Analysis of Scholarly Articles on Organizational Management

This assignment involves analysing and summarising 17 scholarly articles from various journals and conferences related to organisational management, leadership, and innovation. The articles cover topics such as employee-driven innovating, knowledge sharing, flexible working, service organisations resilience, communicative leadership, inter-professional education, servant leadership, total quality management, corporate learning, human resources management practices, emotion regulation, conflict transformation, research capacity, and cultural development in different organisational contexts.

Developing Individuals,
Team and
Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1 .........................................................................................................................................3
Personal skill audit.................................................................................................................3
Role of HR professional and their skills, attitude and knowledge. .......................................7
TASK 2 .........................................................................................................................................11
Organisation and Individual learning ..................................................................................12
Organisation Learning .......................................................................................................12
Individual Learning ............................................................................................................15
Organisational learning occurs ............................................................................................15
Determination and implementation of individual learning..................................................15
How does learning supports and drives sustainable business .............................................16
TASK 3..........................................................................................................................................16
TASK 4..........................................................................................................................................19
Performance management....................................................................................................19
Effective performance management influence learning and development at organisational,
team and individual level......................................................................................................21
Organisational culture can be both facilitator and barrier to effective performance
management..........................................................................................................................21
CONCLUSION .............................................................................................................................22
REFERENCES .............................................................................................................................22
.......................................................................................................................................................24

INTRODUCTION
Organisation is a combination of two or more people who come together to accomplish
common goal in an effective and efficient manner. For a successful company it should have
impressive and passionate employees and team members in order to attain maximisation of profit
with optimum utilisation of resources (Agarwal and Brem, 2015). An organisation should
motivate and provide enormous opportunities to employees in order to improve the overall
performance of company. Apart from this company should be flexible in nature as it adapt
innovative ideas or technology for the enhancement an develop the performance of individual
and team. However, both individual employee and team member plays a crucial role for the
achievement of high level of profitability. In context to Guardian Media Group, a leading British
mass media company which is commenced in the year of 1993. It's headquartered in London,
UK and it owns various media operation such as The Guardian, The Observer. It is well known
for its organisation culture and dedication of employees which lead them to achieve higher level
of profitability (Overview of Guardian Media Group, 2019 ). This research covers role of HR
within organisation, importance of individual and organisational learning and benefits of high
performance and performance management working for workplace. Finally role of organisation
in terms of facilitator and barrier in effective performance management.
TASK 1
Personal skill audit
Personal skill audit is a very useful method for an individual to identify their strength and
needs to develop in a healthy environment (Ali, A 2016). It enable the company to improve their
profitability as well as it provide the higher level of satisfaction to employees. For analysing or
evaluating the performance of Katie Latta, who work in the editing department apply skill audit
which is described below:
S.No Competencies
and Skills
Start of the
subject
Ranking skill
confidence (1-5)
End of the
subject
Ranking skill
confidence (1-5)
Variance
1 Presentation skills 5 3 -2

2 Working to
deadline
4 3 -1
3 Written technical
report
3 4 1
4 Blog creation 3 4 1
5 Verbal 4 4 0
6 Problem solving 4 4 0
From the above table it shows the various variance of Katie's skill from the starting of the
year till end of the year. In this negative variance are the weakness, positive variance are
strength.
Strength Weakness
 Katie is good in writing technical
reports as it enable her to provide
factual and up-to-date information
about particular matter or subject and
reduces the confusions or conflicts
(Arbon, 2014).
 Katie is excellent in blog creation
which help her to contribute her best in
promotion activity of company.
 Katie is not effective in presentation
skill as she has lack of confidence.
 Katie doesn't manage the time which
leads to delay in work and it effect the
rest of the activities of company.
 Katie's verbal skill is average which
creates lots of confusions and conflict
of interest.
 Katie's problem solving skill is stable or
constant throughout the year so she
needs to improve on this in order to
build effective working culture.
Personal development plan: It is a process which enable the individual employee to think, plan,
overcome the weakness and develop the potentiality. Personal development plan which are as
follows:
S.no Learning Current Target Developm Criteria Time scale Evidence

