Employability Skills and Team Dynamics

This assignment analyzes the crucial role of employability skills within team dynamics. It delves into various theories, including Maslow's Hierarchy of Needs and the impact of personality traits on leadership and team performance. The analysis draws upon academic literature and research to highlight how essential skills like communication, problem-solving, and critical thinking contribute to successful teamwork. The assignment emphasizes the significance of employability skills in enhancing organizational effectiveness.

EMPLOYABILITY
SKILLS

Summary of Organisation
The report will determine employability skills of Human resource manager of Morrisons,
the largest supermarket chain of United Kingdom delivering buyer’s satisfaction since ages. The
supermarket struggles in various internal and external situation to serve customer and employee
satisfaction hand in hand. Further, the company always stand by its mission, vision and values
which states,
Mission “To serve as a leader”
Vision “To serve customer satisfaction at low prices”
Values “To make great selling experience and deliver quality products and services”
Morrison follows the strategy of different and better than others due to which it has
gained competitive advantage and have been rated among 4 largest food retailers. The firm sells
its services across the globe and make use of every advanced technology which can assist the
business in reaching and grabbing the maximum market share. The Morrisons deals in grocery,
food and beverages. The company believes that employees and customers are the asset of the
company and therefore to fulfil their requirement management implement various business
strategies. The four major reasons which differentiate this entity from another retailer are its,
quality, insight, flexibility and values. To enhance the growth and development of business, the
firm offers all its products and services on stores and even online which helps the organisation in
connecting with buyers easily. The report discovered that the major problem faced by firm is
high employee turnover due to which the manager implements various motivation and dynamics
theories to boost the morale of its staff members. Hence, the retailer has evaluated several roles
and responsibilities of Human resource manager which help Supermarket in establishing a strong
and healthy work force.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Responsibilities and performance objectives of employer....................................................1
1.2 Own effectiveness against the objectives of employer.........................................................2
1.3 Recommendation for improving employability skills...........................................................3
1.4 Motivational techniques used for improving performance. .................................................3
TASK 2............................................................................................................................................5
2.1 Solution to work based problems..........................................................................................5
2.2 Styles of communication at different level of organisation..................................................6
2.3 Effective time management Strategies. ................................................................................6
TASK 3............................................................................................................................................7
3.1 Roles of individuals while working in one team for a common goal...................................7
3.2 Team Dynamics....................................................................................................................8
3.3 Alternate way to complete task and attain team goals. ........................................................9
TASK 4..........................................................................................................................................10
4.1 Tools and methods for developing solution to problems....................................................10
4.2 Strategy to resolve one specific problem............................................................................10
4.3 Potential impact on organisation of implementing strategy................................................11
CONCLUSION .............................................................................................................................12
REFERENCES .............................................................................................................................13
Illustration Index
Illustration 1: Motivational Theory..................................................................................................4
Illustration 2: Team Dynamic..........................................................................................................9

INTRODUCTION
Effective employability skills act as tonic for the organisation as it assists the
management in resolving various kinds of issues and is also beneficial in making growth and
development strategies for the employees which helps the company to attain determined
organisational goals (Yammarino and et.al., 2010). The report will analyse the employer skills
followed by Human resource manager of Morrisons, the leading supermarket chain of UK.
Further, it will discover solutions to various work based problems faced by employer during
employment process. The report will outline the team dynamics followed by supermarket to
attain specified team goals. Moreover, it will evaluate the roles and responsibilities used by
employer to boost the performance of employees in order to accomplish objectives and to satisfy
the needs and wants of customers. Thus, the report will identify strategies like time management,
effective communication and many more that are used by the manager of Morrisons at different
level of firm.
TASK 1
1.1 Responsibilities and performance objectives of employer.
Understanding roles and responsibilities of Human resource manager plays major
role in performing organisation functions effectively. Therefore, to perform determined
responsibilities it is important for manager to performs self-assessment to discover its own
strengths and weakness in order to develop its own performance according to company
objectives.
Self-assessment by SWOT Analysis
Strength Capability to deal with different kinds of individuals.
Weakness Working under pressure
Opportunities Learn and implement kinds of effective communication skills
Threats Complex work environment
Evaluation of basic responsibility of HR manager is important as those roles and
responsibilities which assist the organisation throughout the business process. Some
responsibilities are as follows:
1

