BM area unit 3 outcome 2

Question 1

HR management

Answer 1

Human resource management is the organisation of employees’ roles, pay, and working conditions.

Question 2

the relationship between HR management and Business objectives

Answer 2

when managed effectively by HR management, Employees are likely to feel valued and perform better which assists the business objectives

Question 3

HR management responsibilities

Answer 3

. recruitment and selection
. induction of policies and procedures
. motivation
. training
. performance management
. culture

Question 4

Maslows theory/ hierarchy of needs

Answer 4

a motivational theory that suggests people have five fundamental needs, and their sequential attainment of each needs acts as a source of motivation

Question 5

The pyramid of needs

Answer 5

5) self actualisation- opportunities of achievement and personal growth

4) esteem needs- are individuals desire to feel important, valuable and respected

3) social needs- the desire for a sense of belonging and friendship among groups, both inside and outside the workplace

2) safety and security needs- are the desires for the protection from dangerous and threathning environments ( job security)

1) physiological needs- are basic requirements for human survival, such as food, water, shelter

Question 6

strengths and limitations of the Maslows theory

Answer 6

strengths:
- Can give managers a clear path to motivate
employees.
- satisfying social needs may not increase businesses expense
- Can help managers determine which level of the
hierarchy is motivating an employee
limitations:
- It is difficult to measure success, as the levels of satisfaction gained at each stage can vary among people.
- Assumes all employees are motivated in the same order.
- Not all employees will be motivated by the same needs at once

Question 7

Lawrence and Nohria four drive theory

Answer 7

is a motivational theory that suggests that people strive to balance four fundamental desires

Question 8

Four drive theory (BALD)

Answer 8

Acquire
Bond
learn
defend

Question 9

Acquire

Answer 9

where individuals desire material posession and to achieve financial awards. to satisfy this drive:
- offer financial incentives
- provide opportunity for career progression
- recognising good work

Question 10

Bond

Answer 10

individuals desire social interaction and connection with others. To satisfy this drive:
- create a supportive and positive work environment
- create relationships

Question 11

Learn

Answer 11

Where individuals desire personal and professinal growth and development. To satisfy this drive:
- providing training opportunities
- offer challenging work

Question 12

Defend

Answer 12

Individuals desire protection from themselves and others from harm
- safe work place
- ongoing contracts
- rewards program should be implemented fairly

Question 13

strengths and weaknesses of Lawrence and Nohrias theory

Answer 13

Strengths:
- drives are universal for all individuals
- applies to both short and long term motivation
- Business performance can be improved with the improved motivation
Weaknesses:
- difficult to identify and motivate dominant drive
- difficult to satisfy the drives of all employees

Question 14

Locke and Lathams goal setting theory

Answer 14

Is a motivation theory that states that employees are motivated by clearly defined goals that fulfil five key principles
. the theory proposes that managers should set goals that fulfil the five criteria in order to effectively motivate employees within the workplace

Question 15

The five key principles of the goal setting theory:
Clarity

Answer 15

1) clarity- goals should be specific to measure employees should be able to clearly understand what is expected of them

Question 16

Commitment

Answer 16

employees should be involved in setting their goals

Question 17

challenge

Answer 17

the goal should be difficult enough to encourage employees to improve in order to achieve it

Question 18

task complexity

Answer 18

the goal should not overwhelm employees and should be achievable

Question 19

Feedback

Answer 19

managers should be able to provide regular support to employees and adjust goals as needed
. managers should constantly monitor the progress of employees to keep them on track and encourage them to achieve their goals

Question 20

when implementing the goals setting theory

Answer 20

• managers should set goals regularly with all employees across different roles and departments
• managers can motivate employees to complete task that contribute to broader business objectives by setting goals.
  -sales goals
  -knowledge and skills
  -deadline goals
  -productivity goals

Question 21

Strength and weaknesses of Locke and Latham goal setting theory

Answer 21

Strengths:
- Goals that align employee goals with achieving business objectives are likely to improve business performance
- The process of managers setting goals with employees can improve levels of trust and the relationship between employees and management.
- employees may be more motivated to complete tasks of work goals that align with their personal interest
Weaknesses:
- It maybe be difficult for a manager to always align an employees personal goals and business objectives
- Employees may become stressed and demotivated if they have too many goals at once
- the process of setting goals and providing feedback to each employee can be time consuming for management

Question 22

Motivation

Answer 22

is the willingness of an individual to expend energy and effort in completing a task

Question 23

performance related pay as a motivation strategy

Answer 23

a financial reward that employees receive for reaching or exceeding a set business goal.Remuneration
. employees are motivated by performance related pay as it links their performance to increase remuneration
- pay rise
- bonus
- commission on sales
Adv:
1) employees can align with business objectives
2) increasing wealth
3) employees can be motivated quickly
Dis:
1) employees may take a harmful shortcuts to reach their set objectives
2) negative impact of business corporate culture if unhealthy competition
3) Can increase the expense of wages significantly, particularly if the value of rewards increases over time

Question 24

Career advancement as a motivation strategy

Answer 24

is the upwards progression of an employees job position.
- job enlargement
- job enrichment
Adv:
1) promoting employees help retain intellectual property of the business
2) promoting can be cheaper than recruiting
3) employees may feel valued
Dis:
1) negative corporate culture if employees soley focus on career advancement
2) may not motivate employees immediately
3) Promoting employees to higher positions will usually involve an increase in the cost of wages.

