Organizational Behavior and Team Management

This assignment explores the concept of organisational behaviour, which is essential for effective team management. It delves into various tools and techniques used to achieve business goals and identifies path goal theory as a method to reduce work-based issues systematically. The document also references relevant studies and research papers on organisational behaviour, including social identities, motivational development in youth programs, culture and behaviour in healthcare, participative leadership, presenteeism, and proactive personality.

Developing Individual, Teams
and Organisations

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................1
PROJECT 1......................................................................................................................................1
TASK1.............................................................................................................................................1
P1 Appropriate and professional skills, knowledge and behaviours HR....................................1
P2 Personal skills audit to determine appropriate KSB..............................................................2
TASK 2............................................................................................................................................4
P3 Difference between individual and organisational learning and T&D. ................................4
P4 Required for continuous learning and professional development..........................................4
TASK 3............................................................................................................................................5
P5 HPW contributes to workers engagement..............................................................................5
TASK 4............................................................................................................................................6
P6 Various approaches to performance management.................................................................6
PROJECT 2 .....................................................................................................................................7
TASK 1............................................................................................................................................7
P1 Organisation's politics, power and culture that influence team & individual performance...7
TASK 2............................................................................................................................................9
P2 Theories of motivation and motivational techniques.............................................................9
TASK 3..........................................................................................................................................10
P3 Effective groups as opposed to an ineffective team.............................................................10
P4 OB Philosophies and concept within an organisation .........................................................12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14
.......................................................................................................................................................15

INTRODUCTION
Developing business, teams and individual are separate from each other which is work In
a business, there are different numbers of employees are work with the aim of achieve long as
well as short term goals and objectives in short duration. This file is based on project is
developing teams, organisation and individuals which is very important for the community to
attain success and growth in an essential manner. In this way chosen company is TESCO
according to case study. Main purpose of this assignment is to identify skills, knowledge and
behaviours of human resources as well as SWOT analysis of HR. There are several factors that
will be considered when evaluating development and training among the HPW will contributes
to workers.
PROJECT 1
TASK1
P1 Appropriate and professional skills, knowledge and behaviours HR
Human resource is a person which play important role in the organisation. They have
many responsibilities to recruit and select talented candidates who have experience in this field.
As a HR officer, that play important role in recruitment and selection. After that there are
requirement of HR who have best skills, knowledgeable in order to achieve long as well as short
term goals and objectives in a short duration. There are several KSB of HR which are as follows:
Communication: It is one of the best quality of human resource manager. With the help of this
they can reduce all conflict and misunderstanding in between employers and employees (Brown
and Capozza, 2016.). It is very important and necessary ability to achieve high productivity and
profitability in a systematic manner.
Time management: HR have this ability to complete all projects and activities in a specific time
period. It is needed for improving company performance and their structure. With the support of
this human resource can recruit and select best candidates. In this they reduce whole problems
which is rise in TESCO to develop long term vision.
Impartial and objective: Professional HR must be capable to deal with all incident related to
work and employee issue. Having better problem reducing skill, which is important to attain
goals and objectives of an organisation. They are cable to hire knowledgeable and skilled person
who have excellent experience in order to attract large number of workers.
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Develop, train and mentor: HR should have to develop and train their candidates with providing
different training and development section. With the use of this they can increase their skills and
ability (Colquitt and et. al., 2011). Need and requirement of workers to be educated and kept on
the ability which is needed to perform job.
P2 Personal skills audit to determine appropriate KSB
Personal audit of Jane Cambridge in completing all task and activities in a systematic
manner.
Strengths: Jane Cambridge has different skills and knowledge about the legal policies. Good
problem solver, she is boost the whole team building process her is also have researching skills
so in this she can attend research and development programs in order to increase their basic
ability. Maintaining quality standards of her is also very good as per the Appendix.
Weaknesses: Jane Cambridge has lack of knowledge in advanced technology system. She is
unable to change new methods and prompt different people in regards to create all necessary
functions. Lack of team working as well as decision making ability so in this they can not take
better judgement in an difficult situation.
Personal plan:
S
L.
n
o.
LEARNI
NG
OBJECT
IVE/GOA
L
CURRENT
PROFICIEN
CY
TARGET
PROFICIEN
CY
DEVELO
PMENT
OPPORT
UNITIES
CRITERIA
FOR
JUDGING
SUCCESS
TIME
SCAL
E
EVIDEN
CE
1 Motivatio
nal skills
I have better
skill to
motivate all
employees in
the process of
human
resource
management.
In this I apply
different tools
and techniques
to motivate
workers.
I give
different
seminars,
classes,
and
conferenc
e to
workers
Assistant 2
month
Colleagues
judgement
2