Recruitment and selection: The most important function of HR manager is to recruit
and select the best candidate for the organisation as per the job requirement (Wilton 2011).
Recruiting efficient employees are the major reason behind growth and development of
Morrisons. This process of hiring individuals according business requirement assist the firm in
developing and performing operations successfully.
Training and development: Regular training and development session are organised at
supermarket to analyse and develop the skills of employees in order to improve their level of
work. Morrison organises these sessions with changes is important as it provides guidance to
employees about their work and moreover T&D activities are called up by manager to boost the
morale individuals working under pressure (Wickramasinghe and Perera 2010).
Retention: Employee turnover of Morrison is very high therefore it is very important for
manager to regularly clear the dead workforce. Further, in this the major responsibility of HR is
to analyse the capabilities and skills of employees.
1.2 Own effectiveness against the objectives of employer.
Being an HR manager, I analysed that it is important for manager to evaluate its own
effectiveness according to organisational objectives (Employability Skills, 2015). It helps the
individual in determining its own stand against the set goals. My own effectiveness according to
responsibilities of HR are as follows:
Recruitment and Selection: In accordance to recruitment and selection process of the
firm, it is important for the manager to discover new skills and talent for the business. Moreover,
I discovered that, manager need to understand job recruitment before hiring any candidate. I
understand that the major responsibility of manager is to identify the capabilities which are
effective and efficient enough to fulfil organisational goals and objectives (Rosenberg, Heimler
and Morote 2012). Further, my duty is to recruit and select skilled and qualified employees as
per the vacancy.
Training and development: Secondly, I do not guide employees in training session
whereas I focus on motivating them by sharing my own work experience and problems with
them. Moreover, in the session I focus on making employees worth working for Morrison, where
I share various reward policies with staff members which help them in Working effectively and
efficiently.
2

Communication and relationship: Further, I try to maintain both formal and informal
relationship with workforce which helps them in working in coordination and reducing conflicts
over work (Baker, G. and Henson, D., 2010). I plan strategies of performance evaluation on
monthly basis which helps in establishing motivation among workers. Communication with staff
members on regular basis helps the HR to determine problems on initial level which reduces the
level of future uncertainties.
1.3 Recommendation for improving employability skills
It is very important for HR manager to understand his responsibilities towards job in
order to attain organisational objectives. Further, manager of supermarket can adopt various
strategies and skills of employment to improve its functioning (Husain and et.al., 2010). The
recommended skills and strategies are as follows:
 It is important for manager to implement effective communication channels with
workforce to determine the problems faced by employees when working.
 Developing team working spirits among staff plays vital role, as identifying the skills and
capabilities of individuals and grouping them in one team is the best strategy which can
assist the employer in accomplishing business goals.
 A manager should be a good problem solver in order to establish smooth and positive
work environment for workers (Smith 2010).
 A manager should be good planner and organiser; therefore, it is important for HR of
super market to take initiative instantly for planning and organising activities to support
and boost the morale of staff force.
 Manager at super market should focus on its self-management techniques as it is
important for the individual to have proper understanding of its own work and
capabilities before guiding other employees.
 The manager should focus on developing its relationship with each and every employee
working with organisation as establishing effective communication with workforce can
help Morrison in deriving problems and conflicts on initial level.
 Manager at supermarket should possess the quality of react quickly to the situation and
should be a quick decision maker.
3

