ILM 8601-201 Improving Performance of the Work Team Level 2 Assignment Answer UK

8601-201 Improving Performance of the Work Team is a course that explores how to optimize team productivity through methods such as task analysis, process improvement, and quality control. The course helps participants understand how to identify and remove barriers to team performance, and how to create an environment that encourages creative problem solving and open communication. In addition, the course covers topics such as goal setting, conflict resolution, and team building. By the end of the course, participants will have the knowledge and skills necessary to improve the performance of their work teams.

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Here, we’re going to go through some assignment tasks in detail. These are:

ILM 8601-201 Task 1: Understand the organization’s expectations concerning team performance.

In order to ensure that your team is performing at its best, it is important to understand the expectations of the organization. These expectations can vary depending on the size and type of organization, but there are some common elements that are typically expected.

First, teams are expected to work together efficiently and effectively in order to achieve common goals. This requires good communication and collaboration skills.

Second, teams are expected to be able to adapt to change and handle adversity. This means being flexible and resilient in the face of challenges.

Finally, teams are expected to be role models for other employees. This means exhibiting positive attitudes and behaviors and setting a high standard for performance.

AC 1.1 Explain the organization’s expectations of the team per the company’s policies.

It is the organization’s expectation that team members will uphold the company’s policies at all times. This includes adhering to the code of conduct, maintaining a professional appearance, and behaving in a respectful and courteous manner towards others. failure to do so may result in disciplinary action.

In addition, team members are expected to be punctual and to adhere to the organization’s attendance policy. Unexcused absences or tardiness will not be tolerated and may result in termination of employment. Finally, team members are expected to work their assigned hours and take their breaks as scheduled. anyone who violates these policies will be subject to disciplinary action.

AC 1.2 The objectives of the team in achieving the organizational targets.

The objectives of the team should be aligned with the organizational targets. The team should have a clear understanding of the organization’s goals and objectives and work towards achieving them. The team should also be aware of the resources available to them and use them efficiently. Furthermore, the team should be able to work together harmoniously to complete tasks on time. Lastly, the team should be able to communicate effectively with other teams in the organization to coordinate their efforts.

AC 1.3 Describe how the performance of individual team members affects the team’s overall performance.

The performance of individual team members has a direct impact on the team’s overall performance. When one team member is not performing up to par, it puts additional strain on the rest of the team and can ultimately lead to a decline in the team’s performance. Conversely, when team members are performing at their best, it can lead to increased morale and an overall boost in the team’s performance. Therefore, it is important for team leaders to perform regular assessments of each team member’s performance and provide feedback accordingly.

ILM 8601-201 Task 2: Understand how underperformance can be addressed.

Underperformance is a common issue that teams face. When one or more team members are not meeting the expectations of the organization, it can negatively impact the entire team. In order to address this issue, it is important to identify the root cause of the problem and take corrective action.

AC 2.1 Assess your team’s performance concerning the indicators of underperformance.

There are several indicators of underperformance that team leaders should be aware of. These include:

• Decreased productivity
• Poor quality of work
• Missed deadlines
• Absenteeism
• Tardiness
• Low morale
• Conflicts with other team members

If any of these indicators are present, it is likely that there is an issue with underperformance.

AC 2.2 Identify the possible causes of underperformance.

There are a few common causes of underperformance:

1. Lack of Motivation: When team members are not motivated, it can lead to a decline in performance. This can be due to a variety of factors, such as boredom with the job, lack of challenging work, or feeling like one’s contributions are not valued. In order to address this issue, team leaders should try to identify the source of the problem and take steps to rectify it. For example, they may assign new and more challenging tasks to team members who are bored with their current work.
2. Poor Attitude: A negative attitude can also lead to underperformance. When team members have a negative outlook, it can affect their work quality and quantity. This can be due to a variety of factors, such as conflicts with other team members or feeling like the job is pointless. In order to address this issue, team leaders should try to identify the source of the problem and take steps to rectify it. For example, they may have a discussion with the team member to see if there are any underlying issues that need to be addressed.
3. Lack of Skills: Sometimes, underperformance is due to a lack of skills. This can be a problem if the team member is not properly trained for the job or if the task is outside of their area of expertise. In order to address this issue, team leaders should provide training and development opportunities for team members. This will allow them to acquire the necessary skills and knowledge to perform their jobs properly.
4. Personal Issues: Personal issues can also lead to underperformance. When team members are dealing with personal problems, it can affect their work quality and quantity. This can be due to a variety of factors, such as family problems or financial troubles. In order to address this issue, team leaders should try to provide support and understanding. For example, they may allow the team member to take a leave of absence if necessary.
5. Poor Work Environment: A poor work environment can also lead to underperformance. When team members are not comfortable with their work surroundings, it can affect their work quality and quantity. This can be due to a variety of factors, such as an uncomfortable office or loud noise levels. In order to address this issue, team leaders should try to improve the work environment. For example, they may make changes to the office layout or invest in noise-canceling headphones for team members.
6. Burnout: Burnout is a common cause of underperformance. When team members are overworked, it can lead to a decline in work quality and quantity. This can be due to a variety of factors, such as unrealistic deadlines or excessive workloads. In order to address this issue, team leaders should try to reduce the amount of work that team members have to do. For example, they may distribute tasks among multiple team members or allow team members to take breaks during the day.
7. Unclear Goals: When team members don’t know what is expected of them, it can lead to underperformance. This can be due to a variety of factors, such as unclear instructions or a lack of direction. In order to address this issue, team leaders should try to provide clear and concise instructions. For example, they may create a step-by-step guide for the task or hold a meeting to go over the goals.

AC 2.3 List the actions that could be taken to rectify underperformance.

1. Address the source of the problem: In order to rectify underperformance, team leaders should first try to identify the source of the problem. Once the source has been identified, they can take steps to rectify it.
2. Provide training and development opportunities: Another way to rectify underperformance is to provide training and development opportunities for team members. This will allow them to acquire the necessary skills and knowledge to perform their jobs properly.
3. Support and understanding: Another way to rectify underperformance is to provide support and understanding. For example, team leaders may allow a team member to take a leave of absence if necessary.
4. Improve the work environment: Another way to rectify underperformance is to improve the work environment. For example, team leaders may make changes to the office layout or invest in noise-canceling headphones for team members.
5. Reduce the amount of work: Another way to rectify underperformance is to reduce the amount of work that team members have to do. For example, team leaders may distribute tasks among multiple team members or allow team members to take breaks during the day.
6. Provide clear and concise instructions: Another way to rectify underperformance is to provide clear and concise instructions. For example, team leaders may create a step-by-step guide for the task or hold a meeting to go over the goals.

ILM 8601-201 Task 3: Understanding the role motivation plays in improving performance.

Understanding motivation is critical to improving performance. Simply put, motivation is what drives people to achieve their goals. It is what gives people the desire and determination to keep going when things get tough. There are many different factors that can affect motivation, from personal ambitions to outside rewards. However, the one thing that all motivated people have in common is a strong sense of purpose.

They know why they are doing what they are doing, and they are willing to put in the hard work required to see it through. When it comes to improving performance, this single-minded focus can make all the difference. By understanding what motivates people, leaders can better support their team members and help them achieve their full potential.

AC 3.1 Describe a widely accepted theory of motivation.

Maslow’s Hierarchy of Needs is one of the most widely accepted theories of motivation. This theory suggests that people are motivated to fulfill certain needs and that these needs are arranged in a hierarchy. The most basic needs, such as physiological and safety needs, must be met before people can be motivated to satisfy higher-level needs, such as social and self-actualization needs. This theory can be used to explain why people are motivated to do certain things, and it can also be used to identify which needs are most important to individuals.

AC 3.2 Explain how actions can be taken to motivate one’s team and improve performance using a theory of motivation.

Actions that can be taken to motivate team members and improve performance using Maslow’s Hierarchy of Needs theory include:

1. Providing basic needs: Leaders can provide team members with the basic needs required for survival, such as food, shelter, and clothing. This will satisfy the physiological and safety needs, and it will allow team members to focus on higher-level needs.
2. Creating a sense of belonging: Leaders can create a sense of belonging by providing social opportunities for team members. This will satisfy the social need and it will allow team members to focus on higher-level needs.
3. Encouraging self-actualization: Leaders can encourage team members to pursue their personal goals and ambitions. This will satisfy the self-actualization need, and it will allow team members to focus on higher-level needs.
4. Recognizing achievements: Leaders can recognize team members’ achievements and give them positive feedback. This will help team members feel valued and appreciated, and it will motivate them to continue performing at a high level.
5. Providing incentives: Leaders can provide team members with incentives, such as bonuses or promotions. This will motivate team members to improve their performance in order to receive the rewards.

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