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BM Business theme 1 > 1.4 managing people > Flashcards

1.4 managing people Flashcards

1
Q

Why is staffing important to a business

A

ensures the right people are in the right roles with the right support and with opportunities to succeed

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2
Q

How are staff assets to businesses

A

They bring knowledge, skills and expertise.

staff can increase productivity, drive innovation and enhance customer service = increased profitability

staff help build a positive reputation for the business

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3
Q

How are staff costs to a business

A

Staff have to be paid for their work

Staffing costs are often one of the largest costs a business has

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4
Q

What is the impact of national minimum wage on staffing costs

A

Businesses that employ workers on a wage will face higher labour costs

Businesses employing workers on a salary basis are less affected

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5
Q

What is flexible working

A

The development of a culture where workers are equipped to do different roles

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6
Q

What are the 4 ways to develop a flexible workforce

A

Multi skilling

part time and temporary

Flexible hours and home working

outsourcing

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7
Q

What is multi skilling

A

Process of training workers to fulfil multiple job roles

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8
Q

Advantages of multi skilling

A

Utilise their workforce more efficiently. = lower labour costs and increased productivity

Improve patient outcomes in healthcare industries

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9
Q

Disadvantages of multi skilling

A

May require significant investment in training and development

Not appropriate for all job roles. Especially ones with a high level of expertise

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10
Q

What is someone who works part time

A

Only works a couple days a week

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11
Q

What is someone who works temporarily

A

Only shows up when the business needs them

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12
Q

What are the advantages of part time and temporary working

A

Flexible working arrangements helps to attract and retain talent

productivity may increase as staff can work during their most productive hours

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13
Q

What are the disadvantages of part time and temporary working

A

Can create challenges such as communication and collaboration. Especially if staff are remote

monitoring and managing flexible workers can be difficult

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14
Q

What is outsourcing

A

When a business process is contracted to another company

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15
Q

What are the advantages of outsourcing

A

Allow businesses to access specialised skills

May reduce labour costs

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16
Q

Disadvantages of outsourcing

A

May lead to a loss of control over quality and delivery. especially if the outsource partner is based in another country

may create ethical concerns if workers are treated unfairly in the partner country

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17
Q

What are flexible hours

A

They allow the employees yo schedule working hours around their individual needs

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18
Q

What is home working

A

Employees use tools such as email, messaging, teams and zoom to carry out work remotely

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19
Q

What are the advantages of home working for the business

A

Smaller or fewer premises, reducing costs

high quality workers attracted from a wide area

Workers may be more productive if they work in isolation

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20
Q

What are the disadvantages of home working for the business

A

cost of equipping workers with technology to work remotely may be expensive

less opportunity for collaboration

careful monitoring will be required to ensure remote workers remain focused

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21
Q

What are the advantages of home working for the employee

A

Commuting costs are eliminated

stress is reduced

some flexibility

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22
Q

What are the disadvantages of home working for the employee

A

May feel isolated from colleagues

household costs such as electricity may increase

division between work and home life may be difficult to manage

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23
Q

What is a dismissal

A

Termination of employment by an employer against the will of the employee

usually due to misconduct or poor performance

may not receive compensation or notice period

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24
Q

What is redundancy

A

When the job is no longer available and the business is reducing the size of its workforce

not due to the fault of the employee

must provide notice and compensation

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25
Q

What is the individual approach to employer/employee relationships

A

Focuses on the relationship between the employee and their employer

assumes each employee is unique

the need for tailored compensation packages

employer has the power to hire, fire and set terms and conditions of the employment

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26
Q

What is the collective bargaining approach to employer/employee relationships

A

Where a group of employees negotiate with their employer for better wages, working conditions and benefits.

more bargaining power for employees as they negotiate as a collective

power struggle

business wants to maximise profits

employee wants to maximise wage

union acts as a collective voice and bargains with the employer

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27
Q

What is recruitment

A

Process of attracting and identifying potential candidates who are suitable for a particular role

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28
Q

What is selection

A

Process of choosing the best candidate

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29
Q

What are the 5 steps of the recruitment and selection process

A

Define
Source
Advertise
Receive applications
Selection

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30
Q

What is the define step

A

The specific job role including the job description and specification

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31
Q

What is the source step

A

Identify if applicants will be recruited internally or externally

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32
Q

What is the advertise step

A

Use the most cost effective methods to reach potential candidates

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33
Q

What is the receive applications step

A

Collate CV’s and cover letters. Make a shortlist to interview

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34
Q

What is the selection step

A

Businesses must decide the most appropriate method which will allow them to identify the best candidate

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35
Q

What is a job specification?