 Manager should be a good motivator and leader because in order to get work done from
employees the individual need to motivate employees by rewarding them according to
their performance analysis (de Guzman and Choi 2013).
1.4 Motivational techniques used for improving performance.
Motivational techniques used by the HR of Morrison to improve the performance assists
management in improving quality of work of employees and employer. Implementing
techniques and strategies of motivation helps manager in establishing efficiency and
effectiveness at workplace (Huczynski and Buchanan 2010). Motivation can be of various types
that is monetary and non-monetary therefore it’s important for management to evaluate the need
of rewarding employee. Tactics used by Morrison to encourage workers are, increment, better
salary, appreciation, promotion etc. Appreciating employees at right time helps the organisation
in building trust and loyalty of staff towards business. Apart from this the supermarket uses
Maslow Theory of motivation which helps the firm in boosting employee’s performance. The
motivational theory provides the stepwise process to manager to full fill the needs of staff which
can be fruitful in encouraging their performance. The steps of theory are described under:
Physiological Needs: In this the manager take care of basic needs employees like,
pantry, facility. Clean and healthy wash room and safe work environment.
4
Illustration 1: Motivational Theory
(Source: A Theory of Human Motivation by Abraham Maslow, 2009)

Safety Needs: In this manager considers all the necessity of providing mind satisfaction
to employees which includes, job security, financial security, medication facility and protection
at workplace.
Social Needs: For serving social environment at work place, the HR of Morrisons,
organise extra activities to promote and support friendship of workers with each other and with
management. This assist the organisation in establishing sense of friendship, belongingness and
affection among staff members.
Esteem Needs: For this, manager of supermarket aims at developing confidence, respect
and sense of achievement among workers by providing them some kind of power status at work
place.
Self-Actualization needs: In this HR focus on motivating workers to determine their
own skills and capabilities which can help them in establishing effectiveness and efficiency in
work. Thus, for determining this, the management of Morrisons evaluate the performance of
employees on regular basis.
TASK 2
2.1 Solution to work based problems.
High level of employee turnover at Morrisons is the biggest problems due to which the
manager is unable to determine the reasons behind conflicts and capabilities of employees
(Maslin-Prothero and Bennion 2010). Therefore, it is important for manager to understand and
overcome the issue of high employee turnover. The solutions to problem comprises steps which
are as follows:
Understanding the problems: Understanding the problem of high turnover can be
evaluated by establishing face to face interaction with employees who are not satisfied with work
environment or are facing problems during work. Listening to the problems to staff members
assist in manager in discovering the reasons which are necessary to reach unbiased solutions.
Apart from this, Morrison also focuses on determining the need of staff and further follows the
process of internal recruiting and retrenchment which is beneficial in clearing dead staff and
promoting capable employees.
Adapting theories of motivation: Understanding the problem and reason of high
employee turnover, the manager need to establish strategies which are helpful in boosting the
5

morale of employees (Herring, Caldwell and Jackson 2011). For instance, the manager of
Morrisons focuses on providing appropriate work environment to employees which encourages
workers to work with efficiency. Moreover, the manager ensures that workers are getting healthy
and safe work environment with every basic necessity as it supports the growth and development
of organisation (Yammarino and et.al., 2010).
Training and development: After applying all the strategies and theories, manager
organises training and development session in which the management focuses on guiding
employees towards right direction. Moreover, these session helps the workers in discovering
their own skills and capabilities which helps them in accomplishing business operations.
2.2 Styles of communication at different level of organisation.
Communicating at every step of organisation helps the employer in determining problems
and solution easily (Georgiadis 2014). Further, connection at every level of Morrisons assist the
manager in spreading necessary information in all departments at all levels. Basically, the
manager communicates information at three level of supermarket which comprises following:
Top Level: It is the level which holds the major command over any decision regarding
enterprise. In this the information and the major problems can be only discussed at the time of
board meeting. Apart from discussing problem, the members present in board meaning make
strategies and decision regarding business operations. The decision made by directors is after
analysing every basic detail about the issue and the decision and strategies passed by this level of
company is ultimate and all the department and level of enterprise are liable to follow and
implement decision and strategies.
Middle level: For conveying information regarding strategies and decision top level of
Morrison process the information through emails and messages. Besides, in case of emergency
the messages are transferred through phones. The middle level goes through strategies which
helps them in making appropriate decision regarding implementation. Thus, to explain the
strategies to middle level board directors arranges meeting to explain need of changes and
effectiveness of strategies.
Lower level: This level consists of employees which are directly linked to business
operations and customer services. The decision and strategies are conveyed to this level in
conferences organised by management (Peterson and et.al., 2013). Further, in this all the basic
6

