Leadership And Teamwork For Organization Development Essay.

Developing a set of responsibilities and performance objectives

Describe about the Leadership and Teamwork for Organization Development?

This assignment discusses about the employability skills. As defined by, Allen (2009) employability skills are those transferable skills those are very necessary for the individual in order make them as employable for a particular organization. An individual human being should have certain skills those are needed by the employer of different organizations. Employability skills involve skills, attitudes, knowledge and capabilities of an individual. This assignment is a reflection of employability skills.

As stated by, Anderson (2011), there are many skills those are said to be the employability skills, those are communication skills, personal qualities, literacy skills and problem solving skills etc. I have set my own responsibilities in accordance with various types of employability skills. Employability skills include communication and interpersonal skills, problem solving skills, self-motivating skills, ability of work under the immense pressure, organizational skills, teamwork, numerical and literacy skills, ability to be learned and adapted by the new atmosphere of the organization, valuing the diversity as well as differences of various techniques and negotiation skills (Fussell and Kreuz, 2008).

I have worked as a warehouse operative therefore; I have to do various types of physical work. I have worked under a team and I have to be responsible to my team leader. Some specific duties are there those have to be played by me while working within the healthcare. I have done some duties in packaging segment of that warehouse, kept the workplace area clean, maintained high level of hygiene and standards of safety. I have tried to achieve the target of my team leader. I have made my performance effectiveness by using SMART objective. By using SMAT objective, I have been able to improve my own performances in my job. According to Anderson (2011), SMART objective helps to measure the effectiveness of performance in accordance with the specific goal or objective of the work.

Objectives	My performances
S=Specific	A specific duty on request of team leaders and supervisor
M=Measurable	Within a stipulated time of 6 hours
A=Attainable	Not so difficult task of beyond my capacity so I have to frame the job per time and my capacity
R=Realistic	The work has justification for providing me
T=Time-bound	I have to complete the work within 6 hours, I should not cross the time limit

Table: My own SMART objective

(Source: As created by author)

I have worked as a warehouse operator and I have some drawbacks in order to perform my duties and responsibilities properly. Some areas of work should be improved by myself; those are as follows:

Aaccurate inventory process

Accurate picking

Efficient and effective picking and replenishment

Control of products

Effective utilization of space in warehouse

Stock rotation

Resource planning and scheduling

Handling the backorder effectively

According to Price (2011), motivation techniques should be implemented by any organization in order to motivate and retain the employees in the organization. In order to attract the employees of the organization effective reward programs, standards of rewards, teamwork and cooperation should be implemented by the organization.  

On the other hand, Dana (2010) stated that, there are some self motivating techniques those are self actualization, esteem, social and safety should also be implemented by me to develop my own performance. Self-motivating techniques involve in setting a target, visualizing the desired outcome, setting the milestone for self-etc can be the techniques for motivating the performance to develop and enhance my performance. Motivation techniques can also be helpful for enhancing my employability skills. Various types of Motivation techniques can be helpful for enhancing the employability skills by decreasing the level of poor performance within my work.  On the other hand, Eunmi (2009) argued that, creating a positive work environment, setting own goal, recognizing the achievements can also be the effective as well as important tasks for increasing the level of motivation within my own responsibilities and performances.

Evaluating effectiveness against objectives

I have worked as a warehouse operator in an organization where I often faced some work based problems those are often being so critical to solve within the particular time and context. At the level of my working, I have faced some problem regarding co-operation among the team and some internal problem within the organization. I have faced some problems of communicating effectively with my peer and supervisor or some colleagues also.

Therefore, my organization has a grievance department that uses to solve problems of the workers. I have joined in different situation of the brain storming session of that department. This session helps to understand the basic cause and root of the problem. Therefore, I have found solutions by sharing my problems with this grievance department of my organization. I have also get ample of help from team leader and supervisor. They have tried to understand the root of my problem and given assurance to solve the problem. I have also faced some problem regarding time management. I have not had the ability to manage the time with proper manner. For this reason, I have been unable to complete my task on a given period. My team leader has handled this fault with a sympathetic manner as it is my first job and I have to learn many things from this job and experience.

