Critically Assess The Potential Benefits To An Organization

Introduction

This study is going to focus on an individual that is trying to develop their personality within an organization and also becoming a team leader. The business is owned by a set of people and the business is identified as a family takeaways. The study is going to provide feedback on the certain actions of development that relate to the organizational benefit by the individual level of development. In such cases, the people focus on individual growth by adopting a new set of changes along with a potential identification of rules that are going to manage the supremacy of the organization. Readers can expect to gain information on the performance evaluation process along with generating a certain amount of organizational values to demonstrate the process, method, and means that employees are expected to use. Determination of appropriate vehicles that companies use is found in this study and it is expected to allocate resources to the organizational segment.

Personal development can be defined as a process of producing better results and meeting the goals throughout this year. It is also expected to attract the prospectus of employees through personal development. Current employee motivation and confident actions are developing workplace engagement. Employee growth can be supported concerning the creation of growth plans, thinking beyond formal training, providing training of soft skills are identified to be a unique measure in the development of employees and their needs. Five areas of development include cerebral, emotional, physical, social, and spiritual. The cognitive development guides are identified to be potentially managing staff turnover and reducing stress at the workplace. Personal development makes people happier which is a reward itself and individuals' expectations of personal development are channelized.

Potential benefits to the organization and developing individuals in the workplace

The individual is someone that wishes to relate to the work on the engagement of the workplace while there are maximum actions and decisions taken without hesitating upon the risks. Individuality is important at work to feel supported and accomplish their work without any disturbance. The person that is in concern in this study is identified to be the individual that wants to get promoted to the position of team leader. As commented by Yavuz (2020), the team leader is identified to be encouraging uniqueness in the workplace. Effective suggestions are given by this person in the development of the organization by this employee. The family takeaway business was primarily run by them without any computerized systems. However, with the use of this computerized system, the billing process has become improved and a computerized order processing system has been introduced. By taking such action the employee has become the reason for development for the organization and provides adequate support to the employee growth. Holding more effective meetings with employees is measuring the progress of the co-workers. Visible and invisible disabilities indulge in a sense of belonging, feeling values and the process can be easily monitored.

In most cases, understanding work fit and organizational behaviors have been observed no matter whatever obstacle comes in the pathway of the person. The rights and beliefs of an individual in the workplace include the freedom of speech. While in this case, the freedom of speech worked in favor of the people as the person gave a tremendous idea of including a computerized system of bills and fostering growth. All growth objectives are included for the improvement of productivity loss. As an individual, the potentiality can be measured and it can be explained in terms of SMART objectives.

It is quite important to identify the individuals within an organization since there might be a time when people do not take relevant actions and company employees are not updating their performance. A person has to find out the components that align with development solutions. According to Ribeiro, Gomes, and Kurian (2018), there are systematic performance evaluations encouraged in terms of identifying the mediating roles. There is systematic result management important which evaluates the company's talents in serving their clients. Service culture and service performance are built up within the development of competency. The product grid is essential as the tool manages the marketing competency and enables the person to grow more within the organization by satisfying the organizational needs. Becoming a team leader is not easy and it will require market analysis such as the Ansoff matrix:

Individual’s expectations in respect of personal development

The personal development of a person requires complete support from different people. People's fundamental assessment and assumptions made on organizational development are incremental and changes are done thoroughly (Klimecka-Tatar, and Ingaldi, 2021). A company needs to focus on the fundamental engagement of records since there are perceptual market opportunities impacting business. All trends require the ability to examine the activity and development aspect of an organization. The sincerity of the process includes a continuous challenge on accomplishing the tasks of an organization. A shift from the focus of the complex system is important to be managed. Customer-focused policies help in the overall growth of the organization. An overall mix of human-centered development is essentially associated with the integration of personal development. In a food takeaway system, there are a lot of people involved since they all need to work simultaneously to generate profit. As commented by Kawada, and Arimitsu (2020), the influencing study and demand of different working models contribute to the building of entrepreneurship. Many of the employees feel anxiety about the changes in their organization. Focusing on cultural development and witnessing the values of customers have become important. In any organization, without delivery of the required product, the changes might not reflect. There exist cultural deficiency which has to be managed.

Involvement of development criteria within an organization is essential since there are human-centered development approaches organized within. Double-loop learning is essential since there are several questions asked upon the competency of organizational changes. Any people would require the support of human-centered product development. Many employees feel anxiety regarding the changes in their organization. The development criteria present a viable path for double-loop learning since personal development largely supports qualitative learning (Kaufman, 2017). An intermediate act that collectively and successively clarifies changes within an organization is essential to think and act. Organizations tend to release products (Food items in this case) that are sophisticated and radical based within a system of necessary alignments. Unlike other organizations, a change is occurring within the service level competency and core engagement of records.

