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Business Studies A Level > 4. Human Resources > Flashcards

4. Human Resources Flashcards

HRM (Starting from Vroom) - Workforce Planning

1
Q

Victor Vroom’s ______ theory

A

Expectancy Theory

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2
Q

What are the 3 elements that are multiplied together to give Vroom’s motivational theory figure?

A

Expectancy x Valence x Instrumentality

E: Employee decides whether they believe they are able to fulfil a task
V: The value of the reward on offer
I: Belief that if you perform well, a valued outcome will be recieved

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3
Q

What are the 3 elements of Vroom’s motivation theory measured between?

A

0 - 1

0 = less achievable 
1 = highly achievable
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4
Q

What is the manager’s role for Vroom’s motivation theory?

A
  1. Multiply 3 values (E x V x I)
  2. Managers must ensure reward is worth having and that promises rewards are fulfilled ( V & I)
  3. Ensure targets are achievable and the resources are in place (E)
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5
Q

What are the limitations of Vroom’s motivation theory?

A

Placing values on E/V/I is subjective to opinion
Time consuming
Cost of rewards too high for the business?
Doesn’t work in all contexts

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6
Q

Explain a situation in which Vroom’s theory cannot be applied?

A

In a business where employees are tasked with responsibilities, rather than jobs where performance can be measured

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7
Q

What are the 2 key types of factors in Herzberg’s theory?

A

Hygiene and motivating

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8
Q

What is the name of the motivation theorist that believed in hygiene and motivating factors?

A

Herzberg

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9
Q

What is meant by hygiene factors in Herzberg’s motivation theory?

A

Factors which do not motivate an individual, but if they were not in place the employee would be dissatisfied
E.g. pay, working conditions, appropriate supervision

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10
Q

Examples of motivating factors in Herzberg’s theory?

A

Job enrichment, praise, recognition, empowerment

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11
Q

Limitations of Herzberg’s theory on motivation?

A
  • Workers may classify factors in different ways
  • Some people may be both motivated and demotivated by both factors
  • Challenging to enrich and empower unskilled workers
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12
Q

Uses for Herzberg’s theory regarding motivation?

A

+ Applies to many workers
+ Checklist
+ Simple to understand and apply

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13
Q

What is the name of Maslow’s theory regarding motivation?

A

Hierarchy of needs

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14
Q

What is the name of the theorist who believed in the “Hierarchy of needs”?

A

Maslow

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15
Q

Outline the 5 parts to the Maslow’s hierarchy and what is meant by each one

Clue: SESS P

A
  1. Self-actualisation (Personal growth and full potential)
  2. Esteem (self worth)
  3. Social (love and belonging needs)
  4. Safety (stability/protection)
  5. Physiological (need for shelter, water and food)
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16
Q

Give examples of how a manager could meet the 5 needs in Maslow’s theory

A
  1. SELF-ACTUALISATION = Training/ Freedom to innovate (80/20 - Microsoft)
  2. ESTEEM = Praise/ bonuses
  3. SOCIAL = Xmas lunch/socialising after work
  4. SAFETY = Risk assessments/ receptionists
  5. PHYSIOLOGICAL = Pay allows for house/meal on shift
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17
Q

Why is Maslow’s hierarchy of needs presented as a pyramid?

A

Need to build from the bottom: without the lower order needs, the higher ones are likely to be meaningless

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18
Q

Uses for Maslow’s hierarchy of needs?

A

+ Structured checklist of explicit requirements
+ Easy to organise
+ Requires less effort for manager

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19
Q

Limitations of Maslow’s hierarchy of needs?

A
  • Not all employees require their higher order needs to be met
  • Challenging to meet the needs of every employee
  • Needs may not be hierarchical for some employees
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20
Q

Which motivation theorist was referred to as the “father of modern management”?

A

Drucker (1909-2005)

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21
Q

Motivational theorist: Drucker - key suggestions? (6)

A
  1. Decentralise and delayer as much as possible
  2. Be interested in your employees
  3. Provide training (constant development)
  4. Distribute rewards equally
  5. Communicate objectives
  6. Set goals with employees
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22
Q

Outline Drucker’s “Management by Objectives” theory?

