps to deal as per expectations level of the chosen
enterprise. I can work in Whirlpool to increase my different kinds of skills and abilities in
positive context. As a result, it increases productivity and efficiency of the business (Brewster
and Hegewisch, 2017). Along with this, different types of skills are also useful to accomplish
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desired results in particular period. Conflict resolution skills is most important element that
increase effectiveness at workplace.
Moreover, I can learn several things that assists to develop significant advantages at
workplace. With the help of high level knowledge and information, insight information could be
develops successfully which helps to promote my own development in positive context. In order
to perform certain actions, I can manage appropriate working in the business successfully.
Guidance of supervisor assists me to increase decision-making skills in proper way and take
appropriate decision as well (Sørensen, van der Vleuten and Weikop, 2015).
3. Differences between organisational and individual learning, training and development wi in
context of case study
In order to increase learning, it can be stated that individual and organisational learning
both context differ from each other. In organisational learning, fundamental requirements
sustained with existence. There are several firms deliberately advancing to increases
organisational learning, increasing capabilities in Whirlpool enterprise. However, individual
learning defines as teaching where content, instructions, pace of learning based on abilities and
interest of each person (Ellis and Bach, 2015).
Differences between individual and organisational learning
Basis Individual learning Organisational learning
Understanding In individual learning,
understanding level of each
person develop successfully
with innovative ideas and
opinion.
Due to lack of cooperation, in
the whole organisation
understanding level is less.
Easy Individual learning easy as
compare to organisational
learning.
As compare to individual
understanding, Organisational
learning is very tough as
compare to individual.
Time Individual learning requires
less time to operate
functioning in systematic
However, in organisation
learning more time requires in
increase knowledge and
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manner. understanding.
GAP analysis: With the help of system and software application, this tool can be implemented
successfully in the Whirlpool. It assists to demonstrate business requirements and their actual
performances that are in order to generate effective results. In the selected business, there are
different kinds of skills, ideas, data, etc. undertaken to meet with actual work performances in
systematic manner (Viljoen, 2015).
Difference between training and development
In Whirlpool, employee training and development consist most important part with HR
function and management. Training is system which is organised to increase skills and
knowledge of employees as per expectations (Surbhi, 2015). However, development is organised
activity where manpower learns and grow as self-assessment act.
Basis Training Development
Objective To increase employees work
performances
To ready workers for their
future challenges
Term Short term Long term
Aim Specific job related General knowledge and
conceptual work
The selected business needs to focus on both perspectives because it helps to increase
effectiveness as per enterprise requirements. Whirlpool is also able to develop their effectiveness
when they provide training and development to their employees. Furthermore, it also assists to
increase enormous value and acquire new skilled employees to perform better functioning. In the
chosen enterprise it increases productivity to do better work. In addition to this, there are two
types of learning implemented to increase effective results such as informal and formal. Trained
employees or other people provides learning to increase workers’ performances.
Furthermore, informal learning determines as happens outside the classroom, community
based organisation, at home, etc. This refers as type of learning which determines to accomplish
goals and objectives in systematic manner. Formal learning is also known as structured or
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synchronous learning which assists to Whirlpool to accomplish their aim and objectives in
positive context (Anagnostopoulos, Byers and Shilbury, 2014).
4. Need for continuous learning and professional development to drive sustainable business
performances
Continuous learning is most important perspective that develop on personal level. It
assists to make constant expansion of skills that increases knowledge and understanding in
professional and person both context (Sujan, Habli and Johnson, 2017). In order to gain more
profitability in Whirlpool, continuous learning drive to make sustainable business performances.
There are different types of learning styles theories exists that can be used by selected enterprise
to gain desired results at workplace. They are as follows:
Kolb's learning style
In order to increase learning at Whirlpool, it is important to concentrate on orientation
which preferred as per method. It can be stated that each person responds needs which stimulus
all kinds of learning styles. Diverging (feeling and watching): These kinds of people determine different
perspectives. They prefer to watch things instead of doing. They are also tending to
gather information to solve issues. In the Kolb's style, better performances could be
developing to generate more ideas that pursued by diverging people. Assimilating (watching and thinking): Assimilating learning preference includes concise
and logical approach. These people possess ideas and concepts that are more important
among candidates. With the help of clear explanation and practical opportunities which
possess by assimilating people, logical values can be implemented in appropriate manner. Converging (doing and thinking): Converging learning style assists to solve issues and
problems to find appropriate solution. On the basis of ideas and theories, it can be stated
that interpersonal aspects continuously develop (Anagnostopoulos, Byers and Shilbury,
2014).
