Engineering Team Performance & Creativity

This assignment delves into the application of industrial-organizational psychology theories to engineering project teams. It investigates how team effectiveness theory, organizational culture, leadership styles, and bureaucratic impacts influence goal orientation, creativity, and overall performance. The assignment also explores the role of trust, continuous learning, and transformational leadership in fostering collective creativity within teams.

UNIT 35
Developing Individual, Teams
and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Knowledge, Skills and Behaviour of HR practices..........................................................1
P2 Personal Skill Audit..........................................................................................................3
TASK 2............................................................................................................................................7
P3 Difference between Organisational and Individual Learning...........................................7
P4. Need for continuous learning and professional development .........................................8
TASK 4..........................................................................................................................................11
P5. Analysing the contribution of high-performance working in employee engagement and
competitive advantages........................................................................................................11
TASK 4..........................................................................................................................................12
P6 Evaluation of different approaches to performance management...................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
In modern era, development plays a vital role in every single organisation. This process
ensures long term successfulness and sustainability of these firms. Apart from this, training and
development programmes also essential for employees. This helps them in working effectively
and with efficiency (Bolman and Deal, 2017). A talented individual and team in an enterprise
help them in giving hard competition to rivals. Achievement of goals becomes so easy for
corporations when they have staff members with innovative minds. Under this report, a
multinational company i.e. Whirlpool has been taken. This organisation deals in home appliances
like washing machine, air conditions, water purifiers and etcetera. Firm is rapidly enhancing its
business in all over world. Away from this, project includes behaviour of HR in upgrading skills
and knowledge of employees. Also, personal audit of a working individual by which
management can take actions to upgrade their skills and knowledge. HPW contributes in giving
rivalry to competitors at marketplace and some approaches that aids in evaluating performance
of management.
TASK 1
P1. Knowledge, Skills and Behaviour of HR practices
Market usually have a dynamic nature. Therefore, it is important for firms to
continuously change its operations or modify them. This process also brings new techniques and
technologies that employees are not familiar with. Here, management helps in enhancing skills
and knowledge of staff members (Carlström and Ekman, 2012). HR managers in Whirlpool first
look at performance of an individual then take actions accordingly so that they can become more
efficient at workplace. These actions can be like T&D plan. On job and off job are two type of
sessions in this plan. Continuous learning is an ongoing process that improves both skills and
knowledge of workers. This fills staff members with confidence and make them dedicated
towards their duties assigned.
Apart from this, Whirlpool's administrators forms new policies that keep their workers
happy. They also give healthy working environment that helps in enhancing employees’
relations. There are some skills that a manager should have so that employees listens to them and
these are:

Skills which are related to managing operations: Manager is the one who is responsible
for managing all activities which are related to business operations. Moreover, these supervisors
achieve aims that has been organised by leaders of Whirlpool. After this, they assign jobs to
subordinates. But, it is also important for them to find capabilities of an individual and give them
tasks as per their abilities. This process aids in attaining targets effectively and efficiently. Proper
management assign duties to talented staff members. By this, Whirlpool achieve its objectives
easily also improves its goodwill at marketplace (Richter and et. al., 2012).
Good communication skills: Managers gives job to every single person in Whirlpool.
Hence, it is mandatory for person to communicate with staff members in a proper way and
providing them adequate instruction about their duties so that they complete tasks within
specified time limit. By this, they understand easily that what the job is assigned for and what
he/she is responsible for. This also improves employee relations in between employer and
employees.
Behaviour of an HR professional in an organisation are mentioned below: -
Ethical Behaviour: The way employees follow all these instruction and policies, it is
necessary for managers also to follow them in an appropriate manner. This helps them in giving
example of their own in front of staff members so that they perform duties in better manner.
Superior should take care that their organisation is functioning through which investors, workers
and customers are benefited. Apart for this, worker will only listen and accept the rules if
supervisor is also following.
No Partiality: This is one of a quality which is importantly a manager should possess so
that they are able to organise tasks among their staff members. Supervisors should treat all
subordinates fairly and don't discriminates them on ground of gender, religion or background.
They are required to provide them various opportunities through which they are able to move up
in their career (Hirst and et. al., 2011). But, it is also mandatory for Whirlpool's manager to
assign jobs to every individual as per their capabilities. This aid in attaining goals and objectives
efficiently and in timely manner.
An HR manager should be full of knowledge:
Knowledge of Whirlpool: Executive of the company should have appropriate knowledge
of products and services that whirlpool is dealing with. This helps them in giving training to
2

