chapter 2 A-F

Question 1

Human resource management

Answer 1

the organisation of employees’ roles, pay and working conditions

Question 2

Communicating business objectives

Answer 2

Increased job satisfaction reduces the number of employees leaving the business, reduces the cost of recruiting and training replacement employees. Make a profit

Question 3

Motivating employees

Answer 3

Increased job satisfaction improves the quality of goods and services manufactured and delivered. Increases customer satisfaction which increases sales. Increase market share

Increased job satisfaction motivates employees to
work harder. Increases sales and therefore profit, allowing a higher dividend to be paid. Meet shareholder expectations

Question 4

Supporting employees

Answer 4

Increased job satisfaction promotes employees contributing
innovative ideas. The business is better able to meet customer needs. Fulfil a market need

Question 5

Monitoring performance

Answer 5

Increased job satisfaction increases employee support for business initiatives. Improves the success of initiatives that aid the community or reduce waste. Fulfil a social need

Question 6

Maslow’s hierarchy of needs

Answer 6

a motivation theory that suggests employees have five fundamental needs which they strive to fulfil in a set order.

Question 7

Physiological needs

Answer 7

the basic requirements for human survival, such as food, water, and shelter. A manager can satisfy the physiological needs of their employees by paying them a living wage.

Question 8

Safety and security needs

Answer 8

the desires for protection from dangerous or threatening environments. To satisfy safety needs a manager can ensure that their workplace is abiding by all OH&S regulations, employees are trained to use dangerous equipment and protective clothing is available to all employees. To satisfy security needs a manager can provide long-term employment contracts to enhance job security and introduce anti-discrimination policies.

Question 9

Social needs

Answer 9

the desires for a sense of belonging and friendship among groups. A manager can satisfy social needs by encouraging team-based work, celebrating employee birthdays, and organising
collaborative events to commemorate important milestones

Question 10

Esteem needs

Answer 10

the desires to feel important, valuable and respected. A manager can fulfil the esteem needs of employees by recognising high performance with rewards, expanding job responsibilities and promoting employees to higher positions.

Question 11

Self-actualisation

Answer 11

the realisation of one’s full potential through creativity and personal growth. Employees who reach self-actualisation strive to achieve personal growth and advancement through their work.

Question 12

Advantages of Maslow’s hierarchy of needs.

Answer 12

• Employees who reach self-actualisation can improve business performance to a higher degree.
• Employees can work in an engaging environment that allows them to reach their full potential.
• Motivation can occur quickly when employees move up the hierarchy.

Question 13

Disadvantages of Maslow’s hierarchy of needs.

Answer 13

• Assumes all employees are motivated in the same order.
• Not all employees will be motivated by the same needs at once
• It may be time-consuming for a manager to determine the level of each individual employee

Question 14

Drive to acquire

Answer 14

the desire to achieve rewards and high status. motivated to receive both financial rewards and non-financial rewards for their work.

Question 15

Drive to bond

Answer 15

the desire to participate in social interactions and feel a sense of belonging. Motivated to engage in social activities with others to develop positive relationships.

Question 16

Drive to learn

Answer 16

The desire to gain knowledge, skills and experience. Motivated to improve their capabilities at work through training, mentoring and taking on new tasks.

Question 17

Drive to defend

Answer 17

The desire to protect personal security as well as the values of a business. Motivate employees in two different ways. Firstly, on an individual level to protect themselves from harm. Secondly, on a collective level to protect a business from harm.

Question 18

The advantages of Lawrence and Nohria’s four drive theory

Answer 18

• It can provide managers with a simple framework to motivate their employees.
• If all four drives are met, employee satisfaction is likely to increase.
• Satisfying drives can increase employee performance and therefore business profits.

Question 19

The disadvantages of Lawrence and Nohria’s four drive theory

Answer 19

• It may be difficult for a manager to manage all four drives at the same time.
• Employees may not value all drives equally.
• Determining the suitable drives for individual employees may be time-consuming for a manager.

Question 20

Locke and Latham’s goal setting theory

Answer 20

The goal setting theory is a motivation theory which states that employees strive to achieve well defined objectives. It also states that managers can use goals that fulfil five key principles to motivate employees within the workplace.

Question 21

Clarity

Answer 21

• Goals should be specific and easy to measure.
• Employees should be able to clearly understand what is expected of them

Question 22

Commitment

Answer 22

• Employees should be involved in setting their goals.
• Goals should be incorporate the personal interests of employees.

Question 23

Challenge

Answer 23

• The goal should be difficult enough to encourage employees to improve in order to achieve it.

Question 24

Task complexity

Answer 24

• The goal should not overwhelm employees and should be achievable.
• Employees should receive adequate training and time to achieve their goals.

Question 25

Feedback

Answer 25

• Managers should provide regular support to employees and adjust goals as needed.
• Managers should constantly monitor the progress of employees to keep them on track, clarify misunderstandings and encourage them.

Question 26

5 steps of goal setting process

Answer 26

1. Employee discusses their personal goals with a manager. Manager aligns employee goals with business objectives.
2. Manager and employee set a clear achievable goal together. The goals should be challenging and complex.
3. Manager regularly checks employee progress and provides support.
4. Manager celebrates and rewards the employee for reaching a goal.
5. Manager and employee set a new, more difficult goal together.

Question 27

Sales goals

Answer 27

an employee may have a sales target to meet.

Question 28

Knowledge and skill goals

Answer 28

an employee may have a goal to learn a new skill.

Question 29

Deadline goals

Answer 29

an employee may have a date they need to complete a task by.

Question 30

Productivity goals

Answer 30

an employee may have a production quota to meet.

