ILM Level 3 8600-400 Understanding the management role to improve management performance Assignment Answer

About this Unit 8600-400 

ILM Level 3 Qualifications in Leadership and Management Assignment Answers

ILM 400 Understanding the Management Role to Improve Management Performance is created to assist managers in understanding their roles and capabilities. The topics of the course are very broad and can assist managers to gain benefits of knowing where they stand, which includes enhancement of management skills, implementation of communication strategies, and strategic thinking.

Special Note: Make sure that you use these ILM Level 3 8600-400 Assignment Examples as examples only, and not for using the information shared in this sample in your own assignment. This is written by our experts, using different sources, and it is posted online, so it will get caught in plagiarism. Plagiarism detectors have become way too advanced nowadays; they can easily detect any data that is posted online, and the UK takes plagiarism as a very serious misconduct. This can even make you fail your assignment. So, it's better that you take ILM assignment help rather than taking any shortcuts. 

ILM 400 Task 1: Understand the specific responsibilities of middle managers in enabling an organisation to achieve its goals.

AC1.1 Describe the goals and objectives of your organisation.

Answer:

The objectives of our organisation are as follows: to be leaders in the market in every corner, expand our horizons and provide high-quality services that will exceed the expectations of the clients. We will focus on ensuring that we make a positive difference in the industry and community by building an environment that would correspond with the values that are considered core, like integrity, innovation and the satisfaction of the customers.

• In a bid to accomplish these, we have identified some of the important objectives as follows:
• Expanding revenue and market share by strategic expansion and product innovation.
• Constant enhancement of quality in service delivery in order to make the customers satisfied.
• Support programs for sustainability and social responsibility to benefit society.
• Each department has specific targets that match to facilitate the actualisation of the above objectives, hence taking us to our long-term vision efficiently and responsibly.

AC1.2 Evaluate the specific responsibilities of middle managers in enabling your organisation to achieve its goals.

Answer:
Usually, middle managers are regarded as the blood that connects the leadership to the front-line staff in any organisation, as long as they can realise the set goals. As a rule, they should be capable of:

• Action Goals: Translating strategic goals into action, which means translating them into specific actions of teams.
• Resource Management: Be sure there is availability of resources and utilise them.
• Performance Monitoring: Monitor the performance of their teams and either support or correct their behaviour in terms of goals.
• Foster Communication: Be a mediator of sorts between the top management and the employee.
• Change Facilitation: Moving the teams through the changes via educating, orienting, and de-fearing.
• Staff Development: Training of employee members to gain new skills or improve their prior abilities and performance.
• Cultural Enhancement: Promotion of organisational values with a view to creating a friendly working environment.

Middle managers in such positions ensure that the activities of teams are directed to the mandated directions of an organisation.

ILM 400 Task 2: Understand how communication and interpersonal skills affect managerial performance in the workplace.

AC2.1 Evaluate how interpersonal and communication skills affect managerial performance.

Answer:

In most of the areas, interpersonal and communication skills are important in the performance of managers:

1. Team Collaboration: Interpersonal skills will help build trust, enhance the morale of the team, and encourage higher collaboration, which can contribute to more productivity.
   
   
2. Decision-Making: Communication will make sure that the manager obtains all the required information and the decision made is communicated effectively to get the team on board with organisational objectives.
   
   
3. Leadership as well as Motivation: This can be achieved through effective communication where workers are motivated, expectations are set, and feedback is given to the workers, making them more engaged.
   
   
4. Conflict Resolution: Good managers can cope with conflicts without letting the issues develop into a big problem, as well as making sure that the work atmosphere is not left in a negative state.
   
   
5. Stakeholder Relationships: Good communication establishes good relationships with the stakeholders that would enable proper cooperation as well as support.
   
   
6. Organisational Culture: The interpersonally proficient managers are able to establish a positive organisational culture, which is open and collaborative.

These are necessary skills in order to lead teams, make informed decisions, and have good relationships both within and outside the organisation.

