Developing Relationships and Workplace Achievement: Individual Report

This report delves into the critical aspects of developing relationships and achieving success in the workplace, using Itsus as a case study. It begins by emphasizing the importance of positive relationships for individual satisfaction and organizational benefits, followed by an evaluation of development vehicles like Holland’s and Schein’s models. The report then outlines a plan to identify and address individual employee needs and expectations, focusing on enhancing skills, promoting personal and professional growth, and fostering leadership development, incorporating the AMO theory. The report also includes a development plan for the Itsus company and concludes with a summary of training and development vehicle with the aim of employee development.

Developing relationships
and workplace
achievement

Table of Contents
INTRODUCTION................................................................................................................................3
MAIN BODY........................................................................................................................................3
Critically evaluate development vehicles available to company and explain to meet the
development needs and expectations of the individual.............................................................3
Develop a plan to understand and identify development needs and expectations of an
individual..........................................................................................................................................5
Introduce the available training and development vehicles that your chosen organisation
currently uses..................................................................................................................................7
CONCLUSION....................................................................................................................................8
REFERENCES..................................................................................................................................10

INTRODUCTION
Developing relationship is important because it contributes to inner stability which
lead to personal satisfaction and a good atmosphere in the workforce. When people have
trust then they can enjoy their job (Belwalkar, Vohra, and Pandey, 2018). The organisation
benefits when workers have a good, stable relationship with their employees. The study
shows that employees with respect to each other are likely to satisfied, committed and
profitable in the long term. When workers are respected and employees are satisfied and
productive as they are encouraged to continue which helps them to enhance their successful
work. With the efforts enterprise recognize the contributions of the staff which will increase
the overall working atmosphere. Itsu is considered in this report. This entity is founded by
Julian Metcafle in the year 1997. The headquarters of this organisation is situated in London,
United Kingdom. This is a British chain of East Asian which delivers fast food and
restaurants as well as manage and operate their business in grocery and fast food shop.
This report includes development ways of company which meet the development needs of
the individual and plan to meet the identified needs as well as expectations of people.
MAIN BODY
Critically evaluate development vehicles available to company and explain to meet the
development needs and expectations of the individual.
Personal development is defined as the process of self enhancement is personal
growth aimed at developing one’s own experience, abilities and sense of belonging. Itsu
trained their workers to increase their skills, knowledge as well as ability in order to achieve
the business goals and objectives. Itsu has adapted Holland’s and Schein’s model which
are explained below:
Holland’s model: Holland says that collaborating with each other in a job creates an
experience that suits and promotes its kind. The principle of Holland is based on the idea
that other personalities fit one of the six different categories of individuals:
 Realistic: These type of people like the use of running machinery, appliances or
instruments to primarily operate with hands, make, repair, assemble and create objects
and they learn to work outside organisation. In this category labour of Itsu comes which
manufacture their food with the machinery (Bueno, Rodríguez-Baltanás and Gallego,
2018). They are the someone who primarily by creating and attaching items, constructing
or working machinery using their hands.

 Investigative: They want to explore thoughts, look, study and practice, to ask answerable
questions. In context to Itsu, people bring new ideas and give opinions to launch new
products and services. They don’t how to negotiate, they want to deal with some other
leaders. However, they are precisely and intellectually aware of the contributions and
would like to recognize them.
 Artistic: They are the person who likes to talk, sing or articulate language, design, songs,
actions to produce and layout objects. In context to Itsu, people see each other as creative
and innovative and wish to accept or extremely coordinated tasks. They love teamwork
and collaboration but unless imaginative, freedom is permitted and their thoughts are
welcomed to express.
 Social: They wishes to partner with individuals to educate prepare and advise them about
the quality of life, helping, treating, healing and many more. Selected organisation provides
training and development in order to give knowledge and skills of the technology and other
activities. They support programmes for those in specific and love interacting together with
others. Their perfect working arrangements are also reliable and cooperative towards other
individuals and express their respect (Kang and Svensson, 2019).
 Enterprising: The individuals would like to meet a lot of people, guide, and converse,
encourage other to operate their business. In context to Itsu, this people are marketing
individuals which promote their business in market in order to attract customers. They
consider themselves as cooperative and competitive and people have a habit of leaning up
a gathering of users. They make sure that people who are too logical and intellectual but
really who clearly and regularly engaged are avoided. In Context to Itsu, they love serving
in management positions with organisations and with all kinds of individuals.
 Conventional: The people wants to work inside and position that involves the organisation
as well as accuracy of operations, work with statistics, figures or activities. In selected
organisation, a member of the community would typically choose to use numbers, logs
and computers. Repeating operations are performed in an organized way and repetitive
actions are avoided. In the specific ways, individuals consider themselves superior,
coordinated and healthy. The people admire corporate results and love partnering with
others, but they perform their effectively and efficiently in the systematic communities in
which individuals know their responsibilities.
Schein’s model: It refers of demonstrating the idea of culture and the ways it
influence organisation. It is flexible learning strategy and a changing team. This model
emphasis the various layers and theories to be considered in each organisational culture
which are mentioned below:

 Artifacts: The first stage is the organisation’s features which people usually described as
objects can clearly see, feel and hear. For example in selected organisation worker uniform,
workplace décor, facility, subordinates behaviour, purpose of organisation and goal are all
objects which go far and wide in the determination of work environment (Kerzner, 2018).
 Values: The values of workers are the next step according to Schein and is part of
environment of company. This is the principles of people in the business which plays a crucial
role in determining the atmosphere of the organisation. In context to Itsu, the ways people think
and behave affect the atmosphere of every specific business. Perception does not require
persons acting according to their beliefs. In context to Itsu the corporate factors guide team
leaders to distinguish between beneficial or unwanted alternatives and behaviour. Value
involves orientation of expectations, description and organisation of goals following expression
of standards. For example, there are businesses in which women staff dominated male staff
because they’re not compatible with that style of corporate culture which will not participate in
remaining late on the job. Instead, male workers are rude and willing to remain late.
 Assumed value: The third degree is the principles adopted by the workers that cannot be
calculated, but who affect the company's culture. Some values and evidence remain unknown
but influence the corporate strategy. The internal dimensions of human experience are part of
the third stage of community and organisation. In the food and grocery shops of Itsu they have
to take proper care of their women while working in their firm and have different shifts for their
female employees (Lee, Park and Baker, 2018).
Develop a plan to understand and identify development needs and expectations of an
individual.
Development is a formation, improvement, meaningful action, or material, social,
financial, cultural and generational extension. The recognition of such pitfalls allows a nation
to evolve in relation to political, economic and social circumstances. A planning strategy lays
out strategies and plans of a municipal government regarding property use in its region.
Mentioned below are the needs and expectations of workers which are given as:
Enhance skills as well as knowledge: Employee development is crucial as it
contributes to the improvement of their abilities and experience that improves their success.
Training and learning programme enables an individual to learn their new developments.
Such competencies are necessary to finish the work of Itsu. Thus, to inspire the workforce
which lead to accomplish corporate objectives. This type of development offered by
institution assists people to attract unique skilled staff and furthermore focuses on improving
their brand loyalty.

Personal and professional growth of workers: For professional as well as
personal growth of workers, progress of employees is essential. These developments enable
a person to cope with a negative circumstance and an unpredictable company condition.
Such abilities allow an individual to fulfil his or her tasks as well as to grow their profession,
such as advocacy, transition to a good position etc. In context to Itsu, it is critical that they
have a strategic edge to expand on the marketplace. Career planning provides industry
organisations with a comparative edge.
Growth of members in a leader: Development allows people to flourish as it
supports the corporation’s long term sustainability. It offers workers the chance to develop
their talents continuously (Qiu and Rooney, 2019). This lets companies such as Itsu they
retain jobs as it is more expensive to hire new staff. However, this makes people not travel
about in another company when a corporate culture takes time to learn.
Human resource theories: HRM based on the creation of analytical concepts or
frameworks in order to research and interpret human resources improved quality practises....
The corporate role Human Resources addresses individuals and problems relating to
individuals like benefits, recruitment, progress improvement and education. The theory which
is adapted by management of Itsu is mentioned below:
AMO theory which comprises of ability, motivation and opportunity as staff working
component constitute individual features and contribute to corporate performance. Goals of
the organisation are best done by these three elements because AMO theory allows top
management to use effective approaches that motivate employees to use laws and
procedures on human resources.
Ability: Ability refers to procedures and policy implemented by HR in order to
guarantee that workers are able to do their jobs under minimal supervision, or have the
expertise, experience and ability they deserve.
Motivation: Motivation applies to the success of the employees, HR's modification
policies to control their encouragement. It also applies to the forms in which workers are
encouraged to do their work more and more by encouraging them mostly for the things
they've done previously.
Opportunity: Improve HRM activities that seek to engage employees by creating
resources. Opportunity enhancing HRM activities are applied to by exchanging knowledge
as activity that transfer judgement authority and influence from highest position to lower

levels of hierarchy. This approach strengthens worker confidence in the company and
enhances the development of the company through collaborative effort.
From the above analysis, it is evaluated that people that training and development is
necessary for an individual which helps them to develop the knowledge, skills as well as
abilities to achieve the organisational goals and objectives. In relation to Itsu, when
management has to give some training and workshop to teach about the different types of
fast food in restaurant then employees will learn from the cook to make the dishes in order to
increase efficiency in business. On the other hand, job rotation is the best approach to
enhance the skills and meet the needs of individuals by rotating their job roles. This method
helps them to experience many work in practical which help them to devlop their knowledge
in all sectors. In Itsu company people by rotating their work assist them to make and produce
different recipes in order to attract customers in their fast food and grocery shops (Schein
and von Ameln, 2019).
Development plan of Itsu Company which is mentioned in below table:
Skills to be improve Communication skills, teamwork skills, collaboration.
Objectives of
improvement
Communication skills: Communication is critical because they
want to develop consumer relationships and give a comfortable
atmosphere. It contributes to improving the reputation of the
entity when staff addresses their guests directly.
Teamwork skills: It is vital that workers understand when to
operate together as a group because it allows each other to
function more effectively without trouble. Teamwork skills skills
consist of interconnected skills that allow you to function in an
integrated community successfully
Collaboration: Collobration is a practise that contributes to
improved staff performance too and prevents misunderstanding
at job.
Technique of
improvement
Training: Interactions could be improved by professional
development and include approaches such as lecture
instruction which lets them strengthen their interpersonal
abilities and connect effectively with their guests and also lets
their organisational reputation to develop.
Creation of jobs: Team work can be enhanced by practising
jobs as it can be taught by doing jobs that allow management to
properly arrange different tasks in the organisation.

Introduce the available training and development vehicles that your chosen
organisation currently uses.
There are various ways of training and development which is adapted by Istu
company which are mentioned below:
 Case study: The case study is a well-established teaching technique, and it is
known to motivate students. However, if students do not have the tools needed to
complete their case studies, or if the experiment turns into an obstacle, inspiration
and training are impacted.
 Internship: Practices on all parts are excellent. Workers can learn from
administrative staff, and workers can take advantage of managers' advice and
preparation. However, it may be increased or inconsistent in some instances.
 Job rotation: Employee morale and dedication will do a lot is called as job rotation.
This approach provides individuals with opportunities for further development and
advancement and creates fulfilment and collaboration (Singh and et.al., 2019).
 Mentoring and apprenticeship: This is the perfect preparation tool to consider as
businesses plan to prepare employees for advancement and development. Trainees
will really profit from this customised education framework, enhance the interaction
between mentors and apprentices and promote their potential job.
 Programmed instructions: The programmed training does not function with
personality, but in situations where any distraction from the curriculum does not
damage the performance of the enterprise, it is quite successful. However, this
approach is successful and scalable.
From the above analysis, it is evaluated that the fast food shop and grocery company as
they give proper training to their members to serve their customers in a proper manner so
that they attract their visitors y innovating new recipes in their shops and items in their shops
in order to remain competitive in the market from their rivals (Strycharczyk and Clough,
2018).
CONCLUSION
From the above analysis, it is concluded that it can be derived from the above project
summary that the growth strategy applies to a mechanism that enables the growth of
different competencies in an enterprise. Staff members continue to improve and they boost
their results and maximise a person's employment potential. It also offers a person the ability
to learn new skills and ability to operate in an entity efficiently. An organisation also benefits
from developing staff talents by reducing time waste production at workplace and increasing

business efficiency. Supervisors follow different methods to enhance the abilities of
individuals, through preparation, career creation, and training and work rotation. Trainings
provide knowledge learning by seminars, recording or other means for a person. Training is
a mechanism in which top leadership provides advice and work-related issues for their junior
teams. Managers follow Schein Model, which identifies the corporate environment as a
working culture, assumes an essential part in building employees' performance. It covers
three major aspects including objects, principles and hypotheses. An individual’s personal
advancement needs are different and it offers them both personal and career development.
It also improves workers' skills and capacity.

REFERENCES
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