A

Set objectives (alongside manager agreed)
Monitor
Evaluate
Reward
Review organisational objectives (in line with organisation’s purpose)

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23
Q

Limitations of Drucker’s theory?

A
  • Some employees are not motivated by “non-monetary” methods

- Relies on good leadership and effective soft skills

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24
Q

Locke’s (1938 - ) theory on motivation?

A

Employees like to have goals and enjoy working towards them

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25
What were Locke's 5 goal setting principles?
``` Clarity (employees need to be clear) Challenge (degree of difficulty) Feedback (progress must be monitored) Commitment (employees need to want to do it) Task complexity (smaller targets set) ```
26
Limitations of Locke's goal setting theory?
- Other tasks forgotten as goals are prioritised - Setting of goal does not guarantee achievement - Manager may lack the time to monitor goal achievement - Demotivating if employees don't achieve set goals
27
The "management guru" rather than "motivational theorist" was known as _______
Peters (1942 - )
28
Motivation theorist: Peters (1942 -) key suggestions?
Book - how can an organisation gain commitment from all working there? Employees need to be valued on all levels Could see that McGregor's theory :) was believed but that it was not being applied Could see that Taylor's theory (piece rates) was misguided
29
Trade Union
A trade union is an organised association of workers in a particular industry
30
Identify 5 changes that trade unions have brought to the workplace
``` Improved health and safety Better pay Training for new skills Advice on your legal employment rights Advice on finance and problems at work ```
31
What is meant by collective bargaining?
A representative of workers negotiates the employment terms as a group rather than individually, to increase their power.
32
How does a trade union membership benefit workers?
Provides job security Protects them against unfair dismissal More likely to see improvements (pay/conditions)
33
What are the 2 main functions of trade unions?
To represent its members | To negotiate with employees
34
What must trade union members do in order to receive support and free legal advice?
Pay a fee
35
Identify 2 benefits to the employer of trade unionism
Employee motivation and morale may be improved | Dealing with a union instead of lots of individuals saves time and money
36
Why has the number of trade union memberships declined? How does this impact workers?
- Decline in manufacturing (traditional industry) - Growth in the number of small firms (fewer issues) Workers will have less power to determine pay/conditions
37
UK law states that businesses MUST recognise a trade union in pay/employment when...
A majority of the workforce WANT TO BE REPRESENTED and have VOTED for it
38
What actions can trade unions take when performing industrial action?
``` Strike action (refusal to work) Work to rule (only abide to contract) Overtime ban (employees refuse to do overtime - potential lack of staff) ```
39
Are those that strike paid for doing so?
NO
40
Outline what proportion of a team should participate in trade union actions?
ALL IDEALLY | power in numbers
41
Can non-union staff go on strike?
YES they are protected from dismissal and have the same rights as union members, (action must be lawful) Lawful = a trade dispute/ballot/a written letter to employer
42
What is meant by employee-employer relations?
Refers to the relationship between an employer and it's employees.
43
What are the benefits of having a harmonious relationship between an employer and employees?
+ Employees are less resistant to change + Reduced labour turnover/absenteeism + Less disputes (saves time not having to solve them)
44
What are the costs of not having a harmonious relationship between an employer and employees?
- Possibility of industrial action - Reduced productivity - Reputational damage
45
Identify 2 pieces of workplace legislation affecting employee-employer relations
Contracts of Employment | The Equality Act 2010
46
By law, an employer must provide anyone who is an employee with...
A contract of employee | written document containing a summary of the main terms of employment, e.g. pay and hours
47
Even if there is nothing in writing, an employment contract begins when...
the employee starts work
48
The Equality Act legally protects people from...
discrimination in the workplace and in wider society
49
What is meant by discrimination?
Treating a person unfairly because they possess certain characteristics
50
List the 9 factors which it is illegal to discriminate somebody for, in the UK?
``` Sex Age Race/ethnicity Religion Sexual orientation Gender reassignment Marital status/civil partnership status Disability ```
51
Employee Participation
