Organizational Learning and Development

This assignment focuses on the concept of organizational learning and development. It requires an analysis of various theoretical frameworks, such as those proposed by Fiol & Lyles, March, and Schein, which explain how organizations acquire, share, and apply knowledge. The discussion also encompasses practical aspects like assessing organizational capabilities (Maier et al.), implementing training programs (Salas et al.), and fostering a culture of learning (Senge). The assignment draws upon relevant scholarly publications and online resources to provide a comprehensive understanding of organizational learning principles.

LEARNING, MANAGEMENT AND
ORGANISATIONAL DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
Overview of the Company..........................................................................................................1
Organization Development.........................................................................................................1
Analyses the need for effective organizational development in enhancing competence............1
Significant of utilizing Appropriate strategies, Methods and approaches to leadership and
management development in meeting current and future organizational needs.........................4
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Learning, Management and Organizational Developments are the main function of the
human resource division. The various modification is done with the help of proper organisation
development and effective management. The report talks about the Cadbury one of the leading
confectionery brand in the world. The culture is the important aspect which can be change with
the help of organisation development and management but the main aim is to increase the
Cadbury productivity by improving Information and Technology within Cadbury. Further, the
analyses the requirement for effective organisational development in increasing competences and
importance of use correct strategies, methods and approaches to leadership and management
development in meeting current and future Cadbury requirements.
Overview of the Company
Cadbury is the largest company founded in the year 1824 Birmingham, UK and operates
50 nation worldwide. The Cadbury deals in the various products such as Halloween, chocolates
ice cream and Biscuits. Cadbury is popular for its chocolates which help to became better brand
overnight. The main strength of the Cadbury is their employees and contribution is the various
areas to increase productivity and profits that can be done when the Cadbury have proper
structure and Technologies use for the process of production.
Organisation Development
It is an appropriate system and action techniques to enhance the effectiveness of the
Cadbury. It constructs to resolve issues which are adversely impact on the organisation overall
productivity. The various objectives of organisation development such as follows:
 To enhance company performance as measured by profitability, market share, invention.
 Develop the organisation environment to implement the better modifications.
 To solve the Cadbury issues which affect the culture of the Cadbury.
In order to sustain in competitive environment the management of Cadbury's implement
specific strategies and plans. Management believes in providing quality products to their target
customers at optimum prices. The strategy is unique which helps in providing competitive
advantage to the organisation. The chocolate confectionery firm Cadbury limited incorporate
within a well-defined sector and has really undergone significant transformation (Child and
Smith, 2017: p. 567).
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Methods of training
The training of employees would be playing very important role on their overall
development as the business are changing on very rapid bases so there are chances of new
techniques and business policies. Due to this alignment Cadbury is implementing various
training programs over various time like that of result focus training method. Under this method
5 day training would be given to managers so that they are been able to understand the goals and
objective of business (Cadbury Human Resources Management, 2018). Other than this they
would be able to implement working better together letting managers to work in team sprite so
that all sort of cultural difference could be wiped out.
Induction package
In order to clearly design the better program related to training and development program
including job description, selection and performance process and then including induction as
well.
Development styles
This is related to personal improvement that of employees are especially mangers with
the help of better training and development process. PMS system could be best suited and
Cadbury is also implementing this only so that success of organisation is included. Under this
training is also included like that of in class lectures, question and answer session which all could
be like that of development styles.
Leadership model
Cadbury is using democratic model of leadership among all others which is helping all
staff members to work together as on team (The Management Style at Cadbury Essay, 2018). In
this all managers need to listen to all other staff members and taking their suggestions and ideas
as well.
Strength and weakness
The most prominent strength of this type of leadership model would be that it is
considering ideas and suggestions of all employees in decision making process. While weakness
could be that it is not required that after taking consult of all others decision could be correct and
up to the mark and thus causing mismanagement as well.
Conclusion and recommendation
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This type of leadership, development styles and training methods that are used should be
considered by Cadbury so that they are been able to achieve their goal and target of company.
Learning and development team plays an important role in leading Cadbury modification
by encourage a learning culture (Leonard-Barton, 2015). It is important task for human resource
management which focus on effective development with the implementation of different
practices and system to improve the competence.
Analyses the need for effective organizational development in enhancing competence
The requirement for effective organizational development in increasing competence
which assist in improving various factor for change in the company. The various requirement to
improve organisation in consistency involvement in the organisation development commit to
consistency enhancing Cadbury and offering. The organisation development creates a continuous
process of transformation whereby the plan of action, implementation and evaluation which will
help to bring the several internal and external changes (Nelson, 2015). Increase communication
is another requirement of effective organisation development with the key advantages such as
review and interaction within the company. The aim of improving communication is to connect
all worker for sharing Cadbury objectives and values. It also assists in the employee
development in terms of increasing their productivity and maintains the healthy relation among
worker with appropriate communications. The development of employee required to competent
with the modification implement by industry and market (Dunkerley and Salaman, 2013).