Question 31

The advantages of the goal setting theory.

Answer 31

• Setting goals with employees can
improve their relationship and trust with
management.
• An employee can gain a clear
understanding of management’s
expectations through straightforward
goals and feedback.
• After a goal is set, its success can be
measured quickly.

Question 32

The disadvantages of the goal setting theory.

Answer 32

• It may be difficult for a manager to align an employee’s personal goals with business objectives.
• Too many goals at once can be stressful and may demotivate employees.
• Setting goals and providing feedback to each employee can be time consuming for management

Question 33

Performance related pay as a motivation strategy

Answer 33

A financial reward for reaching or exceeding a set business goal. Aims to encourage employees to perform a particular task or reach a specified goal

Question 34

The advantages and disadvantages of performance-related pay as a motivation strategy.

Answer 34

Advantages
• Employees can personally gain from meeting set goals.
• Can quickly motivate employees to meet objectives.

Disadvantages
• May not work if incentives or rewards are unequal between employees.
• Can increase the expense of wages significantly.

Question 35

Career advancement as a motivation strategy

Answer 35

The upwards progression of an employee’s job position. A non-financial strategy that can increase an employee’s performance through promotions or more challenging roles

Question 36

The advantages and disadvantages of career advancement as a motivation strategy

Answer 36

Advantages
• Promoting employees help a business retain high performing employees.
• Can allow employees to achieve personal improvement goals.
• Promoting employees from within the business can be cheaper than recruiting new employees.

Disadvantages
• Limited senior positions can prevent career advancement from being used with many employees.
• Some employees may not desire increased
responsibility.
• May not motivate employees immediately as promotions may take time to earn.
• Promoting employees to higher positions will usually involve an increase in the cost of wages.

Question 37

Investment in training as a motivation strategy

Answer 37

Allocating resources to improve employees’ skills and knowledge.
Investment in training is a non-financial strategy that equips employees with the expertise needed to perform at a higher level.

Question 38

The advantages and disadvantages of investment in training as a motivation strategy

Answer 38

Advantages
• Employees can undertake tasks in a more productive manner due to improvements in skill.
• Employees may feel valued as the business wants to advance their skills.

Disadvantages
• Training may not be directly relevant to work is undertaken by employees.
• Some employees may not value increasing their skills and knowledge.

Question 39

Support as a motivation strategy

Answer 39

Providing employees with any assistance that improves their satisfaction at work. Support is a non-financial strategy that aims to ensure that managers provide employees with the resources necessary to perform to a high level

Question 40

The advantages and disadvantages of support as a motivation strategy

Answer 40

Advantages
• Employees who feel supported are less likely to leave the business.
• Employees feel valued by managers as their wellbeing is being supported.
• Implementation involves very few additional expenses

Disadvantages
• Relies on the manager having good interpersonal skills.
• It can be time-consuming for a manager to maintain.
• May not motivate employees quickly.

Question 41

Sanction as a motivation strategy

Answer 41

Penalising employees for poor performance or breaching business policies. Sanction is a non-financial strategy that discourages employees from performing against a business’s expectations. Employees are motivated by sanction as they fear punishment from management.

Question 42

The advantages and disadvantages of sanction as a motivation strategy

Answer 42

Advantages
• Can pressure employees to act in accordance with management instructions.
• Can motivate employees immediately.
• Does not incur any immediate cost to implement.

Disadvantages
• Can create a negative corporate culture as tasks are completed out of fear.
• Levels of trust between employees and management may decrease.
• Replacing employees who have left due to excessive penalties can be time-consuming.

Question 43

Maslow’s hierarchy of needs & Locke and Latham’s goal setting theory differences

Answer 43

• Maslow’s hierarchy of needs focuses on fulfilling one need at a time whereas the goal-setting theory requires all principles to be incorporated for a goal to be motivating.
• Maslow’s hierarchy of needs can be applied by a manager alone whereas the goal setting theory requires employee input

Question 44

Maslow’s hierarchy of needs & Locke and Latham’s goal setting theory similarities

Answer 44

• Both recognise that personal gain is a factor that can motivate employees. Esteem can be satisfied by providing jobs with a higher status to employees. Goals that fulfill the commitment principle consider the personal objectives of employees.
• Both recognise that feedback from management is important. Esteem can be satisfied by recognising employee efforts. Goals that fulfill the feedback principle requires management to acknowledge the efforts of employees in reaching their goal.

Question 45

Maslow’s hierarchy of needs & Lawrence and Nohria’s four drive theory similarities

Answer 45

• Both are concerned with the physical, social and emotional needs of employees.
• Both suggest that different employees will value different motivators.

Question 46

Maslow’s hierarchy of needs & Lawrence and Nohria’s four drive theory differences

Answer 46

• Maslow’s hierarchy of needs must be met in a sequential order whereas the four drive theory suggests any drive may be relevant to an employee in no particular order.
• The hierarchy of needs states that employees are motivated to fulfill only one need at a time whereas the four drive theory states that employees behaviour can be driven by all needs at one time

Question 47

Lawrence and Nohria’s four drive theory & Locke and Latham’s goal setting theory similarities

Answer 47

• Both recognise that employees are motivated to achieve success. This can be the drive to acquire a higher position, or setting the goal of being promoted.
• Both suggest that multiple factors motivate an employee at any
given time. All drives may be active while set business goals should incorporate multiple principles

Question 48

Lawrence and Nohria’s four drive theory & Locke and Latham’s goal setting theory differences

Answer 48

• The goal setting theory involves employee input whereas the four drive theory is applied by a manager alone.
• The goal setting theory requires a manager to individually address each employee whereas this is not necessary when applying the four drive theory.