University of Northampton: Enterprise & Opportunity - Journal Report

This report is a personal reflective journal focusing on key concepts from the Enterprise & Opportunity module, including teamwork, contextualization, and personal development. It examines successful teamwork examples, applying Belbin's team role theory and Tuckman's team development model. The report further explores the significance of contextualization in human resource management, highlighting how motivational theories can be implemented to enhance employee performance. Additionally, it touches upon personal development planning and skills audits, culminating in a comprehensive overview of enterprise development and strategic management principles. The journal also includes reflections on innovation, creativity, finance, growth options, value chain, and exit strategies.

Enterprise and
Opportunity

Table of Contents
INTRODUCTION...........................................................................................................................1
Main Body.......................................................................................................................................1
Teamwork........................................................................................................................................1
Tuckman Model..........................................................................................................................3
Development...............................................................................................................................7
Kolb's learning cycle...................................................................................................................8
Honey and Mumford learning style............................................................................................8
Skill audit....................................................................................................................................9
Personal development plan (PDP)............................................................................................10
CONCLUSION..............................................................................................................................10
References:.....................................................................................................................................12

INTRODUCTION
Enterprise are the business organisations developed for the commercial purpose and also
to collaborate effective business framework. Individuals and entrepreneurs make efforts
willingly to set up a new enterprise for increasing the growth and production (Llanos, Yáñez-
Valdés and Baier-Fuentes, 2020). The enterprise is the successful business that survive the
competitive business environment by effectively meeting the opportunities of meeting customer
demands and increasing the profitability. The effective framework and management of an
enterprise provide a good opportunity to the enterprise to carry advancement for future growth.
The two terms enterprise and opportunity are used together as both the terms draw and effective
culture of how an business is require to be manage in order to gain the opportunity related to
growth and productivity in all the sectors of the business. Enterprise always search for the
opportunity that help in achieving the commercial objectives. For the effective grasping of an
opportunity enterprises develop and require proper strategies and strategic plans such as
development plan, team work, communication etc. teamwork is the common and complex term
used in the concept of the enterprise as to complete the task and to meet business objectives
teamwork method is adopted. Team working is the process in which individuals of the enterprise
work collaboratively with each other in a group to achieve the task and goals. This method
provide an opportunity to complete task before time and also to increase the level of production
and make the work more advanced and skilled. Communication also helps an enterprise in
creating flexible and friendly working environment and also in analysing the issues among the
people for the better working conditions. The present report will briefly discuss about the
successful teamwork by applying suitable theories and frameworks. Further, significance of
contextualisation and its importance in managing the business is discussed in the report. The
report will also contain personal development plan and skills audit.
Main Body
Teamwork
Teamwork is the method of working in which in an enterprise for the particular task or
project a group of people are assigned for that particular work as a team in order to achieve and
operate that task with different skill set and with more management and all require to focus on
aim of advancement of enterprise (Durmanov and et. al., 2019). Basically, the team work is the
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group activity where the different people of different skills work together for common goals to
achieve. Teamwork is a effective working style yet complex as its requires the corporation of
individuals in implementing their personal skills and also analysing the progress thereby giving
constructive feedbacks for improvement without any conflicts in between. It is a unselfish effort
given by people of enterprise working collectively for achieving a common goal by their
collaborative skills. This methods always provide a positive influence on the individual
behaviour towards the organisation thereby create a positive working environment. Thus through
this activity individuals also learn peer to peer support that aids the individuals strengths and
enhance the performance of the teams for the enterprise.
Example of successful teamwork
Successful teamwork is the one that helps to build a strong, motivated team members. In
a successful team the members are divided with equal responsibility and also there is versatile
behaviour in terms of work division and everyone equally participates in the teamwork (Liao,
2018). The successful team helps to generate the creativity and productivity in the organisation.
Belbin team role theory
According to the Belbin, the teams of the enterprise must be developed with the
employees that have similar skills, style and behaviour. Because by this there can be effective
team balance and also business will grow with the help of team role. The nine team roles of
Belbin for managing the team of an enterprise are discussed underneath:
The monitor evaluator: these people of the team monitor the work, performance of other
members, progress of work and other elements of the task and after analysing they involve
themselves in the decision making. They are important for the rational and biased free decisions.
The Specialist: these are the team members that are experts of specific field as they have in
depth knowledge of that area such as technical knowledge. These people are asset to the team as
they help the team members with their unique knowledge and skills.
The plant: these members are the free thinkers and work on generating new innovative ideas.
They act as loner as they are involved in creative thinking and solving the problems if the team
in unique manner for the progress and growth (Gonchar, Filipishyn and Shcherbina, 2017).
The Shaper: As per there name they actions are also to shape the work according to the expected
results. Therefore they motivate the employees to perform to their best level. They also develop
strategies to align the work and also to enjoy the challenges.