As stated by Katz (2010) in order to solve any work based problem, many things are there in order to acquire as a strategic decision to solve the problem within the work place. An individual as well as an organization should develop his/her own goal for developing the task. Performance management is also another area to solve the problems within the work place. An individual should build a definite and proper goal for developing the role of his/her work. The individual should use a SMART (S=Specific, M=Measurable, A=Attainable, R=Realistic, T=-Time bound) objective. An individual should also develop Performancee management stargeies in order to enhance the quality of his/her performance within the level of his/her work (Kayode, 2009).

According to Konrad (2009), different style of communication is there in order to enhance the interpersonal communication within the colleagues, peer and supervisor of the team. Communication skills for enhancing the level of employability refer to those skills of communication that helps a person to sustain within a team of the organization. I have tried to maintain my effective communication skills by considering such checklists; those are as follows:

Effective skills of listening and talking

Able to deal with all sorts of people

Able to deal with customers also

Develop an effective as well as good working relationship with junior level workers, senior level workers as well as team leaders and supervisors of work

Able to follow the instructions of the leader and supervisor

Able to talk with pleasant manner over the telephone

Effective skills in information technology, like able to know whole programming of computer and various types of social media networking for maintaining an effective communication with internal and external public of the organization

Recommendations for improvement

Able to interpret and communicate with confidence

Effective interpersonal skills that helps to build a healthy interaction within all levels of people

As stated by McCarthy (2009), different types of communication approaches as well as techniques are used for dealing with different people within an organization. An individual should know the difference of communication and interaction techniques for different people. An individual public should know how to communicate with people of different level in an organization and in his/her daily life.

However, Richardson (2010) stated that, Pull communication style and push communication style are often associated with employability. Pull communication style refers to more formal style of communication. Two employees or managers welcome each other by using this type of communication style. It is more formal and often used between same levels of workers, like between two managers or two employees. Pull communication style is very common and relevant within daily operation. It is not related to any sort of aggressive style of communication.

On the other hand, push communication style is referred to the informal style of communication. Push communication style have a little place for empathy. Push communication style refers to a motivational technique for managers of the particular organization. Managers generally use to motivate the employees by using push communication style. The managers of any organization use to stimulate their team members by using the push style and compel them to fulfill their individual tasks within the set period. Stimulation can be happened by using this style of communication within the organization (Saks, 2011).

On the other hand, Tharenou (2009) stated that, interpersonal communication is very necessary for everyday life of an individual. An individual person always has to know effective techniques of interpersonal communication in order to deal with every person of his/her life.

Figure: Time management matrix

(Source: Wright, 2009, pp-440)

In order to do effective time management, an individual should be able to recognize the work in accordance with the importance and urgency of the work. I have always maintained the technique of time management in accordance with this particular time management matrix. I always have tried to complete the urgent work first then I have taken other work. 

In order to explain the role of team, I have taken Belbin’s team role model. Belbin has described that a team can be consisted with different specialized roles. There are many members within a team and everyone have different duties as well as responsibilities to complete the task. Members can shape, complete, implement, co ordinate, plant. Monitor and evaluates the tasks within the team. There are other members who has the potential to provide specialize task for the particular organization. The role of team involves shaper, implementer, coordinator, team worker and resource investigator, plant, specialist within the organization.

On the other hand, Borissov and Hellie (2013) argued that, team role of Belbin has been used to identify the behavioral strengths as well as weakness within the workplace. Therefore, roles of the team should be balanced by the organization in order to make effective implementation of team roles (Belbin.com, 2015)

Motivational techniques for improving quality of performance

As discussed by, Belbin (1993), teamwork and team dynamics are very effective in order to complete task with the help of different specialized person within a specific team. Effective teamwork is very helpful for influencing upon the whole process of work. Teamwork helps to get the expected result. A team can be able to cooperate with every member in order to complete the whole task. We can share our experiences with different team members for enhancing the particular work as suggested by other peer tem members of the team. We often discuss with the experienced member of the ream regarding our problems while working at different circumstances within the organizational culture.

On the other hand, Marn (2012) argued that, team dynamics could be considered as psychological feeling that often helps to provide positive impact on the performance of the members of the team. This feeling can also affect the performance and ability of every individual member within the team. Individual behavior of the team members can also be properly maintained by team dynamics. An effective team dynamics always help to enhance the performance of the organization within the competitive sector of the market (www.edge.co.uk 2015)

 However, Parnaby and Towill (2009) argued that, team dynamics not only influence the team but also positively affect the performance of the organization. Team dynamics seek to maintain healthy environment within the organization. Team dynamics also help to enhance the reputation of the company within the competitive market place. Team dynamics can help to retain the staffs of the organization. Team dynamics should always be judged and checked by the authority of the organization. Every company should properly maintain the team dynamics within every team of the organization.

On the other hand, Ryzhkova and Milekhin (2011) argued that, different organization have different culture of work. An individual should be accustomed with different culture of different organization. In order to do it an effective team can help the new individual worker to help in different circumstances of the organization. Team can help to discuss about different approaches of work and other culture within the organization. The members of team also can do effective management of time. We often frame our work in accordance with the specific time therefore a team member can cooperate with us to do the same work for completing the task. Team member often help us to complete the task within stipulated time when an individual cannot be able to complete the whole task individually.

However, SimÄ et al. (2011) stated that, a team can be able to maintain effective and healthy environment of work within the workplace. A team can be able to maintain a routine within the work frame of the organization. Effective team always maintains completion of work in proper time and effective quality of work.

According to Griffiths (2003), there are many different ways for completing one task. Suppose, a team member have failed to complete a task then individual member within the team is being segmented in order to complete the task within the stipulated time. Goal of the team then have to be segmented within individual targets of completion of the task. In order to do this, a strict monitoring process should be present for maintaining proper process of monitoring to every individual. Effective assemblage of individual work helps to complete the task and maintain the goal and objective of the organization (www.exeter.ac.uk, 2015)

Developing solutions of work based problems

On the other hand, Price (2011) argued that, at the time of segmenting the task into different individuals knowledge and ability of those individual should be considered by the organization. For this case, Belbin’s Team role model can provide an effective framework for completing the task. According to Dr. Meredith Belbin, definition of team role is a tendency to behave, contribute and interrelate with others in a particular way.  Belbin’s model has given a proper framework for understanding each role of every individual within an organization.

Belbin Role Strengths	Allowable Weakness
Plant: Creative, imaginative, unorthodox, solves difficult problems	Ignores crisis and issues, pre-occupied to communicate effectively
Resource investigator: Extrovert, enthusiastic, communicative, explores opportunities, develops contacts	Over-optimistic, loses interest at the time of initial enthusiasm is passed
Coordinator: Mature, confident, a good chairperson, clarifies goals that promotes decision making process, delegates well	Manipulative, dedicated to personal work
Shaper: Dynamic, challenging, thrives on pressure, the drive and courage for overcoming the obstacles	Prone to provocation, offends people’s feelings
Monitor evaluator: Sober, strategic and discerning.	Lacks drive and ability for inspiring other
Team worker: co-operative, mild, perceptive and diplomatic. Listens, builds,	Indecisive in crisis
Implementer: Disciplined, reliable, conservative, efficient	Inflexible, slow in responding to the new possibilities and innovation
Completer: anxious, searches errors and omissions, delivers on time	Inclined to worry, unwilling to delegate
Specialist: single minded, self starting, provides knowledge and skills	Contributions on the narrow front, dwells on different technicalities

Table: Belbin’s team role model showing the strengths and ability of individual

(Source: Belbin, 1993)

This model helps to understand the behavior and attitudes of every individual doing effective work under a team for a shared objective and goal. This team role model often distinguishes their strengths, weakness in the workplace. Belbin’s framework helps to build effective work relationship and productive work. This model can also help in order to increase the level of personal effectiveness and self-awareness within the team. This model is very effective to segmenting and allocating task to individual n accordance with the knowledge and ability.

In order to develop solutions for problem an individual as well as an organization should follow a GROW model framework for developing a solution for a work based problem.

Figure: GROW Model

(Source: Parnaby and Towill, 2009, pp-405)

I have faced some communication problems with some of my colleagues. On the other hand, I also have faced major problem in order to understand the responsibilities as well as duties within the organization. I have also lacked from effective time management strategies.

As discussed by Griffiths (2003), in order to solve a work based problem GROW model can be an effective tool for understanding and solving the goal of the organization. GROW model provides effective feedback of goal, reality, obstacles and way forward skills to develop a solution of work based problem within the employer organization.

According to Richardson (2010), in order to solve a problem, the individual person or the organization can use different strategies. An effective organizational culture should be acquired by the organization. Therefore, an individual should develop effective culture within his/her daily work practice. The individual as well as organization should also develop performance management strategies. An individual should know the effective strategy of time management. An individual or an organization should take a proper goal or objective.