objective proficienc
y
proficienc
y
ent
opportunit
ies
for
judging
success
1  Presentat
ion skill
Katie is
not able to
do
impressive
presentatio
ns as she
has less
confidence
which
appear in
her body
language
(Coutinho,
D, 2015).
And it
create
complexit
y to
audience
while
presentatio
n.
Katie
target is to
take
presentatio
n on
company
conference
so that
company
can get
clear and
updated
informatio
n.
Katie
attend
several
seminars
and
conference
to improve
her body
confidence
and gained
confidence
.
Senior
manager
2-3
months
Senior
manager
and
colleagues
.
 Time
manage
ment
Katie is
very poor
in time
manageme
Katie
prepare a
plan which
includes
Katie
make use
of time
manageme
Senior
manger
3-5
months
Senior
manager
and co
workers.

nt which
creates
workload,
stress and
at the
same time
it
decreases
the
productivit
y.
task along
with
specific
time
period. By
this she
can easily
handle the
task and it
increases
the
productivit
y of
company.
nt
programm
es like
several
workshops
, seminars
which
enable her
to
understand
the
efficiency
of time
manageme
nt.
 Verbal
skill
Katie
doesn't has
effective
verbal
skill which
leads to
confusions
and
ambiguity
among co
workers.
Katie has
treat to
share her
opinions
and ideas
in business
meetings
which
improves
her
confidence
level.
Katie
attend
several
seminars
and
business
conference
s in order
to improve
her
communic
ation skill.
Senior
manager
2-5
months
Co
workers
and Senior
managers.
 Problem
solving
skill
Katie is
not much
effective
Katie
analyse
the
Katie
actively
take part
Senior
manager
3-5
months
Senior
mangers
and other

in
handling
complex
business
situations
which
result into
grievances
and
dissatisfac
tion.
situation
and take
corrective
course of
action
which
improves
the
satisfactio
n level of
co
workers.
in decision
making
and
problem
solving
situation
which
provides
the better
working
condition.
employees
.
Role of HR professional and their skills, attitude and knowledge.
An organisation is a group of individual who work together in order to achieve one or
more objective. An individual employee and team members are the backbone of an effective
company. Both have unique role, characteristics to play for the growth of a firm. Apart from this,
company should encourage employees to put their best effort towards the attainment of
organisational goal (Dabale, Jagero, N, Nyauchi, 2014). Along with this, company should
identify or analyse the skills, behaviour and knowledge of employees and provide them proper
training in order to increase the performance of company. In relation to Guardian Media Group,
one of the successful media company which is founded in the year of 1993. It is situated in
London, UK and it is wholly owned by Scott Trust which is segmented in national, regional and
local newspaper, magazines and radio. It is always seek for opportunities and also motivate
employees to adapt innovative ideas in order to attain profitability (de Jong, Curşeu and
Leenders, 2014). Apart from this it's HR identify the ability or potentiality of employees and
provide effective training programs in order to develop their skills and knowledge which enlarge
the company's efficiency or output. Therefore, the HR attitude, skill and knowledge is an integral
part for the proficiency of an organisation which are as follows:
Skills:

HR is an individual who is responsible for recruiting, employee relation, training the
employees and coordinate the administrative functions of an organisation. For an effective
organisation, HR requires some skills in order to improve the overall performance of company
which are described below:
 Communication: This skill is an essential element which deals with the exchange of
ideas or information from one person to another which reduces the conflict and provide
better working culture (Dietz, and et. al. 2015). However, HR should clearly express the
organisational objective and create better employee relation which enlarge the Guardian
Media Group growth.
 Training and development: Under this skill HR analyse or identify the potentiality of
employees and should provide enormous opportunity or training to them in order to
maximise the performance and increase the value of company.
 Decision making: This skill relate with the handing the conflicts and making
appropriate course of action without harming the morale of employees. However, HR
should not be bias in nature while decision making and implement effective tactics
which help employees to grow and enrich the performance of company.
Attitude:
It is an ability or capability of HR to handle organisation disputes effectively by
respecting the employees values ans ethics which enhance the growth of company (Duffield and
Whitty,2015). Some of the attitude of HR are as follows:
 Respecting others: This is the key element for the productive employees as well as
effective organisation. Apart from this HR always respect the subordinate by providing
them an opportunity to share their views or ideas for the achievement of organisational
goal effectively.
 Empathy: It is nothing but putting yourself in other person shoe and walk a mile with it.
In case of Guardian Media Group, its HR always look from employees point of view
which enlarge their morale and positiveness towards company.
 Encourager: This element deals with the attitude of employees in order to motivate them
to contribute towards organisational objectives (Ghislieri and et.al., 2017). Furthermore,
HR should bring positivity in employees and encourage them to grab all available
opportunity which provide career growth for them as well as for company.

