Effective Team Management and Leadership

The provided document is a collection of references on effective team management and leadership. It includes books and journals that cover topics such as improving training effectiveness, translating team creativity to innovation implementation, team roles at work, quality management for organizational excellence, how bureaucracy impacts individual creativity, keeping positive and building strength during an organizational crisis, leadership team coaching, and getting specific about demographic diversity variables and team performance relationships. The document aims to provide a comprehensive understanding of team performance measurement approaches and their implications for team management and leadership.

Developing
Individuals

Table of Contents
INRODUCTION..............................................................................................................................1
TASK 1............................................................................................................................................1
P1Determining appropriate and professional knowledge, skills and behaviour of HR
professional.................................................................................................................................1
P2 Completed personal skills audit to identify appropriate skills and behaviour and develop
professional develop plan ...........................................................................................................3
TASK 2............................................................................................................................................5
P3 Difference between organisational and individual learning, training and development........5
P4Analysing need of continuous learning helpful in professional development to sustain
business performance..................................................................................................................7
TASK 3............................................................................................................................................8
P5 High performance work contribution to employee engagement and competitive
advantages...................................................................................................................................8
TASK4...........................................................................................................................................10
P6 Evaluating different approaches of performance management ..........................................10
REFERENCES..............................................................................................................................12
REFERENCES..............................................................................................................................14
.......................................................................................................................................................16

INRODUCTION
An organisation is an entity comprising of multiple people, such as institution or an
association that has a particular purpose. It have a management structure that determines
relationships between different activities and members, subdivides and assigns roles,
responsibilities and authorities to carry different task (Ford,2014).In competitive marker, success
of an organisation depends on ability to continuous expand and improve collective individual
capabilities and team. In this report organisation chosen is Whirlpool Corporation, an American
manufacture of largest home appliances maker in world wide. This report is going to determine
appropriate knowledge and skills than an Human Resource profession should have in an
organisation. Moreover, identifying needs of continuous learning and development to attain
sustainable business performance. Further, analysing how high performance work contributes
employees engagement in competitive advantage with help of different approaches of
performance management.
TASK 1
P1Determining appropriate and professional knowledge, skills and behaviour of HR professional
Human Resource Management is essential part of an organisation. It deals with issues
related to compensation, performance management, organisation development, safety, benefits
and motivating employees (Somechand and Drach-Zahavy, 2013). Its main motive is to serve
best employees, talent management and work for development of an organisation. In
organisation context to Whirlpool, human resource manager should possess appropriate skills
and professional knowledge are mention below:
Knowledge: knowledge provides a body of framework to an individual to perform their
best in an organisation. Human resource management should have certain knowledge and skill
that are necessary in their profession. This knowledge helps them to maintain organisation
culture and help in engaging their employees in effective manner. Such as: Training and development: In an organisation training and development plays a vital
role in developing an individual and team members of an organisation. Managers of
whirlpool’s are providing best training and development to their employees to improve
their efficiency and productivity of their work. Thus, it beneficial for both employees and
organisation to meet their goals and objectives respectively.
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 Administration: Administration plays a significant role in an organisation. Human
resource managers of whirlpool should have knowledge of handling specific task such as
recruiting and selecting right candidate for right job profile. They ensure to maintain
updated database, accurate payment structure with rules and legislation that help in
assisting recruiting process.
Skills: Skills are defined as ability or capacity require to carry out work and complex
activities. Human resource managers should poses certain skills that help them in performing
various function such as job function, ideas and knowledge of interpersonal skills (Belbin, 2012).
Managers of whirlpool’s are required to have certain skills that are beneficial in their work. Communication skills: Communication play's an important role in organisation and in
working environment. The human resource managers should poses a good
communication in an workplace so that employees feel free to communicate to their
managers and to all levels. Moreover, they have to be good communicator, convening,
caring and believable in an organisation. Time management skills: Time management skills is necessary for human resource
profession so that they execute their daily task, events and future project needs. Human
resource mangers need to maintain time so that they are able to focus on objectives and
goal, decision making process, effective planning to meet long term goals . Problem solving skills: Problem skills are those skills which an individual is need to
deals in critical situation. Such as mental, analytical and creative. Human resources of
Whirlpool should have such skills that help them in ordering, comparing, contrasting and
evaluating right candidate.
