Organizational Development and Change

This assignment delves into the complexities of organizational development and change. It presents a range of case studies, theoretical frameworks, and research findings that highlight the importance of learning and adaptation in organizational settings. From Whirlpool's restructuring efforts to the application of lean approaches in agile software development, this assignment offers a nuanced understanding of how organizations can navigate crisis and competition. By examining the roles of HR professionals, knowledge management, and team diversity, students will gain insight into the dynamics that drive organizational change and growth.

UNIT 35 Developing
Individuals, Teams
And
Organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals...............................................................................................................1
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for the given job role..................2
LO2..................................................................................................................................................5
P3 Analyse the differences between organisational and individual learning, training and
development...........................................................................................................................5
P4 Analyse the need for continuous learning and professional development to drive suitable
business performance.............................................................................................................6
LO3..................................................................................................................................................7
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation..........................................7
LO4..................................................................................................................................................9
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high performance culture and commitment .......................9
CONCLUSION.............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Individual developing is a concept that person can identify their goals and also
determines their personal strengths and share personal development program with others. In
other hand team and organizational development define how can team developed goals in
organization and achieve different kinds of objectives (Cummings and Worley, 2014). The report
include about the Whirlpool performance management can provide effective communication
which can support high performance culture and commitment.
The report will also discuss about professional knowledge and skills that required in
organization and knowledge and behaviour which help to developing plan. The report will also
outline different between organisation and individual learning training and development or
continuous learning and professional development drives and employee’s engagement and
organisation approaches.
LO1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals
In HR professionals in Whirlpool help to understand, human resource takes many several
decisions which help to developed many processes. It defined how manager can take role in
professional knowledge. In Whirlpool HR have work to manage all kinds of restructuring which
according to company crisis. The managers in Whirlpool want to adopt many procedures which
is help to maintained decision making and also help to improve productivity (Boer and et.al.,
2017). Professional knowledge, skills and behaviour of Human resources directly impacts on
organizational working. Professional knowledge of defined in many ways which is discussed
below- Making growth- Human resource knowledge define in Whirlpool how can their
professional knowledge can make growth of the company and also have the knowledge
which operation help to determine improve company process and making growth Decision making- The decision making in HR professional help to understand the
decision which effects the company working and also effects on the process of company.
The professional knowledge of human resource helps to take decision in Whirlpool like
they take strategic decision which effects going to company restructuring and also focus
on productivity of company.
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 Improve productivity- The professional knowledge of managers helps to improve the
productivity and order to making innovation in Whirlpool and improve productivity. This
will help to making process in firm. According to company crisis the firm has to involve
restructuring and take several changes and the roles of HR profession in firm to take
several decisions and improving productivity as well as. Performance management- In the performance management HR professionals’ roles
define in Whirlpool how to manage different kinds of performance in firm. In cases of
crisis performance evaluation techniques of managers is the only approaches which helps
in controlling and monitoring performance of employee’s crisis the manager able to
improve performance of firm and also control all over functionality.Skills of human
resource in firm to managing employees working and also ensure firm activity. The
employee’s problems and their knowledge towards organizations. Credible Activists- In these skills helps to determine human resource have confidence in
their opinions and them what they say they will definitely do in their professional. These
skills help in Whirlpool because company crisis and they have to restructuring and HR
have skills to maintained all over process in firm. Capabilities Builders- The manager skills help to build organizational capabilities like
HR is only who can represent what firm has good and what they trying to develop in firm
this capability of human resource help to make innovation, of firm and customers focus,
efficiency and work ethic (O'leary, Mortensen and Woolley, 2011).
 Change Champion- In the company crisis the manger profession skills help in Whirlpool
to maintained internal changes like they have capacity for internal changes and its equal
to greater than pout side world. Human resource professions help to change processes at
the institution, departmental and individual levels.
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for the given job role
Personal skills audit identifies a good way for individual to identify strengths a need to
develop in healthy atmosphere. It mainly identifies the people who are greatly focused on their
career and ambitions manage. Personal skills can be auditing many kinds like look ahead to
future and know the gap, examine the present and get creative build plan. The personal skills
audit also identify the development plan which is defined who to each work done in appropriate
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time. The development plan mainly defines the training durations and activity which is held in
development plan. Personal skills audit mainly includes-
 Examine the peasant- The personal audit skills will help to identify all current skills,
knowledge ad competencies which is in company like technical, behavioural this will
also consider about the date and source of distinct competitive advantages for career
(Wang, Conboy and Cawley, 2012).
