Business / unit 6 Flashcards
What is a transformational leadership
Leaders who belive their job is to inspire and motivate others to work hard in the workplace
Leadership functions
Inspire-a leader will try to motivate the individuals to do or feel that the goals which are set in the business are achievable, they set the pace of change.
Energise-this aims to give individuals the drive and will to accomplish goals
Influencing stakeholders- A good leader will direct the activities of stakeholders- individuals / groups who have a interest in the business.
Business culture
Vision managment , values - a business will have an ideal view of what it wants to achieve and how it wants to achieve it - its vision.
Managment practices
the business culture influences how the organisation is managed , and the decisions will be made in line with the culture that has been created.
Policies and procedures- The day to day decisions and the activities of an organisation will reflect the business culture.
Managment styles- certain managment and leadership types suit some business cultures better than others.
Structure of the workforce-Some organisations have very rigid structures with several layers of managment .Smaller/modern organisations have flatter structure.
How people work-Business culture determines how people work, some businesses offer flexibility , staff will be able to work flexible hours , job share and work from home.
Managment and leadership styles 1
Democratic- A democratic leader encourages freedom and discussion they are often dynamic leaders and operate in rapidly changing business environments.
Transformational- A transformational leader focuses on the heart and the minds of employees , they aim to give them satisfaction , motivation and achievement.
Managment and leadership styles 2
1-,set objectives - objectives are goals or activities that need to be completed within a given time frame or by a particular deadline.
2- Motivate - Managers need to encourage /motivate their employees to perform their job roles to the fullest potential , this will involve praise , constructive feedback.
Human resources
Factor of production-Human resources/ labour one of the four factors is production- this is a flexible resource which can be used to complete many tasks within a organisation.
Labour market analysis -This helps make the right employment decisions for the business , managers analyse labour market trends at and international , national /local level. They will also look at the economic trends and the supply of skilled workers.
Forecasting labour demand - The Uk commission for employment and skills procedures projections on the size and shape of the labour market as far ahead of 2024. The factors to consider are occupation , qualifications , gender and employment status.
Business planning and human resource .
The Hr function is responsible for recruiting the right number of individuals with appropriate skills/abilities to ensure that the business has the hr resources to fulfil the organisations objectives. Developing the workforce through training and development , market analysis may lead to Hr plan redeployment and redundancy.
Globalisation / Hr planning
Hr
-Recognising the requirements for additional language skills
- moving skilled employees or managers from one country to another .
understanding the different requirements and standards relating to the different countries employment.
monitoring labour market in different countries.
HR planning 1
Job description-
Outlines requirements of job role
can be used to match characteristics of individual to carry out role.
Experience-
An individual may have a practical experience of having done this work in the past but may not have the qualifications, they might have the skills however they might need to be retrained which can be more expensive.
person specification- outlines key characteristics , skills , experience.
Education level-
some job roles will have minimal educational requirements , other jobs will require basic educational standards such as Maths and English
Aptitude-Aptitude is a natural ability to be able to do something , its about emphasising a flair for doing something and being able to get further. Aptitude tests are used by many organisations to see if they are hiring the correct person.
Hr planning 2
Flexibility this aims to provide a business with an adaptable approach to its use of employees at busy times , team work can also speed up progress.
Core and peripheral workforce
core workers- essential to the business being able to run because they hold strategic jobs positions and will be employed on full time contracts.
Peripheral workers- support core workers because they might be part time and they have flexible working hours , their service and how long they need to work might change due to needs of the business.
Full and part time
Full time - they usually work more than 35 hours or more per week
part time - they work less than this but there is no specific number of hours they offer their employer flexibility incase of busy periods
Zero hour contracts- casual workers are on call when the organisation needs them they aren’t guaranteed a certain amount of hours for that week
Hr planning 3
Temporary staff- hired for limited periods perhaps during a seasonal period or to cover when there is a staff shortage, they can be valuable because they could be a potential future full time worker.
Agency staff- these are used to fill temporary gaps in the workforce , they are employed indirectly through an employment agency.
Productivity - Businesses use this to work out the the labour costs per unit of production and try to reduce the costs by doing the following
:Outputs per hours
:outputs per job
:Outputs per worker
Labour turnover
This is the measure of the rate at which employees are leaving a business , the lower the turnover the better.
