web viewthe 'nominal' word count for this assignment is 1000 words: the suggested range is...

Certificate in Team Leading

Mini Project 23 Credits

This project covers the following ILM Units:

8001-268 Leading Your Work Team (2 credits) 8001-251 Improving Performance of the Work Team* (1 credit)

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TEAM LEADER CERTIFICATE - MINI PROJECT 2Check your assignment carefully prior to submission using the assessment criteria (which can be found at the end of this document. To help you the Pass and Good Pass Criteria are also included after the question

Note that every question carries a percentage which is representative of how much this answer will contribute to the overall assessment (in each section). Make sure that you take note of this and give more attention to those questions with higher percentage ratings.

Please note: instructions for completion

PLEASE do not alter or remove any text which has been included in the assignment, the assessment criteria is included both for your benefit and for the marking team. We ask you to enter your words in blue as this again enables the markers to easily find and identify what you have written. There is no need to change anything in the document except to answer the questions and type where you have been requested to do so. We are happy for you to use bullet points and indentation but not to change the line spacing or the layout. Thank you for your help with this.

Background and ContextPlease write a brief paragraph outlining where you work and what you do to provide context for this assignment (this is not an assessed part of the assignment but will help the markers understand your situation)

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UNIT 8001-268 LEADING YOUR WORK TEAMOverview of the Task

The purpose of this task is for you to develop an understanding of how you should lead your team from adopting accepted theories and models in order to achieve good leadership performance.

In order to demonstrate your knowledge of this you need to respond to all of the questions listed below

You should plan to spend approximately 7 hours preparing for and writing or presenting the outcomes of this assignment for assessment. The 'nominal' word count for this assignment is 1250 words: the suggested range is between 1000 and 1500 words.

Task Assessment

1. Understand the difference between leadership and management (40%)

Answer the questions below to demonstrate that you have understood the difference between leadership and management.

AC1.1 Explain the difference between leadership and management (20%)PassThe difference between leadership and management is explained with the difference made clear and is correct and appropriate although it may be limited

Good Pass Leadership and management are each correctly and appropriately explained with the difference(s)

made explicitly clear in detail A thorough and detailed explanation is given of a range of differences between leadership and

management and also their strengths and weaknesses are discussed

Type your answer here…

AC1.2 Explain why leadership is important within own team (20%)PassThe importance of leadership within own team is correctly and appropriately explained

Good Pass: The importance of leadership within own team is thoroughly explained in detail and the implications

and/or impact of ineffective or inappropriate leadership is explained The role of leadership in the development and/or cohesion of the team is explained with reference to

models such as Adair, Tuckman, Belbin, etc. and examples given to enhance the explanation



2. Understand a range of leadership styles, their benefits and potential impact on individuals and performance (60%)

Answer the questions below to demonstrate that you have understood a range of leadership styles, their benefits and the potential impact they can have on individuals and performance.

AC2.1 Describe a range of different leadership styles (16%)PassA range of at least three recognisably different leadership styles is described although the description may be limited

Good Pass A range of over three recognisably different leadership styles is described in detail A range of over three different leadership styles is described in detail along with their uses, associated

behaviours and potential impacts on individuals and outputs/performance and the description is enhanced with examples


AC2.2 Identify the most commonly used leadership style(s) within an organisation (12%)PassAt least one leadership style is identified that is most commonly used within an organisation and the way of identifying the commonest style is briefly given

Good Pass: The leadership style(s) most commonly used within own organisation are described, as opposed to merely

identified A range of most commonly used leadership styles is explained, as opposed to merely identified or

described, with the explanation enhanced with examples The method of identifying those styles most commonly used within own organisation is given


AC2.3 Explain the likely effect this leadership style(s) has on a team’s performance (20%)Pass The likely effect on a team’s performance of the leadership style(s) identified for the last AC is explained

Good Pass: The likely effect(s) on own team’s performance of the leadership style(s) identified for the last AC is

explained, with the cause and effect link between the style and the team performance made clear and enhanced with examples

The appropriate use of personal leadership styles is explained, followed by a thorough and detailed explanation of the identified leadership style’s various effects on own team’s performance along with a description of how they affect the team and its effectiveness



AC 2.4 Identify your own leadership style and its potential impact on a team (12 %)PassOwn leadership style is identified along with its potential impact on a team

Good Pass: A method/tool for identifying leadership style is used, leading to identification of own leadership style

along with its potential impact on own team Different personal leadership styles that are adopted in different circumstances are identified and

explained along with their potential effect(s) on own team An explanation is given of the various ways in which the identified leadership style(s) could affect the team



UNIT 8001-251 IMPROVING PERFORMANCE OF THE WORK TEAMOverview of the Task

The purpose of this assignment is for you to develop an understanding of the organisational goals of the team and how to motivate team members to achieve these.