Prototypes lead to product engagement and delivering systematic engagement within a people. Product development in the right manner keeps it systematically operative and includes the traditional competency within an incremental stage. Each project is going to develop insights into the records to be added within organizational development. According to Karriker, Madden, and Katell (2017), Dewey’s observation gives an idea of intermediating examples of activities bringing in the utility of efficiency. Being involved in a change process allows people to control the practical delivery of components. The generation of common and ordinary organizational approaches is important. Since the changes are allowed to be inquired into the segments. Training methods and tools gain competency within a segment of continuing the assignments of a person. The delivery objectives provide a transformational competency. Digital adoption of a plan is associated with a system of competency. Implementation, measuring, and optimization of records are essential while there are increasing needs for digital skills. An online course is aligned with the development of people within remote work and managing 4 million people to create sustainability is important.

Reskilling and upscaling of organizational issues are important and simultaneously improving the productivity of a person. Tomorrow’s work world is leaving an impact on the availability of issues and gets it done by allowing competency of an organization. There is a simple objectification of people observed that gives an alignment of records sincerely obsessed within an employee development. However, the development of an increasing plan is incorporating changes within a social encouragement and meeting employers' needs. As discussed by Jeyaraman et al. (2018), business continuity is associated with functional efficacy and channelizing needs. Lack of digitally skilled workers are impeding innovation within a workforce. The certainty of people revolving around the work environment is important. In most cases, on-demand jobs initial earning competency and utilize the training methods within an official environment. Both the organization's needs and employees' needs are assessed through ensuring business continuity and working on remote training and development. Digital employee solutions are operating anywhere while the platform of technology adoption is within business continuity (Jackson, 2020). Maintaining a skilled workforce is something that requires target-specific upskilling. Effective employee onboarding and training are a must to engage in employee development programs. The systematic innovation and motivational competency improvise upon the understanding of today and tomorrow. Employee productivity is essential since literacy levels are improving and the modern workplace is rapidly being improved. "Maintaining continuous, stable operations is no easy task, however – ensuring business continuity requires organizational agility, strategic digital transformation, and adaptability.”

The SWOT analysis can be explained in terms of the strength of the particular person and management of weakness to overcome threats.

Critically evaluate development vehicles available to an organization

Some examples of actions that contribute to professional growth and development include the continuation of education, skill-based training, job assignments, and improvement of job performance. As developed by Haji Karimi (2020), the areas of improvement while becoming a team leader will include interpersonal, leadership issues, and time management therapy. According to the business profile of family takeaways introducing a new computerized billing system might be not acceptable. This will require support from all employees and they also need to learn the process of operating such a system. There are three categories that the employees might fall into such as job training, personal development, and industry training. On-the-job training helps in mental and physical growth that manages employee resilience. Personal development is achieved by having a person behind the role. Anything that makes the employee deliver the most of it should be talked about.

Mental health and basic first aid training is the first and foremost thing to keep in mind. Setting out clear expectations and goals helps in measuring the performances of every individual. Quality leadership skills are making an employee deliver the most of it while being engaging in sustainability.

Product development as a vehicle for organization

Product development comes in different varieties in this case it is identified to be food as the organization runs a food takeaway business. Experimenting with food taste and engaging in activities of adequate food development is important while human-made objects are identified on a genuine note. Products and development of the organizational realm are stabilizing the improvement components (Habel, Alavi, and Pick, 2017). The tendency of active participation in organizational development is aligned with technical competency and serves as a source of becoming the best employee. Reinforcing the product shaping which is taking place while the innovation of computerized billing systems is giving a challenge to the people of the organization to the opportunity to become a team lead. Organizations need to take full advantage of innovative components that will develop formations of leadership qualities within employees.

Survey Feedback

Information is often collected through survey methods since multiple employees are working. The chosen person has to focus on quality circulation and the ways of developing sustainability. The advertisements given along with sensitivity training of organizational development are essential to be managed (Garcia, and Russo, 2020). OD is the practice that is planned and feedback collection of family takeaway business is easier with the start of an online survey. There are eight steps if organizational development is observed which gives an intervention of records and purposeful alignment of team leading services where the rest of the people are going to obey the instructions of that person in concern.

Adhoc improvement

Some highly skilled workers need a specific plan which works best on sole employees rather than group one. The career development improvises on informal as well as formal processes. The improvement is done within an extraordinary positioning and career advancements are going to focus on near and long-term future development. The development should not be too long since the employees are responsive and desire to learn more as they lose interest in case someone wants the development process to extend too long. The organization will require foreseeing the phase of planning with the right tools and methods (Frawley, Favaloro, and Schulenkorf, 2018). Profitability and engagement of individuals are essential wherein the motive is to understand strengths and weaknesses. Additional training can make things efficient for the people. All sorts of training and development needs have to be discussed within to get a complete benefit of the components and insertion of management software is observed.