 Leadership skill: In an organisation, leaders are important for advancing growth,
objectives and fulfilling strategic objectives of an organisation. Human resource
managers should have leadership skills and ability to take initiate in different function of
organisation. Moreover, this skill help managers in maintaining working culture,
overcoming from conflicts and resolve disputes that arises between employer and
employees.
Behaviour: Behaviour refer to range of action and activities that an individual behave in
an environment (Goetsch and Davis, 2014). Whirlpool human resource managers should have
certain elements of behaviour. They are mention below:
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 Confidence: Human resource profession need to have a great confidence in their work
to perform their activities effectively. Whirlpool’s manager have confidence in
performing their task with greater ease. Moreover, this increase credibility in managing
their work and achieve their organisation goals.
 Cooperative: Human resource manager should have to be cooperative and supporting
nature towards both employees and employer in an organisation. The manager of
whirlpool have to be cooperative with their employees so they can achieve their task
easily. Further, they also help other departments to perform their work effectively.
Above discussed point are necessary to have an individual to work in human resource
profession in an organisation.
P2 Completed personal skills audit to identify appropriate skills and behaviour and develop
professional develop plan
Personal skills audit is considered an important part of getting information about
individuals own skills and qualities through optimised evaluation. Skills audit can be claimed as
the process to recognise the skills gap within a company. Skills audit management result in
training and evaluation of employees occur within Whirlpool (Landry and Chouinard, 2016.).
As being the HR manger of whirlpool company I need to manage qualities and skills
which is required for efficient development of company. (Ligthart and et. al., 2016) It rely on
skills and knowledge of HR professional for the proper evaluation of strengths and weakness is
required. It help employees to take certain actions and remove discrepancies that helps the
employees at whirlpool in achieving organisational goals.
Personal skills audit
Basis Target proficiency Current proficiency
Communication skills 10 8
Problem solving skills 10 7
Decision making skills 10 4
IT skills 10 3
Time management skills 10 6
Interviewing skills 10 4
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Strengths: As per above personal skill audit process, it has determined that high decision making
skills and effective way of developing communication with staff members, are strong points of
mine. This will help me in providing guidance to employees with regards to work with new
technologies.
Weakness: As per analysis, in terms of solving problems of IT and interviewing skills and
taking decisions at large working organisation, is major weakness of mine. As during urgency
when business requires result only then under this period, to get cooperation of workers having
diverse culture is most difficult task (Rothbart and Voelker, 2016). It becomes difficult for me to
take immediate actions as and when required by the respective organisations which is greater
drawback in me. Therefore, through personal development, I can overcome from my weakness
and develop skills accordingly.
Personal development plan
It is a process of creating action plan based on its strengths and weakness and develop
strategies to overcome from such weakness. It helps in proper learning, education and most
important helps in self improvement by overcoming the barriers of weakness and making it as
strengths. Thus it is very essential for whirlpool to set up proper training and development
programmes to improve their weaker areas and enhance qualities. With the help of professional
development plan determines strategies and targets for learning effectively. Here, PDP plan is to
improve weaker abilities of mine (Pugliese and et. al., 2016).
Personal development plan
S.
No.
Learning
target
Present
Proficiency
Target
Proficiency
Development
Opportunities
Criteria for
Judging
Attainment
Time
Scale
1 IT skills 3 10 By laerning different
aspects of MS power
point
Senior manager 60 days
2 Interview
skills
4 10 Through putting
better efforts and
taking proper
Peers or
colleagues
80 days
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training on
conducting of
interview.
3 Decission
making
skills
4 10 By making decision
for different
challenging
situations alone and
provide immediate
solution
Superiors and
colleagues
120
days
Through personal development plan I can overcome from my weakness and help
employees as well as Whirlpool to effectively achieve organisational goals.