Hr issues at an operation level
Businesses have to make Hr decisions at an operational level if a business takes on additional employees to carry out specific work then hr needs to make sure that there is sufficient supervision.
Hr planning 4
Skill shortage
Forecasts in labour demand should alert the employers to potential shortages of skilled workers , by monitoring the skills of current employees and those who are leaving .
Workplace stress
Around 100 million working days are lost annually due to stress , the hr is responsible for the well being of the workers.
Absenteeism-
Businesses can calculate the level of absenteeism by dividing the number of staff absent by the total number of staff and multiply it by 100 to assess whether the business has a high or low absenteeism rate
Motivation
Motivation of the employees has to be long last because it’s related to high performance and productivity therefore Hr planning involves creating a situation where employees have a positive attitude to work and feel like they are committed to the organisation through personal development.
Engagement with culture
Hr planning needs to show that the business culture is an asset because it sets out the organisations values/beliefs
employee satisfaction
Hr planning should aim to ensure that the employee has a positive outlook/attitude towards their work.
Maslow and Herzberg
Maslow hierarchy of needs consists of 5 levels - Physiological needs- food shelter warmth, safety needs - security protection, social needs - sense of belonging, esteem needs , self-esteem recognition status and self actualization Herzberg two factors Motivators Achievement Recognition The work itself Responsibility Advancement Hygiene factors Wages/salaries Bonuses Working Cond's Job security
Taylor/mayo
Taylor scientific managment
Taylor assumed that employees only work for money , he came up with simple work methods to reduce the time a task to complete , organising the tasks was down to managers and supervisors . Encouragement - to make the workers work harder through the promise of benefits.
Time and motion
from Taylor work practice of time and motion evolved this involves a detailed study of a task breaking down each action or movement to time how long it takes to complete so they will be able to see how long it takes as this will allow them to find a more efficient way.
Mayo Hawthorne experience
Mayo adopted the scientific theory of Taylor but he made changes to lighting , heating and the availability of refreshments , each time a change had been made the productivity increased .
Informal groups
Mayo realised that being a member of a group that actually determined the output/productivity. This was due to individuals being expected by the group
Motivating employees
Financial motivators Bonuses Commission Performance related pay Time off in lieu Benefits Pensions Overtime Non financial motivators Responsibility Job satisfaction Recognition/praise Non financial incentives such as private health care/subsidised canteen Good working relationships sense of self worth Extrinsic rewards-such as bonus/commissions based upon the job performance by a individual Intrinsic rewards-personal satisfaction such as praise when doing a good job.
Skills requirements
Recruitment- Most organisations , the hr function will handle the recruitment process because all the departments will handle the recruitment process by outlining the type of person they need and their skills which they are equipped with.
Upskilling- this enlarges the range of skills of employees to make them more technically able .
Reskilling-
retrains the employee with new skills
training - in house / external accredited and non accredited training programmes ensure that employees remain up to date with development.
Outsourcing-
some organisations will outsource certain functions to suppliers outside of the organisation because this a efficient way of being cost - effective and a way of meeting the skill requirements
Changing job roles-Hr will try to make sure that the right person who has the appropriate skills is in the right role within the organisation. this method gets efficient use of skill/talent.
Restructuring
Restructuring is a internal change , hr organises the whole process of changing departments , teams and work groups.
Training
Training needs analysis(TNA) (TNA) helps identify the existing skills within the workforce and any skill gaps , the tna will help the organisation identify the levels of competency and how the skills will help the business achieve objectives. Internal / external training Internal training takes place at the business's premises it may be delivered by a member of staff. External takes place off site staff may attend a commercial/private training centre or college . On the job training Employees are trained in a realistic working environment under supervision in order to acquire the skills needed Pros/cons Pros familiar working environment Lower cost Training to approved employer standards May be guided by familiar supervisors Cons Supervisor may not be a qualified trainer/up to date Insufficient time if business is busy Bad habbits may be passed on. Off the job training Delivered through employees attendance at training colleges and other external training agencies P/C P Fully qualified , expert trainers No distractions from daily tasks Working environment unfamiliar higher costs
