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1.4- managing people Flashcards

1
Q

What is an asset staff?

A

Someone who is beneficial to the business’ operations

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2
Q

What is a cost staff?

A

Someone detrimental to the business’ operations

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3
Q

How can staff be an asset?

A

-Flexible
-High attendance
-Responds to feedback
-Clear communication
-Efficient

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4
Q

How can staff be a cost?

A

-Incompetent
-Under qualified
-Demanding
-Absences
-Bare minimum

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5
Q

What are key features of someone who is an asset?

A

-Open/keen to train
-Eager to progress
-Show autonomy
-Involved with decision making

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6
Q

What are key features of someone who is a cost?

A

-See further training as a punishment
-Do the bare minimum
-Demotivate others
-Reluctant to change

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7
Q

Why do companies use CV’s?

A

-Candidate evaluation
-Standardisation
-Highlighting relevant experience
-Compare candidates
-Identifying skills
-Assessing career progression

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8
Q

What must a CV have?

A

-Contact information
-Personal statement
-Work experience
-Education
-Skills
-Certifications and training
-References

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9
Q

What are employee/employer relations?

A

How well employees and employers interact

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10
Q

Why do employee/employer relations matter?

A

-Motivation
-Enjoyment of job
-Reduces stress
-Lower labour turnover
-Increased effort
-Reduced conflict

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11
Q

How can employers boost relations?

A

-Be open and honest about issues
-Give clear and understandable instructions
-Consult with staff to get opinions
-Lead by example
-Praise in public, punish in private

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12
Q

What is bargaining?

A

How we approach getting what we want or need

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13
Q

What is individual bargaining?

A

Doing it alone

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14
Q

What is collective bargaining?

A

Doing it as a group

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15
Q

What are the pros of individual bargaining?

A

-Direct communication
-Faster negotiation process
-Encouragement of open dialogue
-Tailored/specific agreements

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16
Q

What are the cons of individual bargaining?

A

-Inequality among employees
-Potential for conflict
-Pressure to conform
-Time consuming

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17
Q

What are the pros of collective bargaining?

A

-Stronger negotiating powers
-Job security
-Focus on broader issues
-Long term agreements

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18
Q

What are the cons of collective bargaining?

A

-Potentials for strikes
-Increased costs for employers
-Conflict between management and unions
-Limited individual negotiation

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19
Q

What is recruitment?

A

The process of finding and hiring the correct people to fill job vacancies in a business

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20
Q

What is the process of recruitment?

A
  1. Write a job description
  2. Write a person specification
  3. Advertise the vacancy
  4. Candidates apply
  5. Candidates are shortlisted
  6. Candidate interviews
  7. Candidates may participate in testing
  8. Select best candidate
  9. Send job offer
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21
Q

What is internal recruitment?

A

Filling job vacancies within an organisation by selecting candidates from its existing workforce

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22
Q

What is external recruitment?

A

Filling job vacancies by seeking candidates fro. outside the organisation

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23
Q

What are the pros of using internal recruitment?

A

-Cost effective
-Familiarity with company culture
-Employee motivation
-Reduces onboarding time

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24
Q

What are the cons of using internal recruitment?