Benefit of skills audit
This helps an employee to better understand its problems and work effectively on weaker
areas to change them in strengths. It also creates self awareness about employees and help to
remove obstacles coming to their success path and helps to achieve goal (Ruiz-Argüelles, 2016).
Disadvantage of skills audit
Employees become more concerned about their strengths and weakness and it leads to
only self assessment of individuals which makes the individuals more concerned about
themselves rather than organisation.
TASK 2
P3 Difference between organisational and individual learning, training and development
This has been analysed by reviewing the case of whirlpool that organisational and
individual learning both are completely different terms. This could be understood as follows-
Organisational learning- It is defined as the procedure of creating, continuing and
providing knowledge to employees within an enterprise. This is used for organisation to attain
short term goals.
Individual learning- It is process of acquiring education and learning by considering
individuals capability. This provides an opportunity to the employees working in whirlpool to
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identify their weakness and learn specific process and methods to improve their current
performance (obertson,2016).
Difference between organisational learning and individual learning-
Basis Organisational learning Individual learning
Definition This strategy requires that HR
manager at whirlpool should
have skilful knowledge and
intelligence to lead exercises
adequately. This leads to the
need of training and
development sessions to
increase effective learning
within organisation.
It is the process concerned
with adequate learning of
individuals by increasing
individuals capacity at
whirlpool. This helps in
providing assistance in
completing their task
efficiently.
Scope It has a wider scope concerned
to the whole employees within
organisation (Serrat, 2017).
It has a narrow scope
concerned with increasing
individuals own learning and
skills.
Costly It is quite economical for
whirlpool as they are
providing learning
programmes within team and a
single training session to
employees can enhance entire
team skills.
t is a costly approach for
whirlpool as HR professionals
has to organise entire program
for individual person
Training- It is a planned activity usually takes place with the motive of increasing employees
skills, knowledge and competency of respective employees.
Development- It refers to an organized procedure through which managerial employees learn
conceptual knowledge for general purpose. HR professionals of whirlpool aids in accomplishing
the task in proper way (Singh and Mishra, 2016).
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Comparison between training and development
Training Development
Training is the process for short term
orientation .It will aid HR professional to
organise enterprise activities properly and
also help in adopting changes and latest
technology.
It is the process of long term activity which
comprises of certain functions organised by
human resource professionals to improve
concepts of employee.
It is done time process can be done with help
of learning program.
Development is regular process emphasise on
improving current knowledge.
It is done to improve business operations in
best and appropriate manner.
Emphasises on overall development of
conceptual and general knowledge.
This training and development in proper development of individuals by improving their
efficiency as by developing skills and knowledge. It is the duty of human resource professionals
to develop employees skills to provide quality product to its customers. It realises the importance
of training at whirlpool which helps the employees to effectively increase their brand image in
market and makes brand loyalty in eyes of customer and helps to achieve organisational goals
(Solso, and et. al., 2016).
P4Analysing need of continuous learning helpful in professional development to sustain business
performance
Continuous learning and profession development is self motivated in learning or
acquiring knowledge and competencies to develop future opportunities (HirstVan, Knippenberg
and et al., 2011). It helps in development of human resource profession to avoid stagnation and
also help them in maintaining level at full potential. Whirlpool’s human resource managers has
adopted klob's experimental learning theory. Its each stage involves learning acquisition of
abstract concepts that can be applied in flexible range of situations.
Concrete experience: Concrete experience helps manager of Whirlpool to gain
experience of their work. It help them in reinterpretation of existing employees of learning
experience from their work.
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Reflective observation of new experience: Reflective observation of experience helps
manager of whirlpool to know learning ability and experience of a particular employees in an
organisation. It also help manager to evaluate if there is an inconsistency between their
experience and learning phase.
Abstract conceptualization: This style of learning helps manager of an Whirlpool to have
new concepts, ideas or modification in existing concepts of learning. From this both manager and
employees learn through their own experience of respective organisation.
