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Understanding Innovation And Change In An Organisation Essay Sample

Understanding Innovation And Change In An Organisation Pages
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To develop knowledge and understanding of innovation and change as required by a practising or potential first line manager

In order to manage change a manager needs to understand innovation and change in an organisation

In order to effectively manage the manager needs to know how to plan, monitor and review the implementation and communication of innovation and change in an organisation

In order to engage a team a manager needs to understand the effects of innovation and change on people and teams in an organisation note

An ILM Assessment Task provides an opportunity to relate your learning directly to your current organisation. It is recommended that you discuss the assignment with your line manager to explore and agree how the task could be used to support the needs of your employer (as well as evidencing your learning as part of completing your ILM qualification).

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

The nominal word count for this assignment is 1000 words: The suggested range is between 800 and 1500 words, however individuals have different writing styles, and there is no penalty if the word-count range is exceeded.

Assessment Criteria
1 Understand innovation and change in an organisation
1.1 Explain the benefits of innovation and change for the organisation (20 marks) 1.2 Identify the barriers to change and innovation in the organisation (20 marks) 1.3 Explain practical ways of overcoming these barriers (12 marks)

2 Understand how to plan, monitor and review the implementation and communication of innovation and change in an organisation 2.1 Describe which planning, monitoring and review techniques could be used to manage innovation and change (24 marks) 2.2Explain why communication is important in successful implementation of innovation and change (12 marks)

3 Understand the effects of innovation and change on people and teams in an organisation

3.1 Explain possible human effects of innovation and change upon people and teams in an organisation (12 marks)

By submitting I confirm that this assignment is my own work

Signed:

Date:

Note: The ‘boxes’ below a question are for guidance purposes only. Marks are not deducted for writing more.

Understand Innovation and Change in an Organisation

1.1 Explain the benefits of innovation and change for the organisation (20 marks)

Complete your answer here

ILM Sufficiency Descriptors

Referral
Pass
Good Pass
The benefits of innovation and change for the organisation are not explained or are merely listed or described, or only one benefit is explained Two or more appropriate benefits of innovation and change for the organisation are explained although the explanations may lack detail Two or more appropriate benefits of innovation and change for the organisation are fully explained AC 1.2 Identify the barriers to change and innovation in an organisation (20 marks)

Complete your answer here

ILM Sufficiency Descriptors

Referral
Pass
Good Pass
The barriers to change and innovation in the organisation are not identified or are merely listed, or only one barrier is identified Two or more appropriate barriers to change and innovation in the organisation are briefly identified Two or more appropriate barriers to change and innovation in the organisation are identified and stated in detail AC 1.3 Explain practical ways of overcoming these barriers

(12 marks)

Complete your answer here

ILM Sufficiency Descriptors

Referral
Pass
Good Pass
Practical ways of overcoming the identified barriers are not explained or are merely listed or described, or only one practical way is explained, or the ways of overcoming the identified barriers are impractical. Practical ways of overcoming the two or more identified barriers are explained although the various suggested ways are similar in nature Practical ways of overcoming the two or more identified barriers are explained and the various suggested ways are different in nature Understand How to Plan, Monitor and Review the Implementation and Communication of Innovation and Change in an Organisation

2.1 Describe which planning, monitoring and review techniques could be used to manage innovation and change (24 marks)

Complete your answer here

ILM Sufficiency Descriptors

Referral
Pass
Good Pass
Less than two planning, monitoring and review techniques which could be used to manage innovation and change are given or, if given, are merely listed or identified as opposed to described

At least two planning, monitoring and review techniques which could be used to manage innovation and change are described although their principle features may be incomplete Several planning, monitoring and review techniques which could be used to manage innovation and change are fully described in detail, distinguishing between monitoring and review and/or between innovation and change AC 2.2 Explain why communication is important in successful implementation of innovation and change (12 marks)

Complete your answer here

ILM Sufficiency Descriptors

Referral
Pass
Good Pass
Why communication is important in successful implementation of innovation and change is discussed in general but is not explained Why communication is important in successful implementation of innovation and change is briefly explained

The importance of communication in the successful implementation of change is thoroughly explained in detail

Understand the Effects of Innovation and Change on People and Teams in an Organisation

3.1 Explain possible human effects of innovation and change upon people and teams in an organisation (12 marks)

Complete your answer here

ILM Sufficiency Descriptors

Referral
Pass
Good Pass
No explanation given of possible human effects of innovation and change upon people and teams in an organisation or, if given, the explanation is incorrect, minimal or inappropriate Possible non-specific effects of innovation and change are explained but not human effects and/or not upon people and teams in an organisation Only possible human effects upon people or only effects upon teams are explained, not both Possible human effects of innovation and change upon people and teams in an organisation are merely listed or described, as opposed to explained Two or more possible human effects of innovation and change upon people, and two or more possible human effects of innovation and change upon teams in an organisation are explained although the explanations may lack detail Several possible human effects of innovation and change upon people and several possible human effects of innovation and change upon teams in an organisation are fully explained in detail END OF QUESTIONS

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 innovation and change in an organisation 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

AC 1.1
Explained the benefits of innovation and change for the organisation

Referral [ca. 5/20]
Pass [10/20]
Good Pass [ca. 15/20]

The benefits of innovation and change for the organisation are not explained or are merely listed or described, or only one benefit is explained Two or more appropriate benefits of innovation and change for the organisation are explained although the explanations may lack detail Two or more appropriate benefits of innovation and change for the organisation are fully explained

The barriers to change and innovation in the organisation are not identified or are merely listed, or only one barrier is identified Two or more appropriate barriers to change and innovation in the organisation are briefly identified Two or more appropriate barriers to change and innovation in the organisation are identified and stated in detail

Practical ways of overcoming the identified barriers are not explained or are merely listed or described, or only one practical way is explained, or the ways of overcoming the identified barriers are impractical. Practical ways of overcoming the two or more identified barriers are explained although the various suggested ways are similar in nature Practical ways of overcoming the two or more identified barriers are explained and the various suggested ways are different in nature

Learning Outcome / Section 2: Understand how to plan, monitor and review the implementation and communication of innovation and change in an organisation 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

Less than two planning, monitoring and review techniques which could be used to manage innovation and change are given or, if given, are merely listed or identified as opposed to described

At least two planning, monitoring and review techniques which could be used to manage innovation and change are described although their principle features may be incomplete Several planning, monitoring and review techniques which could be used to manage innovation and change are fully described in detail, distinguishing between monitoring and review and/or between innovation and change

Why communication is important in successful implementation of innovation and change is discussed in general but is not explained Why communication is important in successful implementation of innovation and change is briefly explained

The importance of communication in the successful implementation of change is thoroughly explained in detail

Learning Outcome / Section 3: Understand the effects of innovation and change on people and teams in an organisation 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

No explanation given of possible human effects of innovation and change upon people and teams in an organisation or, if given, the explanation is incorrect, minimal or inappropriate Possible non-specific effects of innovation and change are explained but not human effects and/or not upon people and teams in an organisation Only possible human effects upon people or only effects upon teams are explained, not both Possible human effects of innovation and change upon people and teams in an organisation are merely listed or described, as opposed to explained Two or more possible human effects of innovation and change upon people, and two or more possible human effects of innovation and change upon teams in an organisation are explained although the explanations may lack detail Several possible human effects of innovation and change upon people and several possible human effects of innovation and change upon teams in an organisation are fully explained in detail

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