employees through which they carry out activities effectively. Apart from this, they should also
have innovative mind which aid in optimizing all the operational activities (Gibbs, 2013).
Cognition of government's rules and regulations: HR management should properly
know about the employment legislations so that they are able to regulate system appropriately.
This helps them in making policies in favour of employees through which they provide positive
working environment and to safeguard them from unethical practices.
P2 Personal Skill Audit
Evaluation should be done from time to time of an individual. This can be done by
looking at previous performances of staff members. If workers having any sort of issue at
workplace it is managers duty to resolve them as soon as possible. So that not conflicts gets
raises. In this kind of audit, Whirlpool managers should look at current and previous production
of a working individual. This action gives supervisors an overview that what part the worker
should need to work on. Training and development programmes plays a vital role in enhancing
both knowledge and skills of them (Warrick, 2011). These sessions pulls up the strengths and
weaknesses that a member have.
An audit which have been set by an HR manager of Whirlpool are as follows:
Skill Very Good Good Adequate Little or no
experience
Information
Technology
Use Microsoft
office word
✔
Use Excel
Spreadsheet
✔
Use database ✔
Use the internet ✔
3

Use Email ✔
Use PowerPoint ✔
Skill Very Good Good Adequate Little or no
experience
Communicati
on skills
Drafting
contracts of
employment
✔
Taking notes
of disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentations
✔
Delivering a
training
session
✔
Resolving
disputes
✔
Interviewing ✔
4

Advising on
HR issues
✔
Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
Make good
use of verbal
reasoning
skills, able to
handle
complex data
and make
selective use
of information
✔
Explore more
than one
solution in
order to solve
a problem
✔
Consider the
ideas of others
to help solve
problems
✔
Skill Very Good Good Adequate Little or no
Experience
Decision
Making
5

skills
Select best
option
✔
The ability to
evaluate best
plan
✔
Finding
possible
options and
solutions
✔
Skill Very Good Good Adequate Little or no
Experience
Report
Writing
Skills
Courtesy in
writing
✔
Knowledge
about
grammar
related to
punctuation
and others
✔
Spelling and
Proofreading
✔
Knowledge
about charts
and graphs
✔
Analysis of personal skills audit:
6

As per Personal Skill Audit which has been done above, it has been analysed by me that,
I am pretty much skilled in IT sector but the things that are lacking in me is that it takes time
when it comes to solve problems that I am facing. On the other hand, I am also quite good in
communication which helps me out in assigning tasks to individuals. When it comes to write a
whole report, it actually takes time because Roles and responsibilities of HRM department in
recruitment I think a lot at the time of writing whole report. Apart from this, issues that I face at
the time of problem solving i.e. I do not pull more than alternative solutions of one specific
problem. Apart from this, as I am carrying good knowledge of technology which helped me out
in developing my own interest in both internet and spreadsheet related work in Whirlpool. From
the above analysis or personal skills audit, it can be analysed by me that in decision making skill
I am adequate but not very good because in some field I am not able to take decision like to find
better ways for solution such as brain storming. But I am good in selecting option that which is
good for resolve the issues and conflicts. I have good report writing skill because I am good in
writing while it can be hand writing or typing and have good knowledge about grammar or
punctuation. I also have proofreading skill but I am not knowledge about charts and graphs so
sometimes I face related to it and need to support of others.
Personal SWOT Analysis:
Strengths: I am good at communicational along with IT skills. Which can be considered
as I am good enough and can perform well in Whirlpool with confidence. My communication
skill and IT skill are good so I present any report in a good way and make communication
understandable and easy. I have good communication skill and with the help of this skill I
organise good interview sessions and recruit good and skilled employees. In decision making
skill, I am also good in some field such as I am capable to select best option and have ability to
evaluate best plan for solve the [problems which is shown as my strengths. In report writing skill,
I am good and having knowledge about grammar related such as punctuation, spelling ,
proofreading and others. With the help of it, i can prepare reports that are needed by the top
management and management department.
Weaknesses: Decision making power is not much enough in me. I am not good in some
field of decision making skill such as finding possible options and solutions to resolve the issues
and problems. To develop new strategies and policies some times I am not able to find required
ways and options. This can be taken as a weakness of my own. It is required to take initiatives so
7