Knowledge:
This encompasses the information or ideas of internal and external environment in order
to accomplish the organisational goal effectively and efficiently. Some of the knowledge require
for HR are as follows:
 Law and Government: A effective HR should be familiarised and update with the legal
procedure, government policies and rules, regulation for company in order to attain
higher level of profitably and gain the competitive advantage.
 Psychology: This element deals with the identification and analysing the behaviour or
attitude of employees and applying corrective course of action. However, HR
professional be able to determine employees personality, attitude, area of interest and
provide the suitable working environment in order to attain high level of profitability.
 Communication and media: In this HR should have knowledge about communication
and media which help them to gather information related to company which reduces
ambiguity and conflicts. By this organisation can achieve their goal in an effective and
efficient manner.
From the above mentioned statement it signifies that attitude, skills and knowledge is an
essential elements for HR as it impact the overall performance and profitability of Guardian
Media Group.

TASK 2
Training and
development

Organisation and Individual learning
Learning is the process of acquiring new ideas and modifying the
existing criteria in order to improve the overall performance of company.
It is classified into individual and organisation learning. Individual
learning is the capacity of an employee to build and gain knowledge from
several external stimuli and sources (Hasu and et. al., 2014). By this
Guardian Media Group employees can enhance and grow their potentiality
by acquiring innovative ideas. On the other hand organisational learning is
the process of creating plan, applying knowledge and retaining the
employees by providing them better working culture and enhance the
satisfaction level.
Organisation Learning
Organisational
learning is the
collection of
information and
innovative ideas
which require
systematic integration
and interpretation of
new knowledge that
leads to collective
actions. It is one of the
useful, dynamic and
continuous process for
the enlargement of
company effectively
and efficiently.
Organisational
learning benefits the
Guardian Media group
to acquire relevancy
and gain the
experience or
knowledge of its
employees which
reflect positively on
the career growth of
company. Some of the
importance of
organisational
learning are as

follows:
 Flexibility:
Organisation
learning
enable the
employees to
think out of
the box and
adapt
innovative
ideas and
challenging
task which
enlarge their
performance
and increase
the
productivity of
company.
 Team
building: It
create a proper
understanding
among
employees in
terms of
sharing ideas
and views
related to
subject which
enhance the

better working
condition
within an
organisation.
Thus,
organisational
learning is an
effective element
which improves the
overall performance
and productivity of
company (Henttonen,
Kianto and Ritala,
2016).

Individual Learning
Individual learning is an essential element which encourage each
employees to enhance and develop their potentiality by adapting several
stimuli like seminars, workshops etc. By this Guardian Media Group
employees can identify their strength and weakness and develop their
capability which increase the productivity. Some of the benefits of
individual learning are as follows:
 Improve confidence: Individual learning enable the employee to
gain or improve confidence in particular area which increases the
productivity of company.
 Enhance motivation: This element enlarge the motivation of
employee and enable them to contribute towards the
accomplishment of organisational goal in an effective and
efficient manner.
Hence, individual learning is an effective tool which allows each
employee to build and develop their potentiality in order to improve the
proficiency of company.
Organisational
learning occurs
It is an
essential tool which is
dynamic in nature. It
majorly implement or
imposed by mangers
or senior managers of
company by
optimising the
available resources in
order to maximise the
profitability and
increase productivity
(dris, 2014).
Organisational
learning occur when
the positive and
negative actions
associate with wrong
actions. However,
Guardian Media
Group is very
attentive in analysing
the behaviour or
attitude of employees
and provide enormous
opportunity in order to
develop their
potentiality.