AC2.2 Evaluate strategies to overcome barriers to effective managerial communication and interpersonal skills.

Answer:

1.  Language Differences plan: Speak in simple terms and give straightforward instructions so that everyone can comprehend, especially in multicultural teams.

2. Cultural Differences plan: Propose cultural sensitivity training and promote the awareness of various patterns of communication.

3.  Emotional Differences Strategy: Learn to be emotionally aware and be an active listener to be connected to your emotions and open up to the conversation.

4.  Physical Differences plan: technologies (video calls and collaborative tools) can be used to aid in communication over distances.

5.  Hierarchical Differences Strategy: Have an open-door policy and open up hierarchies, which would promote communication across ranks.

6.  Perceptual Differences Plan: Use techniques of feedback and clarification so that messages received are not well understood.

7.  Technological Barriers Plan: Educate with the appropriate IT support in order to simplify communication tools.

8.  Lack of Trust Strategies: Win the trust by being open, staying informed and personable.

9.   Time Constraints Strategy: Plan your time on communication: check-in time and the time of the relevant topics should be planned.

Through addressing these barriers, managers will be able to improve team and interpersonal communication.

ILM 400 Task 3: Be able to assess personal development opportunities to improve your own managerial performance.

AC3.1 Assess own knowledge, skills and behaviour, and their effect on own managerial performance.

Answer:

To assess your performance as a manager in terms of your knowledge, skills, and behaviour:

• Self-Evaluation: Examine your weaknesses and strengths. Your knowledge of the industry, your ability to manage, and your emotional intelligence and flexibility or adaptability should all be checked.
• Get Feedback: This is a 360-degree review or feedback to seek insights about you used by your colleagues, fellow workers, and supervisors.
• Performance Metrics: Monitor the performance of your team, the involvement of the employees and the end result of the project in order to determine how your skills and behaviours affect your results.
• Development Plan: Find out how you can enhance and evolve training or self-training on how to manage your skills.

By observing these spheres, he or she is able to enhance his or her performance and effectiveness as a manager.

AC3.2 Identify areas for personal development to improve own managerial performance.

Answer:

To become a better manager, consider the following areas of improvement:
•    Leadership & Decision Making: Learn to think critically and make decisions under pressure decisions.
•    Brevity, listening, and conflict resolution: Communication Skills.
•    Time Management: Prioritise and delegate the tasks.
•    Emotional Intelligence: Self-realisation and understanding of emotional control.
•    Team Management: Giving enabling feedback to make teams own accountability.
•    Strategic Thinking: See the long-term and the role the team effort contributes towards the goals of the organisation.
•    Adaptability: Can adopt change and effectively cope with transitions.
•    Financial Management: Enhance cost management and budgeting.
•    Networking: Establish professional networks to collaborate with a person in order to realise goals.
•    Feedback & Self-Reflection: Learn to hear others and use their feedback to keep on improving.

AC3.3 Produce a personal development plan to improve your own managerial performance.

Answer:

PDP is basically a strategic plan that is used for helping individuals upgrade their skills as well as their performances in all fields. 

PDP is a strategic plan that is utilised to assist individuals to up-level their skills as well as performance in almost all spheres, particularly the sphere of administration. A PDP in enhancing the performance of managers entails strengths and weak areas requiring attention. 

Such aspects can be the clearly measurable objectives to be improved in leading, communicating, making decisions, resolving problems, and team management. To achieve this, the plan should also identify the specific goals that would incorporate actions like attending leadership training, receiving feedbacks of colleagues and subordinates, or undertaking tough projects as a means of gaining experience. 

One of the most significant elements of the plan is to frequently assess the progress and, in case of the need, modify the way it is done to promote constant improvement. This will help the manager work better, who will serve his or her team and organisation more effectively by concentrating on personal development. Such a system will guarantee a culture of lifelong learning and change.

UPTO55%

Avail The Benefit Today!

This Is a Preview

Fill Out the Order Form for Free Access

Get Free PDF Access