2. People in business (not 2.4 (need to add)) Flashcards
1
Q
What is a motivated worker?
A
Motivated worker – A hard-working employee who works effectively for a business.
2
Q
Why do people work (5 reasons)?
A
- Money – People need money to buy food, water and other items they need to live.
- Social needs – People just like us likes to feel part of a team, socialise and make friends.
- Esteem needs – Feeling important, feeling that they are contributing to a business.
- Job satisfaction – enjoyment from the work and achievements they have accomplished.
- Security – Feeling of having a secure job with a stable income. (not likely to lose job etc…)
3
Q
What are 3 ways that a business benefits from a well-motivated workforce?
A
- labour productivity
- reduced absenteeism
- labour turnover
4
Q
How does the workers being productive help the business and what is labour productivity?
A
Motivation improves productivity so motivated workers will work harder and produce more output, and the firm will make more profit as a result.
Labour productivity is output per worker measured by output divided by the number of workers. So if 10 workers pick 4000 oranges the labour productivity is 4000 divided by 10, 400 oranges per person.
5
Q
How does less absenteeism benefit the business?
A
Motivated workers will arrive on time, are less likely to be absent from work (also known as absenteeism) and are less likely to leave the business. We can calculate the rate at which workers leave the business by dividing the total number of employees by the number of employees who left in the last year.
6
Q
What is labour turnover and how is it calculated?
A
Among the causes that contribute to high labour turnover are that the job and the worker do not suit one another, low wages, bad working conditions, bad treatment on the part of the employer or just the roving nature of the worker.
Labour turnover is equal to the number of employees leaving, divided by the average total number of employees (in order to give a percentage value). The number of employees leaving and the total number of employees are measured over one calendar year.
7
Q
What was Abraham Maslow’s theory?
A
Abraham Maslow’s theory states that the more levels of needs achieved by the worker = the higher motivated they will become. This also means that each level of motivation must be achieved before an employee can move to the next level of motivation.
8
Q
What are the 5 different parts of Maslow’s Hierarchy?
A
Physiological needs:
- Food, rest, recreation and shelter
- wages high enough to meet weekly bills
safety/security needs:
- protection against danger, poverty, fair treatment
- job security
social needs:
- friendship, a sense of belonging to a team
- work colleagues that support you at work
esteem needs:
- having status and recognition, achievement, independence
- being given recognition for a job well done
self-actualisation:
- successding to your full potential feeling that you have done a good job, not just for financial and personal reward
- being promoted and given responsibility
9
Q
What is one limitation of Maslow’s theory?
A
One limitation of this theory is that it doesn’t apply to every worker. For some employees, for example, social needs aren’t important but they would be motivated by recognition and appreciation for their work from seniors.
10
Q
What was F.W. Taylors theory?
A
F. W. Taylor: Taylor based his ideas on the assumption that workers were motivated by personal gains, mainly money and that increasing pay would increase productivity (amount of output produced). Therefore he proposed the piece-rate system, whereby workers get paid for the number of output they produce. So in order, to gain more money, workers would produce more. He also suggested a scientific management in production organisation, to break down labour (essentially division of labour) to maximise output
11
Q
What are the limitations of F.W. Taylor’s theory?
A
- Employees can be motivated by other factors not just money
- There is no guarantee that all employees will work harder if they are paid more
- There are many jobs where output cannot be measured easily (difficult to determine if employee actually works hard)
12
Q
What is Herzberg’s Two-Factor Theory?
A
There are 2 factors Hygiene & Motivation factors. Workers expect hygiene factors to be available to them otherwise they will become demotivated. Hygiene factors will not motivate the workers only motivation factors will make the employees work harder.
13
Q
What are Federick Herzberg’s motivation factors?
A
- recognition
- achievements
- level of responsibility
- need for personal growth
14
Q
What are Federick Herzberg’s hygiene factors?
A
- working conditions
- salary and job status
- company policy and benefits
- working relationships
15
Q
Why are the hygiene factors important?
A
According to Herzberg, the hygiene factors need to be satisfied, if not they will act as de-motivators to the workers. However hygiene factors don’t act as motivators as their effect quickly wear off. Motivators will truly motivate workers to work more effectively.
16
Q
What are the 3 ways to motivate employees?
A
- Financial rewards
- Non-financial rewards
- Job satisfaction
17
Q
What are the different kinds of financial motivators?
A
- wage
- salary
- bonus,
- commission
- profit sharing
18
Q
What are wages and some cons of this method?
A
Usually paid weekly – to manual workers e.g. warehouse workers,
cleaners etc
cons:
- Good and bad workers get paid the same
- Calculating wages takes time and money (opportunity cost)
19
Q
What is wages (time rate) and what are the cons?
A
Wages (time rate) – Payment for a period of time such as amount per hour e.g. $10 per hour.
Cons:
- Good & bad workers get paid the same
- Recording every employee’s working hours may be complicated
- costs business to hire an employee to calculate each workers’ wage (opportunity cost)
20
Q
What is wages (piece rate) and what are the cons?
A
Wages (piece rate) – Workers paid depending on quantity of product produced e.g. $2 for every bicycle assembled.
Cons:
- Workers may rush and produced bad quality products, Workers that make slow high-quality products will get paid less.
- workers may focus on quantity rather than quality, this can damage the reputation of the business
- if any machinery break down the employees will earn less money
21
Q
What are salaries?
A
- Workers are paid monthly
- Pay is calculated per year, then divided by 12
- Extra work may not be paid for
- Often used with office staff or management
- It is easy to calculate
- It can be used in combination with other methods
22
Q
What is commission and what are the cons?
A
- Used with sales staff
- They are paid a % of the profit or value of the sale
- Can be very motivating!
Sales staff are often paid a small percentage of the selling price of the product they are selling e.g. If a car salesman sells a car, the salesman might get 20% of the selling price of the car which is added to his salary.
cons:
- But also demotivating if staff don’t make many sales
- If sales staff are too pushy it can annoy customers and harm the reputation of the business
23
Q
What is profit sharing?
A
- Can be used with all staff
- They are paid a share of the profits, in addition to their basic salary. It is a paid as a ‘dividend’
- Can be motivating as all staff want the business to succeed
- Used when it is difficult to identify individual contributions
24
Q
What is a bonus?
A
- A lump sum paid to workers when they have worked well
- Usually paid at the end of the year or at intervals throughout
25
What does it mean when you get performance related pay?
- Employee’s pay is linked to the effectiveness of their work.
- This is often used with jobs where output cannot be easily measured. E.g. teachers, police officers, managers
Businesses use an appraisal to assess effectiveness:
- The manager will interview the worker and discuss progress
- Training needs and objectives for the year ahead should be identified.
26
What is share ownership?
- Employees are given the opportunity to buy some shares in the business
- This should encourage them to work hard as they will receive dividends if the company does well
- The share price will also increase if the company is doing well
- May improve employee loyalty as they now feel part of the company
27
What is another way to motivate employees which isn't financial?
A worker will be motivated if non-financial rewards given to them, these are also called perks or fringe benefits.
28
What are some examples of non-financial rewards that can be given to employees?
- Health care paid by company
- Company cars
- Free trips / company holidays
- Employee of the month
- Free meals
- Discount on company’s products
- Free housing
- Children’s education fees paid by company
29
What is job sataisfaction?
Job satisfaction is the enjoyment obtained from
feeling that you have done a good job.
As stated by Herzberg, factors which dissatisfy or demotivate must be resolved before
workers can be motivated.
30
What are ways a business can reach job satisfaction?
- Pay
- Promotion
- Working conditions
- The work itself
- Status of the job
31
What is job rotation and how does it increase job satisfaction (how effective is it)? What is a con?
What: Workers swap roles to do different tasks.
How: This stops the employee from getting bored.
Con: It requires time and money spent to train employees
Effective?: Yes
32
What is job enlargement and how does it increase job satisfaction (how effective is it)? What is a con?
What: More extra tasks are given to the worker so they have a variety of things to do. However, these tasks should not be more difficult. e.g. supermarket cashier now adds price label on items.
How: It reduces boredom
Con: workers will not get paid any more for doing more tasks so they may feel demotivated
effective?: not very effective
33
What is job enrichment and how does it increase job satisfaction (how effective is it)? What is a con?
What: Adding tasks that require more skill and responsibility. e.g. receptionist employed to greet clients now deal with telephone enquiries
How: Workers may be given greater autonomy (independence) over their work
-Increased decision making opportunities
Con: additional training is required
effective?: very effective
34
What is team working/ autonomous work groups and how does it increase job satisfaction (how effective is it)?
What: This involves giving a group of workers responsibility for a particular process or task.