You will need to demonstrate how individual team members contribute to the team’s objectives and to suggest actions for improvement where underperformance may occur. These improvement activities would relate to a motivational theory to justify how you can encourage team members to achieve their objectives.

You should plan to spend approximately 7 hours preparing for and writing or presenting the outcomes of this assignment for assessment. The 'nominal' word count for this assignment is 1000 words: the suggested range is between 800 and 1500 words.

Task Assessment

1. Understand the organisation’s requirements in relation to team performance (40%)

You will need to establish what the organisation expects from your team that meets their productivity performance levels and for you to determine how this can be achieved by providing clear (SMART) objectives for the team to achieve

AC1.1 Outline the organisations requirements of the team in line with company policy (12%)PassThe organisation’s requirements of the team are appropriately and briefly described although the link to relevant organisational policy (e.g. relating to time-keeping, absenteeism, conduct, level of performance, attitude or behaviour) may not be clear

Good Pass: As specified by company policy, the organisation’s requirements in relation to the team (e.g. relating

to time-keeping, absenteeism, conduct, level of performance, attitude or behaviour) are explained appropriately and in detail, and perhaps quantified, and not merely outlined

How the requirements of the team are linked to relevant organisational policy is clearly explained and good examples are provided



AC1.2 Outline the team’s objectives in achieving organisational targets (12%)Pass The team’s objectives are appropriately briefly described and, although limited, there is also some clarification of their contribution to organisational targets

Good Pass: Team objectives and/or organisational targets are described in detail, as opposed to merely outlined The way(s) in which the team’s objectives help to achieve organisational targets are explained with clearly

described links between the two Examples clearly support the explanation of these


AC1.3 Explain how the individual performance of team members affects the overall performance of the team (16%)PassThere is explanation of the ways in which the work of individual team members contributes to the overall performance of the team, although it may be limited and the link is not made explicit

Good Pass: There is clear, detailed explanation of a variety of ways in which individual team members’

performance affects the overall performance of the team both positively and negatively Good example(s) are provided



2. Understand how to address the underperformance (28%)

In instances where the team is not meeting its agreed performance levels, you will need to identify actions that could be taken to rectify this underachievement.

AC2.1 Identify indicators of underperformance in relation to your own team (8%)PassAppropriate indicators of underperformance are identified. However they may be brief and lack any measure

Good Pass: Appropriate measurable indicators of underperformance that relate to own team are described, perhaps

in detail, as opposed to merely identified The link to team underperformance is made explicit and the important features of the underperformance

described Good examples are provided


AC2.2 Explain the possible causes of this under performance (12%)Pas A few possible causes of underperformance are identified; they are correct and appropriate and there is some explanation through descriptions of their important features

Good Pass: Possible causes of underperformance are fully explained in detail and they are correct and appropriate The important features of possible causes are described, perhaps with examples (e.g. Interpersonal

behaviour and its impact), and the link between cause and effect of underperformance is made explicit


AC 2.3 List actions that could be taken to rectify the underperformance identified (8%)PassClear and appropriate actions to rectify the causes of underperformance are listed

Good Pass: Clear and appropriate actions to rectify the causes of underperformance are detailed with additional

explanation of implementation and supporting examples. The team leader’s authority to address performance problems is perhaps discussed

Clear and appropriate actions are detailed along with an explanation of how and why they would rectify underperformance



3. Understand the role of motivation in improving performance (32%)

Show how you could apply a motivational theory to ways for addressing under-performance.

