Units contributing to ILM Level 3 Award, Certificate and Diploma in Leadership and Management (8600)

Transcription

1 Evaluation Warning : The document was created with Spire.Doc for.net. Units contributing to ILM Level 3 Award, Certificate and Diploma in Leadership and Management (8600)

2 Title: Understanding how to motivate to improve performance Level: 3 Credit value: 2 Unit guided learning hours 9 Learning outcomes (the learner will) Assessment criteria (the learner can) 1 Understand the factors that influence motivation levels in the workplace Define the term motivation Describe the factors that may affect motivation levels in the workplace Explain how individual differences affect levels of motivation in the workplace Explain the potential impact on organisational performance if employee motivation levels are low 2 Understand how a theory of motivation can be used to improve performance levels Describe a recognised theory of motivation Describe ways in which knowledge of a theory of motivation can be used to improve performance in the workplace Explain how to use employee engagement to increase motivation levels Additional information about the unit Unit purpose and aim(s) The learner will be able to develop knowledge and understanding of motivation theory and how it can be applied in the workplace to improve performance as required by a practising or potential first line manager. Unit review date 31/03/2017 Details of the relationship between the unit and relevant national occupational standards or professional standards or curricula (if appropriate) Links to Management & Leadership 2008 NOS: D7, D8, D13 Assessment requirements or guidance specified by a sector or regulatory body (if appropriate)

3 Support for the unit from a sector skills council or other appropriate body (if required) Equivalencies agreed for the unit (if required) Location of the unit within the subject/sector classification system Name of the organisation submitting the unit Council for Administration (CfA) M Motivating to perform in the workplace 15.3 Business Management Institute of Leadership & Management Availability for use Additional Guidance about the Unit Indicative Content: 1 Basic theories of motivation and their application to teams and individuals Overview of the factors influencing behaviour at work Styles and patterns of behaviour at work 2 Range of techniques to motivate individuals and monitor performance Positive approaches to offset negative attitudes in the workplace Employee engagement policies and practice

4 Assignment Task for Unit: Understanding how to motivate to improve performance Centre Number: Centre Name: Learner Registration No: Learner Name: TASK The purpose of this unit is to develop knowledge of why motivation is important, what motivates people and how understanding this can be used to increase motivation in the workplace with resulting improvements in performance. The first section of this task asks you to describe and reflect on what factors influence motivation levels. The second section requires you to show how knowledge of motivation theory can enable you to improve motivation levels within the workplace. NOTE: You may want to relate your answers to an organisation that you work in and use examples from that organisation to illustrate your responses. If you are not currently working within an organisation, then you may complete this task in relation to an organisation with which you are familiar. This could include experience working in a voluntary capacity. You should plan to spend approximately 7hours researching your workplace context, 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 1200 words. Check your assignment carefully prior to submission using the assessment criteria. Please use the sub-headings shown below when structuring your Assignment Understand the factors that influence motivation levels in the workplace Describe the factors that affect motivation levels in the workplace and how different people appear to be motivated by different things. You should also consider what motivates you. Your responses should cover the assessment criteria shown Understand how a theory of motivation can be used to improve performance levels Show your understanding of how to motivate by describing and showing how to apply a simple motivation theory. Your responses should cover the assessment criteria shown. Assessment Criteria Define the term motivation (8 marks) Describe the factors that may affect motivation levels in the workplace (16 marks) Explain how individual differences affect levels of motivation in the workplace (12 marks) Explain the potential impact on organisational performance if employee motivation levels are low (12 marks) Describe a recognised theory of motivation (16 marks) Describe ways in which knowledge of a theory of motivation can be used to improve performance in the workplace (20 marks) Explain how to use employee engagement to increase motivation levels (16 marks) By submitting I confirm that this assignment is my own work