Employees have the ability to take part in the decision making process at work
52
What is "employee participation" also known as?
Industrial democracy
53
Identify 7 benefits of employee participation
``` Better communication Increased levels of motivation Improved quality of decision making Complying with the law Reduced labour turnover rate Fewer days lost due to work related injuries Easier management of change ```
54
Identify a type of employee participation
Work councils
55
What is meant by work councils?
A formal meeting of managers and employee representatives to discuss pay and working conditions and to negotiate on issues such as changes in working practices.
56
Which businesses are legally required to set up a European Works Council?
Large multinational companies operating in the EU
57
What are the terms of zero-hour contracts for the worker and the employer?
Worker - not obliged to to accept any work offered | Employer - not obliged to provide any minimum working hours
58
What are the pros and cons of using zero-hour contracts?
+ Creates leaner, more profitable businesses + Increases employment levels + Flexibility suits some workers (students) - Leaders to worker exploitation - Keeps wages low (employees are disposal and so lack bargaining power) - Business reputation may be damaged - Creates anxiety for some workers (parents with financial commitments)
59
What is remote working also known as?
Working from home
60
What are the pros of remote working? (4)
Employee: + Saves time/money travelling to work + Easier to concentrate (less distractions) + Motivation increase due to the trust element Employer: + The business can increase the number of staff without needing more office space
61
What are the cons of remote working? (6)
- Some employees may do less work without discipline - Not all employees work effectively at home - Employees may miss verbal communication & social aspect - Employees may actually enjoy commuting - Barriers to remote working: need for tech - Blurs lines between home and work space
62
Name the 9 types of flexible working practises
``` Zero-hour contracts Remote working Term-time working Time off in lieu Job sharing Compressed hours Annualised hours Flexi-time Part-time work ```
63
Outline Flexi-time as a flexible working practise
A system of flexible working hours that gives employees some choice over the actual times they work their contracted hours.
64
Flexi-time: 3 key periods?
Flexible start time: employees choose when they start work within a band at the beginning of the day Core time: the period of time during the day when employees must be present Flexible stop time: employees choose when they start work within a band at the end of the day
65
Would Flexi-time work better for Jack Wills or an accountant agency?
An accountant agency
66
What are the advantages of Flexi-time (to the employee)?
+ Can miss the traffic + Can fit around childcare + Work/life balance
67
What are the disadvantages of Flexi-time?
- Communication disrupted (meetings difficult to schedule) - Employees may be unproductive during unsupervised hours - Tension if not all are allowed to work in this way - Variable costs increase as the premises is open longer
68
Part-time work
A form of employment with less than 35 hours worked per week
69
Which flexible working practise has been vital in growing the labour market of many countries?
Part-time work | Creates a more diverse workplace and increases the number of people in work
70
Evaluate the use of a part-time working practise
+ Costs reduced (less hours to pay) + Cover (more people who are willing to cover shifts) - Communication worsens (higher chance people miss meetings) - Manager workload increases (more people to organise)
71
State what is meant by WORKFORCE PLANNING
Workforce planning is about deciding how many and what types of workers are required
72
What factors should be considered when deciding upon the TYPE of worker?
Age (balance) Skills (past experience) Qualifications (e.g. doctors) Experience (e.g. Amazon - work experience in factory) Physical fitness (e.g. Amazon workers - timed collecting and picking goods)
73
Why is it important to get the right number and right type of workers?
+ Meet customer needs + Achieve aims and objectives of business + Be financially efficient + Avoid high levels of staff turnover
74
List the factors to consider when creating/amending a workforce plan
``` Financial/budget constraints Business objectives Technology Changing needs of the business Overall increased/decreased sales Labour turnover Age of workforce Changes in methods of production Unforeseen circumstances The state of economy Changes in legislation ```
75
Things to consider for the future when workforce planning?
By definition: skills and size | Others: shape, location and cost

Business Studies A Level (17 decks)

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