How: They can decide how to complete the task
using their skills, knowledge and experience, this should improve job satisfaction
effective?: effective
35
What is a organisational structure?
Organisation structure refers to how responsibility and authority is shared in a business organisation.
36
What is a organisational chart?
a visual representation of the organisational structure, showing who reports to whom.
37
What are the 2 common types of charts?
- Tall organisational charts – These have a long chain of command and a small span of control
- Flat organisational charts – Short chain of command, wide span of control
38
What is a line manager?
a manager directly in charge of a worker (above their subordinates on an org. chart)
39
What is a subordinate?
a worker who reports to their line manager (below their line manager on an org. chart)
40
What does delegate mean?
giving authority for a task to a subordinate (e.g. when a manager gives responsibility to a worker)
41
What does span of control mean?
the number of employees (subordinates) working directly under a manager
42
What does chain of command mean?
the path of authority passed from senior management to workers
43
What are the advantages of an organisational chart?
- Shows how everybody is linked together in a business
- Lines of communication are clear
- Motivational as employees can see where they belong and can plan their career paths
44
What are the advantages of a short chain of command?
- Faster communication – Communication is quicker and more accurate since it is passed on by fewer people.
- Stronger relationship between high-level managers and employees – This is because there are fewer levels between managers and employees.
- Each manager is responsible for more employees – This encourages them to delegate (pass down) more work to employees.
45
What is de-layering and why does it happen?
- removing an entire row of management
| - It is primarily done to cut costs but is also used to improve/speed up communication / decision making.
46
What are the benefits and problems of a flat structure?
Benefits:
- Communication is quicker and more accurate
- Management are more in touch with the people below them
- Spans of control will be wider
- Managers will delegate more (Workers will feel more trusted, they may get to make more decisions which might lead to more job satisfaction)
Problems:
- Fewer management positions – less chance of promotion
- Difficult for manager to monitor performance
47
What are the benefits and problems of a flat structure?
Benefits:
- More managers 🡪 easier to monitor employee performance
- More chance of promotion motivating
Problems:
- Communication takes longer
- More managerial positions
higher salary costs. Businesses can cut this costs by removing a layer of management which is called delayering
48
Why do we have organisational charts?
- helps clear communication
- makes accountability easier (to see who is responsible for what/who)
- show the inter-relationships between departments
49
What are some different roles in an organisational structure?
- directors
- managers
- supervisors
- other employees
50
What is the responsibility of directors and some inter-relationships they may have?
Responsibility:
- Appointed by shareholders to run the business
- Hold an AGM (Annual General Meeting) to review
progress
- Set the vision, strategy and structure of the business.
inter-relationships:
- Work closely with managers and shareholders to ensure that business is achieving its objectives
51
What is the responsibility of mangers and some inter-relationships they may have?
Responsibility:
- In charge of the employees and the business assign tasks and roles
- Monitor progress
inter-relationships:
- Relay messages between directors and employees
- Work closely with supervisors
52
What is the responsibility of supervisors and some inter-relationships they may have?
responsibilities:
- Normally in charge of a small group of people
responsible for a specific task
- Have less responsibility than managers
inter-relationship:
- Work closely with specific groups of employees
- Feedback to managers
53
What is the responsibility of the other employees and some inter-relationships they may have?
responsibilities:
- Have a duty to complete their set roles and tasks to the right standard
inter-relationships:
- May have close relationship and give feedback to managers and supervisors – it depends on the business
54
What are the roles of the managers in a business?
1. Planning
Set goals for the future of the organisation.
Give the business a sense of direction and purpose (e.g. we will aim to increase sales by 10% by next year.)
2. Organising
Organising of people and resources so that the business operates efficiently (Managers can’t do everything, they must delegate tasks to other employees)
3. Coordinating
Making sure all departments are working together to achieve the overall objectives and plans of the organisation. (e.g. Manager makes sure marketing and operations department work together to plan for a new product launch)
4. Commanding
Guiding, leading and supervising of employees in the organisation. (Managers need to make sure that employees are doing their work!)
5. Controlling
This involves monitoring performance to ensure that objectives will be met.
55
What do managers do?
- planning
- controlling
- organising
- coordinating
- commanding
56
How does the management plan?
- A manager must set aims/objectives/targets for the business and also for the workers.
- These give the business a sense of direction and purpose.
- A manager must also plan for the resources that will be needed.
57
How does the management organise?
- Organising of people and resources so that the business operates efficiently (Managers can’t do everything, they must delegate tasks to other employees)
- Making an organisational chart is very helpful to show authority.
