3.6 The nature of work Flashcards
The concept of the legal and ethical management of information within a workplace.
Management of information refers to the collection, storage, management and maintenance of data and other types of information. It encapsulates the gathering, dissemination, archiving and destruction of information in all forms. Information management covers the procedures and guidlines organisations adopt to manage and communicate information among different individuals, departments and stakeholders.
Business ethics: The moral of principles, policies, and values that govern the way businesses and individuals engage in business activity.
Code of ethics: A set of rules and principles designed to encourage ethical conduct among a group of professionals.
Legal framework: Refers to the laws and regulatiosn that govern the collection, storage, and sharing of information within organisations.
Key legislation: Privacy Act 1988 (Cth) and Privacy Amendment Act 2017/
Australian Privacy Principles (APPs)
Health Records and information privacy Act 2002 (WA)
Freedom of Information 1992 (WA)
Importance of trust and transparency in handling
sensitive information - Ethical principles: Respect for privacy, Integrity and honesty in
handling information, Accountability for actions
related to information
management, Fairness in the treatment
of information - Consider the potential consequences of unethical
information management practices, both for
individuals and organizations.
The features of each of the
following management
styles:
* autocratic
* bureaucratic
* democratic/participative
* laissez-faire
A management style describes the methods a
person uses to manage an individual, meeting,
project, group of people or organisation.
* It can include details such as how they arrange
workflows, the way they make decisions, how they
plan and how they use authority.
Effective managers use different management styles to support their needs and goals at any
given time.
Autocratic: Manager possessing this style follows a top-down approach to leading. In this style, managers make decisions almost entirely alone. They set cear and specific policies that everyone must follow, and they typically don’t request feedback from employees. While new and innovative ideas rarely emerge in an autocratic management style, its useful when efficiency is important and in crisis situations when its necessary to make fast and efficient decisions.
E.g Many resturents adopt this management style due to its run on slim margins and loss of sales due to small mistakes.
Bureacratic: A bureacratic managment style relies on rules, policies and standard operating procedures, rather than a leader’s personality. Team members are evaluated on standard criteria, projects are planned according to procedure and gals are meticulosly measured and reported.
A bureaucratic manager is likely to document everything—processes, goals,
evaluations, communications, you name it. They’re inflexible to varying
employee needs and work styles, because they evaluate everyone according to
the same standards and communicate with everyone according to protocol.
E.g Large coroporations such as Apple, tend to utilise this management style due to its high count of employee’s under one coroporation, and its high amount of projects.
Democratic: A democratic management style requries decisions to be mae by majority. A democratic style includes effective communication and openness through all levels of the organisation, and employees and managers work together to reach the goals of their vision.
A democratic managment style is especially effective when it comes to making long-term decisions that impact the whole company, however; ots a management style thats not as efficient. Decision-making often involes debates and consulting multiple parties, which is in turn time consuming.
Store managers often use the democratic management style. They’ll
hire team members who can work together to complete store layouts,
marketing campaigns and customer service.
Laissez-faire: In this management style, managers are more like mentors than leaders. They’re available when employees need guidance,but they can often let employee’s make decisions on their own about how to move forward with projects.
Managers in creative fields find that laissez-faire is an effective
management style because it gives employees the space they need to
work. However, it’s important to keep in mind that this management style
typically works well with employees who are self-motivated.
effective resource management, including:
* human (such as, recruiting, training, salary, re-deploying)
* financial (such as, budgeting, forward planning)
* physical (such as, buildings, grounds, equipment)
* technological (such as, communication, production techniques, customised
software)
- Resource management is a series of
processes and techniques used to
ensure you have all the necessary
resources to complete a project or
meet business objectives.
Procccesses involve converting inputs (Which are the raw resources businesses have in their possession) into the outputs (goods/services) they market to consumers. Involves the following steps: 1. Land: Raw materials and physical components.
2. Labour: Human effort, skills and expertise. 3. Capital: Investment in equipment, machinery, and technology.
3. 4. Enterprise: The ability to combine and manage the othe three factors of production.
the impact of management styles on workplace
satisfaction
Management styles can be classified,
depending on the degree of taskorientation or employee-orientation.