As discussed by Eunmi (2009), Implementation of effective strategies is very appropriate for a business. Various types of effective and innovative strategies as discussed previous point should help in order to get possible benefit from effective operation of business.

Firstly, a business organization should build a proper goal or objective for developing the business operation. Achieving a perfect goal can also help the business organization in order to sustain within the competitive market sector of the particular industry.

Secondly, performance management is very important and essential task for a business organization to recruit trained and develop the human resource of the organization. Human resources are the main important element as well as valuable asset of the organization. Performance management is an innovative strategy for managing the human resources of the organization. Effective training and development is effective in order to maintain and sustain the efficient team within the organization.

Conclusion:

This assignment has dealt with the employability skills. Various types of strategies of performance enhancement have also been discussed by this assignment. Belbin’s team role model is very helpful to understand the ability of the team. As a warehouse operator I have also learned to solve my problem by using GROW model.

Reference lists:

Books

Allen, D. (2009) Leadership and Teamwork Essays. 6^th ed. London: McGraw-Hill Education.

Anderson, D. L. (2011) Organization Development: The Process of Leading Organizational Change, 4^th ed. California: Random House.

Belbin, R. (1993). Team roles at work. Oxford: Butterworth-Heinemann

Fussell, S. and Kreuz, R. (2008). Social and cognitive approaches to interpersonal communication. Mahwah, N.J.: Lawrence Erlbaum Associates.

Price, A. (2011) Human Resource Management. 5^th ed. Heidelberg, New York: Springer Verlag.

Journals

Dana, B. M. (2010) HRM practices affecting extrinsic and intrinsic motivation of knowledge receivers and their effect on intra-MNC knowledge transfer. International Business Review. 17: 703–713.

Eunmi, C. (2009) Composite effect of extrinsic motivation on work effort: Case of Korean studies. Journal of World Business, 38: 70-79.

Katz, R. L. (2010) Skills of an effective administrator. Harvard Business Review, 33(1), 33–42.

Kayode, T. (2009) “The Role of Training in charge Management” Journal of the Institute of Personnel Management of Nigeria. 10(7), P. 24 – 31.

Konrad, A.M. (2009) Engaging employees through high-involvement work practices.  Ivey Business Journal, 5, 211-219.

McCarthy, J. (2009) “How to Conduct Productive Performance Appraisals,” Journal of Property Management,  22-25.

Richardson, H.A. (2010). Employee Involvement Climate and Organizational Effectiveness. Human Resource Management, 44(4), 471 – 488.

Saks, A. M. (2011) Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21 (7) 600-619.

Tharenou, P. (2009) The relationship of training motivation to participation in training and development. Journal of Occupational and Organizational Psychology, 32: 599-612.

Wright, T. A., (2009). Positive organizational behaviour: An idea whose time has truly come. Journal of Organizational Behavior, 24, 437–442.

Borissov, K. and Hellier, J. (2013). Globalization, Skill Accumulation and the Skill Premium. Review of Development Economics, 17(2), pp.220-234

Griffiths, G. (2003). Make Your Healthcare Organisation a Learning OrganisationMake Your Healthcare Organisation a Learning Organisation. Nursing Standard, 17(51), pp.29-29

Marn, M. (2012). Product liability system in healthcare. Bulletin: Economics, Organisation and Informatics in Healthcare, 28(2)

Parnaby, J. and Towill, D. (2009). Engineering cellular organisation and operation for effective healthcare delivery supply chains. The International Journal of Logistics Management, 20(1), pp.5-29

Ryzhkova, E. and Milekhin, G. (2011). Control of warehouse operation for defined constant pull of demand. Fibre Chemistry, 42(6), pp.404-406

Simčič, B., Poldrugovac, M. and Marušič, D. (2011). Quality indicators and accreditation as a tool for quality management in healthcare in Slovenia. Bulletin: Economics, Organisation and Informatics in Healthcare, 27(1)

Websites:

Belbin.com, (2015). BELBIN®: The home of Belbin Team Roles. [online] Available at: https://www.belbin.com [Accessed 10 Dec. 2014]

www.edge.co.uk (2015) Available at: https://www.edge.co.uk/media/63412/employability_skills_as_pdf_-_final_online_version.pdf [Accessed on June 30, 2014]

www.exeter.ac.uk (2015) available at: https://www.exeter.ac.uk/ambassadors/HESTEM/resources/General/STEMNET%20Employability%20skills%20guide.pdf [Accessed on June 30, 2014]