and necessary information made by top management in provided to employees in form of
decisions.
2.3 Effective time management Strategies.
Morrisons focuses on implementing time management strategies to enhance the quality of
work and promote the effectiveness and efficiency of work. Implementing time management
strategies assist the management of supermarket to reduce the chance of loopholes, uncertainties
and wastage of time. The time management strategies used by Morrisons are as follows:
Prioritizing work: Manager prioritize the work according to organisational requirement,
which provides guidance to employees that what work need to completed first. Distributing work
after prioritizing assist the management in reducing the chance of risk and uncertainties
(Wickramasinghe and Perera 2010).
Developing urgency: In this manager sets the deadline for specific work which assist the
employees in determining the urgency and importance of work. This strategy of time
management is very beneficial to get work done on time, moreover, this helps Morrison to
enhance the coordination and cooperation among staff members.
Delegation: In this strategy, the manager first identifies the capability of single
employees to perform task than it group 3 or four capable employees in one team and divide
work according to their skills and knowledge which establishes motivation among them and
moreover it assists in getting work on time (Baker, G. and Henson, D., 2010).
Flexible working hours: This strategy of managing time helps the employee in working
according to their suitability of time. Therefore, the manager motivates them to work according
to their comfort which encourages staff force to work effectively.
TASK 3
3.1 Roles of individuals while working in one team for a common goal.
For understanding the role of individuals working in one team the manager of Morrisons
applies Beblin theory in which provides 9 basis points to understand the behaviours of individual
working in one team. Moreover, implantation of this theory provides the management a strong
stand over employees. The process of Beblin in Supermarket to attain organisational goals and
objectives is as follows:
7

Plant: This considers people in the company which are creative and innovative and can
understand the need to changes and strategies which are top level management. These
individuals are people to understand the reason and solutions to work based problems (de
Guzman and Choi 2013). The plant category of Morrisons is its board of directors.
Shaper: These individuals are the ones who are responsible for implantation of strategies
and decision to solve the issues in the business like, HR manager and general manager.
Implementer: This includes people who execute the plan of implementation on
employees in order to get work done on time. In Morrisons, Implementers are supervisor and
leaders.
Finisher: These are those employees of Morrisons who understand and complete task
without any creating problems and errors in task (Wilton 2011). This includes all the staff
members of supermarket which are involved in organisational operation's and are done to satisfy
the needs and wants of customers.
Team workers: These are those employees of enterprise who work in a group and own
different skills and capabilities. The management group them in one team to increase the
cooperation and coordination in business operations.
Coordinators: Coordinator plays a vital role ion increasing efficiency of function as it
main motive is to promote and boost the morale of employees working in team (Herring,
Caldwell and Jackson 2011). Moreover, the coordination of Morrisons ensures that, all the
employees are working with same level spirit and encouragement.
Specialist: People in Morrison who provide special guidance to workers over work. This
is done by top level managers of Supermarket as the individuals are linked with both that is
internal and external environment of an enterprise.
Resource investigator: These are the people to communicate information regarding
scarcity, over utilisation and optimum utilisation of resources to management. The investigator
assists the company in identifying the areas of wastage which can be reason of losses to business.
Monitor: These people in Morrisons are liable monitor and control over organisational
functions. This helps the organisation in promoting the sense of growth and development as it
focuses on every basic step of management and employees (Peterson and et.al., 2013).
8