Determination and implementation of individual learning
Individual learning is an integral part of company as it enable the employee to identify their skills
and improve them by adapting opportunities. It encourage or motivate each employee to put their
best effort towards the attainment of organisational goal in an effective and efficient manner. Along
with this, it make each employees very responsible and passionate towards the organisational goal
or objective which enrich the overall performance of company in an effective manner. Moreover, it
enhance the decision making skill of each subordinates that builds and productive and healthy
relation between superior and subordinate. Therefore, individual learning improves overall
productivity and profitability of Guardian Media Group.
Strategic and tactic goals of learning organisation
For attaining organisational goal and objective in an effective and efficient manner, a
company should have proper direction or guidance. The most often used terms in every
management is strategic and tactics. However, these terms plays vital role in company but there
is slight difference between them. Strategy is a course of action which enable the company to
accomplish long term goal generally up to five year. Strategic plan reflects Guardian Media
Group direction and its purpose as stated on its mission statement. In order to develop strategic
plan, Guardian Media Group's top management develops summary reports on finances, operation
and external environment. It influence the development of tactical plan. on the other hand
tactical goal represent short term effort that help form to achieve strategy i.e. long term goals. A
an example, In an organisation, HR strategic plan include five year strategic goals i.e. to recruit,
develop and retain a high quality and diverse staff and also to offer flexible work arrangements.
The tactical plans for these strategies would be detailed action plan with due dates by year end
for completion. or strategic goal to recruit, develop and retain high quality and diverse staff, the
tactical plan consist short term goal to obtain salary survey data to benchmark all position. They
conduct job fairs at school with diverse student bodies, develop more effective interview
program etc. The tactical plan for strategic goal to provide flexible work arrangements might

contain short term goal of polling employees to determine what, if any, alternative work schedule
or arrangements such as telecommuting.
However, strategic and tactical plans are separate concept but actually they are
inseparable. The overall strategy of a company is success, which relies on tactical plan building
on each other to accomplish strategic plan.
How does learning supports and drives sustainable business
Individual learning plays a vital role in the growth and enhancement of company in an
effective way as it create an encouragement among employees to put their full effort to
accomplish organisational goal. It develop or enhance the capabilities of an individual
subordinates as it motivates them to adapt new ideas and thoughts for the betterment of
company. Moreover, it enable them to deal with business complex situations and allow them to
take resolve conflicts without harming each other morale and maintain better working culture.
Therefore, maximising individual learning is essential for an organisational success because it
involves acquisition of knowledge, skills, behaviours and competences needed to perform job.
Along with this, it make them to build strong working culture and help Guardian Media Group to
attain maximisation of profit with the optimum utilisation of resources.
TASK 3
High performance working definition.
High performance working involves adopting practices that have shown to improve
overall organisations capacity to effectively select, hire and train the personnel. It can also be
studied as best fit between an organisational social system and their technical system which
require major up front investment in different from such as in from of training secessions. High
performance working is a system of working that promises to deliver an increase in 20 percent
in term of productivity if the organisation is providing its staff a high level of motivation and
also offer them autonomy (Jaaron and Backhouse, 2014). It generally involves selecting, hiring,
training, paying workers according to their performances and sharing organisational knowledge
among each other. It have benefited organisation in different terms such as increasing
productivity, increased profitability, lowering cost, better customer response, and greater
flexibility among different operations of the organisation. It basically means creating an culture

where there is transparency, trust and open line of communication existing for all the members
working in the organisation. It focuses on eliminating the traditional approach which many
organisations are following till date and crating a environment where employees are happy,
engaged, motivated and also they share and understand the vision of organisation.
High performance working characteristics.
As implementation of high performance working will help organisation into certain
specific areas. Organisation adopting high performance working will posses certain
characteristics which can be elaborated below:
Quality of staff: As employees are the one responsible for achieving end results and they needs
to be motivated in such a way that they work hard in achievement of overall organisational goals.
In order to achieve them organisation will motivate its employees by providing effective training
secession to them so that they can enhance their flexibility and resilience (Johansson, Miller and
Hamrin, 2014).
Focus on long term: High performance organisation focusses on the long term term goals by
creating an collaboration with other organisations in the shape of integration of suppliers and
customers. These organisation continually seek for opportunities that can be captures for crating
alliances and collaborations.
An open and action focused culture: Organisation seek to strive for continuous improvement
and innovation as they treat it as a key to their survival and growth. Organisation pay specific
importance to knowledge exchange, learning and time and attention to communication. Through
continues strive for renewal they increase their level of performance.
Clear and High Quality management: The foremost and most important factor is to maintain
high quality of management in the organisation. Managers are the key assets of high performing
organizations as they are responsible for measuring employees performances. Through effective
use of systems which will track and measure performance of employees which will further help
to identify and correct performance problems (Lateef, 2018).
Financial efficiency: A high performing organisation manages its financial resources in an
efficient manner. It uses different finance and budget practices to get an idea about how much
money is available for employees compensation and benefit. It can be further used for
establishing different budgets in the organisation.
Benefits to employees.