 Accommodating (doing and feeling): Accommodating learning style relies on intuitions
than the logic. They prefer to adopt practical experimental approach. With the help of
doing work and feel from it, these types of people considered attraction towards new
challenges to carry successful plan in Whirlpool.
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Honey and Momford learning style
This learning style contain to identify four kinds of distinct learning style and
preferences. In Whirlpool, this style can be implemented to develop ability to learn in
appropriate way: Activist: Activist consider by those people who learn things by conducting various
activities. There are different activities implemented such as brainstorming, problem
solving, competition, etc. Theorist: These kinds of learner successfully develop their understanding by analysing
theory and actions. They require models, concepts and facts to engage in learning. With
the help of new information, systematic and logical theory successfully develop with
statistical, models, etc. (Manley, O'Keefe and Smith, 2014).
 Pragmatist: These kinds of people able to see and put learning in practices in real world.
They concentrate on abstracts, concepts and games with limited use. In this regard, ideas
implemented into actions in their lives. With the help of discussion, problem solving, etc.
learning can be successfully gained.
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Illustration 1: Kolb Learning Style
Source: (Harrington-Atkinson, 2017)

 Reflector: These people includes learning with observation and thinking which avoid
leaping to prefer from side-lines. Experience also comes from number of different
perspective and collection of data in appropriate way. There are different tools to
implement learning as per reflector such as paired discussion, self-analysis
questionnaires, observing activities, etc.
In Whirlpool, there are different barriers occurs which need to overcome with several
learning styles. For instance, lack of listening, difficulties or disorganised messages, etc.
Capabilities and personal preferences affect to listen to increase benefits in a successful way.
Better understanding must be implemented that increase cognitive capacities to develop positive
experience.
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Illustration 2: Honey and Mumford's Learning Style
(Source: Learning Styles: Honey and Mumford, 2013)

5. How HPW contributes to employee engagement to gain competitive advantages in
organisational situation
High performance working defines as central to conduct current discussion to boost
competitiveness and growth in positive context. In a general approach, organisations manage
aims to stimulate more effective employees' involvement and commitment to accomplish high
level of performances. In Whirlpool, it is designed to increase efforts of their workers to fully
utilise skills that possess. In order develop significant advantages, employee engagement is most
important consideration in business to gain competitive advantages (Macdonald, Burke and
Stewart, 2017). In every organisation situation, high performance working contributes as
approach to develop and support strategy development. Following are certain consideration, in
which HPW contributes to support and attain more growth in positive way: Annual appraisal: In order to implement HPW, employee engagement continuously
implemented. It assists to increase performances of each employee in systematic manner
and gain more profitability as well. Formal feedback regarding job performance from superiors: Furthermore, it is
important to gain feedback for job performances from superiors to develop more
significant advantages. It will help to implement appropriate working at workplace. With
the help of strategy development, it can be stated that formal feedback regarding job
performance increases successfully (Waddell, Creed and Worley, 2016). Reviewing business strategies with formal assessment tools for recruitment: With the
help of formal assessment tools, it can be stated that business strategies must be review
for recruitment. It assists to gain creative work performances that increases positive
results at workplace. On the basis of reviewing business strategies, it can be stated that
competitive advantages could be gain successfully (Dekoulou and Trivellas, 2015).
 Continuous skills' development programme to work: Moreover, it is important to focus
on continuous skills' development programme to attain more creative work. In this
regard, effectiveness continuous develop to develop programme to work. In the chosen
enterprise, employee relations successfully develop to improve results and gain more
goals and objectives.
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6. Approaches to performance management and how they support in high performance culture
In high performance culture, performance management support to build high
performance culture. In this regard, several barriers occur due to increasing workplace
productivity. Consequently, performance management approaches must be implemented to solve
issues and problems. It is more important to manage effective results with appropriate
concentration on job duties. Furthermore, poor communication is also barrier that reduce
effectiveness to perform appropriate levels of communication between management and
employees (Anagnostopoulos, Byers and Shilbury, 2014). High-performance of HRM practices
create relationship to increase overall business performances.
In Whirlpool, high performances work systems gained widespread interest with source of
competitive advantages. With the help of relative skills and performances, opportunities also
expanded continuously which based on performance and incentives program. It helps to induce
commitment and discretionary efforts in positive way. These three dimensions identified by
researchers to assess organisational behaviour as the source of performance gains. In HR
practices, high performance objective develops as fourth dimension to gain effectiveness.
Evidence suggests that new technology assists to produce better productivity as per financial
performances (Macdonald, Burke and Stewart, 2017).
High performance HR practices lead to better organisational performances, in which
manager pay their higher performances into practices to increase their skills, productivity, etc.
Key components of high performance systems found that team received higher wages for their
work. In the enterprise, management contain high performance objectives which impact on
operations and develop significant advantages in successful consideration.
In performance management, assigning accountability assists in management teams
which contains to assign appropriate responsibilities. In order to perform particular action,
responsibilities also develop continuously to attain creatively in appropriate manner (Waddell,
Creed and Worley, 2016). Following are certain approaches of performance management can be
seen in Whirlpool: Result approach: Result approach is the simple and straight forward concept in which
employees rating on the basis of their performances. In the result type approach, balance
scorecard technique adopted in Whirlpool. There are four perspective included such as
financial, customer, internal and operations and learning and growth. In this regard,
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Whirlpool measure their results on the basis of employees’ participation and results
produced by them. Quality approach: This approach consist focus on improvement in customer satisfaction
with reducing errors in products and services. Accomplishment of service improvisation
also taken into consideration for person and system factors as well. On the basis of
regular feedback, personal and professional traits also expanded successfully (Fusco,
O’Riordan and Palmer, 2015). In the performance culture and commitment, Whirlpool
able to increase customer attraction in order to focus on quality approach.
 Attribute approach: This approach helps in high performance culture in positive context
on the basis of specific set of parameters such as problem solving skills, team-work,
judgement, innovation, etc. On the basis of this scale, the chosen business can rate
employees easily. It also assists to increase significant advantages which would be
beneficial to ascertained desired results at workplace.
CONCLUSION
From the above report, it can be concluded that development of team, organisation and
learning continuously make more success in the business. Furthermore, it summarized about
continuous professional development plan that assists to meet with effective work in Whirlpool.
On the basis of this plan, learning also develop continuously. Moreover, it articulated about
different kinds of learning styles that help to gain more information in appropriate manner. In
addition to this, it discussed about HPW contribution to gain competitive advantages to increase
individual and organisational learning. At last, report analysed performance management
approaches which assists to deal with culture and commitment in positive context.
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REFERENCES
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satisfaction and individual performance in Greek advertising sector. Procedia-Social
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Ellis, P. and Bach, S., 2015. Leadership, management and team working in nursing. Learning
Matters.
Fusco, T., O’Riordan, S. and Palmer, S., 2015. Authentic leaders are… Conscious, Competent,
Confident, and Congruent: A grounded theory of group coaching and authentic
leadership development. International Coaching Psychology Review. 10(2). pp.131-148.
Li, V., Mitchell, R. and Boyle, B., 2016. The divergent effects of transformational leadership on
individual and team innovation. Group & Organization Management, 41(1), pp.66-97.
Macdonald, I., Burke, C. and Stewart, K., 2017. Systems leadership: Creating positive
organisations. Routledge.
Manley, K., O'Keefe, H. and Smith, S., 2014. A shared purpose framework to deliver person-
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Viljoen, R., 2015. Organisational Change & Development: An African Perspective. Knowres
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Wadsworth, Y., 2016. Do it yourself social research. Routledge.
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Online
Harrington-Atkinson, T., 2017. Kolb Learning Styles – 1976. [Online] Available through:
<http://tracyharringtonatkinson.com/kolb-learning-styles/>.
Learning Styles: Honey and Mumford. 2013. [Online] Available through:<http://www.tefl-
tips.com/2013/06/learning-styles-honey-and-mumford.html>.
Surbhi, S., 2015. Difference Between Training and Development. [Online] Available through:
<https://keydifferences.com/difference-between-training-and-development.html>.
What skills do I need?. 2018. [Online] Available through: <https://www.cipd.co.uk/new-hr-
learning-development/careers/skills>.
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