A

It outlines the qualifications, skills, experience and personal qualities the business requires from a candidate for a specific job

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36
Q

What is a job description

A

It outlines the duties, responsibilities and requirements of a particular job

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37
Q

What is internal recruitment

A

The process of hiring employees from within the business

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38
Q

What are the advantages of internal recruitment

A

Candidates are already familiar with the firms culture and processes

The business will have a good understanding of the candidate and their strengths & weaknesses

Opportunities to progress can be motivating for existing employees

Cheaper and quicker than recruiting staff externally

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39
Q

What are the disadvantages of internal recruitment

A

Can lead to conflict or resentment between successful and rejected candidates

A further vacancy is created

Limited number of suitable applicants

Missed opportunity to bring in new ideas, experience and skills into the business

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40
Q

What is external recruitment

A

The process of hiring employees from the outside of the organisation

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41
Q

What is an advantage of external recruitment

A

Higher number of suitable applicants

Brings new freash ideas, experiences and perspectives

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42
Q

What is a disadvantage of external recruitment

A

Usually more expensive than internal recruitment

Degree of uncertainty due to the business not knowing the new candidate

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43
Q

What are recruitment costs

A

The expenses incurred in the process of hiring new employees e.g. advertising , recruiting and interviewing candidates

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44
Q

What are training costs

A

The expenses incurred in the process of providing training to new or existing employees.

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45
Q

What are selection costs

A

Expenses incurred in the process of selecting the candidate

e.g. background checks and visa costs

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46
Q

What are the three types of training

A

Induction training

on the job training

Off the job training

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47
Q

What is induction training

A

Training that new employees receive when they start working for a company

It introduces them to the company, culture, policies and procedures

48
Q

What are the advantages of induction training

A

Helps new employees understand their job roles

introduces employees to the firms culture and policies

improves employee motivation and confidence

Reduces the time it takes employees to become productive

49
Q

What are the disadvantages of induction training

A

Time consuming and expensive

May not cover all aspects

Not always effective

May lead to employee dissatisfaction -> higher turnover rates

50
Q

What is on the job training

A

Training that takes place whilst employees are working in their job roles

51
Q

Advantages of on the job training

A

New skills and knowledge whilst performing their job duties

Training is tailored to the employees specific job role

Often more practical and relevant

Can be cost effective

52
Q

Disadvantages of on the job training

A

Employees may make mistakes while learning -> productivity and quality may fall

Can be disruptive to the workplace as it requires the trainer to devote time to training the employee

May not be effective in all cases

53
Q

What is off the job training

A

Type of training that takes place outside the workforce

54
Q

What are the advantages of off the job training

A

Learn new skills and knowledge outside the workplace , can bring in fresh ideas and perspectives

Training can be tailored

Training can be used as a reward

can be cost effective if provided online or through webinars

55
Q

What are the dis-advantages of off the job training

A

Can be expensive to organise, especially if travel and accommodation are required

Employees may miss work

Training may not be directly applicable

56
Q

What is meant by the term Hierarchy

A

The levels of authority within an organisation

describes ranking of positions from top to bottom

57
Q

What is meant by the term chain of command

A

The formal line of authority that flows from from the top management to lower level employees

identifies who reports to who

58
Q

What is meant by the term span of control

A

Number of employees a manager can effectively manage

narrower span of control = more layers of management

Wider span of control = fewer layers of management

59
Q

What is a centralised structure

A

Decision making authority is concentrated at the top of the organisation

senior management making most of the decisions

60
Q

What is a decentralised structure

A

Decision making authority is distributed throughout the organisation

lower level employees have more decision making power

flexibility and innovation

61
Q

What are the three different organisational structured

A

Tall
Flat
Matrix

62
Q

What is a tall organisational structure

A

Characterised by multiple levels of management and more centralised decision making

long chain of command

63
Q

Advantages of a tall structure

A

Clear hierarchy of authority

Promotes specialisation and expertise in each department

Offers opportunities for career advancement

All above lead to efficiency and motivation

64
Q

Disadvantages of a tall strcuture

A

May create communication barriers between upper and lower levels

decision making can be slow as information needs to passed through multiple layers

all of the above reduce efficiency and motivation

65
Q

What is a flat organisational structure

A

Fewer levels of management and a more decentralised decision making process

short chain of command

66
Q

Advantages of flat structures

A

Culture of collaboration and open communication

Decision making can be faster and more efficient

encourages creativity and innovation

more autonomy and flexibility

all of the above increase efficiency and motivation

67
Q

Disadvantages of a flat structure

A

Can leaf to role ambiguity and lack of clear hierarchy

may not provide clear opportunities for career advancement

employees may need to tale on multiple roles and responsibilities

all of the above reduce efficiency and motivation

68
Q

What is a matrix organisational structure

A

Usually built around specific products or projects

combine functional areas of a business with a specialist team that operates inside the business

69
Q

What are the advantages of a matrix structure

A

Promotes cross functional collaboration and communication

Specialisation and expertise within each area

Efficient allocation of resources and coordination of multiple projects

all of above increase efficiency and motivation

70
Q

What are the disadvantages of a matrix structure

A

Lead to conflicts over priorities and resources

creates confusion over roles and responsibilities

Requires a high degree of communication and co ordination

All of the above reduce efficiency and motivation

71
Q

What is motivation

A

Refers to the inner desire or willingness that propels a person to take action and achieve a specific goal or outcome

72
Q

What are the two types of motivation

A

Intrinsic

extrinsic

73
Q

What is intrinsic motivation

A

Coming from within a person e.g.. values and beliefs

74
Q

What is extrinsic motivation

A

Coming from external factors e.g. rewards or punishments

75
Q

What impact does motivation have on productivity

A

Employees are more likely to be engaged in their work and take initiative to meet or exceed their goals, causing them to be more productive and efficient

76
Q

What is a turnover rate?