High working organisation will provide different benefit to its employees in a number of
different ways for example by pairing workers with each other in high performance teams which
will help the employees to share their duties among each other. With the help of other team
members no employees will feel left out in the workplace and the responsibility will also not
lay on a particular employees shoulder (Mahembe and Engelbrecht,2014). This will also provide
employees an opportunities to from relationships with other co-workers and it also strengthen
bonds that already exists in the organisation, potentially allowing them to work harder while
enjoying their job. As high performance working organisation focus on increasing the employees
potential by providing training programme. It will help employees to increase their level of
performance and it will also help them to use different tools and technique which they are not
already familiar with. As the high performance working organisation focusses sharing
knowledge among each other it will help employees to learn from experts and increase their
knowledge that they can use in workplace.
HR practices contribution to HPW organisation.
The fundamental principal of strategic human resource management is to evaluate how
organisation performance can be enhanced by employees management. In order to support this
assessment various measures have been adopted by human resource department which have
resulted in improving employees effectiveness. However, HR concept is concerned with those
department which is responsible for recruiting, training and welfare of staff and motivates their
morale to accomplish business objective in an effective manner. Human resource practices such
as knowledge sharing, performance linked bonus and fair evaluation systems have helped
organisation to enhance their working style. As high performance organisation are also focussed
on increasing effectiveness through sharing knowledge human resource practice such as
knowledge sharing will help the employees and other senior management members to impart
their wisdom and knowledge to lower level employees. By adoption of knowledge sharing
practices the Guardian media group will be able to work more efficiently for instance the manger
will guide from teams in the organisation which will help the members to share knowledge and
also will help them to work more efficiently. Where as Human resource practices such as paying
employees according to their performance will encourage employees to work more effectively
and effectively towards achieving overall organisational goals (Mosadeghrad, 2015). The
Guardian media group will pay fair remuneration to its employees and will pay their employees

as per different laws such as equal pay which will help them to motivate their employees on a
higher scale. Which will automatically help the organisation to increase their level of
performance by increasing the employees performance level. Human resource primary goal is
satisfying the human requirements of the organisation in an efficient and effective manner and
also providing coordination among different department. Through effective selection process and
by providing adequate training programme organisation will be able to attract and retain
employees that will serve as an assets for them in the near future. Fair evaluation system will
also serve as an important factor for increasing performance of organisation as employees
already know that they are being evaluated on their performance level and they might get
rewarded accordingly this will motivate them as they have a felling that they are being valued in
the organisation and their performance is being monitored as well. Thus humane resource
practice will have a great impact on the performance of high performance working organisations.
TASK 4
Performance management.
performance management is a process which is focused on continuous identification,
measurement and development of performance of the workforce in the organization. It also
examines each individual's performance in relation to already sets goals as they have a direct
connection with overall mission and goals of the enterprise (Schuchmann and Seufert, 2015).
Hence there are two key elements of performance management which are continuous process
and their link with the goals. In these the mangers of Guardian media group will try to figure out,
the current performance level of their employees and will work on improving it at several
different levels of the organisation.
As a communication system it developed with the motive of assisting employees in
achieving success. It also requires direction from different members of the organisation such as
employees, managers and supervisors. Performance management makes sure that employees are
well known about their responsibilities and they are also aware about their expected level of
performance in the organisation. They also know that they they will get continuous feedback on
their performance and after the evaluation they have opportunities for training and development.
Through proper training and development they can increase their level of performance and can
earn rewards accordingly.