Question 25

Investment in training as a motivation stratergy

Answer 25

allocating resources to improve employees skills and knowledge
. can motivate them by providing opportunities to develop their abilities through their work
On-the-job training
off-the-job training
Adv:
- employees can gain value
- can complete tasks quicker
- can complete task effectively
Dis:
- Training programs can be costly for a business.
- some employees may not value improving skills
- Training employees is time- consuming and can delay the completion of work tasks.

Question 26

support as a motivation strategy

Answer 26

involves providing employees with any assistance that improves their satisfaction at work.
. a manager can be supportive: by regularly cheaking up on their employees health and wellbeing, praising good performance
Adv:
- employees who feel supported are less likely to leave
- employees feel more valued.
- problems can be dealt with effectively
Dis:
- may be ineffective if a manager does not have good interpersonal skills
- It can be time-consuming for a manager to maintain relationships with staff.
- Hiring wellbeing support for the business can be costly.

Question 27

Sanction as a motivation strategy

Answer 27

involves penalising employees for poor performance or breaching business policies
. employees are motivated by sanctions as they fear punishment
a manager can implement sanctions by:
- verbally warning employees
- providing written warnings
- dismissing under performance staff
Adv:
- can pressure employees to act in accordance
- motivate employees to avoid punishments
- does not incur any immediate cost to implement
Dis:
- negative corporate culture
- Replacing employees who have left due to excessive penalties can be costly.
- /time consuming

Question 28

Short term motivation

Answer 28

a manager may choose to implement a strategy that has a short term effect on employees.
.motivation strategies are usually to boost employee performance.

Question 29

Long term employee motivation

Answer 29

long term motivation for employees generally requires employees to have a high level of job satisfaction that acts as a source of motivation over a sustained period of time in a workplace

Question 30

On- the- job training

Answer 30

involves employees improving their skills within the workplace.
. this form of training can occur while employees are performing their roles and duties within the workplace.
Examples of on-the-job training
1) being coached
2) senior staff - member mentor
3) job shadowing
4) employees rotation
Adv:
- minimising losses to productivity
- develop strong interpersonal relations
- internally is less expensive
Dis:
- The business may lack the amount
of experienced staff required to train employees.
- employees may become distracted
- may be taken away from completing other duties

Question 31

Off-the job training

Answer 31

involves employees improving their knowledge and skills in a location external to the business.
. off the job training will often involve sending employees off site too perform specialised courses
examples of off-the job training
- attending conferences
- simulations
- tafe
- online training courses
Adv:
1) higher standard perspective
2) employability may improve
3) It does not take more experienced
employees away from their jobs
to train other employees
Dis:
- Paying external organisations to
train employees may be expensive.
- The business’s workflow may be disrupted if employees are away for training, lowering productivity.
- Travel times associated with off-
site training may be long.

Question 32

Performance management

Answer 32

is an assessment of employees present work performance and how this can be directed in the future to both achieve business and employee objectives

Question 33

Management by objectives

Answer 33

involves both managers and employees collaboratively setting individual employee goals that contribute to the achievement of broader business objectives.
Adv:
- employees are always working towards business goals
- collaboration between managers and employees when setting objectives can foster positive workplace relationships
- achievement of objectives can create and strengthen corporate culture
Dis:
- shortcuts can be taken which harms overall bo
- employees may become demotivated if they dont receive recognition
- employees can become stressed and overwhelmed

Question 34

Performance appraisal

Answer 34

involves a manager assessing the performance of an employee against a range of criteria, providing feedback and establishing plans for future improvements
. managers use this to help make decisions about promoting, dismissals
Adv:
- can improve workplace relationships
- resolves issues
- increased communication can provide direction on how to improve
Dis:
- employees may lose motivation
- time consuming
- promotion of financial rewards increase expenses

Question 35

self evaluation

Answer 35

involves an employee assessing their individual performance against the set criteria
. can create opportunities for discussions between managers and employees regarding the different perspectives of employee performance
Adv:
- employers can gain insight into employees understanding
- employees can gain employability
- employees may be empowered to improve performance
Dis:
- if employee is dishonest and biased, the manager will not gain liability
- employees may underestimate and exaggerate their skills
- If employees are dishonest, the self-evaluation process can be a waste of time

Question 36

employees observation

Answer 36

involves a range of employees from different levels of authority assessing another employee
. this method can provide a comprehensive picture of an employees strengths, weaknesses, and manner within the workplace
Adv:
- can improve interconnectedness and corporate culture
- manager can gain multiple different perspectives
- if the employee is unknown of the observation, shows accuracy of the analysis
Dis:
- results may be misleading
- friends of employees may provide inaccurate feedback
- employees may feel stressed which can lead to poorer performance

Question 37

mentoring

Answer 37

is a senior employee assisting a junior employee in
developing the skills and knowledge needed for
their work.