A

The number of staff leaving over a given period of time in relation to the workforce as a whole

77
Q

What does Taylors scientific management theory focus on

A

Breaking down complex tasks into easy, simpler ones. Standardising work and providing workers with clear instructions and training to achieve maximum efficiency

78
Q

How does Taylors method start

A

A scientific analysis of what is involved in a job and then breaks it down into parts for which employees can be trained

79
Q

What is the first step of Taylors scientific
management method

A

study and analyse the work process

Break done complex tasks into simpler ones and identify the most efficient way to perform each task

80
Q

What is the second step of Taylors scientific
management method

A

Standardise the work process

Creating detailed procedures and instructions for each task so that workers can follow these procedures

81
Q

What is the third step of Taylors scientific
management method

A

Select and train the workers

Selected based on skills and abilities

Training based on technical skills and proper attitudes and behaviours

82
Q

What is the fourth step of Taylors scientific
management method

A

provide performance related incentives

e.g. bonuses or piece rate

83
Q

What are the advantages to Taylors scientific method?

A

Increased efficiency

Standardised procedures that everyone can follow
-> reduce errors

specialisation of labour —> greater efficiency and productivity

clear hierarchy

Improved training

84
Q

What are the disadvantages to Taylors scientific method?

A

Overemphasis on efficiency

reduced job satisfaction and creativity

workers may disengage if worked like a machine

Potential for exploitation e.g. not compensating workers fairly

85
Q

What does Mayo’s Human relations theory focus on

A

The importance of social factors in the workplace

such as communication, motivation and job satisfaction

86
Q

What does Mayo believe about his theories

A

Improving productivity and job satisfaction lies in understanding and improving the relationships between workers, supervisors and management

87
Q

How do businesses use Mayo’s approach

A

Empowering employees in decision making

team building activities

Feedback and recognition

Positive work environment

employee development programmes

88
Q

Advantages of Mayos theory

A

Improved job satisfaction

Increased productivity

Better communication

stronger teams and teamwork

89
Q

Disadvantages of Mayos theory

A

Time consuming, building relationships requires time and effort

Lack of control, workers have more decisions

Potential for conflicts

90
Q

What is Maslow’s hierarchy of needs

A

A theory of human motivation that outlines five tiers of human needs that must be met for individuals to reach their full potential

91
Q

What are the 5 layers of Maslows hierachy of needs

A

Self actualisation

Esteem

Love/Belonging

Safety

Physiological

92
Q

What are physiological needs

A

Businesses can provide necessities for their employees such as water and food

93
Q

What are safety needs?

A

Job security, fair pay and safe working conditions for employees

94
Q

What are love and belonging needs

A

Business can encourage teamwork and generate a sense of community within the workplace

95
Q

What are esteem needs

A

Recognition for employees accomplishments and positive work culture

96
Q

What are self actualisation needs

A

Offering opportunities for employees to pursue their passions and interests

97
Q

Advantages to maslows hierarchy of needs

A

Higher employee satisfaction —> increased productivity and lower turnover

Increased motivation

Increased employee motivation

98
Q

Disadvantages to maslows hierarchy of needs

A

One size does not fit all- by this i mean that businesses need to tailor their approach to meet individual needs

Can be expensive e.g. offering perks such as a company car

Time consuming - requires significant time from management and HR

99
Q

What does Herzbergs two factor theory suggest

A

There are two types of factors that affect employee motivation and job satisfaction

100
Q

What are the two factors in herzbergs theory

A

hygiene factors

Motivators

101
Q

What are hygiene factors

A

these are things that don’t necessarily lead to job satisfaction but their absence would cause dissatisfaction, therefore decreasing motivation

102
Q

What are motivators

A

Elements that lead to job satisfaction and motivation

103
Q

What does an improvment in motivator factors lead to

A

Increased job satisfaction

104
Q

What does an improvement in hygiene factors lead to

A

Decreases job dissatisfaction

105
Q

What are financial incentives

A

Rewards or payments given to employees in return for their labour or improved performance

106
Q

What is Piece rate?

A

Where employees are paid according to the number of units they produce

107
Q

What is commission

A

A percentage of sales rev paid to workers who sell the products or services

108
Q

What are bonuses

A

Additional payments given to staff as a reward for achieving specific goals, completing projects on time or exceeding performance expectations

109
Q

What is profit sharing

A

Portion of the firms profits are distributed among staff

110
Q

What is performance related pay

A

Staff are paid based on their performance

111
Q

What are non financial incentives

A

Rewards or motivators not directly related to money

112
Q

What is delegation

A

Transferring responsibility from a manager to their staff

113
Q

What is a consultation

A

Seeking the input of staff on decisions that affect their work

114
Q

What is team working

A

Opportunities for staff to work collaboratively

share ideas and expertise

115
Q

What is flexible working

A

Adjust hours

better work life balance ]

work from hoome/hybrid

116
Q
A

BM Business theme 1 (4 decks)

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