Constitute of effective performance management.
The constitutes of effective performance management system can be elaborated below:
 Performance planning: It is first crucial components of any performance management
process which serves as the basis for performance appraisals and various other
programmes. It should involve agreeing on smart objectives, a personal development plan
and reviewing the job requirement (Tortorella and Fogliatto, 2014). Historically
organisation use to perform this once a year but due to growing nature of environment
organisation are adapting it to create near term objectives as well.
 Performance appraisal and reviewing: The appraisal are usually conducted twice in an
organisation in form of mid and annual reviews. In this firstly appraisee themselves rate
themselves and also enlighten their achievement over a specific period of time and after
this final rating is being given by appraiser. The entire process requires an active
participation of both which can be used to eliminate loopholes in the performance and
ways to overcome it.
 Feedback and counselling: In this stage employees acquire information from the
appraiser about the areas which requires improvement and also tells them their
contribution in comparison to their goals. After this employer will adopt all possible steps
to ensure that the employees meet the set outcome for an organisation which can be done
through effective personal counselling and guidance, mentoring and through effective
training programmes.
 Performance improvement plan: In this fresh set of goals are formulated for
employees and organisation clearly communicate with them on the areas they need to
improve their performance level (van den Berg,Curseu and TH Meeus, 2014).
 Periodic rating: Performance manger provides periodic rating so that employees
performance can be measured in relation to the set objective. It also helps the employees
in realizing that whether they are on the right track or not.
 Rewarding good performance: It is used in order to motivate employees by recognizing
good performance and rewarding them. If the organisation is valuing employees
performance they will also get a felling they are valued in the organisation and will work
with more enthusiasm in achieving overall organisational goals.

Effective performance management influence learning and development at organisational, team
and individual level.
Effective performance management will foster learning and development at different
levels such as:
 organisational level: By effective performance management organisation will know
about the employees level of performance through this it will help them to organise
different development programme. It will help them to communicate freely in the
organisation as there is clarity about different job responsibilities in the organisation and
it will also help to review and reward employees performance. Through this they will be
able to develop plans focussed on increasing employees performance. This will also help
the organisation to achieve overall goal by increasing the performance level of their
employees.
 Individual level: As performance management will clearly mention employees paths and
it also promotes job satisfaction by rewarding employees according to level of
performance. This will motivate employees to work harder towards achievement of their
goals as they know that their performance is reviewed at different intervals and they will
be rewarded accordingly.
 Team level: As the job responsibilities have already been clearly defined in the
organisation. Team member will be able to coordinate their work and will be work
peacefully with each other. Through this the entire projects burden will not lay on a
particular individual each and every member will be responsible fro their work. It will
also consists of imparting knowledge from different level of members of the organisation
to junior member which will help them to develop and foster in the organisation.
Organisational culture can be both facilitator and barrier to effective performance management.
Organisation culture defines the way in which employees complete different tasks and
interact with each other in the organisation. The culture binds the workforce together and it
provides the future direction for the company. Organisation culture can have varying impacts on
employees performance and motivation level. Organisation culture can serve both as facilitator
and barriers to effective performance management. As facilitator, If the organisational culture is
positive and employees in the organisation are keen to learn and develop different ways of
performing their work it will help in establishment of effective training and development

programme. In an positive organisation culture employees would get credit for their work which
will help motivate them to work sincerely towards achieving their goals and also it will make it
easy for employer to review their performance. Where as if the organisational culture is rigid in
an organisation where employees are not valued and effective training are not provided to them
then it will make it difficult for management to establish effective performance management. In
rigid organisational culture if the manger is forcing his decision without considering the
employees point of view they will fell demotivated and will not consider themself as a part of the
organisation. Which will make it difficult for mangers to coordinate its employees activities and
motivate them to achieve the goals. Thus organisation culture can serve an important factor
effecting performance management.
CONCLUSION
It has been concluded from the above given report that organisational and individual
learning is an effective element for the growth or expansion of company (Williams and
Lazzarini, 2015). A company should provide enormous opportunities and encourage the
employees to put their best effort towards the attainment of organisational goal. By this company
can achieve maximisation of profit and gain competitive advantage which add value to the
company.

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