Active experimentation: This helps manager of whirlpool to come up with different ideas
of motivating employees to perform their work in attractive manner. Moreover, it help
employees to see effective in their performance and also suggest organisation with new ideas.
From above discussion of Kolb's experimental theory help Whirlpool managers to learn
continuously which is essential for both employees and organisation.
Advantages of Continuous Professional Development
Continuous Professional Development help a manager in effective manner in an
organisation. To maintain and enhance knowledge and skills that are required to deliver
professional services to their customer. Eventually, it help manager to know their capabilities
with current and future standards of other organisation of same product line. Moreover, it help in
attaining experience and interesting learning phase with new authority and responsibilities to
develop their skills and knowledge continuously.
Barriers of Continuous Professional Development
In continuous professional development do have certain barriers in workplace. Manager
have faces difficulties such as constrains, finance and communication flow among employees
working in an organisation (Sommer, Howell and Hadley, 2016).Moreover, it effects culture and
availability of resources in an organisation. It becomes difficult for managers to take right
decision and this lead to decrease productivity and effecting profitability of both employees and
organisation respectively.
Thus, CPD help managers of whirlpool to attain sustainability in competitive
environment if they have adopted its advantages. It help in performing effective task and
motivating employees in continuous learning process.
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TASK 3
P5 High performance work contribution to employee engagement and competitive advantages.
HPW refers to the practice which are organised by Human resource professionals in order
to enhance whirlpool advantages within market place (Solso, and et. al., 2016). HR professionals
should provide skilled and sufficient team members to execute the activities properly. Whirlpool
HR professionals should have detailed information about the skills and knowledges of employees
and provide adequate training and developmental needs to employees to complete their goals
within given period of time. Whirlpool deals in home appliances such as refrigerator , washing
machines etc. where there is scope of innovation for this products. Managers of whirlpool must
motivate its employees to give best through monetary and non monetary benefits. This helps to
provide best products to customers and hence creates brand loyalty in minds of customers.
Individuals normally considers high performance with employee engagement . High
performance usually takes place when employee move beyond their duties which means
employees start contributing effectively and efficiently towards achieving organisational
objectives. Greater engagement means greater productivity from employee engagement. HPW
helps whirlpool helps in achieving competitive advantage in market place. It includes series of
activities needed to taken into account for improving whirlpool effectiveness.
High performance work culture leads to the execution of several activities which
enhances employee's engagement at whirlpool and establish a competitive advantage.
 Human resource practices- It is very important for HR professionals to have skilled and
competent members to perform enterprise activities properly. In this whirlpool HR
professionals organise training and development which will make the employees talented
and helps in employee engagement in competitive advantage. This will help whirlpool to
provide good good quality of electronic products and establish brand image in the market.
 Performance appraisal and rewards- HPW organised by whirlpool establish workers
capabilities in terms of result and task. Non finance and monetary awards are are given to
motivate employees and deliver better quality of products to customer.
 Building teams- It is very essential for HPW to maintain strong relations among the
workers in order to perform work properly. It is necessary for the organisations to divide
the members in team and divide the work accordingly to execute activities in effective
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way. It will aid whirlpool to provide better quality of electronic products to the
customers and aids to competitive advantage.
 Resolve conflicts- When managers in the whirlpool helps to resolve employees issues it
makes them dedicate towards its work and helps in effective engagement of employees
which leads to increase productivity of the respective organisation and employees
dedicatedly increases their work performance.
 HPW helps the employees to run business operations successfully without having
conflicts by employees. Also with this employees can provide good quality of products to
customers and enhance brand image which helps in competitive advantage. By providing
efficient training and development needs employee engagement towards whirlpool
increases which increases product profitability and productivity.
TASK4
P6 Evaluating different approaches of performance management
Performance management is very useful in an organisation as it help in setting standards
in which an individual to perform their in an organisation with abilities (Hawkins, 2017). It focus
on performance of organisation, department, employees etc. to build confidence in performance
of their work. Manager of whirlpool have implemented performance management approaches to
know performance standards of their employees.