- The chart is also helpful so all workers know what they are supposed to do and to see who is responsible for what/who.
58
How does the management coordinate?
- Making sure all departments are working together to achieve the overall objectives and plans of the organisation. (e.g. Manager makes sure marketing and operations department work together to plan for a new product launch)
59
How does the management command?
- A manager must guide, lead, supervise and also command people what to do.
- Managers must make sure the workers are meeting their targets and deadlines.
- Managers should share their experience to help the workers become more efficient.
60
How does the management control?
- Managers must measure and evaluate the work of
everyone in the company.
- They must find the employees that are not doing their work efficiently and discipline them.
- If there are reasons why the employees are not being efficient, they must find these reasons and fix them.
61
What are the advantages of delegation to the manager?
- Reduced workload for the manager
- The manager can focus on other tasks and overseeing their dept
- Manager can monitor and measure staff more easily
62
What are the advantages of delegation to the subordinate?
- Workers are empowered – they feel more important and trusted
- Work becomes more interesting and rewarding
- Training should be provided, leading to career opportunities
63
Why might a manager not delegate?
- They may be worried the workers will do better than them
- They may not trust their staff!
Delegation is also a balance between trust and control
- Managers are more likely to delegate if they trust their subordinates
- The more they delegate, the less control they have greater risk
64
What are the 3 main leadership styles?
- Autocratic
- democratic
- laissez-faire
65
What is an autocratic leadership? Who makes the decisions? What are the disadvantages? When might it be good?
Leader is in charge and gives orders to employees:
- Makes decision alone
- Everything depends on the leader
cons:
- May de-motivate employees
When used?
- May be an advantage for some businesses where decision needs to be made quickly
66
What is a democratic leadership? Who makes the decisions? What are the disadvantages and advantages?
Other employees involved in decision making:
- Communication between managers and employees
- Future plans are discusssed with other employees
pros
- Motivates employees because they are involved in making decisions.
Sharing of ideas within the business.
Cons:
- Can delay decision making
67
What is a Laissez-Faire leadership? Who makes the decisions? What are the disadvantages and advantages?
“let it be” Leader sets objectives and employees makes decision and
organise their own work:
- Can be useful when creative ideas are needed
pros:
Highly motivational for employees as they control their own working life
cons:
- Poor coordination and decision making
- Relies on good team work
- leader has only a limited role to play
68
What factors might sway a businesses choice of business style?
- context
- culture
- leader's personality
- types of workforce - skill and motivation level
69
What is a trade union?
A trade union is a group of workers who have joined together to ensure their interests are protected.
70
Why join a trade union?
- Improved conditions of employment
- Improved work environment
- Improved benefits
- Improved job satisfaction
- Advice/financial support
- Strenght in number (many employees will join)
71
What are the disadvantages of a trade union?
- Cost money to be a member
| - May be forced to take action e.g. strike even if you don’t agree
72
Why do businesses recruit?
- To replace staff who have left or been promoted
- Bring in staff with new skills
- Recruit more staff as business expands
73
What is recruitment?
The process of identifying that the business needs to employ someone up to the point where applications are received.
74
What is selection?
The methods used to choose which applicant(s) to offer the job(s) to.
75
Why might the business recruit someone?
- To replace staff who have left or been promoted
- Bring in staff with new skills
- Recruit more staff as business expands
76
What is vacancy?
A vacancy is an unoccupied position or job.
77
What is job analysis?
A study of the tasks and activities to be carried out by the new employee
78
What is a job description?
This describes the main duties and responsibilities of the job. It should also include working conditions (pay, working hours, pension, training etc).
79
What is a job specification?
The qualifications and qualities necessary to perform the job (e.g. educational requirements, experience needed)
80
What is internal recruitment?
Internal recruitment is filling a vacancy with an existing employee.
81
What is external recruitment?
External recruitment is filling a vacancy with someone who is not an existing employee, who will be new to the business.
82
What are the advantages and disadvantages of internal recruitment?
Advantages:
- It saves time and money
- The worker is already known to the business (their ability, attitude etc)
- Worker already knows the organisational culture
- Can increase motivation as workers see colleagues being promoted
Disadvantages:
- No new ideas come into the business.
- It can cause jealousy or rivalry amongst the employees.
- Limited pool of applicants
- Creates new vacancy elsewhere in the business
83
What are the advantages and disadvantages of external recruitment?