 Know the gap- This identify the current capabilities which help to set and the future
to determines what new knowledge, skills and competencies need to acquire.
 Get creative- This help to identify to develop activities which is identify priorities to
be addressed. In other hand the Whirlpool have to develop those creativities which is
help to improve the performance management and knowledge skills which also help
to take strategic decision in firm.
 Look ahead to the future- This personal audit skills refer to company future, like
how can Whirlpool help to maintained all kinds of future development
prepossessing involve like they have to improve future development and audit
skills which understand all kinds of legal priority in firm.
Skills Activities Improvement Skills
Time management  Training
 Meeting
 Conference
To improvement help
in firm to decide that
employees follows the
instructions which is
discussed in meeting
and conference.
Time management
Leadership  Training
 Recruitment
 Management
These skills help in
firm to improvement
in leadership in firm
like they have
knowledge to
maintained different
kinds of functionality
Leadership
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in business like they
have knowledge
approve all kinds of
takes which relates to
firm and businesses as
well as.
Decision making Meeting to consider
possible operations
For improvement
management can have
to improve skills to
take attractive
decisions and also take
knowledges for
decision-making.
2 times in week
Learning techniques  Books
 Journals
 Internet
This help to improve
external knowledge
and improve additional
knowledges about it.
One day in every week
Training for
development skills
 Take
conference and
meeting to
develop skills.
 Provide books
and more
details about
the
organizational
work.
For improvement
Whirlpool try to
discuss in meeting all
possible issues which
relates to the
organizational
restructuring and also
define how improve
performance of firm
Between 3 months
Emergency decision
making
Organize urgent
meeting and consider
possible issues
To consider company
crisis and order to
solve organizational
Situation base
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problems.
LO2
P3 Analyse the differences between organisational and individual learning, training and
development
Organisations and individual training are both different part of development. When
organisation can develop various part in business in other hand individual can only focus on
individually (Penuel and et.al., 2011). In accordance to Whirlpool have different kinds of
functionality in firm also have after the company crisis they have to decide some major
restructuring in firm and also use effective services and operations like high performance,
communication improvement etc. each of functionality handle all kinds of task which is
maintained by firm and as well as maintained by the individuals.
Apart from that individual learning training and development is focus son training that
individual take consideration the different between learners. This concept used in one-to-one
situations. This help in Organization to improve the restructuring individually. This will help in
to teaching development process in firm and also basis of learner’s ability and interest.
Differences between training and development
Basis Training Development
Knowledge and skills In training focus of manager of
Whirlpool is on setting aim and
objectives for managing
improvement in particular skills
of employees. It is conducted for
certain purpose and enhancing
employee knowledge.
In development focus of HR
manager of Whirlpool is on
conceptualizing facts of employee’s
job role. This is done to boost
learning and support growth of staff
within firm.
Involvement of
employees
In this task and performance is
based on numbers of workers
involved in training session of
Whirlpool. It is basically done for
managing improvement.
Development of employees in
organisation is focused on
mastering of task which helps the
employees in securing perfect
knowledge as per job role.
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Term It is for short term It is for long term
Motivation During training in Whirlpool
motivation is managed by trainer
At the time of development
motivation is of employees
P4 Analyse the need for continuous learning and professional development to drive suitable
business performance
Continuous learning defines the ability to continue develop and improve one's
knowledges and skills in order to perform effectively and adapt to changes in the organizations.
The continuous learning in professional development is help to understand the needs to improve
knowledges and also improve the working ability in organization (Podsakoff and et.al., 2014). In
the Whirlpool many things which cannot be considers in the firm and continuous learning help to
improve working ability in firm like management, performance and effective criteria of planning,
communication and also team work. The continuous learning also effects on term where the
people can have to managed all the firm related function which is not acceptable by each firm.
Apart from that need for continuous learning is defined the innovation in firm also
defined to improve productivity as well as customers retention is all process focus on the
continuous point which have to focus on the company style and company performance. In other
hand CPD may be requirement of professional body this process can help to reflect; review and
document learning and develop update professional knowledges and skills. This will help to
provide all over view of professional development (Strode and et.al., 2012).