Team work: Team work is a systematic approach that ensure team members and
individual to from in effective manner. It focus on combining resources, skills, talents, and
strength of developing a dynamic team in an organisation. With this approach of performance
management whirlpool’s managers are able to build strong team to perform in challenging
environment. Moreover, if a team is formed with individual of same skills, knowledge and talent
then project will be carried out with high performance that is effective for an organisation.
Motivating: Motivation is necessary in human nature as it includes sort of inducement,
encouragement and appreciating them in their performance (Blaikie, 2016). It increase
empowerment of employees to improve their work and accomplished organisation objectives and
goals. whirlpool’s manager continuously motivate their employees in performing their best in
their work. Moreover, it helps in increasing productivity of employees and beneficial for
organisation to attain sustainability.
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Collaborative working: Collaborative working describe how jointly people are working
together in order to achieve their purpose. From this approach whirlpool's manager can improve
flexibility of their organisation. It also help them in engaging employees in healthier relationship
in a working environment to attract velocity in market. Moreover, it help both employees and
employers to come up with new innovation and ideas that are beneficial for organisation.
Appraisal process: In order to get most out from employees, appraisal process should be
implemented by an organisation. Such as it includes listening, observing and providing
constructive feedback to employees regarding their performance. Its important part is that this
approach provides feedback about employees has successfully learned or not. Moreover it also
help whirlpool's managers to create platform and provides variolous opportunities to its
employees in order to develop necessary skills (Draper and et. al., 2016). It also help in
employees growth and provide greater sense of loyalty to organisation. Thus, it help an
organisation to create a pool to talent for strategic succession planning which is effective for an
organisation.
Above discussed approaches of performance management helps managers of whirlpool
corporation to increase their performance in competitive advantage and increase their market
share.
CONCLUSION
From the above report it has been concluded that difference in individual and
organisational learning helps in increasing the skills and capabilities of employees by providing
them proper training and development within the particular workplace. It analyses the
requirement of HR professionals, skills and knowledge in order yo manage team members
effectively. With the help of personal skills audit employee can identify its own strengths and
weakness and take training in order to avoid such weakness and helps organisation in effective
performance. Along with this it also analyses the methods of performance management which
are such as attributes, quality, comparative and behaviour which have to manage within the
organisation effectively to achieve high targets of profits and productivity.
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REFERENCES
Books and Journals:
Bello-Gualtero, J. M. and et. al., 2016. Periodontal disease in individuals with a genetic risk of
developing arthritis and early rheumatoid arthritis: a cross-sectional study. Journal of
periodontology. 87(4). pp.346-356.
Blaikie, P., 2016. The political economy of soil erosion in developing countries. Routledge.
Dajani, D. R. and Uddin, L. Q., 2016. Local brain connectivity across development in autism
spectrum disorder: A cross‐sectional investigation. Autism Research. 9(1). pp.43-54.
Draper, A. and et. al., 2016. Premonitory urges are associated with decreased grey matter
thickness within the insula and sensorimotor cortex in young people with Tourette
syndrome. Journal of neuropsychology. 10(1). pp.143-153.
Gökçen, E., Frederickson, N. and Petrides, K. V., 2016. Theory of mind and executive control
deficits in typically developing adults and adolescents with high levels of autism
traits. Journal of autism and developmental disorders. 46(6). pp.2072-2087.
Hodgins, S., Larm, P. and Westerman, J., 2016. Individuals developing schizophrenia are hidden
among adolescent substance misusers. Psychological medicine. 46(14). pp.3041-3050.
Lambert, A. and et. al., 2016. Poor sleep affects daytime functioning in typically developing and
autistic children not complaining of sleep problems: A questionnaire-based and
polysomnographic study. Research in Autism Spectrum Disorders. 23. pp.94-106.
Landry, O. and Chouinard, P. A., 2016. Why we should study the broader autism phenotype in
typically developing populations. Journal of Cognition and Development. 17(4).
pp.584-595.