A

-Limited talent pool
-Potential for resentment
-Skill gaps
-Stagnation of ideas

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25
What are the pros of external recruitment?
-Wider talent pool -Fresh perspectives -Competitive selection -Opportunity for change
26
What are the cons of external recruitment?
-Higher costs -Longer onboarding process -Cultural fit risks -Potential for uncertainty
27
What is training?
The process of improving skills or knowledge of an employee
28
Why should a company offer training?
-Improve skills -Increase knowledge -Decrease mistakes/waste -Increased confidence -Reduced costs
29
What is induction training?
When staff first start (formal)
30
What is on-the-job training?
Whilst at work (informal)
31
What is off-the-job training?
Away from work, external (formal)
32
What are the pros of offering induction training?
-Company culture familiarisation -Role specific training -Retention of knowledge -Structured onboarding process
33
What are the cons of offering induction training?
-Time consuming -Overload of information -Potential for resistance -One size fits all approach
34
What are the pros of offering on-the-job training?
-Practical experience -Tailored training -Faster learning curve -Cost effective
35
What are the cons of offering on-the-job training?
-Limited scope -Safety risks -Employee overwhelm -Inconsistent training
36
What are the pros of offering off-the-job training?
-Focused learning environment -Access to expert training -Networking opportunities -Reduced pressure
37
What are the cons of offering off-the-job training?
-High costs -Time away from work -Inconsistent quality -Limited practical application
38
What is motivation?
The ways a business can encourage staff to give their best
39
PMLT of why motivation matters
Highly motivated staff are more efficient which means greater productivity, which leads to less waste and therefore potentially higher profitability for the business
40
What are theory X people in motivation?
Resist motivation (costs)
41
What are theory Y people in motivation?
Appreciate motivation (assets)
42
What is financial motivation?
All about money, it must go directly into the staff member's bank account
43
What is non-financial motivation?
All about implicating a work/life balance or improving work enjoyment
44
FINANCIAL MOTIVATIONS 1. Piecework? 2. Commission? 3. Bonus? 4. Profit share? 5. Performance related pay?
1. Employees are paid per unit they produce 2. Employees earn a percentage of sales generated 3. A financial reward given in addition to wages 4. Employees receive a portion of a company's profits 5. Financial rewards based on performance
45
NON-FINANCIAL MOTIVATIONS 1. Delegation 2. Consultation 3. Empowerment 4. Team working 5. Flexible working 6. Job enrichment 7. Job rotation 8. Job enlargement
1. Assigning responsibility to another person 2. Gathering perspectives on a particular issue 3. Giving employees the authority to make decisions 4. Collaborative effort of a group who come together to achieve a goal 5. Allows employees to have control over when, where and how they work 6. Enhancing a job's content to increase employee satisfaction and engagement 7. Moving employees between different jobs 8. Increasing the number of tasks associated with a particular job
46
Why is it important to motivate staff?
-Increased productivity -Increased efficiency -Reduced labour turnover -Staff take more hours -Better customer service
47
What are motivational theories?
The logic behind why/how an employee feels motivation
48
What are the 4 motivational theories?
-Taylor's scientific management -Mayo's human relations theory -Maslow's hierarchy of needs -Herzberg's 2 factor theory
49
TAYLOR'S SCIENTIFIC MANAGEMENT 1. Who is the theorist? 2. What is the theory? 3. When and where do we use this? 4. Pros of using this? 5. Cons of using this?
1. Frederick Winslow Taylor 2. Productivity would increase if jobs were optimised and simplified 3. -Manufacturing -Large scale operations -Service industries 4. -Increased productivity -Cost reduction -Clear guidelines 5. -Dehumanisation of work -Neglect of social factors -Limited flexibility
50
MAYO'S HUMAN RELATIONS THEORY 1. Who is the theorist? 2. What is the theory? 3. When and where do we use this? 4. Pros of using this? 5. Cons of using this?
1. George Elton Mayo 2. The importance of social factors and employee well-being in the workplace 3. -Service industries -Team based work environments -Workplaces with high turnover 4. -Enhanced employee satisfaction -Improved communication -Increased productivity 5. -Neglect of economic factors -Time consuming implementation -Varied employee needs
51
MASLOW'S HIERARCHY OF NEEDS 1. Who is the theorist? 2. What is the theory? 3. When and where do we use this? 4. Pros of using this? 5. Cons of using this?
1. Abraham Maslow 2. Individuals are motivated to fulfil basic needs before progressing to higher-level needs 3. -Human resource management -Educational settings -Change management 4. -Focus on employee well being -Encourages holistic understanding -Applicability across contexts 5. -Cultural differences -Neglect of external factors -Oversimplification
52
HERZBERG'S HIERARCHY OF NEEDS 1. Who is the theorist? 2. What is the theory? 3. What are the two factors? 4. When and where do we use this? 5. Pros of using this? 6. Cons of using this?
1. Frederick Herzberg 2. Understanding what motivates employees in the workplace and identifies two distinct categories of factors that influence job satisfaction and motivation 3. Motivators and hygiene factors 4. -Employee engagement -Performance management -Workplace redesign 5. -Clear distinction -Focus on motivation -Enhanced job satisfaction 6. -Over simplification -Cultural differences -Neglect of external factors
53
What is an organisational structure?
The way roles and responsibilities within an organisation are structured
54
What is a delegate?
The person that has power and is above you in the structure
55
What is a sub-ordinate?
An employee below you in the structure
56
What is a span of control?
The number of sub-ordinates under your control
57
What is a chain of command?
The stages instruction is passed through
58
What is the hierarchal (tall) structure?
Narrow span but long chain
59
What are pros of using a tall structure?
-Clear chain of command -Specialisation of roles -Close supervision (attention) -Career advancement opportunities
60
What are the cons of using a tall structure?
-Slower decision making -Higher costs -Communication barriers -Potential for confusion
61
What is a flat/wide structure?
Span is larger than the chain
62
What are the pros of using a flat structure?
-Faster decision making -Improved communication -Greater employee autonomy -Cost efficient
63
64
What are the cons of using a flat structure?
-Overwhelmed managers -Role ambiguity -Limited career advancement -Potential for conflict
65
What is the matrix structure?
No clear structure and more department based
66
What are the pros of using the matrix structure?
-Enhanced flexibility -Improved collaboration -Balanced decision making -Skill development
67
What are the cons of using the matrix structure?
-Complex reporting relationships -Potential for conflict -Role ambiguity -Time consuming decision making
68
Why should businesses use an organisational structure?
-Motivates staff -Makes it clearer -Reduces ambiguity -Saves costs -Reduces mistakes -Specific skill sets
69
What is information?
Instruction and guidance
70
What is centralised information?
Decisions and information comes from one central location
71
What is decentralised information?
Decisions and information comes from a variety of locations/people inside a business
72
What makes information hard to understand?
-Not specific -Missing instruction -Contradictory -Too much info -Not enough info -Lack of knowledge -Distractions
73
What is paternalistic leadership?
A leader who acts as a parental figure to their team or organisation. They have the strongest part in decision making and show care for employees
74
What is a pro of using paternalistic leadership in a business?
-Creates a supportive work environment -Strong employee loyalty -Enhanced communication -Clear direction and decision making
75
What are the cons of using paternalistic leadership in a business?
-Limited employee autonomy -Dependency on the leader -Resistance to change -Overbearing/controlling style

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