AC3.1 Outline a recognised theory of motivation (12%)PassThe key features of a recognised theory of motivation are correctly and briefly described

Good Pass The key features of a recognised theory of motivation are correctly described in detail The theory of motivation is explained, as opposed to merely described, perhaps with examples given to

illustrate


AC3.2 Use a theory of motivation to describe actions that can be taken to motivate your own team and improve performance (20%)PassActions are given that would motivate own team and improve performance and their link to a theory of motivation is also given. Those actions are appropriately described, although the description may be limited to their key features and the link to theory may be more implicit than explicit

Good Pass: Several appropriate actions to motivate own team (e.g. using rewards (behavioural) and positive

feedback) to improve performance are fully described and how they are based on an identified theory of motivation is made explicit in some detail

Having identified the theory on which they are based, there is detailed explanation of how and why the actions relate to that theory and would motivate the team to improve performance (e blending personal objectives with organisational objectives


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Assessment Criteria 8001-268 –Leading Your Work Team

Learning Outcome / Section 1: Understand the difference between leadership and management [40 Marks]

AC 1.1 Explain the difference between leadership and management

Referral [ca.10/40] Pass [20/40] Good Pass [ca.30/40] Little or nothing given on the

difference between leadership and management

Leadership and management are discussed but the difference is not explained

Some explanation of the difference between leadership and management is given but it is minimal or incorrect

The difference between leadership and management is explained with the difference made clear and is correct and appropriate although it may be limited

Leadership and management are each correctly and appropriately explained with the difference(s) made explicitly clear in detail

A thorough and detailed explanation is given of a range of differences between leadership and management and also their strengths and weaknesses are discussed

AC 1.2 Explain why leadership is important within own team The importance of leadership

within own team is merely stated or described, as opposed to explained

The importance of leadership within own team is explained but is incorrect and/or inappropriate and/or minimal

The importance of leadership is explained but it is merely generic and not related to own team

The importance of leadership within own team is correctly and appropriately explained

The importance of leadership within own team is thoroughly explained in detail and the implications and/or impact of ineffective or inappropriate leadership is explained

The role of leadership in the development and/or cohesion of the team is explained with reference to models such as Adair, Tuckman, Belbin, etc. and examples given to enhance the explanation

Section 2: Understand a range of leadership styles, their benefits and potential impact on individuals and performance [60 Marks]

AC 2.1 Describe a range of different leadership stylesReferral [ca.15/60] Pass [30/60] Good Pass [ca.45/60]

Less than three leadership styles are described

At least three leadership styles are given but they are merely stated or listed, as opposed to described

A range of at least three recognisably different leadership styles is described although the description may be limited

A range of over three recognisably different leadership styles is described in detail

A range of over three different leadership styles is described in detail along with their uses, associated behaviours and potential impacts on individuals and outputs/performance and the description is enhanced with examples


AC 2.2 Identify the most commonly used leadership style(s) within an organisation No leadership styles are identified Leadership style(s) are identified

but is/are incorrect or inappropriate

At least one leadership style is identified that is most commonly used within an organisation and the way of identifying the commonest style is briefly given

The leadership style(s) most commonly used within own organisation are described, as opposed to merely identified

A range of most commonly used leadership styles is explained, as opposed to merely identified or described, with the explanation enhanced with examples

The method of identifying those styles most commonly used within own organisation is given

AC 2.3 Explain the likely effect this leadership style(s) has on a team’s performance The likely effect on a team’s

performance of one or more generic leadership style(s) is explained but is not the style(s) identified for the last AC

A non-specific likely effect of the leadership style(s) identified for the last AC is explained but this effect is not related to a team or it is related to a team in general but not their performance

The likely effect this leadership style(s) has on a team’s performance is merely stated, as opposed to explained

The likely effect on a team’s performance of the leadership style(s) identified for the last AC is explained

The likely effect(s) on own team’s performance of the leadership style(s) identified for the last AC is explained, with the cause and effect link between the style and the team performance made clear and enhanced with examples

The appropriate use of personal leadership styles is explained, followed by a thorough and detailed explanation of the identified leadership style’s various effects on own team’s performance along with a description of how they affect the team and its effectiveness

AC 2.4 Identify own leadership style and its potential impact on a team Own leadership style is identified

but no potential impact on a team is given

The potential impact of a non-specific leadership style on a team is identified but it is not identified as own style

Own leadership style is identified along with its potential impact on a team

A method/tool for identifying leadership style is used, leading to identification of own leadership style along with its potential impact on own team

Different personal leadership styles that are adopted in different circumstances are identified and explained along with their potential effect(s) on own team

An explanation is given of the various ways in which the identified leadership style(s) could affect the team


Assessment Criteria 8001-251 Improving performance of the work team

Section 1: Understand the organisation’s requirements in relation to team performance (40%)