Ligthart, S. and et. al., 2016. Lifetime risk of developing impaired glucose metabolism and
eventual progression from prediabetes to type 2 diabetes: a prospective cohort
study. The lancet Diabetes & endocrinology. 4(1). pp.44-51.
Posner, M. I., Rothbart, M. K. and Voelker, P., 2016. Developing brain networks of
attention. Current opinion in pediatrics. 28(6). pp.720-724.
Pugliese, C. E. and et. al., 2016. Longitudinal examination of adaptive behavior in autism
spectrum disorders: Influence of executive function. Journal of autism and
developmental disorders. 46(2). pp.467-477.
Robertson, J., 2016. Coaching leadership: Building educational leadership capacity through
partnership. New Zealand Council for Educational Research. PO Box 3237, Wellington
6140 New Zealand.
Ruiz-Argüelles, G. J., 2016. Stem cell transplantation procedures are becoming affordable for
individuals living in developing (middle-income) countries. Acta
haematologica. 135(2). pp.79-80.
Serrat, O., 2017. Understanding and developing emotional intelligence. In Knowledge Solutions.
pp. 329-339. Springer Singapore.
Singh, N. and Mishra, G., 2016. Effect of photoperiod on slow and fast developing individuals in
aphidophagous ladybirds, Menochilus sexmaculatus and Propylea dissecta (Coleoptera:
Coccinellidae). Insect science. 23(1). pp.117-133.
Solso, S. and et. al., 2016. Diffusion tensor imaging provides evidence of possible axonal
overconnectivity in frontal lobes in autism spectrum disorder toddlers. Biological
psychiatry. 79(8). pp.676-684.
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Soneji, N. and et. al., 2016. Risks of developing persistent opioid use after major surgery. JAMA
surgery. 151(11). pp.1083-1084.
Tanaka, J. W. and Sung, A., 2016. The “eye avoidance” hypothesis of autism face
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Online:
Performance measurement approaches. 2018. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
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REFERENCES
Books and Journals
Ford, J. K. ed., 2014. Improving training effectiveness in work organizations. Psychology Press.
Somech, A. and Drach-Zahavy, A., 2013. Translating team creativity to innovation
implementation: The role of team composition and climate for innovation. Journal of
management, 39(3), pp.684-708.
Belbin, R.M., 2012. Team roles at work. Routledge.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hirst, G., Van Knippenberg and et al., 2011. How does bureaucracy impact individual creativity?
A cross-level investigation of team contextual influences on goal orientation–creativity
relationships. Academy of Management Journal, 54(3), pp.624-641.
Sommer, S.A., Howell, J.M. and Hadley, C.N., 2016. Keeping positive and building strength:
The role of affect and team leadership in developing resilience during an organizational
crisis. Group & Organization Management, 41(2), pp.172-202.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Bell, S.T., Villado, and et al., 2011. Getting specific about demographic diversity variable and
team performance relationships: A meta-analysis. Journal of management, 37(3),
pp.709-743.
Consiglio, C., Borgogni, and et al., 2013. Does self-efficacy matter for burnout and sickness
absenteeism? The mediating role of demands and resources at the individual and team
levels. Work & Stress, 27(1). pp.22-42.
Ferris, G.R. and Treadway, D.C. Eds., 2012. Politics in organizations: Theory and research
considerations. Routledge.
Dong, Y., Bartol and et.al., 2017. Enhancing employee creativity via individual skill
development and team knowledge sharing: Influences of dual‐focused transformational
leadership. Journal of Organizational Behavior, 38(3). pp.439-458.
Yukl, G., 2012. Effective leadership behavior: What we know and what questions need more
attention. Academy of Management Perspectives, 26(4). pp.66-85.
Kostopoulos, K.C. and Bozionelos, N., 2011. Team exploratory and exploitative learning:
Psychological safety, task conflict, and team performance. Group & Organization
Management.36(3). pp.385-415.
Furnham, A., 2012. The psychology of behaviour at work: The individual in the organization.
Psychology Press.
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