Need of continuous learning and Development in Whirlpool
Continuous learning in professional’s development aim at improvement in skills which boost
professional development by focusing on increasing productivity in business likely organization
have need to improvement in their service and also make improvement in the firm. In this
Whirlpool have to take actions to improve the skills of employees and also define the roles of
professional. Professional development is required in each organization and each development
process handled by the human resource professions. Continuous development process is help to
maintained each and every organization skill and maintained productivity (Salanova and et.al.,
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2012). In this CPD helps Whirlpool to define how can professional development help in firm to
maintained all kinds of development process.
It is important for the firm to focus on continuous learning and development as it aims at
improving ability and management. Continuous development process also defines the to improve
firm ability individually like they have passion to compete all over performance in firm. In the
Whirlpool CPD help to understand the ability to define structuring in firm like firm have
knowledge to understand the all process and maintained the working ability. Each have tasked to
define strategic issues which the company consider to human resource and mention them.
Continuous learning and Development can be managed by implementing use of learning
models like Kolb’s learning cycle. In accordance with this learning style employee of Whirlpool
can focus on own growth, development and learning. In stage of Concrete Experience
employees can focus on learning from own job role which will helps them in developing
understanding over own position, work and role. In second stage that is Reflective Observation
employee can review own experience on the basis of performance and individual efforts. This
will help them in evaluating ned of learning and development while working. However, with the
help of this individual will be able to gain knowledge over own strength and weakness to manage
improvement when working with firm. In the third stage of Abstract conceptualization
employees can conclude own learning on the basis of reflective and experience. In this phase
person is able to derive growth ability of person while working with the firm. Understanding
over own self helps employees in participant is on organisation learning which helps them in
continuous learning and improving abilities. Thus, the last stage of learning cycle is about Active
Experimentations in which employees are able to implement learning from organisational. This
helps the individuals outlining own growth and derive the need of continuous learning and
development
LO3
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation
In high performance working contribute to employee’s engagement and competitive
advantage define how employees can performance their professional skills in Whirlpool they
have to identify some skills which is considered about the good work and life balance. In HPW
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contribute many things which improve employees working performance in firm (Denhardt,
Denhardt and Aristigueta, 2012). The HPW is had planned to implement each operation in firm
and also define strategic issues like they have to focus on the goal of the firm and realize
maintained in the firm working criteria. The employees' engagement has served advantages
which define them contribute in firm.
The main thing in firm employees' engagement, employees are the crucial part of the
organizational. According to the crisis in the company, Whirlpool have change to make
improvement and restructuring in the firm they have to decisioned to change major operations in
firm like they mainly consider about the firm decision-making, effective communication. High
performance. In the HPW employees has to contribute and take competitive advantages like they
try to innovation in firm and also improve productivity as well as (Nonaka and et.al., 2014). In
accordance to HPW competitive advantage today's competitive environments new and
innovation ways to manage human capital and increased productivity.
Employees engagement- in the employees' engagement many ways to explain employee’s
engagement in work and as well as organizations. The main thing in employees are engaged with
is to Handle firm productivity and also help to make objective and goal which also help to
understand what the goal and how to meet with this. All kinds employee’s engagement helps to
identify each performance of firm and also identify the knowledge about the firm. The different
kinds of people have performance to maintained all over working ad engaged with all the works.
On of h more definition of employee’s engagement is to manage all kinds of work. In the firm
many crucial parts are described by the firm and their ability to maintained each kinds of task.
In addition, employee’s engagement in HPW take several dimensions like innovation
high productivity and take advantage to supping product in high cost. All kind task in identify
impact of the HPW in firm. In the employees' engagement competitive advantage define
competition in firm like they have knowledge to manage all types of work and also maintained
the restructuring in firm (McGrath, 2012). In the Whirlpool according to the serve may
dimension can affects the company productivity but the humane HPW employees have quality to
maintained all kinds of effects in firm also maintained the each and every transaction which Is
defines the effects.
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LO4
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high performance culture and commitment
Performance management is function of HR where they engaged with some kind for
activity and make continuous progress. In this HR have work to improve their performance and
related to customers feedback and implementation of employee’s development programmes and
rewarding achievements. In the performance management also consider about the different
kinds of approach which define how to management and employees can improve their
knowledge and as well as performance (Cummings and Worley, 2014). The main activity in
performance management includes to achieve goals, manage development plan and also attempt
to focus on improvement of the organizations, department, process to build product or service
employees etc.
