AOS2 - Managing Employees

Question 1

Motivation refers to

Answer 1

a need or desire that directs, energises and sustains a person’s behaviour.

Question 2

Maslows Hierarchy of Needs

Answer 2

is a motivational theory that emphasised that all employees have needs and will be motivated to achieve them. The five needs in ascending order range from lower order and include physiological (pay for survival), safety (job security) and higher order need starting at social (sense of belonging), self-esteem (recognition) and self-actualisation (challenge).

Question 3

Locke and Latham’s goal setting theory is

Answer 3

identified that setting goals will lead to employee motivation when those goals have clarity and are specific, are challenging but not overwhelming, include support with tasks that are complex and have the commitment of the employee through collaboration with a manager who also provides appropriate constructive feedback.

Question 4

Lawrence and Nohria’s Four Drive Theory

Answer 4

identified what they believe are the four main drives that shape the way that in which all human beings think and behave, these are the drives to acquire (owning materialistic goods and gaining status), bond (form relationships), learn (be stimulated and challenged) and defend (protect what’s ours).

Question 5

A similarity between all 3 motivational theories

Answer 5

They aim to increase staff motivation to achieve business objectives.

Question 6

A difference of maslow’s theory to the others is

Answer 6

Maslow’s acts sequentially and cannot satisfy a need until the prior need is met

Question 7

Goals set for employees should have

Answer 7

Clarity, commitment, challenge, task complexity and feedback.

Question 8

The four drives are:

Answer 8

Acquire, bond, learn and defend.

Question 9

The needs of Maslow’s in ascending order:

Answer 9

Physiological, safety, social, esteem, self-actualisation

Question 10

The relationship between managing employees and achieving business objectives is

Answer 10

Staff that are managed well will be more motivated and therefore more productive which helps to achieve objectives.

Question 11

Financial motivation strategies include

Answer 11

Performance related pay, bonuses, commissions and share plans.

Question 12

Non-financial motivation strategies include

Answer 12

Support, Investment in training, career advancement and sanctions.

Question 13

A strength of financial motivation strategies is

Answer 13

They can quickly motivate staff when they know they’ll receive a financial reward

Question 14

A weakness of financial motivation strategies is

Answer 14

If the reward does not continue or increase it can be demotivating.

or

If a staff member thinks they’re working hard and do not receive the reward they will be demotivated.

Question 15

A non-financial motivation strategy that is only effective in the short term.

Answer 15

Sanction

Question 16

On the job training may include

Answer 16

Mentoring, shadowing, job rotation

Question 17

On the job training is

Answer 17

where an employee learns at their workplace, often while performing their actual job.

Question 18

One advantage of on the job training is:

Answer 18

1. Employee gains experience on the equipment they will be working on
2. Normally most cost-effective form of training
3. Employee can work while being trained, being productive

Question 19

One disadvantage of on the job training is:

Answer 19

1. Quality of the trainer can vary – May not be an experienced trainer
2. Poor habits can be passed on
3. If experienced employee is the trainer, they are unable to perform their duties

Question 20

Off the job training is

Answer 20

where the employee learns new skills away from the workplace

Question 21

Off the job training can involve:

Answer 21

Conferences
Classroom settings
Simulations
Role plays

Question 22

Advantages of off the job training include:

Answer 22

1. Learn from specialists with vast experience
2. Less interruptions from workplace issues
3. Can provide formally recognised qualification

Question 23

Disadvantages of off the job training include

Answer 23

1. Often most expensive form of training
2. May not learn on exact equipment that will be used in workplace
3. Employees may use gained qualification to leave the business
4. Lost working time as employee is away from work

Question 24

Employee objectives refer to

Answer 24

Goals which employees want to achieve at the business

Question 25

Management by objectives refers to

Answer 25

Collaboratively setting clear goals for employees in line with business objectives.

Question 26

Performance appraisals...

Answer 26

Measure an employee's performance, provides feedback and develops new objectives for the employee.

Question 27

Self evaluation is

Answer 27

Where an employee assesses their own performance related to predetermined objectives.

Question 28

Employee Observation is..

Answer 28

Where an employees performance is evaluated by watching them in action with 360-degree feedback from different stakeholders.

Question 29

Termination is:

Answer 29

The ending of an employment contract.

Question 30

Retirement is

Answer 30

Where an employee decides to leave the workforce permanently

Question 31

Resignation is

Answer 31

Where an individual is ending their contract at a workplace

Question 32

Redundancy is

Answer 32

Where an employees position at the business no longer exists

Question 33

Dismissal is

Answer 33

Where an employee is terminated either due to repeated poor performance or due to a serious breach.

Question 34

A transition consideration for retirement is

Answer 34

Financial counselling Lifestyle counselling Succession planning

Question 35

An entitlement for all types of termination would be:

Answer 35

All unpaid wages and leave to be paid.

Question 36

Employees are

Answer 36

Individuals who work for the business and receive compensation in exchange for their physical or mental labour.

Question 37

The employees role is

Answer 37

To actively work towards achieving business objectives

Question 38

Unions are

Answer 38

Organisations composed of individuals who represent employees in a particular industry, to protect and improve their wages and working conditions.

Question 39

The role of unions are

Answer 39

To represent and protect the rights of employees in a particular industry

Question 40

Employer associations are

Answer 40

Groups of employers who unite to promote their common interests as well as to share information, advice, and support for each other.

Question 41

HR managers are

Answer 41

Involved with the ongoing management of the employee-employer relationship

Question 42

A HR Managers role includes:

Answer 42

Recruiting staff and organising their training programs (which you may have experienced) Negotiating with employees and/or their representatives on issues of pay and working conditions Acting as a mediator between the interests of employers and employees Ensuing that legal minimums for wages, conditions, and safety are met Maintaining positive working conditions so that the opportunities for disputes to develop are reduced

Question 43

The Fair Work Commission are

Answer 43

Australia’s independent workplace relations tribunal that has a range of responsibilities outlined by the Fair Work Act.

Question 44

The Fair Work Commissions role includes:

Answer 44

Dealing with unfair dismissal claims Setting the national minimum wage and minimum wages in modern awards Making, reviewing and varying modern awards Approving, varying and terminating enterprise agreements Making orders to stop or suspend industrial action Dealing with disputes brought to the Commission under the dispute resolution procedures of modern awards and enterprise agreements Promoting cooperative and productive workplace relations and preventing disputes

Question 45

Unions

Answer 45

Are organisations that represent and offer advice to employees with workplace relations issues.

Question 46

Roles of a union include

Answer 46

Negotiating new wage agreements Offering advice to employees Support and represent employees in disputes Organising industrial action (strikes)

Question 47

Awards are:

Answer 47

the minimum wages and conditions for people employed in a particular industry

Question 48

Advantages of awards are:

Answer 48

They're quick to implement. There's transparency and clarity for employees.

Question 49

Disadvantages of awards are

Answer 49

There's no chance to improve relationships between employer/employees. They are inflexible.

Question 50

Agreements refer to:

Answer 50

The wages and conditions set for a particular business.

Question 51

Advantages of agreements include:

Answer 51

Flexibility Can build a positive relationship between employees and employers.

Question 52

Disadvantages of agreements include:

Answer 52

Small groups of employees might lack bargaining power. Time consuming to create.

Question 53

Mediation refers to

Answer 53

When an independent third party facilitates a discussion between two parties to a dispute.

Question 54

Advantages of mediation include:

Answer 54

Faster, cheaper and more informal than mediation. Maintains a positive relationship between the two parties.

Question 55

Arbitration is:

Answer 55

A dispute resolution method where an impartial third party known as an arbitrator will hear the arguments from both parties and make a legally binding decision.

Question 56

Disadvantages of mediation include:

Answer 56

There's no guaranteed resolution The outline is not legally binding.

Question 57

Advantages of arbitration include:

Answer 57

A legally binding outcome. A guaranteed resolution

Question 58

Disadvantages of arbitration include

Answer 58

More expensive and time consuming. Will damage the relationship between the two parties.