ILM Level 3 300 Solving Problems and Making Decisions Assignment Examples, UK

ILM Level 3 300 Summary

ILM Level 3 300 solving problems and Making Decisions Assignment is a qualification that improves your skills in problem solving and decision making in the context of management and leadership. These skills are useful for everyone, not just in their career but in their personal life as well, but if someone is eagerly looking for a career in the management and leadership field, this course is a must for them. 
In this course, students will get the chance to understand how they can deal with a problem and make valid and useful decisions in a formative and effective manner. You will go through different techniques, tools and devices for creating and finding the solutions to your problem, and even for creating effective decisions.

This module will also discuss the importance of considering decisions in the broad context and what their effect will be. In this course, you will understand the importance of communication in a decision-making process and how it is useful in solving a problem as well. Once you are done with these modules, you (UK Student)  will be able to use these skills and knowledge in real-life cases with confidence.  

Note: Do not try to copy the information shared in this sample, as the sole intention of sharing this sample is to make Students aware of how the ILM Level 3 unit 300 assignment will be. You can also judge the writing style of our writers from this sample, but if you use this information for your own assignment, you will be caught in plagiarism, which will fail. Do not make this silly mistake. If you need ILM assignment help, you can get that from expert writers.

Assignment Task 1: Know how to describe a problem, its nature, scope, and impact

AC 1.1 Describe a problem, its nature, scope, and impact    

Answer:

To define a problem, its nature, scope, and effect, we can divide it into the following:

1. Problem: An issue or a problem is a problem that needs to be solved or addressed. It may be a disruptive or a stagnating thing. 
   
   
2. Case study: Employee engagement and high turnover rates are low in the company.
   
   
3. Nature of the Problem: This means the nature of the issue and the causes of the same.
   
   
4. Possible case: This issue has something to do with the dissatisfaction and demotivation of the employees. Employees perceive themselves as being undervalued, and they are not given a chance to develop their careers.
   
   
5. Scope of the Problem: The scope describes the extent of the problem or how severe the problem is. Is it a local problem or an organisational-wide issue? The issue is impacting different departments, particularly those that have a higher turnover rate. It does not affect only a particular team but also junior and senior employees.
   
   
6. Impact of the Problem: This is how the problem impact on the organisation or the individuals. It can be in terms of financial, emotional or operational implications. For example, Financial Effect: More costs are incurred through the recruitment and training of new employees since employee turnover is high.
   
   
7. Operational Impact: The morale and productivity of operational staff are lower since new employees are onboarded all the time.
   
   
8. Emotional Effect: This creates an emotional barrier between the employees and the company, resulting in reduced job satisfaction and commitment.

The issue is the low employee involvement and turnover, and that is occasioned by the lack of motivation and career development. Its impact on other departments depends on the scope, and the effects include the costs, decreased productivity and morale of the employees. This needs to be attended to enhance employee contentment and retention.

ILM Level 300 Learning Outcome 2: Know how to gather and interpret information to solve a problem

A.C 2.1 Gather and interpret information to identify possible solutions to a problem

Answer:

To collect and decode information in the most efficient way to find potential solutions to a problem, it is necessary to follow the following steps:

1. Define the Problem Specifically: You have to know the problems before you come up with solutions. For example, when the problem is high staff turnover, be sure to find out what is causing the problem (e.g., not enough career advancement, dissatisfaction with the job).
   
   
2. Collect Relevant Data: Collect data using various sources to have a full image of the situation. For example, the survey or interview of the employees to know their concerns. See the exit interview statistics to determine some of the common causes of leaving. Make performance and engagement analysis.
   
   
3. Analyse the Information: Identify patterns and trends in the data that you have collected. For example, when a large number of employees resign due to the feeling that there is no career development available to them, this may indicate that there is a need to have more programs in career development.
   
   
4. Listing of Potential Solutions: Given the information that has been acquired, consider the potential solutions to the problem. For example, implement career development mentorship. Enhance the internal communication regarding growth opportunities. Provide improved incentives so that employees will not leave.
   
   
5. Based on the analysis, interpret and Evaluate Solutions: Evaluate the viability and effectiveness of every solution based on the resources needed and the effect that the solution may produce. For example, this might involve extra training of managers in mentorship programs, although they might assist in retaining employees in the long run. It may be fast and cheap to enhance communication with a less influential effect on retention.
   
   
6. Select the Best Solution: Select the solution that is most effective in solving the problem, is possible within the resources of the organization and is likely to make a positive change. For example, the most effective long-term solution to eliminate turnover can be the introduction of a mentorship program.

AC 2.2 Prepare a summary of the options, providing facts and evidence    

Answer:

To draw up a summary of the alternatives to solving a problem, it is necessary to clearly state each of the alternatives, which should be backed by facts and evidence. Here’s how you can do it:

Alternative 1: Adopt Mentorship Programs.

• Summary: Implement mentorship initiatives to enable employees to improve their skills and career growth within the company.
  
  
• Facts and Evidence:

• • Research: It has been found that mentorship enhances job satisfaction and retention (Harvard Business Review).
  • Employee Testimonies: The employees in other organisations with comparable programs have expressed an increase in engagement by 25 per cent when the mentorship programs are instituted.
  • Impact: Can cause a decrease in turnover rates by meeting the needs of employees regarding the development of their careers.
  • Expense: First expense on training mentors and establishment of the program.