Enhancement in products and services which will assist in the organisation development
with the innovation and generating new ideas. But the innovation achieves when the company
will focus on its employee development through rewards and motivate by providing recognition.
The employee engagement leads to increase their creativity and ability to accomplish the various
task. Organisation development increases the innovation in products by utilising competitor
position in the market and research development team to know the customer preference. The last
benefits of organisation development are to increase the productivity which impacts the top line
in various manner (Senge and Guman, 2017). If the Cadbury is able to increase productivity with
the proper innovation raise the Cadbury profits. The organisation development connect
objectives and concentration on improvement, goods and service quality and increasing
satisfaction level of employees. The culture will move to one of continuous development to the
organisation by providing effective benefits in the competitive market place.
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The Kotler 8 step of changes management will help to understand and analysis the need
for better organisation development which increase the competence of then Cadbury by Creating
an Urgency in which will help to find out the threat and develop the scenarios showing the
situation which might be face in the upcoming period. The Opportunities which could be
expanded for effective outcomes for more development of Cadbury. It is important for the
organisation to discus with the employees for a certain issues and make understand on various
changes have been made by the Cadbury. It can be culture and leadership role issues arise in the
Cadbury as well the deceasing the process of production. The Cadbury need to request for
support from its stakeholder and key people from the industry to bring strong discussions. The
next step suggests that it required to form a powerful coalition to convince the employees for the
necessary changes made by organisations.
The important leader of the Cadbury is Glenn Caton category vice president for
Mondelez Francesco who has high experiences in various category of the marketing
responsibilities in Mondelez. These are the people give their best to make more development in
the organisations. But it required building a team or proper organisation structure for
modification alignment from all the department such as Human resource, marketing, Information
Technology, production and operations. The next step for need can be analysis by creating vision
for organisation developments which can be done with the help of determine the value that is
main part for modification. It will be based on the development of information and technology
utilised in the effective process of production and internal communication in the organisations.
But the proper strategy need to implement for fulfilled such vision.
The next step is the communicating the vision set up by the Cadbury for effective
development in terms of change vision and compete with the employees by concerning about
their issues with open mind set. The Cadbury vision for effective organisation development
vision needs to apply by adopting proper techniques from the training to performance reviews.
Once the Cadbury had set their vision, the next step is to remove obstacles from the organisation
are the main aim of the organisation development. The issues arise in the organisations which
required to remove for effective outcomes and achieving objectives of the Cadbury. For that
Cadbury need to identify its weakness in recruitment, transformational leader who can assist in
the implementing various development in the Cadburys. The structure of the Cadbury is not
appropriate which required to modify for the various changes, the job description, compensation
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management of the organisations to ensure they were in the path set of its vision. The
organisation will reward the employee for making development changes successfully (Fiol, and
Lyles, 2014: p. 810). The employee which are resisting the modification and assist them look at
for requirement. The better action need to take against various barrier cause due to less
organisation development strategies focus by Cadbury. Further, the next step is creating short
term wins which can be achieve with the help of effective organisation development team will
look at the assured rapid projects that Cadburys can implement without any assistance from any
major critics of the modifications. The Cadbury should avoid the early targets which are costly.
It is important for the organisation to proper justify the investment of each projects for
organisation development. The potential consequences of target in terms of positive and
negative. If the Cadburys is not able to achieve the objective as per the plan that will affect
organisation development procedure of the company. The credit should be given to those who
stand with the Cadbury to meet its objectives.
Further, the next step for effective build on the change, as per the Kotter argues that
various development project might failed due to victory is declared too early. The long term
goals can be achieve only when the organisation focus on the changes required to achieve for
long term. So that Cadbury need to analysis for Cadbury corrective measures which are
implement for the development and reaming improvement. Set the objective to continue building
on the strength that can be achieved (Salas, Tannenbaum and Smith-Jentsch, 2012: p. 85). The
next step is Anchor the changes in corporate culture which is the main aim of organisational
development. The company culture will give effective environment implement by the key leader
and employee of the organisations. In this Cadbury can talks about the improvement in each and
every step of its development process. Include the changes ideal and values when recruitment
and training of new employees (Schein, 2016: p. 9). Privately recognise key groups of Cadbury
original changes in organisations and make sure the rest of the employees that can be new and
old contribution required to remember. Lastly, the Cadbury need to create the plan of action in
terms of succession planning of key leader of potions when they move from the organisations. It
will assist in consistency organisational development to increases its competence.