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6 MARK SHEET Understand how to motivate to improve performance Centre Number : Centre Name : Learner Registration No : Learner Name: INSTRUCTIONS FOR ASSESSMENT AND USE OF MARK SHEET Assessment must be conducted with reference to the assessment criteria (AC). In order to pass the unit, every AC must be met. Assessors will normally award marks for every AC and then total them into a percentage. However, for greater simplicity, there is the option to not use marks at all and merely indicate with a Pass or Referral in the box (below right). In order to pass the unit every AC must receive a Pass. Where marks are awarded according to the degree to which the learner s evidence in the submission meets each AC, every AC must be met, i.e. receive at least half marks (e.g. min 10/20). Any AC awarded less than the minimum produces an automatic referral for the submission (regardless of the overall mark achieved). Sufficiency descriptors are provided as guidance. If 20 marks are available for an AC and the evidence in the submission approximates to the pass descriptor, that indicates it should attract 10 marks out of 20, if a good pass then ca. 15 out of 20. The descriptors are not comprehensive, and cannot be, as there are many ways in which a submission can exceed or fall short of the requirements. 1. Learner named above confirms authenticity of submission. 2. ILM uses learners submissions on an anonymous basis for assessment standardisation. By submitting, I agree that ILM may use this script on condition that all information which may identify me is removed. However, if you are unwilling to allow ILM use your script, please refuse by ticking the box: Learning Outcome / Section 1: Understand the factors that influence motivation levels in the workplace Assessment Criteria (AC) Sufficiency Descriptors [Typical standard that, if replicated across the whole submission, would produce a referral, borderline pass or good pass result] Assessor feedback on AC Referral [ca. 2/8] Pass [4/8] Good Pass [ca. 6/8] AC 1.1 The term motivation is not An appropriate definition of A detailed and appropriate Define the term defined motivation is given although definition of motivation is motivation The definition given is not the definition may lack detail given recognisably of motivation / 8 (min. of 4) Referral [ca. 4/16] AC 1.2 Pass [8/16] Good Pass [ca. 12/16] Assessor feedback on AC Describe the factors that may affect motivation levels in the workplace The factors that may affect motivation levels in the workplace is not described or is merely listed or described or only one factor is described Two or more factors that may affect motivation levels in the workplace are described, although the description may be limited A range of factors that may affect motivation levels in the workplace have been thoroughly described / 16 (min. of 8)

7 AC 1.3 Explain how individual differences affect levels of motivation in the workplace AC 1.4 Explain the potential impact on organisational performance if employee motivation levels are low Section comments (optional): Referral [ca. 3/12] Pass [6/12] Good Pass [ca. 9/12] Assessor feedback on AC How individual differences affect levels of motivation in the workplace is not explained or only one individual difference is explained Two or more individual differences affecting levels of motivation in the workplace are explained although the explanation may lack detail A range of individual differences affecting levels of motivation in the workplace are explained in detail The explained individual differences are dissimilar in nature / 12 (min. of 6) Referral [ca. 3/12] Pass [6/12] Good Pass [ca. 9/12] Assessor feedback on AC The potential impact on organisational performance if employee motivation levels are low is not explained or the potential impact is merely listed or described rather than explained The potential impact on organisational performance if employee motivation levels are low is explained although the explanation may lack detail Verification comments (optional): The potential impact on organisational performance if employee motivation levels are low is explained in detail and may be supported by relevant examples / 12 (min. of 6) Learning Outcome / Section 2: Understand how a theory of motivation can be used to improve performance levels Assessment Criteria (AC) AC 2.1 Describe a recognised theory of motivation Sufficiency Descriptors [Typical standard that, if replicated across the whole submission, would produce a referral, borderline pass or good pass result] Referral [ca. 4/16] Pass [8/16] Good Pass [ca. 12/16] A recognised theory of motivation is not described or is incorrectly described The theory selected is inappropriate or is not acknowledged as being about motivation An recognised theory of motivation is described although the description may be limited An recognised theory of motivation is thoroughly described in detail Assessor feedback on AC / 16 (min. of 8)

8 AC 2.2 Describe ways in which knowledge of a theory of motivation can be used to improve performance in the workplace AC 2.3 Explain how to use employee engagement to increase motivation levels Section comments (optional): Referral [ca. 5/20] Pass [10/20] Good Pass [ca. 15/20] Assessor feedback on AC Ways in which knowledge of a theory of motivation can be used to improve performance in the workplace are not described or incorrectly described or only one way is described Two or more ways in which knowledge of a theory of motivation can be used to improve performance in the workplace are described although the descriptions may be limited Several ways in which knowledge of a theory of motivation can be used to improve performance in the workplace are described in detail The described ways are different in nature / 20 (min. of 10) Referral [ca. 4/16] Pass [8/16] Good Pass [ca. 12/16] Assessor feedback on AC How to use employee engagement to increase motivation levels is not explained or if explained is incorrect How to use employee engagement to increase motivation levels is merely described How to use employee engagement to increase motivation levels is explained although the explanation may lack detail A thorough explanation is given of how to use employee engagement to increase motivation levels and may be supported by relevant examples Verification comments (optional): / 16 (min. of 8) Assessor s Decision Outcome (delete as applicable): Signature of Assessor: PASS / REFERRAL Date: / 100 TOTAL MARKS Quality Assurance Use Signature of QA: Outcome (delete as applicable): PASS / REFERRAL Date of QA check: