Part A – Embedding Learning into the Culture (5 points):

Embedding learning into the organisational culture means creating an environment where continuous learning and development are valued and encouraged. In Tania’s case, this is vital because the team has had no formal training, which contributes to low skills and low morale. A learning culture ensures employees feel supported in developing new abilities, reduces resistance to change, and prepares staff for future challenges. For procurement, this could involve training on negotiation skills, supplier relationship management, or e-procurement tools.

Part B – Role Congruence (5 points):

Role congruence means ensuring that an individual’s skills, experience, and abilities match the tasks they are assigned. At present, some staff are being asked to complete tasks they are not comfortable with, which lowers confidence and morale. Aligning people’s roles to their capabilities improves job satisfaction, builds confidence, and enhances performance. For example, a staff member skilled in analysis should be allocated spend analysis tasks, rather than being pushed into high-pressure supplier negotiations without support.

Part C – Actions Tania Should Take (15 points):

Training and development programmes– introduce structured training to close knowledge gaps and give staff confidence in their roles.

Role review and alignment– assess individual skills and reassign tasks to match strengths, ensuring role congruence.

Mentoring and coaching– pair experienced staff with less experienced members to support learning and build capability.

Encourage continuous learning– build learning into team culture through workshops, lunch-and-learns, and reflection sessions after projects.

Regular performance reviews– provide feedback, set development goals, and celebrate progress to improve motivation.

Empowerment and involvement– involve staff in identifying training needs and improvement ideas to increase ownership.

Recognition and morale building– acknowledge achievements to rebuild confidence and team spirit.

Conclusion:

Embedding learning into the culture ensures that development is continuous, reducing skills gaps and raising confidence. Role congruence ensures that tasks match people’s abilities, improving morale and performance. For Tania, focusing on training, role alignment, coaching, and recognition will rebuild her procurement team into a skilled, motivated, and high-performing unit.