Task and job rotation

The creation of tasks or job rotations is important since there is the involvement of employees seen within the development of managerial skills. It is also a great skill to engage in the development of stress and conflict management therapy. Knowledge of the subject and availability of a broad range of coworkers is identified to be important since the mentorship requires an overall engagement of staff members. Senior staff members are observed to be encouraging in the threat of long-term articulation of methods. Employees are seen to be less experienced sometimes and they are reluctant towards their work. Rather than restricting the managerial operations, a focus should be given to internal and external alignment (Fiaz, Su, and Saqib, 2017). Teaching creativity is important since a person needs to process information and undertake the same activities. Gaining new insights, troubleshooting and opening up on communication components are essential in this case. Simulation involves a complete virtual world engaging in the appreciation of employee training and nonconsequential settings to be managed.

Detailed plan to meet the development needs

An employee is always identified to be an asset and the attitude of one cannot work here as the problem is arising should be changed. This causes a burnout atmosphere of the employee and the development needs will require adequate life cycle assessment. Individual development competency is developed for the creation of analytical studies within an organization. Performance expectations are measured concerning the action of development and the expected act is aligned with the management of colleagues, clients, and supervisors (Dwyer, 2019). The plan to meet development needs is standardizing performance dimensions.

The development plan follows certain steps:

Assessing the position

Identifying the need for change within a person is something that withholds specific targets and goals. Developing a timeline of target accomplishments for becoming the best team leader is essential (Day, 1994). Tracking of development needs is certainly found out to be important since professional aspirations of strength and talents are judged. As a first step, there should be a complete description of the goals given. Reaching the goals through practice or education is important since social policies can cover a range of social, economic, and environmental aspects.

Gathering information on professional development

The information gathering is important since the areas of development are cerebral, emotional, physical, social, and spiritual. Identifying the social needs that will enable the person to be supportive of others will be measured. Setting up targets and allowing the person in concern to measure the need of the hour is highly prioritized. Target dates of measurable success are considering learning opportunities available to you. Measuring the progress of the timeline is important to the person in concern since it supports the network of work development.

Determination of current abilities

Thinking about the possibilities within a person is important since there are many types of threats and opportunities observed that will enable the person in concern to regulate services. Indulging in development plans by taking desired actions within different parts they cover. The person in concern has a current feature that is to become compatible with the communication. There should not be any barrier observed that questions compatibility within a person (Clegg, and Bradley, 2006). Organizational needs, passion, and competence is filled within the person in concern. Building on skills and experiences is important since the creation of a career pathway is important. Choosing the right training is important since knowledge and behavioral engagement needs the determination of current abilities. Comfortably handling the software in this case for billing purposes is important since there is no success identified without technology.

Continuing tasks

The employee training and development process is the segment where the organization thinks of the advancements that are enhancing career skills. Continuation of tasks is important since the tasks are associated with the accuracy of components and reassures the significance of employees. Many people find themselves incompetent towards the management of expertise (Christensen-Salem et al. 2021). Continuation of the given tasks is involved since there are design issues related to the organization and people need to think about their availability of choices in their lives right at this moment. There are several development criteria improvised that create sustainability of the organization. Each organization relates to the components of automotive systems that change the world's competency and development. It is always required to ensure an introduction to the people that are contributing towards organizational development by securing a place for the employee's overall growth.

Overall assessment of organizational needs and goals

There exists a complete understanding of needs and goals such as the creation of a development plan that fits the organization with compatibility. Choice of the right training method and tools help in employee productivity and engagement (Chamtitigul, and Li, 2021). Imparting a good amount of knowledge is important since the succession of mentorship programs gives high skill development opportunities. Effective ways of training workers on the competency of digital tools are important since digital adoption is important within performance metrics. Choice of the tool is important since there are several workshops and seminars organized for appreciating training and development. Both short and long-term training requires acquiring remote work solutions during this pandemic situation.

Institutionalized learning and practice sharing can be undertaken to support the competency model. Implementation of formal messages is important since the business units require co-ownership to be assessed by humans properly.

Conclusion

The study has given overall information on the week-wise management of components and appropriately managing the time. The development of leadership components and front-line ranking is associated with the business skills that must be acquired within a process of development. Employees' suggestions for future development and alternative career paths for engaging themselves are important. Any existing skills will need an enhanced service quality across the organization. Discussions are made in consultation with HR, specific skill developers, and milestones management. In this case, a person in a family takeaway business is trying to engage in some personal development plan that will help the person to gain success within the organization and generate some of the important strengths.