that benefits can easily be gained by me at Whirlpool. Cause of decision making power I am
unable to solve the problems because I do not take decision properly that what situation and
work are good for the organisation. In report writing skill, I am also weak in some areas like
courtesy in writing and knowledge about charts or graphs. Whenever I prepare any report and
work on it, sometimes I do not use charts and graphs in the report cause of lack of knowledge. In
problem solving skill, I weak in explore more than one solution in order to solve a problem. I do
not provide more ways or ideas to solve the issues.
PDP helps an individual in enhancing their own skills and knowledge so that they can
give their best at workplace. Achieving targets of a staff member in a set time of period mainly
considered in this type of plan. In context of Whirlpool, these kinds of sessions pull up all the
details about performances that previously an individual has given also it shows current status as
well. All the activities improves executions and performance of worker (Berry, 2011).
A professional Development plan for Whirlpool is as follows: -
Name Jane Cambridge
TIME
FRAME
Development Objectives Action/Strategies
16/03/2019
to
17/06/2019
Weaknesses of decision making To improve decision making skills by
developing innovative ways to
measure alternatives. Develop risk
scores for projects to incorporate the
risk of failure in funding approvals.
20/03/2019
to
21/05/2019
Problem Solving skills is weak. I will improve this skill by gaining
experience in resolving incidents and
participants in production support to
resolve incidents.
25/03/2019 Report writing To improve this skill, I will attend
8

to
26/07/2019
various training program such as
online training, coaching classes and
training and development sessions
and produce a gap analysis to identify
inefficiencies.
Swot analysis of an individual gives proper knowledge to HR manager of strengths and
weaknesses. These plans may help in looking at production of their own as well.
TASK 2
P3 Difference between Organisational and Individual Learning
Organisational Learning: Continuous learning programmes helps people of Whirlpool in
getting all the updates which are related to tools, techniques and other operational related parts.
As per Brown and Duguid, learning which is related to an organisation “a span between
operative and innovating”. Development helps companies in giving hard competition to rivals.
Also, this improves their productivity and profitability. These sessions which are related to
learning process may help a group in various manner. Team exchanges their thoughts which aid
in attaining targets in a specific time period of company. Learning curve can actually give
original status of a firm (Warrick, 2011). These actions helps in achieving goals in an appropriate
manner. Whirlpool majorly focuses on sustainability.
Individual Learning:
Managers and leaders both focuses on enhancing the learning skills and knowledge of
every individual in Whirlpool. Training and development sessions aid in making them effective
and efficient. Companies are providing these programmes whenever new technologies comes in
front. But situations when subordinates are not taking interest in training sessions. This costs
organisations much and also affect profits of company (Bolden and et. al., 2011). Whirlpool's
managers are trying to improve their working style by bringing new policies that improves the
environment of workplace.
Difference between Organisational and Individual learning is as follows: -
Organisational Learning Individual Learning
 It is a process of creating, retaining and
transferring knowledge within an
 It is a method of teaching in which
content, instructional technology and
9