(Dixon-
Woods
and et. al.,
2013.
2 Team
Working
I am unable to
manage all
team and their
working in
affective and
efficient
manner.
Adapting and
accretive
another
opinions, fresh
methods and
knowledge
will assist
(Dawes and
Larson, 2011).
For this I
will
demand to
be more
active in
unit.
Following
and
delegating
will aid.
This will be
justice by my
team
members
3mont
hs
Team
members
3 Decision
making
skills
I am unable
to take
accurate
judgement at
right time.
I want to
create right
skills,
knowledge and
abilities to set
which will
change me in
taking right
decision.
I have to
take care
different
learning
section
such as
technique
training
and
movement
guidance
from
seniors
The senior
director will
evaluate on
the basis of
period of time
and half
yearly reports.
3-5
months
Senior
managers
3

TASK 2
P3 Difference between individual and organisational learning and T&D.
Training, development and learning are very important for organisation and personal to
attain goals and objectives. Training, learning and development part is very beneficial for both
individual and organisation in order to increase their skills and knowledgeable on particular
meter. so each and every employee attend this and gain their knowledge in a systematic manner.
Organisation Individual
Training and learning of the business entity is
defines as an complicate process. There are
large number of the programme in the
organisation in regards to work with
systematic manner. Result of this situation is
continuous process and time consuming.
Needs of the employees is proper training
which are limited in this. In this way they
posses knowledge and ability. It will support
individual to work with new idea.
Training is one of the main part of
organisation, it is defining as short duration in
achieving concerted goal.
Training and development program to
individual is very important in order to increase
their skills and knowledge.
It will be focuses on human resource role and
responsibility (Huang and et.al., 2010).
It is mainly centring on the individual to gain
skills and knowledge in an appropriate manner.
Aims of training role requirement and specific
job which is provide by an enterprise.
Development is much conceptual which is
focuses on all progression of personal.
Programs of training which focused, there
different number of persons participates in
organised as well planned events, such as
classes, seminars and workshops etc.
It will identify the tends and experience of
personal to achieve high productivity and
profitability.
Organisation takes many role and
responsibility of training.
Development is also known as Self-
assessment, where personal are held liable for
generating as well as owning their
development activity and plan.
4

P4 Required for continuous learning and professional development
Continues learning is a main part of every organisation and personal to identify goals and
objectives in an essential manner (Johns, 2010). There are several points that define it is very
important which are as follows:
Attending conference and seminars: With the attend of this an individual can increase their
learning ability. In this way cited company provide different tools and techniques to person in
order to develop knowledge and skill.
Establish a flexible framework: with the support of tradition training, company provide plate
framework to their employees. Learning is very important in each and every level to increase
company sales and attain high productivity and profitability in systematic manner. Flexible
framework is very essential for organisation in order to attract large number of the workers.
Focusing on performance: With the help of proper learning an enterprise as well as persona can
focus of performance in an effective or efficient manner.
Professional development play also very essential and they have different advantages such as:
Increased loyalty: Each and every employee are feel happing regarding their job when company
can achieve goals and success (Li and et. al., 2010). Professional development play is very
significant role in increasing as well as developing all activities and tasks in an effective way.
Improved productivity and higher retention rates: With the support of accurate learning and well
as correct play an organisation increase their productivity and profitability level in an appropriate
manner. In this way retention rate of market will also developed in a smoothly.
TASK 3
P5 HPW contributes to worker’s engagement
HPW is a very important part of the employee’s engagement. It is defining as process of
increasing skills and knowledge of the person on particular meter. In the development and
growth of career is important part of the high performance working (Johns, 2010). With the use
of this aspects an organisation can achieve their comparative benefits. In this approach all
practices and procedures are used in order to achieving goals and objectives in a given time
duration. In this way company give various benefits to their employees such as fair
compensation, motivation theory in regards to promote their employees and staff members. So in
this skilled and motivated person can maximising their growth and success in a systematic
5

manner. With the aid of HPW workers can increase their work-related confidence in a planned as
well as systematic way. It is essential to improving activities, plans and policies of the
organisation. HPW give based advantages to the personal and enterprise to maximise their
professional development (Li, and et. al.,2010). In this communication power also very gainful to
communicate with another in an accurate way. In this they are capable to reduce all problems
which are existence in the company. High-performance working support company and their
employees in respects to determine their development opportunities in an essential manner. In
this they also use various approaches such as conference, meetings and coaching to maximising
their ability and quality. So in this they can attain long as well as short term objectives in a
specific time duration. HPW is define as a high performance working, it is very important and
effective components because it contributes to employee’s engagement as well as comparative
benefits. CDO is one of the main factors contributing engagement of employees at the
workplace. When each and every worker are investing money and time continuously in their
improvement. Company provide different learning section to their staffs, but opportunities to
activity their newly get knowledge and skill on the job. In this way HPW will be increase in the
aggressive market (Liao and et. al., 2010). It is very beneficial for the individual and organisation
to attain their opportunities in an essential manner. It is another important factor; it is generating
an organisation culture so in this all workers to keep on acquiring as well as learning innovative
ability whole the period. A worker who identified that their manager in never fascinated in
making sales and profits but also developing as well as educating entire members in order to get
goals and objectives of the business. In cited company, where several number of the person not
likes gossips & beating regarding the bush. In this factor workers have some honest and
transparent work surroundings, where all members are capable to rise difficult situations.
TASK 4
P6 Various approaches to performance management
There are different methods to performance management which is very important to
identify high execution commitment and cultures which are as follows:
Comparative approach: This method define as the performance of employees in a ranking way
with regrades to another (Locke, 2011). Employees are ranked either lowest as well as highest
6