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Significant of utilising appropriate strategies, Methods and approaches to leadership and
management development in meeting current and future organisational needs.
For the effective development of the organizations it is the most important to utilise
appropriate strategies, methods and approaches to leadership and management development in
meeting recent and future organisational requirement in better manner. It important for the
organisation to management its performance in with the use of various approaches which
required to set up an objective as per the demand of the Cadburys for current and future. The
certain principle of strategic leadership which involve old tradition but it gives effective
approaches to decision making, transparency and implementing new idea (Wang, Conboy and
Cawley, 2012). Distribute responsibility is main importance for the strategic leader to increase
their potential with practices and this will be done with the help of fair compensation of
autonomy. The top leader must push pressure down, across the Cadbury, empowering individual
at each and every level for certain decision making.
The distribution of roles and responsibility provides potential strategic leader the chance
to see what can be outcomes when the decision will be implemented. It will increase the
collective intelligence, adaptability and resilience of the Cadbury overtime, by harnessing the
structure of the Cadbury. In the Cadbury various operation process could effective when the
leader will take the certain decision on the basis of the requirement of the organisations which
can be the part of the development of employee as well company. On the other hand leader must
honest and open about the information in which the management hierarchy will help to take
decision as per the situation of the organisation (Weisbord, 2015). The importance of various
approaches and methods will help to assist in the organisations. In current time Cadbury required
to focus on the customer and which can be possible with the help advertisement, public relation.
The certain approaches of the leadership will play an important role in the organisation in term
historical approach, classical approach and contemporary approach. The trait theory of the
leadership will give the abilities to finds out qualities which will assist in leading with the other
and together these shows as a unique leadership style. The transaction approach is another aspect
in which the leader who treats leadership as matter of motivation and commitment, inspiring the
employee who are working under them.
The leader who are not effective in the organisation which cannot contribute for the
development and growth of the Cadburys (Schmidt, 2016). But for the organisation like Cadbury
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it requires the laissez- fair leader who will allow others to give various suggestion for the
development and management for meeting the current and future needs. While management need
to focus on the technology utilisation in the organisation which will help to get an effective
development. The interpersonal communications in the organisation need to develop by
formulating the different policies for the employees which they feel better to perform effective
development. There are various leadership approaches that are used by different organization,
but it is essential for the Cadbury that to implement effective leadership approach that can help
the Cadbury in accomplishing its objectives soon. Situation leadership approach is considered as
one of the effective approach. Those assist the leaders of Cadbury in identifying situations and
accordingly change their behaviour. That is considered as one of the most effective method
through which individual can make the people aware with the necessary of changes in each
situation (Maier, Moultrie and Clarkson, 2012: p. 140). Leaders are responsible to lead team
members. Selection of appropriate leadership style and methods helps the leaders in delegating
responsible effectively as per the skills and ability of employees. By this way workers can be
able to perform their duties well. Employee leadership plays significant role in the Cadbury unit.
Leaders of Cadbury always concentrate on developing healthy relationship with the staff
members by implementing participative leadership approach. This is beneficial in minimizing
conflict situation in the workplace and raising confidence of the workers. Participative leadership
supports the leaders in retaining skilled labour in the workplace for longer duration. By this way
entity become able to meet with the organizational goal soon.
A sometimes leader of the cited Cadbury has to adopt autocratic leadership approach. It is
essential when company has to make the environment in such manner where all employees
follow rules and regulation strictly. This is essential method that enhances professionalism in the
workplace and people perform their duties well. It minimizes chances of occurring errors in the
workplace (Armstrong, Kotler and Brenna, 2015). By this way corporation become able to
enhance its revenues and can be able to increase satisfaction level of consumers by providing
them high quality products and services. An approach to leadership and management
development supports the Cadbury management in identifying strength and weakness of
employees. By this way they can organize training programs for the workers so that their skills
can be developed. This increases confidence of the persons and make them able to perform their
studies more effectively. As one of the main agenda of Cadbury is to increase satisfaction level
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of consumers and expand its Cadbury across the world. For that entity continuous try to raise
abilities of its staff members so that productivity and efficiency of the Cadbury unit can be
improved. This helps the Cadbury in meeting with the current and future needs (Grundei and
Zaumseil, 2012). This helps the corporation in attracting new buyers and retaining them in the
workplace for longer duration by providing them satisfactory services. Selection of appropriate
leadership and management styles has enhanced satisfaction level of its workers and they are
dealing with the clients well. This strategy of the company and leaderships style has supported
the Cadbury in becoming the global brand. Now people gives positive reviews about products of
Cadbury and this influences others as well to experience its products and service. This helps the
Cadbury in accomplishing its current and future goal.