organisation. This process helps
organisational people so that quality
gets improve of the products.
 It is not self directed, it is provided by
mangers of the company by analysing
the employees performance and they
conduct training, learning and
motivational sessions for it.
 Mainly the employees focuses on
giving satisfaction to consumers and
manager's continuously look at the
techniques by which conflicts may get
reduced in a short period of time
because this may reduce goodwill and
brand image in front of outside world.
 With the help of organisational
learning, company can easily help
employees in enhancing their learning
skills and through this they can work
together as a team which can be taken
as a good step from company through
which it can enhance both profitability
and productivity.
pace learning bare based upon the
abilities and interest of each.
 It is self directed, work based process
leading to increased adaptive capacity
and it can be learn by observing
employees at work and getting involved
in daily activities.
 This type of learnings focusing on to
improvise skills and knowledge of
people of the organisations. For this,
manager organise training and
development programmes from time to
time and T&D sessions can be
conducted mostly in meetings.
 This can be helpful for individuals to
become more effective at workstation
where they can give good rivalry to
each other. Individual learning makes it
different from organisational, where
managers try to enhance learning skills
of every single employees through
looking at their skills and knowledge.
Deference between Training & Development
Training Development
 It is a process of equipping employees
in a specific organisation with specific
skills, competency and knowledge so
that they can handle various tasks.
 It is the process by which the company
equip employees with skills and
knowledge to the extent that they can
handle any job which can be offered by
10

 It is short term process.
 The main objective of this process to
make improvement in the work
performance of the employees.
the firm.
 It is long term process.
 The purpose this process to prepare
employees for future challenge.
Analysis of difference in between organisational and individual learning:
From above difference, it is being analysed that both organisational and individual
learning are much effective in nature which plays a crucial role in developing at Whirlpool.
Through this, many benefits can easily be gained right on time.
P4. Need for continuous learning and professional development
Learning needs in personal or professional life both (Berry, 2011). Today, all
organisations prescribed this for employees to make them able in their work as they need it to
develop their skills. This enhances their performance which helps business in increasing their
productivity. A person who is much qualified is likely to participate more in these activities.
Environmental targets in the UK, changes in technologies and organisations and trend towards
longer working lives are some basic aspects where need of learning activities are much essential.
To introduce these activities at workplace, organisations make collaboration with different
institutions and universities as it helps in retaining the talent of their employees. It also helps
them to keep employees well trained and up-to-date so that they can respond easily to changes in
market.
Continuous learning helps employees of a company in improving abilities, capabilities
and skills without any barriers. This type of learning skill can be gained by a person through
personal experience by working in a company for longer period. On the other hand, in context
with Professional Development, an individual can enhance knowledge through attaining
academic session only. Today in order to gain competitive advantage, companies are used to give
employment to professionals more. As knowledge of them aids firm in developing ideas through
which higher outcomes can be gained. Professionals in business help employers in resolving
problems on time. Therefore, in this regard Whirlpool Company needs to introduce both kinds of
learning program which helps management in driving sustainability in business. By introducing
more professionals in business, aid workers to work under them and develop their knowledge as
well.
11

Some more benefits of introducing continuous learning are: - Facilitates growth in employees: Through continuous learning, employees can gain
necessary skills and knowledge which lead them to give better performance in their
organisation. Business organisations are providing a wide range of opportunities to their
employees which enable them to gain growth. Competency leads to confidence: Increasing skills and knowledge bring confidence in
workers and makes them able to easily handle any difficult task of a company. It also
brings innovative ideas in them. Increased engagement: When employees get these training at their workplace, then it
motivates and engages them in work. They will understand better that role of them also
impacts on organisation (Costa and Anderson, 2011). Improve customer skills: Continuous training improves the knowledge of employees by
bringing competencies as well as making them able to interact with customers while
dealing with company's products and services. Customer service representatives increase
their abilities through these programs which help them to resolve issues with reducing
the number of return calls. These customer service programs include the way to
communicate with customers in understanding their needs through listening them
properly and providing response on each question in a positive way. Increased customer satisfaction and loyalty: Effective customer's service skills in an
employee bring loyalty. Employees who are properly trained helps organisations to
retain customers and improve profits as it costs less than to take a new one.
 Increased profit: After getting training programs, employees get all skills and
knowledge to make them able to provide the best results from them which is beneficial
for firms to increase profitability (Obiwuru and et. al., 2011).
Continuous learning provides various methods like internet, seminars, conferences,
workshops, effective training programs, etc. Through these methods, employees can easily learn
and interact with others. Whirlpool Company of the UK prescribed these learning in its
workplaces which make employees to perform in an effective way. This company uses these
programs in training their employees as it believes that to recruit a new employee is more costly
than to train the existing ones. It will develop a sense of trust in existing employees of Whirlpool
and keeps them engaged in work. Thus, this firm always tries to introduce personal and
12

