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business 3/4 > business unit 3 aos 2 knowledge points > Flashcards

business unit 3 aos 2 knowledge points Flashcards

1
Q

relationship between managing employees and achieving business objectives

A

effectively managing employees means theyre performing optimally. employee’s optimal performance leads to achieving business objectives.

hr focusing on motivating employees increases productivity and helps achieve objectives

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2
Q

5 stages of maslow’s hierarchy

A

physiological, security, social, esteem, self actualisation

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3
Q

goal setting theory factors

A

clarity, challenge, commitment, feedback, task complexity

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4
Q

motivation strategies

A

performance related pay, career advancement, investment in training, support, sanction

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5
Q

performance related pay strategies

A

gainsharing, profit sharing, share plans, bonuses, commissions, pay increase

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6
Q

Delete later

A

Delete later

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7
Q

benefits of training for employee

A

opportunity for promotion, improved job satisfaction

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8
Q

benefits of training for employers

A

higher productivity, goals more efficiently met

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9
Q

strengths of on the job

A

cost effective, trainees learn to use actual equipment

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10
Q

weaknesses of on the job

A

bad habits are passed down, production is disrupted

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11
Q

strengths of off the job

A

provides employees with a formal qualification, availability to wider skills

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12
Q

weaknesses of off the job

A

more expensive, employees with qualification may leave

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13
Q

performance management strategies

A

appraisal, employee self evaluation, management by objectives, employee observation

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14
Q

strengths of appraisal

A

allows positive relations to develop, facilitates communication

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15
Q

weaknesses of appraisal

A

stressful, time consuming

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16
Q

strengths of employee observation

A

identifies strengths and weaknesses, useful for evaluating leadership

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17
Q

weaknesses of employee observation

A

not useful for technical skills, expensive, time consuming, only applies to businesses with high trust

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18
Q

strengths of management by objectives

A

manager and employee know whats expected, improves communication, highlights where employees need training

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19
Q

weaknesses of management by objectives

A

costly, time consuming, adds to responsibilities

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20
Q

strengths of employee self evaluation

A

employees are actively involved, highlights need for training, helps employees understand strengths and weaknesses

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21
Q

weaknesses of employee self evaluation

A

employees overstate, management may need to monitor, employees may feel ill-equipped

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22
Q

types of appraisals

A

essay method, critical incident method, comparison method

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23
Q

types of termination

A

redundancy, resignation, retirement, dismissal

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24
Q

redundancy key info

A

hr manager needs to know related procedures such as consultation, time off leading to last day, redundancy pay etc

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25
Q

examples of entitlement issues

A

redundancy pay, wages, leave entitlements, termination notice

26
Q

examples of transition issues (retirement)

A

gradual reduction in days, counselling, support on superannuation, government pension entitlements

27
Q

examples of transition issues (redundancy)

A

assistance with resume and job application, references for resumes, time off to attend interviews, exit interviews

28
Q

examples of transition issues (dismissal)

A

exit interviews

29
Q

internal workplace relations

A

employees, employers, hr managers

30
Q

external workplace relations

A

trade unions, employer associations, peak union bodies, peak employer bodies, fair work commission

31
Q

role of employees

A

develop or change agreements, modify existing work practices to achieve objectives, expect fair wages in return

32
Q

role of employers

A

handle workplace relations daily, involved in programs to improve business performance, workplace relations specialists handle legal issues

33
Q

role of hr managers

A

negotiation employment contracts, training other managers and supervisors, implementing agreements, dealing with disputes and conflict

34
Q

fair work commission deals with

A

unfair dismissal, awards, employment standards, minimum wages, industrial disputes, approves employee/employer agreements

35
Q

role of employer association

A

process log of claims, formulate policies

36
Q

role of peak employer bodies

A

perform a similar role for employers that peak unions do for unions

37
Q

role of union bodies

A

represents union in court and settling large disputes

38
Q

government organisations include

A

legislator, employer, economic manager, administrator of government policies

39
Q

strengths of awards

A

less costly, less time consuming because of predetermined terms

40
Q

weaknesses of awards

A

numerous awards in one workplace, awards dont attract talented candidates

41
Q

strengths of enterprise agreements

A

flexible, attracts talented candidates, simpler than modern award

42
Q

weaknesses of enterprise agreements

A

time consuming, more expensive

43
Q

types of dispute resolutions

A

negotiation, grievance procedure, mediation, arbitration, concilliation

44
Q

industrial action key info

A

if industrial action is protected during a bargaining period, the party taking action cant be sued

45
Q

advantages of maslows hierarchy of needs

A

manager develops understanding of employees, easy to understand

46
Q

disadvantages of maslows hierarchy of needs

A

only a theory, difficult to determine stage,

47
Q

advantages of the goal setting theory

A

setting clear goals motivates employees, higher productivity, better manager/employee theory

48
Q

disadvantages of the goal setting theory

A

goals that arent challenging can demotivate employees, failure to meet a goal ruins confidence, individual goals may clash with business goals

49
Q

advantages of four drive

A

adaptable to complicated situations, drives work independently which makes it flexible

50
Q

disadvantages of four drive

A

other drives exist, may cause competition

51
Q

advantages of performance related pay

A

improves productivity levels, only applies when there’s actual improvement

52
Q

disadvantages of performance related pay

A

expensive, may not be able to afford it, not all employees are motivated by pay

53
Q

advantages of career advancement

A

provides a means to retain valuable employees, promoted employee will feel motivated

54
Q

disadvantages of career advancement

A

causes rivalries, creates resentment, employee may be promoted beyond their capacity

55
Q

advantages of investment in training

A

benefits the business because employees work better, may improve employee retention

56
Q

disadvantages of investment in training

A

expensive, employee may leave after training

57
Q

advantages of support

A

cheap or free, support improves confidence and motivation

58
Q

disadvantages of support

A

requires a positive corporate culture, employees become too dependent on support

59
Q

advantages of sanctions

A

can quickly stop bad behaviour, can motivate some to do better

60
Q

disadvantages of sanctions

A

may cause resentment, only short term, excessive sanctions reduces sense of belonging

business 3/4 (8 decks)

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