Requesting an employee development plan is important since employees are actively learning and improving in their field by being engaging and productive. An employee development plan is identified to be managing the recruitment process and offers a structured approach towards professional growth. The organization is expected to develop products in the first place so that customers are attracted to the organization. Technical and financial feasibility is important since the development of specific transferable skills like communication, technical competency, and customer handling is observed. Market analysis gives an overview of how the business should run. While differential forces are redirected there exist sustainability components within an organization which has to be identified. "Product development has shifted from innovative technology to innovative design." Hence, this idea of including new products in business is important. Exploiting the limits of boundaries is important since there are ideas associated with the development needs of products and systematically aligning with changes of performances. Ability to referencing components and essential monitoring of records. As a responsible person, it is important to engage in the development index of the product since there are targets settled on achieving superior goals.

References

Book

Boyle, P.G., 1981. Planning better programs (pp. 143-159). New York: McGraw-Hill.

Journals

Baykal, E. and Zehir, C., 2018. Mediating effect of psychological capital on the relationship between spiritual leadership and performance.

Chamtitigul, N. and Li, W., 2021. The influence of ethical leadership and team learning on team performance in software development projects. Team Performance Management: An International Journal.

Christensen-Salem, A., Zanini, M.T.F., Walumbwa, F.O., Parente, R., Peat, D.M. and Perrmann-Graham, J., 2021. Communal solidarity in extreme environments: The role of servant leadership and social resources in building serving culture and service performance. Journal of Business Research, 135, pp.829-839.

Clegg, S. and Bradley, S., 2006. Models of Personal Development Planning: practice and processes. British Educational Research Journal, 32(1), pp.57-76.

Day, C., 1994. Personal development planning: a different kind of competency. Journal of In-Service Education, 20(3), pp.287-302.

Dwyer, L.P., 2019. Leadership self-efficacy: review and leader development implications. Journal of Management Development.

Fiaz, M., Su, Q. and Saqib, A., 2017. Leadership styles and employees' motivation: Perspective from an emerging economy. The Journal of Developing Areas, 51(4), pp.143-156.

Frawley, S., Favaloro, D. and Schulenkorf, N., 2018. Experience-based leadership development and professional sport organizations. Journal of Sport Management, 32(2), pp.123-134.

Garcia, F.A.Z. and Russo, R.D.F.S.M., 2020. Leadership and performance of the software development team: Influence of the type of project management. Revista Brasileira de Gestão de Negócios, 21, pp.970-1005.

Habel, J., Alavi, S. and Pick, D., 2017. When serving customers includes correcting them: Understanding the ambivalent effects of enforcing service rules. International Journal of Research in Marketing, 34(4), pp.919-941.

Haji Karimi, A., 2020. The effect of startup accelerators on product performance with the role of creative leadership moderator.

Jackson, C.J., 2020. Transformational leadership and gravitas: 2000 years of no development?. Personality and individual differences, 156, p.109760.

Jeyaraman, M.M., Qadar, S.M.Z., Wierzbowski, A., Farshidfar, F., Lys, J., Dickson, G., Grimes, K., Phillips, L.A., Mitchell, J.I., Van Aerde, J. and Johnson, D., 2018. Return on investment in healthcare leadership development programs. Leadership in Health Services.

Karriker, J.H., Madden, L.T. and Katell, L.A., 2017. Team composition, distributed leadership, and performance: It’s good to share. Journal of leadership & organizational studies, 24(4), pp.507-518.

Kaufman, R., 2017. Practical strategic leadership: Aligning human performance development with organizational contribution. Performance Improvement, 56(2), pp.16-21.

Kawada, R. and Arimitsu, N., 2020, February. Cognitive Competencies of Front-Line Employees in the Hospitality Industry: The Concept of “Serving not to Serve”. In Serviceology for Services: 7th International Conference, ICServ 2020, Osaka, Japan, March 13–15, 2020, Proceedings (Vol. 1189, p. 3). Springer Nature.

Klimecka-Tatar, D. and Ingaldi, M., 2021. Service quality management in term of IHRM concept and the employee internationalization. International Journal for Quality Research, 15(3), p.753.

LeMay, S., Helms, M.M., Kimball, B. and McMahon, D., 2017. Supply chain management: the elusive concept and definition. The International Journal of Logistics Management.

Ribeiro, N., Gomes, D. and Kurian, S., 2018. Authentic leadership and performance: the mediating role of employees’ affective commitment. Social Responsibility Journal.

Subramony, M., Segers, J., Chadwick, C. and Shyamsunder, A., 2018. Leadership development practice bundles and organizational performance: The mediating role of human capital and social capital. Journal of business research, 83, pp.120-129.

Yavuz, M., 2020. Transformational leadership and authentic leadership as practical implications of positive organizational psychology. In Handbook of research on positive organizational behavior for improved workplace performance (pp. 122-139). IGI Global.

Dig deeper into Creativity and Innovation in Business Organisations with our selection of articles.