Satisfation In Autocratic: Employee motivation: In autocratic management style, employee’s typically unmotivated due to not being able to give input in decision-making proccessess, which limits their overall creativity, which produces a feeling of not being valued.
Satisfation In Bureacratic:
Satisfation In Democratic: Highly motivated.
Satisfation In Lassiez-faire:
The impact of management stykes on workplace and individual efficiency, workplace productivity and sustainability.
Indidivudal effciency: Refers to the quality of a worker. Involves how productive a worker is and also how the worker colaborates with associate staff, also looks at the willingeness to accept responsibility, be communicative, take intiative and adaptible, this conjunction of enterprising behaviours symbolises an individuals overall efficiency.
Sustainability involves a reduction in the
use of non-renewable resources such as
fossil fuels and an accompanying shift
towards the use of renewable resources.
Sustainability aims to make natural
resources last longer.
Why?
Over-consumption of natural resources
leads to the degradation of our
environment.
the concept of CORPORATE SOCIAL
RESPONSIBILITY (CSR) IN A
WORKPLACE
Corporate social responsibility (CSR) is a self-regulating business model that helps a
company be socially accountable to itself, its stakeholders, and the public. Companies make a concerted
effort to operate in ways that enhance rather
than degrade society and the environment.
* CSR can help improve society and promote a
positive brand image for companies.
* CSR includes four categories: environmental
impacts, ethical responsibility, philanthropic
endeavors, and financial responsibilities.
Environmental responsibility: includes efforts to protect the environment. Companies can demonstrate environmental responsibility by reducing pollution, cutting emissions, recycling materials, replenishing natural resources, and designing products that align with sustainable practices.
Ethical responsibility: includes acting fairly and ethically. Instances of ethical responsibility include fair treatment of all customers regardless of age, race, culture, or sexual orientation, favorable pay and benefits for employees, vendor use across demographics, full disclosures, and transparency for investors.
Philanthropic responsibility: CSR requires a company to contribute to society, whether a company
donates profit to charities, enters into transactions only with suppliers or vendors that align with the
company philanthropically, supports employee philanthropic endeavors, or sponsors fundraising
events.
Financial responsibility: A company might make plans to be more environmentally, ethically, and
philanthropically focused, however, it must back these plans through financial investments in
programs, donations, or product research including research and development for products that
encourage sustainability, creating a diverse workforce, or implementing DEI, social awareness, or
environmental initiatives.
Benefits: Employee retention, customer loyalty, enhances business growth by boosting brand image and secuirity. Drives funding via apealling to investors.
the impact of CSR ON organisations
* community
* employee
On organisations: * Enhancing brand reputation and
differentiation in competitive markets.
* Attracting and retaining customers who
prioritize ethical and sustainable practices.
* Strengthening relationships with investors,
leading to improved financial performance
and access to capital.
* Mitigating risks associated with social and
environmental factors, such as regulatory
compliance and supply chain management.
On communities: * Investing in community development projects,
education, and healthcare.
* Supporting environmental conservation efforts and
reducing carbon footprint.
* Promoting social equity and diversity through inclusive
hiring practices and community engagement programs.
* Contributing to economic development and poverty
alleviation by creating job opportunities and stimulating
entrepreneurship.
On employees: * Providing opportunities for employee volunteering and
community involvement.
* Offering sustainable workplace practices, such as
flexible work arrangements and wellness programs.
* Fostering a sense of purpose and alignment with
organizational values, leading to higher levels of job
satisfaction and retention.
* Empowering employees through corporate giving
programs and initiatives that support personal
development and career growth.
Concept of change management in the workplace.
Changws in the workplace can be influenced by changes in the following factors: - Social changes (refer to the ageing population, gender roles and customer preferences.)
- Technological changes (such as, new sofrware, new operating systems)
- Global and domestic changes (such as, recessions, booms)
- Political/legal (such as, govvernment intiatives, changes in government, legislative workplace reforms)