professional development. On examining the need of continuous learning, it has calculated that
these activities bring sustainability in business of any organisation by investing more in
employees.
Kolb's experimental learning theory
This theory is given by David A. Kolb in 1984. It is a method where a person's skills and
job requirements can be assessed in same language that is ability can be measured. This theory
works on two levels, a four stage cycle of learning and four septate learning styles.
The learning cycle basically involves four stages such as concrete learning,reflective
observation, abstract conceptualization and active experimentation. In Whirlpool, the first stage
is cocreate learning, where the learner actively experiences an activity such as a lab session and
field work. Next is reflective observation, in it the learner consciously reflects back on that
experience. The third stage is abstract conceptualization, where the learner attempts to
conceptualize a theory or model of what is observed. Active experiments is the last stage in this,
the learner is trying to plan how to test a model and theory or plan for a forthcoming experience.
Kolb's learning styles are also divided in to four phases such as diverging, assimilating,
converging and accommodating. In Whirlpool, diverging style of individuals look things in a
different perspective. They prefer watching than doing and have strong imagination capacity.
Assimilating style individuals prefer good clear information and interested in concepts and
abstracts than in people. Converging style of learner solve problems and prefer technical tasks
and they experiments with new ideas. Accommodating individuals prefer to do things practically
and are attracted to new challenges and solve problems intuitively.
Honey & Mumford learning theory
This theory is given by Peter Honey and Alan Mumford. There are four learning
characteristics in it such as Activist, Theorist, Pragmatist and reflector. In Whirlpool, activist are
people who learn by doing and these types of people typically have an open mind or don't come
into situations with biases. Theorist learners are inherently theorists seek to understand the theory
behind the action and they appreciate as much background information as they can get.
Pragmatist don't like abstract concepts or games, they do experiment with theories, ideas and
techniques and take time to think that how they can relate them to the situations and reality.
Reflector learners are those who learn best by watching and thinking and they collect data ten
take the numerous experience.
13

TASK 4
P5. Analysing the contribution of high-performance working in employee engagement and
competitive advantages
High-performance working (HPW) creates a culture in an organisation which includes
transparency, trust and open communication for all workers at workplace (Levi, 2015).
According to UK Commission, “HPW is an approach in managing organisations with purpose to
stimulate involvement and commitment of employees which bring high-level of performance in
them”. It is also helpful in boosting the economic growth of a country. Practices involved in this
process are fallen into three categories such as high employee involvement, human resource
practices and reward and commitment practices.
HPW allows organisations to choose their types of practices according to needs,
strategies and objectives. Some practices of HPW are such as a localised structure and
reinforcement of self-management, regular communication with employees about changes in
organisation and marketplace, acknowledgement of hard work of employees, by providing
flexible working and by regular appraisals and taken their feedback.
Main purpose of HPW is to improve the business of an organisation through their people.
It is a major tool used by HR of a company to increase the productivity and performance.
Employee engagement means to create such type of workplace in an organisation where
they can work with their full-level of interest and gain experience through life long process
(Sessa and London, 2015). It is like a workplace approach where employee gives his best with
commitment to goals and values of organisation along with contribution in its success. It also
brings competitive advantages in a company.
Competitive advantages permit a company to produce its products and services at a lower
rate in a desired manner with high standard of quality. Its certain strengths generate high value
for organisations and their shareholders. Competitive advantages are like attributes of various
factors that include cost structure, branding, product's quality, distribution network, customer
service, etc. Comparative and differential advantages are the main types of it. Comparative
advantages generate an ability to produce goods at low cost (Performance Management -
Meaning, System and Process. 2016).
Whirlpool implemented HPW practices in its environment which is helpful in making its
strategies and policies effective for employees. HPW practices proves beneficial for this firm to
14

bring competitive advantages. It also provides many procedures to this firm in increasing
employee engagement so that productivity of workers can be increased. It includes: - Team building: It is considered as an important process of HPW by which employers of
Whirlpool can develop level of trust among workers. Under this procedure, managers can
evaluate skills and abilities of employees and assign them work in team accordingly. It
will help in building strong team. It also generate satisfaction level of workers and
encourage them to give high performances as well.
 Share duties: While working in team, aids employees to share their ideas with each other
and grab knowledge in a particular field. They can also share duties through which stress
level of them can be reduced.
TASK 4
P6 Evaluation of different approaches to performance management
Performance management includes those activities through which managers of an
organisation can ensure whether goals and objectives of business are consistently being met in an
effective order or not. It focuses on performance of an organisation, department, working of
employees and those process which build the product or services. It provides a proper working
environment for employees that enabled them to do their best. The system of performance
management includes following activities such as making employee recruitment plan for
developing a perfect job description and include recruitment process to select the most qualified
persons for further interviews. With the help of performance management, the manger of the
company can analyse the performance and skills by conducting interviews and meetings to get
information about the applicants that they are capable to help in the achieving organisational
goals and objectives. After conducting interviews, select most appropriate candidates and
provide them complete job description including salary, incentives, office timings, etc. all terms
and conditions of their employment and if necessary, provide effective training to them.
Employees and their performance are like backbone of an organisation (Borrego and et.
al., 2013). Management of an organisation use to measure performances of employees for
evaluating their contributions in achieving its growth in business. Factors involve in determining
employee productivity and their role in development of organisation are such as work profile,
working environment, compensation, systematic bonus, job satisfaction, policies, terms and
conditions of company and technologies.
15

Today, all organisations use performance management system to measure performances
of their employees including Whirlpool, as it is an important HRM practice. This firm uses some
approaches of performance management as described below: -
Illustration : Approaches of performance
management
Sources: Approaches of performance management
1. Comparative Approach: In this approach, management use to give ranks to all
employees depending on their performance and contribution towards achievement of
goals of a company. For Example- Whirlpool uses many techniques in this regard that
are force distribution, paired comparison, graphic scale, etc. by dividing its employees
on basis on basis of their performance like by giving First Rank to best performer,
second to average, Third to good and last Fourth for lower ones. This firm use effective
training programs for all levels to rise them on above positions by improving their
weaknesses. This approach help in HPW measure the performance of the employees
and provide training and motivational session to low performance employees so that
they can improve and enhance their skills and knowledge. By providing training and
development it improve their skills so that they can contribute in the growth of the
company.
2. Qualitative Approach: This approach is using to enhance customer's satisfaction by
improving skills of services in employees. It proves beneficial for employees and
organisations too in retaining their customers (Parjanen, 2012). For example-
Whirlpool use this approach to view the expert’s knowledge in creating business
16