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The implementer: These members are highly organised and has tendency to provide the
structure to the work. They also implement crash and fresh ideas of the other members into the
project with proper self control and discipline. They are the catalyst of the enterprise team as
they maintain flow of work as per the plan.
The finisher: these members are the completer's as they are perfectionists and has a aim to finish
the task with accuracy and by keeping in mind every minute details. They are in team to check
high quality work is delivered.
The coordinator: These are the experienced and skilled members that coordinate other new
comers and guide them in the project (Talim, 2019). They are assigned in team to facilitate the
communication and to manage the work in proper order to achieve goals.
The team worker: the team worker are the collaborative personality with good listening abilities
and also are the easy adapter of change and functions of team. These members are supportive to
other members and try to maintain harmony and conflict free environment in team.
The resource investigator: these team members are with the outstanding networking skills and
also are highly enthusiastic people. These members are always chosen for the new projects, new
opportunities and new research because of their exceptional personality and focus to provide best
research.
Tuckman Model
The Tuckman theory is the team development theory developed by the Bruce Tuckman in 1965.
the theory is useful in providing the effective team and focus on the tactics by which tea can be
managed and also by which proper ideas can be implemented in order to resolve and mitigate
team working challenges. The Tuckman theory consist of the 5 stages that focus on tackling the
team in order to complete the task assigned to the team (Golob and et. al., 2020). This theory is
basically relevant to the team building and plays the vital part in the building the supportive and
highly functional team. The theory has 5 stages by which the work of an individual can be
framed and explained effectively:
Forming stage: the first stage in which team are formed and introduced to everyone. In this
stage the team members act friendly, polite and peasant to everyone. Also at this stage the team
is excited to start new task and also to understand and know about each other. At this stage the
team is not aware of the purpose of the team goals, role and responsibilities of them in team and
only purpose of this stage is to understand each other. At this stage the team members seemed to
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be more curious, excited and anxious in order to get to know about the direction for the team.
This is the assembling stage where the team members and resources required for the team
development are allocated together (Banasiewicz, 2017). This stage is the time taking process as
the the leaders give enough time to people of the team to make bonds and relations in order to
make conflict free supportive team. Hence, at this stage all the members work independently as
don't have much knowledge and information about each other.
Storming stage: the stage in which the members are clear of their roles and members are start to
push from their comfort level. As the name of this stage storming therefore in this stage the
members face friction and conflict between each other as they are know each others characters
and behaviour well at this point. At this stage the leaders of team face challenges in their
management style as now the mission is to resolve their conflict in order to make the team
productive. In this stage the team members lack in progress. In the storming stage the team are
now aware of reality and their initial excited and warm felling each other worn off into the clash,
frustration and stress. The members of the team disagree over others voice and raise voice for the
decisions. Some leaders prefer there members to experience these conflicts as they convert them
into productive conflicts and consider it as the normal phenomenon.
Norming stage: the stage where the conflicts and clashes of the team members are resolved and
people start to appreciate each other works and strengths. This stage is the productive stage
where the all the members work collaboratively with each other to meet the task deadlines and
also to attain the high quality performance (Aulia and Siswanto, 2018). In this stage the team
members work and act as the cohesive unit. Basically at this stage the members of the team start
to work as single unit, discuss some ground rules, clarify their roles and set the direction for the
completion of the task.
Performing stage: the fourth stage in which members of the team focus on the performance and
productivity in the team and also as an individual. This stage defines the success rate of the team
as the members are confident, familiar, focused and motivated which is enough and essential for
the successful completion of the task. At this stage the members requires no leadership or
supervision. At this stage the members work with high speed and align their vision and efforts in
the completion of the task. At this stage the effective team with their hard work and structured
process is likely to accomplish the objectively effectively.
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Adjourning: the completion stage in which the team members are permanently disbanded and
people are redeployed. The team members feel sad as till this stage they are closely connected in
an relationship with the other members. Therefore, this stage is the difficult time for the team as
goals of the team are achieved and now they are required to be separated.
Contextualisation
The human resource management is the management approach which helps to handle the
employees and employees related activities in the organisation in order to provide them job
satisfaction and also to keep them motivated to enhance their performance (Zhang and Yang,
2019). The HR manager of the organisation implement several strategies to manage, recruit,
direct, train and appraise the employees in order to implement the effective organisational culture
for the employees. Human resource of the lifeblood therefore the effective management of the
human resource the is the key activity of the company.