The management of the Cadbury can be develop easily when the when Cadbury use the
organisation development to solve the current issues which are the more critical in the
organisations. These approaches such as dysfunction analysis which will help to sort of
assessment to carry out in terms of checking individual behaviour stability and some disorder
due to any issues have been arisen in the organisations for that management need to analysis
(Fiol and Lyles, 2014). The mentoring is a personal development relationship in which the more
effective development can be takes place by improving their weakness into the strength. This
process will assist in various development of employee’s performance in the organisation it is the
most important aspect for the Cadbury to give proper guidance on the certain improvement
implemented in the Cadbury (March, 2015). Coaching provide to the employees to develop skill
and make them competent for various task which required high potential to perform in the
organisation but normally coaching will be given by the experience person of the organisation
who can share their learning to the individual need to perform the same position in the
organisations. Job rotation of certain employees will help to meet the current need of the
organisation which is important aspect in terms of filling that position which required the more
trustworthy employees. These methods will assign trainee to different jobs and division for a
certain period. The professional development is the aspect which will help meet the current and
future need of the Cadbury. The different approaches of the organisation development in terms
of consulting. Communities of practices, study on the recent changes, and mentoring, technical
help to the employees for more effective performance will help to meet the current and future
need (Armstrong, Kotler, Harker and Brennan, 2015). The system of collecting feedback from
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the stakeholder will help to make develop the management to take certain decision which is
important for the organisation. The review not only assist for the current requirement and future
but the error in various process will be determine easily by true and fair feedback given by the
employees and other stakeholder who are associated with the organisations. The succession
planning in the organisation need to adopted by the management to fill the vacant of an
important leader in the organisation who is not able to give there services in future but currently
they are the prominent employee and decision maker to focus on certain requirement for the
recent as well future.
CONCLUSION
From the report Learning, Management and Organizational Developments it can be easily
concluded that the Learning and development team plays an important role in leading Cadbury
modification by encourage a learning culture. The Kotter 8 steps of changes management will
make effective organisation developments which increase the competence in the Cadbury by
Creating an Urgency in which will help to find out the threat and develop the scenarios showing
the situation which might be face in the upcoming period. Therefore, in current time Cadbury
required to focus on the customer and which can be possible with the help advertisement, public
relation. The certain approaches of the leadership will play an important role in the organisation
in term historical approach, classical approach and contemporary approach. The trait theory of
the leadership will give the abilities to finds out qualities in the employees for effective
management development.
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REFERENCES
Books and Journal
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Education.
Child, J. and Smith, C., 2017. The Context and Process of Organizational transformation‐
Cadbury limited in its Sector. Journal of Management Studies. 24(6). pp.565-593.
Dunkerley, D. and Salaman, G. eds., 2013. The international yearbook of organization studies.
Routledge.
Fiol, C.M. and Lyles, M.A., 2014. Organizational learning. Academy of management
review. 10(4). pp.803-813.
Grundei, J. and Zaumseil, P. eds., 2012. Der Aufsichtsrat im System der Corporate Governance:
Betriebswirtschaftliche und juristische Perspektiven. Springer-Verlag.
Leonard-Barton, D., 2015. Wellsprings of knowledge: Building and sustaining the sources of
innovation.
Maier, A.M., Moultrie, J. and Clarkson, P.J., 2012. Assessing organizational capabilities:
reviewing and guiding the development of maturity grids. IEEE Transactions on
Engineering Management. 59(1). pp.138-159.
March, J.G., 2015. The pursuit of organizational intelligence: Decisions and learning in
organizations. Blackwell Publishers, Inc..
Nelson, P., 2015. The World Bank and non-governmental organizations: the limits of apolitical
development. Springer.
Salas, E., Tannenbaum, S.I., and Smith-Jentsch, K.A., 2012. The science of training and
development in organizations: What matters in practice. Psychological science in the
public interest. 13(2). pp.74-101.
Schein, E.H., 2016. Three cultures of management: The key to organizational learning. Sloan
management review. 38(1). p.9.
Schmidt, C., 2016. Discussion. In Agile Software Development Teams (pp. 115-124). Springer,
Cham.
Senge, P., and Guman, E.C., 2017. The dance of change: The challenges to sustaining
momentum in learning organizations.
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Wang, X., Conboy, K. and Cawley, O., 2012. “Leagile” software development: An experience
report analysis of the application of lean approaches in agile software
development. Journal of Systems and Software. 85(6). pp.1287-1299.
Weisbord, M.R., 2015. Productive workplaces: Organizing and managing for dignity, meaning
Online:
Cadbury Human Resources Management. 2018. Accessed through:
<https://www.ukessays.com/essays/management/cadburys-approach-to-managing-human-
resources-management-essay.php>.
The Management Style at Cadbury Essay. 2018. Accessed through:
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