performance for future. Opinion of these experts are based on result of outcomes and
sales performance of business. Therefore, it will help this firm in exploring more
innovative ideas by which sales performance can be improved. In HPW this approach
help to improve skills of employees to increase customer satisfaction and help in
increasing sale performance for business purpose. It is scientific method of observation
that is used by the management department of Whirlpool to gather numeric data
regarding consumers taste and preference towards products and service of the company.
With the help of it, the management department of the company gain understanding of
reasons and opinions regarding customers or their geographic location (Qualitative
Research Approach, 2019).
3. Behavioural Approach: It is an oldest technique for analysis employees' behaviour
patterns that separate them on basis of their effectiveness. Whirlpool use this system in
its recruitment and selection process. At the time of hiring a new candidate, managers
will look for behaviours during conversation with employees. This can be done using
BARS technique which contain series of vertical scales for dimensions of jobs based on
parameters and decided according to employees. Whirlpool doesn't use this technique
much as it consumes time. This approach help in HPW by providing various effective
training technology which help the company to improve its employees knowledge and
skills so that they can help in achieving the company's growth objectives.
4. Attributive Approach: In this approach, managers give rate to employees on basis of
their problem-solving skills, judgement, creativity, teamwork, communication and
innovation through graphic scale that varies from 1 to 5. For example: Whirlpool use
this approach in problem solving and motivating team to work hard in such case when
demand of customers is hiked. This approach help in HPW by improv9ing their skills
such as teamwork, creativity, problem solving and others. With the help this approach
the manger can solve the threats and problems which can occur in the company when
the employees perform a task for the company's goal.
5. Result Approach: This approach use by many organisations including Whirlpool also,
as it is easily to calculate performance of employees. It includes many techniques like
management of productivity, balanced scorecard, evaluation system etc. For an
instance- when management wants to convert strategies into operations to fulfil
17

demands of customers on time then they use this approach. This approach help in HPW
by evaluate the performance and productivity of the company and help in designing
strategies and techniques which are helpful for the organisation's growth.
CONCLUSION
On examining the above report, it has been concluded that for development of any
organisation it is necessary to provide training programs for all existing employees including the
new one. These programs involves continuous learning techniques to bring necessary skills in
employees and to make them able in completing any type of task in an organisation. These
programs bring confidence level in them as well as improves their performance. After
implementing these programs, management of companies use to measure their performance to
know how much they contributed in achievement of company’s goals through adopting various
approaches.
REFERENCES
Books and Journals
Berry, G. R., 2011. Enhancing effectiveness on virtual teams: Understanding why traditional
team skills are insufficient. The Journal of Business Communication (1973). 48(2).
pp.186-206.
Bolden and et. al., 2011. Exploring leadership: individual, organizational, and societal
perspectives. OUP Oxford.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and
leadership. John Wiley & Sons.
Borrego and et. al., 2013. Team effectiveness theory from industrial and organizational
psychology applied to engineering student project teams: A research review. Journal of
Engineering Education. 102(4). pp.472-512.
Carlström, E. D. and Ekman, I., 2012. Organisational culture and change: implementing
person-centred care. Journal of health organization and management. 26(2). pp.175-
191.
Costa, A. C. and Anderson, N., 2011. Measuring trust in teams: Development and validation
of a multifaceted measure of formative and reflective indicators of team trust. European
Journal of Work and Organizational Psychology. 20(1). pp.119-154.
Gibbs, G., 2013. Reflections on the changing nature of educational development.
International Journal for Academic Development. 18(1). pp.4-14.
Hirst 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.
Levi, D., 2015. Group dynamics for teams. Sage Publications.
18

Obiwuru and et. al., 2011. Effects of leadership style on organizational performance: A survey
of selected small-scale enterprises in Ikosi-Ketu council development area of Lagos
State, Nigeria. Australian journal of business and management research. 1(7). p.100.
Parjanen, S., 2012. Experiencing creativity in the organization: From individual creativity to
collective creativity. Interdisciplinary Journal of Information, Knowledge &
Management. 7.
Richter, and et. al., 2012. Creative self-efficacy and individual creativity in team contexts:
Cross-level interactions with team informational resources. Journal of Applied
Psychology. 97(6). p.1282.
Sessa, V. I. and London, M., 2015. Continuous learning in organizations: Individual, group,
and organizational perspectives. Psychology Press.
Warrick, D. D., 2011. The urgent need for skilled transformational leaders: Integrating
transformational leadership and organization development. Journal of leadership,
Accountability, and Ethics. 8(5). pp.11-26.
Online
Performance Management - Meaning, System and Process. 2016. [Online]. Available
through:<https://www.managementstudyguide.com/performance-management.htm>.
Qualitative Research Approach. 2019. [Online]. Available Through:
<https://www.statisticssolutions.com/qualitative-research-approach/>.
19