Alternative 2: Enhance the communication of Career Opportunities within the company.

• Summary: Improve communication in the organisation so that employees are not unaware of the career growth opportunities.
• Facts and Evidence:

• • Survey Results: 40 per cent of the employees answered that they do not know about internal promotions or job openings.
  • Study: Open interaction with the career paths contributes to improved retention (Gartner).
  • Impact: Workers have better chances to remain with an organisation when they perceive that they have a chance to grow their careers.
  • Cost: inexpensive solution, can involve investment in a communication tool or managerial training.

Alternative 3: Provide Improved Retention Incentives.

• Summary: To retain employees, introduce incentives, like bonuses, recognition programs or other benefits.
• Facts and Evidence:
  o    Research: Performance-based incentives make employees stay twice as long (SHRM).
  o    Employee Feedback: Recognised and rewarded employees are half a century more likely to remain with the firm.
  o    Effects: Enhances job satisfaction and minimises turnover.
  o    Cost: The variable cost is based on the nature of the incentives provided (bonuses, benefits and so on).

The long-term benefits associated with mentorship programs are that they help in the development of a career, although they involve initial costs in terms of training and establishment. Enhancing communication is inexpensive and can make employees aware of the possible growth, but it might take some time before it can yield substantial outcomes.

Incentives provide a short-term remedy to increasing retention, but they might not cover the underlying causes of turnover, such as career development.

There is a chance to compare these options. Using them, you can select the one which best fits your organisation's needs, budget and goals.

ILM 300 Learning Outcome 3: Know how to evaluate options to make a decision

AC3.1 Apply a simple decision-making technique to evaluate options to arrive at the best solution    

Answer:

• Define the Problem: The First step in solving any issue is to find the root cause of the problem. Find the reason that the particular problem has arisen. Understand the reason, and find all the factors supporting that reason. 
  
  
• List Options: Once you have found the reason for the problem, find all the relevant solutions for that problem. There is always more than one solution for solving a problem, so find all of those solutions and note them down. 
  
  
• Set Criteria: Once you have found all the reasons for how you can solve the problem, then comes determining the criteria that you would be using for making the decision or for finding what is the most suitable solution. Determining the criteria involves cost, time, the impact of that solution and instances. 
  
  
• Evaluate options: Once you have set the criteria, the next step is to analyse all the solutions you found and match them with your selected criteria. Rank solutions according to the selected criteria and then find the one that would be most suitable. 

The one with the highest score and highest rank selects that solution. Using this technique for finding the best solutions will provide you high chance of solving your problem in the expected manner.

ILM 300 Learning Outcome 4: Know how to plan, monitor, and review the implementation and communication of decisions.

AC 4.1 Plan the implementation and communication of the decision    

Answer:

1. State the Objectives: Be clear about what will be achieved and what can be expected of the decision.
   
   
2. Determine Major Stakeholders: Determine which individuals will be affected, and who will be interested or necessary to actualise its implementation.
   
   
3. Develop an Implementation Plan:
   a.    Action Steps: Division of the implementation into manageable tasks.
   b.    Timeline: Determine a feasible time scale in which every action step shall be implemented.
   c.    Resources: Decide on the staff, equipment, and funding.
   d.    Responsibility: Each should have people or teams assigned to it.
   
   
4. Communication Strategy:
   a.   Message Content: Specify the most important message(s) of the decision, its intention and its effect.
   b.  Communication Channels: Select the right method of communication with the stakeholders, and this may be through email, meetings, presentations or newsletters.
   
   
5. Frequency and Timing: Decision on the timing of when and how often to share updates on the implementation with the stakeholders.
   
   
6. Mechanism of Feedback: Have a channel for receiving feedback and getting the concerns of the stakeholders.
   
   
7. Monitor and Adjust: Track post implementation; make decisions and modify the plan when necessary.

AC 4.2 Describe which monitoring and review techniques could be used to evaluate outcomes.

Answer:

• Key Performance Indicators (KPIs): Establish measurable KPIs to monitor the progress and determine whether the intended results are attained.
  
  
• Surveys and Feedback: Gather qualitative and quantitative feedback from stakeholders to get their views on the effectiveness of the decision.
  
  
• Progress Report: Frequently update on the detailed progress report to evaluate the achievement of tasks, schedule compliance and the assigned resources.
  
  
• Benchmarking: Compare the results based on industry standards or best practices to determine the success of the decision.
  
  
• 360-Degree Feedback: Employ the feedback provided by various other people who comprise other workers, managers, and subordinates to determine the effect of the decision on different areas of the organisation.
  
  
• Cost-Benefit Analysis: The decision (long term benefits of the decision) should be considered whether more benefits in the long run of the decision outweigh the costs.
  
  
• Focus Groups/Interviews: Drill focus groups or one-on-one interviews with key stakeholders to obtain detailed information as to the outcomes.

Project Audits Review or conduct audits at various implementation process decoupling points in order to verify efficiency, compliance, and goal alignment.

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