performer. There are different kind of methods such as paired comparison, distribution tool and
graphic rating etc. In this way top level of the management giving different kinds of rewards, and
incentives to their workers in order to increase their basic knowledge.
Attribute Approach: In this method, the workers are linked on the form of particular parameters
like: teamwork, issue solving skills, judgements, communication, innovation and creative etc. In
this way, Tesco can identify their experienced and low knowledgeable persons (Li, N and et. al.,
2010). In this company give rate to the staffs as per low, high and medium in the base of evaluate
their performance. With the assist of this methods company can motivated their employees and
reduce all issues which are existence in the organisation. In this way communication also play
important role in communicate with each other in a proper manner.
Behavioural approaches: It is one of the main techniques of performance management. It gives
a specific description regarding frequency in respect to the worker’s behaviours for their
effective performance. From the same company apply this technique in order to analysis the
level of employee’s performance in an effectiveness as well as efficiency manner. This approach
identifies the worker’s behaviours regarding to their performances and skills. So it is very
important for the business to increase their employee’s motivation level in a systematic manner.
Result Approach: It is a straight forward and simple concept, wherein enterprise rate workers on
the form of staff member’s performance outcomes. It includes different points, with the support
of this company can measure their employee’s performances such as their behaviours, skills,
experience, ability and other way. This technique considers i.e. finance, buyers, growth &
learning, operations and internal etc. This method is very essential in identifying the employee’s
performance in the rank based. With the use of this business an organisation easily measures
their employee’s ability and skills.
Quality approach: It is one of the main and important method in order to developing satisfaction
level of buyers by reducing mistake (MacKenzie and et. al., 2011). It is significant to continuous
improve services and product quality. In this way, manager of the Tesco can take daily feedback
and comment on the professional as well as personal traits of workers from administrator, clients
peers to solve different problems regarding performance. In this way they mainly find the work-
related problems as well as solves this in a proper manner. Business apply different sources in
order to decreasing all work based difficulties in a proper manner. Two factors such as internal
7

and external which is essential in this performances. There are several benefits of this methods
such as:
 Issue finding through teamwork.
 Multiply sources use to examine performance.
 Assessment of both system and employee
 Involvement of external and internal factors
CONCLUSION
As per the above-mentioned report, it can be concluded that developing individuals,
teams and organisations is very important. There are different tools and techniques which are
used to achieved goals and objectives on an enterprise. Path goal theory also identified in this to
reduce the work based issues in a systematic manner. There are different tools and techniques
which are essential because they the help of this company administrate can manage the effective
role of team members and attained vision and mission of the company in short time period.
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REFERENCES
Books and journals
Brown, R. and Capozza, D. eds., 2016. Social identities: Motivational, emotional, cultural
influences. Psychology Press.
Colquitt, J. and et. al., 2011. Organizational behavior: Improving performance and commitment
in the workplace. McGraw-Hill Irwin.
Creed, A., 2011. Organisational behaviour. OUP Catalogue.
Dawes, N.P. and Larson, R., 2011. How youth get engaged: grounded-theory research on
motivational development in organized youth programs. Developmental psychology.
47(1). p.259.
Dixon-Woods, M. and et. al., 2013. Culture and behaviour in the English National Health
Service: overview of lessons from a large multimethod study. Quality and Safety in
Health Care, pp.bmjqs-2013.
Huang, X. and et.al., 2010. Does participative leadership enhance work performance by inducing
empowerment or trust? The differential effects on managerial and non‐managerial
subordinates. Journal of Organizational Behavior. 31(1). pp.122-143.
Johns, G., 2010. Presenteeism in the workplace: A review and research agenda. Journal of
Organizational Behavior. 31(4). pp.519-542.
Li, N., Liang, J. and Crant, J.M., 2010. The role of proactive personality in job satisfaction and
organizational citizenship behavior: a relational perspective. Journal of applied
psychology. 95(2). p.395.
Liao, H., Martocchio, J. J. and Joshi, A. eds., 2010. Research in personnel and human resources
management. Emerald Group Publishing Limited.
Locke, E. ed., 2011. Handbook of principles of organizational behavior: Indispensable
knowledge for evidence-based management. John Wiley & Sons.
MacKenzie, S. B., Podsakoff, P. M. and Podsakoff, N. P., 2011. Construct measurement and
validation procedures in MIS and behavioral research: Integrating new and existing
techniques. MIS quarterly. 35(2). pp.293-334.
Online
Maslow's Hierarchy of needs theory. 2017. [Online]. Available through.
<http://managementstudyguide.com/herzbergs-theory-motivation.htm>. [Accessed on
17th October 2017].
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In Creating A High-Value Anthrophillic Organisation, Start With Culture!. 2017. [Online].
Available through: <https://leaderonomics.com/business/strategy/high-value-start-with-
culture>. [Accessed on 17th October 2017].
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