Developing Teams, Individuals and Organisations

Developing Individuals, Teams, and Organizations
Name
Institutional Affiliation
Developing Individuals, Teams, and Organizations
1.0 Introduction
The work teams and groups form the critical backbone of the current work life. Top management runs organizations, while the project groups establish new products and the services within the organization. As a result, the high-performance work teams are essential to ways majority of firms organize and execute various activities in their organizations, resulting in a more superior and efficient performance in the organization, which later transforms into a substantial competitive advantage. For that reason, this report will analyze individuals and organization learning about a various aspect of high performance working as well as organizational culture. It will also examine the performance management and how it promotes high performance in the Balfour Beatty Company.
1.1 The company
The Balfour Beatty company is a British international infrastructure group with a bias in the construction services, provision of services and investment in the infrastructure. The company works across the United Kingdom, the United States of America and Canada(Rob, 2016, p.1). The firm was then established in the year 1909. It is managed by Philip Aiken and has a large number of employees of 30,000 within its subsidiaries. For almost more than 100 years, the firm has established and cared for its vital assets that ensure the growth of society and economy; seaports, bridges, and health facilities have been developed by the company towards driving the progress of countries (Rob, 2016, p. 2016).
1.2 What the aims and the purpose
This report aims to establish the level in which Balfour Beatty efficiently utilizes the learning and development to support individuals and the teams in promoting high performance working as well as high-performance culture. With a critical purpose of ensuring the high-performance working are incorporated into the strategic objectives of the firm.
2.0 Individual and organization learning
Organizational learning is explained as the process in which the firm's units like teams, sections, and other department transform due to experience gained by the employees. For instance, if employees are learning how to use a given machine to improve the work efficiency is regarded as the organization learning (Argote, 2011, p. 447). Therefore, the individuals are mostly perceived as the practical mechanisms for the organizational learning by developing knowledge through some experiences. However, the individual approach only encourages learning within the company and applying it in practice (Argote, 2011, p. 446). In other words, a person may decide to hold information or use the knowledge somewhere else. Hence, it is essential to retain knowledge after employees have learned, and the best way a manager can retain knowledge is by using repositories like processes, networks, and the learning agendas. Furthermore, individual learning also entails acquiring new skills with the primary aim of improving one's performance in the organization (Argote, 2011, p. 446). It is imperative for management to consider the employee's skills after learning.
2.1 Importance of re...