Contextualisation is the concept in which the real incident or scenario is being
interlinked with the general theories or the working principles and models. For example the
motivational theory has a aim of driving the person towards the work and also to maintain them
focused and oriented towards the goals and objectives. In the workspace or the organisation
working environment implementation of effective motivational theory to motivate and encourage
the employees for better performance (Abdullah and et. al., 2018). When employees are timely
motivated through factors like rewards, promotions, appraisals and other beneficiary things they
show better performance and outcomes and also they feel satisfied and confident in working in
the company. There are several motivational theories that speak about the reward system as they
are the best way to encourage employees in order to enhance the growth of the company. Some
theories speaks about the satisfaction of self esteem and essentials needs in order to keep the
employee motivates and satisfied in the working environment. HRM has the duty to analyse the
employees performance and grant them with timely appraisals and rewards, incentives to keep
them motivated to work with more potential future also. This helps to bring the positive attitude
in employees for the company and also by this organisations retain the employees.
Hertzberg two factor theory
As per this theory, there are the two factors that organisation should focus and adjust in order to
build motivation in working space. The two factors of the this theory are discussed below:
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Hygiene factors: these factors don't encourage or influence employees to work harder
but in-existence of these factors can lead to unmotivated employees in the workplace (Wu and
Wang, 2017). The absence of the hygiene factors cause dissatisfaction among employees and
make them work with less efforts. The different factors under the hygiene factors are:
 Company policies: for the employees to remain and maintain their motivation and also
keep them satisfied the policies of the company must be fair and clear to each employee.
Also the policies should be equivalent to all.
 Supervision: the leaders and managers supervision for the each employees must be fair
and appropriate as the autonomy in the supervision maintain positive attitude.
 Security: the job security and work space security both are essential for an employee to
be satisfied in order to work. There must not be constant threat related to lay-off of
employees.
 Relationship: employees are not dissatisfied when they have healthy, supportive and
amiable relations with the other members of the team , peers and superiors. Also in
organisation there should be no space for bullying and cliques.
 Pay: for an employees a well structured fair and reasonable pay structure is necessity and
also the pay for the position must be competitive will the other organisations.
Motivational factors: under this factor there are elements that influence and motivate
employees to work harder (Alahmad and et. al., 2018). These all are the intrinsic factors that
actually lies within the job itself in order to motivate and encourage employees. These factors are
useful in increasing the employees job satisfaction. The several factors are discussed below:
 Achievement: a job of an employee must provide a sense and feeling of achievement as
this motivates an employee to showcase best performance and work hard. As this will
give employee proud feeling when something worth is achieved.
 Growth & Advancement: promotions and opportunity to learn new skills and gain new
experience as the source of motivation among employees.
 Rewards and recognition: employees must be recognised and praised for there good and
excellent performance from their high authority as this satisfy the employees self esteem
needs and thereby making them motivated.
 The work itself: the employees must be give interesting work and also there should be
change in the working style as the boredom cause dissatisfaction. Therefore for
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motivation employees should be provided with challenging and interesting work
(McDermott and et. al., 2019).
Hence, it is understood that in every working environment employees should be catered
with motivational factors on the timely basis. The employees that represent their extra efforts,
hard work, innovative approach and also has the potential to meet the targets and achieve
organisational goals must be motivated through appraisals, rewards, incentives etc. companies
should also conduct healthy competition and challenges in the working space to encourage
employees and also to motivate them to work with their full capabilities. Providing self
development training and by conducting workshops for the growth and development of an
employee motivate them to work dedicatedly and also to work more hard. Rewards, promotions
and appraisals are the most effective techniques used by the HR manager in the organisation to
motivate the employees to work harder to achieve the goals and targets. Whenever an
organisation face a situation of emergency to achieve certain task in certain deadline with high
quality and performance then organisation should motivational factors like rewards and
appraisals in order to gain high performance of the employees to their best capabilities and also
to achieve the target effectively. Thus, there are various promotional opportunities that
encourage employees to focus on their work, perform their best and put their extra efforts to gain
sense of responsibility (Rovenska, 2018). Thus, motivation is the catalyst for an employees to
stay satisfied in an organisation and also to show their best performance.
Development
The term means advancement or growth which is gained by an organisation with the help
of the individuals or employees working for the company. Individuals also develop themselves
by working on their skills and knowledge (Asante and Affum-Osei, 2019). Development is the
innovative and new approach in the form of an idea, product that is also considered as the
significant change. Development is necessary part for any organisation to sustain and also for the
future stability and advancement. The development in organisation is also beneficiary to attract
new customers and in retaining the old loyal customers also to gain brand recognition and to
increase market share. The development is the positive approach towards the future growth and
sustainability of an organisation.
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Kolb's learning cycle
It is a impressive learning style theory which assist in determining four stages in the
learning cycle by which goals, direction and behaviour can be enforced on the current nature.
The four stages of this theory is discussed below: Concrete experience: this stage is the creative stage and is the original style within which
experiences from all the above activity are being taken as an individual perspective to
learn from the different point of views (Sadeeq, and et. al., 2020). It is helps to focus on
the emotions and also through this individuals take interest in others. This is the essential
and vital experimental learning stage and involves all professional areas of experience by
which the learning opportunities are provided to the company. This also focus in
providing the growth and differentiable values.