3.2 Team Dynamics
Team dynamics is the strategy used by an enterprise to establish direction of team to
enhance the efficiency and nature of employees towards business functions. The dynamics of
team are regulated by the skills and traits of individual working in one team. According to HR
manager team dynamics of company is derived by the recruiting and selecting the best
candidates according to job requirement. Team dynamics of Morrisons revolve around 5 steps
which are as follows:
Forming: In this the management make one team by grouping types of individuals with
some set of rules and regulations.
Storming: In this manager let employees coordinate and communicate with each other
about skills and capabilities and division of work. Moreover, in this manager focuses on guiding
work for which the individuals are grouped.
Norming: In this step, the employees’ analyses whether the individuals are capable of
doing particular work or not and further the workers accept the view point established by
management (Smith 2010).
Performing: After division and evaluation of work, the team will perform task under
given circumstances which determines the consistency of loyalty of employees towards
Morrisons.
Adjourning: After complete of team work the manager evaluates the performance of
every member in team which helps in determining contribution of every member of team.
9
Illu
stration 2: Team Dynamic
(Source: Georgiadis, 2014)

3.3 Alternate way to complete task and attain team goals.
There are several ways used by employer of Morrison to accomplish task in order attain
organisational goals and objectives. The most used ways are as follows:
Coaching: The management of Supermarket focuses on organising training and
development session for employees to guide them various ways to accomplish task by making
optimum utilisation of resources. These sessions are coaching to workers which enhance their
level of understanding organisational operations. The sessions are conducted by either expertise
or skilled individuals who have gone through the same level of work (Huczynski and Buchanan
2010).
Setting Directions: Providing direction to employees is the major function of
management as it assists the enterprise in guiding staff force towards organisational goals and
objectives. This is done to set appropriate direction and support to every individual working for
firm.
Workshops: Workshops are organised by manager of Morrisons to enhance the level of
knowledge of employees about organisations work, objectives and goals. These workshops are
conducted by either member of board or by expertise (Employability Skills, 2015).
Motivation: Motivation act as tonic for the entity as it helps in boosting morale workers
which further assist in increasing effectiveness and efficiency of task force.
TASK 4
4.1 Tools and methods for developing solution to problems.
There are various tools and methods used by Morrisons to analyse and develop solution
to the problems. Some basic methods which are used by the manager of Morrisons are as
follows:
Self-Evaluation: It is the techniques which is used by the management to determine its
own strengths and weakness which can help the organisation in discovering various solutions
(Peterson and et.al., 2013). For instance, in this technique, the manager focuses on evaluating
performance by one individual by collecting feedback from various sources under which
employee work like its leader, supervisor, colleagues.
Brain Storming: This method allows the manager to conduct the process which is
brainstorming and can be termed as changing the mentality of employees over working
10

strategies. It is done by Morrison when the manager determines one suitable solution to problem.
Brain storming is the strategy which helps the management in diverting and changing the mind
of employees towards work.
4.2 Strategy to resolve one specific problem.
To resolve the problems at work place of Morrisons, Manager follows systematic step by
step process which is described under:
Analysing and defining problem: In this step, management focuses on discovering the
problems and reason behind. For instance, the management analyses the problems of high
employee turnover by collecting feedback from leaders and supervisors about employee’s
performance. This helps the firm in determining the real problems and its causes.
Analysing solution: After discovering and defining problem the management will
evaluate solution. For instance, in the case of high employee turnover, the manager will focus on
two major things which can be either promoting or demoting employees that is internal
recruitment or retrenching workers which is clearing dead staff.
Selection of One solution: After deriving various best solution to the problem of
employee turnover, the management will recognise the best solution which can assist the
enterprise in dealing with problem without creating any problem to internal and external business
operations.
Implementation and Evaluation: This is the last step in which the management
implements the best solution which can assist in dealing and overcoming with the problem. This
step plays a crucial role as it is the execution stage in which employer resolves work based issues
and problems like high employee turnover.
4.3 Potential impact on organisation of implementing strategy.
Implementing business strategies and tactics to deal with problems like, high employee
turnover, morale of employees and many more. The manager of Morrisons focuses on
discovering various solution to problems but at the end the best way to sort internal management
is to establish the use of strategies like, motivational theory, Beblin model, and various
encouragement tactics like, increments, rewards, appreciation etc. Further, implementing strategy
assist the management in discovering various loopholes' which can lead to uncertainties and
threats. Apart from this, using strategies to determine business problems is the best way as it
11