In the Whirlpool performance management help to maintained restructuring of company
and also define to maintained all over take in firm like innovation in product development plan
and also consider about the effective communication and also have knowledge about how to
improve knowledge in firm. In other hand performance management have five approaches
which is defined how they approach can affects the organizations' activity which is discussed
below-
 Establish goal- These approaches include the Whirlpool have to established goals and
also accept the employees are engaged to done all work which is help to improve work.
The goals can be classified many ways and also achieve in any situation. This
establishment help to employees to having benefits in those are professional and
personal. For example, Whirlpool must set goals and encourage employees to make them
engage in accomplishing their task effectively to achieve goals.
 Develop plan- These approaches help to identify the plan which help for to improve their
performance. For example, whirlpool establish plan to all process has to implement in
restructuring mode and also maintained all kinds of process in firm, whirlpool have taken
effective operation which is defined the single term in functions (Conboy and et.al.,
2011). Development plan need long term not short term is help to manage all kinds of
work and also accept the functionality which is identified the key performance in firm.
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 Act- In these approaches act is determined as the action can be accomplished by the goals
and also identify the approaches in firm. Take action is most important approach in firm
which is easily got the point firm like employees are working in many organizations they
have to accept the functionality of firm and have to various action which is help for
improving performance in firm. For example, Whirlpool manager must take necessary
actions to recognise approaches in the company.
 Assess performance- in these approaches employees get food back and able to fix it. it
can be come with different kinds of outcome like employed work rejection customers
complains etc. (O'leary, Mortensen and Woolley, 2011). For example, Whirlpool access
employees performances efficiently which in turn helps them to solve customer
complaints easily.
 Provide rewards- some time organization also give rewards to those employees who has
effective work in organization and also have working capabilities. For example,
Whirlpool company offer rewards to their workers in order to motivate them to achieve
goals of the organisation.
Approach Advantage Disadvantage
360 degree appraisal  Enhanced awareness of
competencies.
 As feedback is
collected from varied
sources, it is more
valid.
 Over dependency on
technology.
 Too much bureaucracy.
Ranking  Improves productivity
 Fast identification of
top employees.
 Poor morale & high
turnover.
CONCLUSION
In this above report, the report concluded about the individual development is identified
the improving self-work and also manage functionality self and that effects also going to
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themselves. In other hand organisational and team development conclude the process which
covered all over area in firm and also changes the functionality and that impact going to all over
process in company. The report also concluded about the Whirlpool has to change the
restructuring in their organizational because of company crisis. The report also concludes about
the professional knowledge, skills and behavioural of HR and personal skills and development
plan or different between learning and organizational and individual learning training and
development and needs of CPD in professional development and HPW contribute to take
competitive advantage and approaches of professional development.
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REFERENCES
Books and Journals
Boer, H., and et.al., 2017. CI Changes from Suggestion Box to Organisational Learning:
Continuous Improvement in Europe and Australia: Continuous Improvement in
Europe and Australia. Routledge.
Conboy, K., and et.al., 2011. People over process: key people challenges in agile development.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Denhardt, R.B., Denhardt, J.V. and Aristigueta, M.P., 2012. Managing human behavior in public
and nonprofit organizations. Sage Publications.
McGrath, M.E., 2012. Setting the PACE in product development. Routledge.
Nonaka, I., and et.al., 2014. Dynamic fractal organizations for promoting knowledge-based
transformation–A new paradigm for organizational theory. European Management
Journal. 32(1). pp.137-146.
O'leary, M.B., Mortensen, M. and Woolley, A.W., 2011. Multiple team membership: A
theoretical model of its effects on productivity and learning for individuals and
teams. Academy of Management Review. 36(3). pp.461-478.
Penuel, W.R. And et.al., 2011. Organizing research and development at the intersection of
learning, implementation, and design. Educational researcher. 40(7).pp.331-337.
Podsakoff, N.P., and et.al., 2014. Consequences of unit‐level organizational citizenship
behaviors: A review and recommendations for future research. Journal of
Organizational Behavior.35(S1).
Salanova, M., and et.al., 2012. We need a hero! Toward a validation of the healthy and resilient
organization (HERO) model. Group & Organization Management, 37(6), pp.785-822.
Shin, S.J., and et.al., 2012. Cognitive team diversity and individual team member creativity: A
cross-level interaction. Academy of Management Journal. 55(1). pp.197-212.
Strode, D.E., and et.al., 2012. Coordination in co-located agile software development
projects. Journal of Systems and Software. 85(6). pp.1222-1238.
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.
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