AC 1.1 Outline the organisations requirements of the team in line with company policy (12%)Referral Pass Good Pass The organisation’s

expectations in relation to the team are merely listed with no outline description

There is no reference to any company policy

The organisation’s requirements of the team are appropriately and briefly described although the link to relevant organisational policy (e.g. relating to time-keeping, absenteeism, conduct, level of performance, attitude or behaviour) may not be clear

As specified by company policy, the organisation’s requirements in relation to the team (e.g. relating to time-keeping, absenteeism, conduct, level of performance, attitude or behaviour) are explained appropriately and in detail, and perhaps quantified, and not merely outlined

How the requirements of the team are linked to relevant organisational policy is clearly explained and good examples are provided

AC 1.2 Outline the team’s objectives in achieving organisational targets (12%) No team objectives or

organisational targets are given

The team objectives and organisational targets are merely listed with no link made between the two

The team’s objectives are appropriately briefly described and, although limited, there is also some clarification of their contribution to organisational targets

Team objectives and/or organisational targets are described in detail, as opposed to merely outlined

The way(s) in which the team’s objectives help to achieve organisational targets are explained with clearly described links between the two

Examples clearly support the explanation of these

AC 1.3 Explain how the individual performance of team members affects the overall performance of the team (16%) There is no mention of how individual

team member performance affects the overall performance of the team or it is merely listed as opposed to explained

The explanation is incorrect, or there is description of individual team member performance but it is not linked to overall performance of the team

There is explanation of the ways in which the work of individual team members contributes to the overall performance of the team, although it may be limited and the link is not made explicit

There is clear, detailed explanation of a variety of ways in which individual team members’ performance affects the overall performance of the team both positively and negatively

Good example(s) are provided

Section 2: Understand how to address underperformance (28%)

AC 2.1 Identify indicators of underperformance in relation to own team (8%) No ways to identify

performance concerns in relation to own team are identified

The provided indicators are inappropriate

Appropriate indicators of underperformance are identified. However they may be brief and lack any measure

Appropriate measurable indicators of underperformance that relate to own team are described, perhaps in detail, as opposed to merely identified

The link to team underperformance is made explicit and the important features of the underperformance described

Good examples are provided


AC 2.2 Explain the possible causes of underperformance (12%) No possible causes of

underperformance are given

Possible causes are merely listed as opposed to described

Possible causes of underperformance are incorrect or inappropriate

A few possible causes of underperformance are identified; they are correct and appropriate and there is some explanation through descriptions of their important features

Possible causes of underperformance are fully explained in detail and they are correct and appropriate

The important features of possible causes are described, perhaps with examples (e.g. Interpersonal behaviour and its impact), and the link between cause and effect of underperformance is made explicit

AC 2.3 List actions that could be taken to rectify underperformance (8%) No actions to rectify the

causes of underperformance are given

Actions given are incorrect or inappropriate for rectifying underperformance

Clear and appropriate actions to rectify the causes of underperformance are listed

Clear and appropriate actions to rectify the causes of underperformance are detailed with additional explanation of implementation and supporting examples. The team leader’s authority to address performance problems is perhaps discussed

Clear and appropriate actions are detailed along with an explanation of how and why they would rectify underperformance

Section 3: Understand the role of motivation in improving (32%)

AC 3.1 Outline a recognised theory of motivation (12%) A recognised theory of

motivation is not outlined A theory is given but is

merely stated with no description or the theory is described incorrectly

The key features of a recognised theory of motivation are correctly and briefly described

The key features of a recognised theory of motivation are correctly described in detail

The theory of motivation is explained, as opposed to merely described, perhaps with examples given to illustrate

AC 3.2 Describe actions that can be taken to motivate own team and improve performance linked to a theory of motivation (20) No actions are given, or

only one action is given, to motivate own team to improve performance using a theory of motivation

Actions to motivate own team are merely identified with no description

The actions are inappropriate to motivate and improve performance

The actions are not linked to a motivational theory

Actions are given that would motivate own team and improve performance and their link to a theory of motivation is also given. Those actions are appropriately described, although the description may be limited to their key features and the link to theory may be more implicit than explicit

Several appropriate actions to motivate own team (e.g. using rewards (behavioural) and positive feedback) to improve performance are fully described and how they are based on an identified theory of motivation is made explicit in some detail

Having identified the theory on which they are based, there is detailed explanation of how and why the actions relate to that theory and would motivate the team to improve performance (e blending personal objectives with organisational objectives)


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