focus on making solution to every work based issues. For instance, the motivational theory helps
the manager in melding situation in favour of employees in order to boost their morale and
getting work done from them (Huczynski and Buchanan 2010).
In addition to this, it is not the planning for business instead it helps the management in
shaping the plan of Morrison in order to satisfy the needs and wants of its customers and
employees. It is the interpretation of organisational operation which establish strategic analysis,
strategic direction and action. It is used by manager of Morrison as it focuses on important
business aspects, creates awareness about fluctuation, determines the internal culture and process
of firm and helps in evaluating performance of employees.
CONCLUSION
The report summarized various aspect of employment skills which plays a crucial role in
management function of leading super market Morrisons. It stated that employments skills are
the capabilities of Human resource manager to get work done from employees. Further, the
report analyses roles and responsibilities of employees which contribute in organisations
operations. Moreover, it determined the use of implementing various theories and models which
helped the management of supermarket encourage and boost the morale of its work force. Apart
from this, the report outlined solutions to the major problem faced by Morrisons which was high
employee turnover. It evaluated the use and implementation of team dynamics used by manager
to support and promote the efforts of individual working in team for one specified goal. Thus, the
report concluded by discovering the importance and use of implementing strategies within the
firm.
12

REFERENCES
Books and Journals
Baker, G. and Henson, D., 2010. Promoting employability skills development in a research-
intensive university. Education+ Training. 52(1). pp.62-75.
de Guzman, A. B. and Choi, K. O., 2013. The relations of employability skills to career
adaptability among technical school students. Journal of Vocational Behavior. 82(3).
pp.199-207.
Georgiadis, G., 2014. Projects and team dynamics. The Review of Economic Studies. 82(1).
pp.187-218.
Herring, R., Caldwell, G. and Jackson, S., 2011. Implementation of a considerate checklist to
improve productivity and team working on medical ward rounds. Clinical Governance:
An International Journal. 16(2). pp.129-136.
Huczynski, A. and Buchanan, D.A., 2010. Organizational behaviour. Financial Times Prentice
Hall.
Husain, M.Y., and et.al., 2010. Importance of employability skills from employers’ perspective.
Procedia-Social and Behavioral Sciences. 7. pp.430-438.
Maslin-Prothero, S. E. and Bennion, A. E., 2010. Integrated team working: a literature review.
International journal of integrated care. 10.
Peterson, R. S., and et.al., 2013. The impact of chief executive officer personality on top
management team dynamics: one mechanism by which leadership affects organizational
performance. Journal of Applied Psychology. 88(5). p.795.
Rosenberg, S., Heimler, R. and Morote, E.S., 2012. Basic employability skills: a triangular
design approach. Education+ Training. 54(1). pp.7-20.
Smith, V., 2010. Enhancing employability: Human, cultural, and social capital in an era of
turbulent unpredictability. Human Relations. 63(2). pp.279-300.
Wickramasinghe, V. and Perera, L., 2010. Graduates', university lecturers' and employers'
perceptions towards employability skills. Education+ Training. 52(3). pp.226-244.
Wilton, N., 2011. Do employability skills really matter in the UK graduate labour market? The
case of business and management graduates. Work, employment and society. 25(1).
pp.85-100.
Yammarino, F. J., and et.al., 2010. Leadership and team dynamics for dangerous military
contexts. Military Psychology. 22(S1). p. S15.
Online
13

A Theory of Human Motivation by Abraham Maslow. 2009. [Online]. Available through:
<http://kmcpsych101.blogspot.in/2009/11/theory-of-human-motivation-by-
abraham.html> [Accessed on 10th October 2017].
Employability Skills. 2015. [Online] Available through:
<http://www.iseek.org/careers/employability-skills.html>. [Accessed on 10th October
2017].
14