 Reflective observation: the stage which helps to provide the multiple an diversified
experience through learning areas and it is also useful to implement the ideologies. By
this methodology a consistent ideas can be reflected in the working area. Leaders can
help out the employees in order to develop the strategies through which they can enhance
their working area.
 Abstract conceptualization: in this stage the developing observation that is gained
through experience and observation is reflected as the concept. This is the reflective
process that has proper link and approach by which development can be implemented
properly with the significance of the response of a learner. This concept is useful to
modify and alter the observations from the prior stages.
 Active experimenting stage: in this stage alterations are made and learners try to apply
all the raw and fresh ideas for their individual work thereby maintaining the visible
actions for the theory (KerinS, 2018). This is beneficial for the deep insight experience
and also to execute and implement the process where all the new ideas and innovation
can be implemented successfully.
Honey and Mumford learning style
This theory is based on the Kolbs learning cycle and consist of four important stages that
are discussed below:
Activist: these are the people who are focused to learn and experience new things and also are
aimed to learn from experience and to perform certain task. The activist have to walk into dirt in
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order to gain experience and therefore, are usually open and free minded to involve themselves
into new experience in order to gain learning. This nature of an activist individual helps in
achieving the experience and also to tackle the challenges of the life effectively. They try to
focus on new challenges, implementing new strategies and always trying out new task.
Theorist: these are the individuals or learners who understand and learn the things that are
related to some theory. These learners are excellent in analysing the models, concepts, theories
and then involve there actions and thoughts into the learning process. They basically focus on
analysing and brainstorming all the systematic approach towards the new info (Glukhov, and
Gonchar, 2017). They try to adapt different discovery and observations therefore, they always
act in logical way. They tend to become perfectionist in their learning therefore, implement
rationale schemes and programs.
Pragmatist: these are the learners that has an tendency to learn from the real world and real life
incidents. They always try to analyse their surroundings in order to know what way they can
learn from the real world around them. They emphasize their mind on abstract concepts in
restricted manner and try to put their ideas and actions in their general life. They are also known
as the experimenters as they try to derive new concepts, theories and techniques from the real life
working areas. The activities in which these type of learners are involved are: problem solving,
evaluating and reality based learning.
Reflector: these are the learners that are considered as the observer and thinker for the future
areas (Filion, 2021). They also used to prefer to observe all the preceding techniques and
activities. Also these people take experience through general perspective and thoughts and also
by collecting all the sources and the information. They usually involve themselves in the
activities like survey, questionnaire, interviews etc.
Skill audit
Skill audit is the important technique to analyse skills of an individual. Basically this
techniques helps an individual to identify and reflect the current areas and skills which are the
strengths and which are lacking. In the organisations all the employees must contain some
important knowledge-intensive skills through which they can provide an organisation with
productivity and profitability. There are some areas and skills that are the deficit in an individual
for which skill audit is useful as it helps a person to recognise those areas and develop a plan to
enhance and develop those skills and areas by putting efforts. Individuals through skill audit try
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to upscale those skills in the enlightenment of the career and growth. Skill audit is the basically
an approach through which person involve in some activities in order to enhance the areas in
which person lacks. All such activities also help in learning about new skills an knowledge and
also through this person gains and experience (Amberg, and McGaughey, 2019). This is very
useful for the individual growth and development and also through this personality of an
individual is reflected.
Personal development plan (PDP)
Personal development plan is the structured form of action plan through which any
person can analyse and identify the gaps in their personality and implement an plan to develop
those skills for the personal growth and development (Llanos, Yáñez-Valdés and Baier-Fuentes,
2020). The PDP is the strong tool by individual can implement certain actions and also measure
the performance thereby achieving those skills in a certain timeline. The Personal development
plan is useful make an individual proficient in the areas that are useful for the growth of the
career and also improving those skills are useful to gain advancement in personal development.
This technique is mainly represented in the form of the table and also the individual is time
restricted which is useful to gain those skills fast. Thus, personal development plan helps an
individual for the future growth and also opens an opportunity to pursue some new career
options.
CONCLUSION
It is concluded from the above information that enterprise is the commercial body that
has the purpose of gaining profits and to develop as an organisation by adopting market
opportunities. Teamwork is the outstanding activity of an organisation that foster the
productivity and also increase the employees relations thereby creating a positive work culture.
For the business enterprise to gain higher productivity and also to make the employees more
capable team working is the effective technique. For the successful and effective team working it
is very essential to have an effective team making that has open communication and also the
directions of the team work are required to proper. There are different theories like Belbin's
theory that has 9 different roles in an cohesive team and as per the Tuckman theory there are 5
stages that drives the successful team. The main focus of the Tuckman theory is to mitigate the
challenges of the team work and building and to form the productive and conflict free team at the
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