Advantages
- New ideas from new workers
- More likely to hire someone who matches job specification
Disadvantages
- Expensive – need to advertise job
- Demotivating for internal candidates
84
What are the recruiting channels for external recruitment?
- Local newspaper
- National newspaper
- Specialist Magazine
- Recruitment agencies
- Job centres
85
What are the advantages and disadvantages of recruiting people by using the local newspaper?
Who would you target to recruit with this method?
- Usually for an office job (clerical) or factory job (manual)
Advantages
- Relatively cheap
- Low skilled
- Lots of suitable local applicants
Disadvantages
- Newspaper readership is falling
- Limited duration of advert
86
What are the advantages and disadvantages of recruiting people by using the national newspaper?
Who would be recruited through this method?
- Usually for highly skilled, senior jobs. Usually these people are willing to relocate.
Advantages
- Read by lots of people all over the country
Disadvantages
- Can be expensive
- Newspaper readership is falling
- Limited duration of advert
87
What are the advantages and disadvantages of recruiting people by using a specialist magazine?
Who would you try to recruit with this method?
- Usually for technical/specialist roles, e.g. scientists.
Advantages
- Mostly read by people who have the skills for the job
- Can be used to advertise nationally/internationally
Disadvantages
- Quite expensive to advertise in
- Some suitable people may not read this magazine
88
What are the advantages and disadvantages of recruiting people by using a recruitment agency?
Who would you try to recruit with this method?
- Often used for ’skilled workers’ in a variety of roles.
Advantages
- The agency have specialist staff who can recruit effectively
- They advertise and interview for you
- Saves the business time
Disadvantages
- Can be very expensive, depending on the job
89
What are the advantages and disadvantages of recruiting people by using a job centre (government run)?
Who would you try to recruit with this method?
- Usually for semi- and unskilled workers
Advantages
- Can be very cheap, even free
Disadvantages
- Many people may not visit the centre
- Why are the applicants already unemployed – are they reliable?
90
What would be included on a job advert?
- Duties involved
- Qualifications required
- Salary
- Conditions of employment
- Information about how to apply
91
When applying fro a job, what do people submit?
- application form and/ or
| - a curriculum vitae (CV) – also know as a résumé
92
What does a CV include?
- Name
- Address
- Telephone number
- Date of birth
- Nationality
- Education
- Qualifications
- Work experience
- Positions of responsibility
- Interests ( hobbies )
- References (names and addresses)
93
What is the purpose of application forms/CVs and interviews?
Application forms and CVs – To see if applicant matches the job specification
Interviews – Find out information about candidate’s abilities and personal qualities
94
What does the selection process include?
- shortlisting
- interviews
- testing
95
What is short listing?
- The HR manager will go through all the resumes and forms and pick out suitable candidates
- They will create a shortlist of people from all the applicants
- This short-listing process will involve company the CV's of the applicants to the job description
- from there, you select people to interview
96
What is the purpose of a job interview?
1. Find out if applicant has the ability to do the job
2. Personal qualities about the applicant
3. To see if the candidate will ‘fit in’ with the culture of the business
97
What are the 4 different types of tests?
1. Skill test – to observe the candidate’s skills
2. Aptitude test – to see how quickly candidate can learn new skills (Can be IQ tests or job-specific tests)
3. Personality test – to see if their personality has the characteristic that the job may require
4. Group situation test – to see how candidate(s) works as a team
98
What is a part time worker?
An employee that works fewer hours than a full-time worker
99
What are the pros and cons of a part time worker?
Pros:
- Can be used flexibly – needed during busy times
- May be more productive (less bored/tired)
- Part-time workers are usually cheaper – may not be entitled to benefits
Cons:
- The employees are less likely to be trained – costs more to train large numbers of part-time employees.
- Takes longer to recruit 2 part-time workers instead of 1 full-time worker.
- They are less committed to the company and the job.
- Less likely to be promoted b/c they lack the skills and experience necessary to do the job.
- Difficult to communicate with them outside of work.
- Lower motivation for workers
100
What is a full-time employee and what and the pros and cons of them?
- Full-time employees usually work 35+ hours per week
- They are usually more dedicated to their jobs and the business.
- They get more benefits and a higher salary.
- They are much more likely to be promoted.
- THE ADVANTAGES/DISADVANTAGES ARE THE OPPOSITE OF THOSE OF PART-TIME WORKERS
101
Why train employees?
- Trained workers are more productive
- decrease the amount of supervision required
- may lead to job satisfaction
- reduce accidents and injuries
- Improve chances for internal promotion
- To introduce a new process or new equipment.
- To improve the efficiency of the workforce
- To improve the amount of internal promotion.
102
What are the 3 main types of training?
- Off-the-job training
- Induction training
- On-the-job training
103
What is induction training and what are the pros and cons of this training method?
What is it?
- Training is given to a new employee, outlining the firm’s activities and culture.
- This can last between one day and one week.
- This helps the new employee meet colleagues, find where things are, and learn what is expected of them.
Advantages:
- Helps new employees settle in quickly.
- Meet legal requirements (e.g. Health and Safety).
- Fewer mistakes will be made.
Disadvantages:
- It is time-consuming.
- The employee is paid but he/she isn’t being productive
- It delays the start of the employees job.
104
What is On-the-job training and what are the pros and cons of this training method?
What is it?
- When the new employee watches an experienced worker do the job correctly.
- Only useful for unskilled or semi-skilled jobs.
Advantages:
- Opportunity to learn from experienced, expert employees
- The worker is productive whilst training.
- Cheaper than off-the-job training.
- It trains the worker in the specific needs of the business
Disadvantages:
- Disruption to production.
- The trainer may have bad habits and teach them to the new employee.
- The worker may not get proper qualifications by learning from another employee.
- Learning environment may not be idea
105
What is Off-the-job training and what are the pros and cons of this training method?
What is it?
- Involves being trained away from the workplace, usually by specialist business .
- The techniques used are much more varied and can be much more complex.
- The workers might be in a classroom using lectures, role play, case studies, or computer simulations to learn how to do their jobs
Advantages
- Trainers are experts (Skills can be taught)
- Training can be done outside of working hours (in employee’s own time)
- A wider range of skills can be obtained
Disadvantages
- Off the job training is expensive
- Worker may receive training paid by business and leave
- Training may not be specific for the job
106
Why might a business need to reduce the number of employees?
- automation (machines replace humans)
- factory/shop closure
- business relocating
- demand for goods/services falling
- business merging
- Outsourcing – the business is paying an external business to provide some services, e.g. accounting, HR
107
What is dismissal?
Dismissal is when a worker is fired because of bad work or bad behaviour.
For example: being late or being caught stealing.
108
What is redundancy?
Redundancy is when a worker is fired because they are no longer needed.
It is not their fault – the requirements of the business have changed
Workers are often legally due to be paid compensation for being made redundant, for example it may be one week/month of wages for each year they worked at the company.
109
What is voluntary redundancy?
Voluntary Redundancy is when workers are aware that redundancies will be made and they volunteer to leave
- This is because they might retire soon, have another job they can go to, or start their own business using the redundancy money.
110
How does a business decide who to keep (redundancy)?
- The workers who have worked for a business longer are usually kept.
- Workers with essential skills to the company are obviously retained.
- Attendance, punctuality, and evaluation scores are considered.
- Different departments also have different needs.
111
Businesses cannot discriminate and treat (potential) employees differently based upon….
- Skin colour
- Religion
- Gender
- Disabilities
- Race
- Sexual orientation
112
In which areas do employees need protection is?
- Unfair discrimination at work and when applying for job
- Wage protection (e.g. minimum wage)
- Health and safety standards
- Unfair dismissal
113
What are some health and safety laws businesses have to follow?
- Protection from dangerous machinery.
- Providing safety equipment and clothing.
- Maintain reasonable workplace temperatures.
- Providing hygienic conditions and washing facilities.
- Provide breaks and not allow workers to work too long in one day.
114
What can a worker do if they feel they have been unfairly dismissed?
They can take their case to an industrial tribunal – a legal meeting, where the dispute can be settled.
115
What would you expect to see included in an employment contract?
- Pay (how much and when it will be paid)
- Deductions, such as tax
- Roles
- Responsibilities
116
What are the advantages and disadvantages of wage protection?
Advantages:
- This prevents businesses from exploiting unskilled workers.
- It encourages businesses to train these workers to make sure they are more productive.
- It will encourage more people to look for work.
- Low-paid workers will earn more and can afford to spend more
Disadvantages:
- It increases business costs which raises prices.
- Some employers cannot afford this wage. So they make workers redundant. -Unemployment may rise.
- Everyone will want to be paid the same for the same work, and the costs of the business will increase.
