Different ways of working mine / Motivation Flashcards
Types of worker (6)
- Part-time hours
- Freelance contract
- Temporary contract
- Permanent contract
- Flexible hours
- Full-time hours
Full-time employment -
- means that an employee works the number of hours which is equivalent to a full working week (35-40 hours).
Part - time employment:
People that work any less than a full-time worker; gives the business maximum flexibility when trying to match the number of sales assistants with customer demand.
Benefits of full-time (6)
- Workers feel more secure and motivated
- Fewer staff required, therefore spans of control are narrower
- Employees may develop better skills and perform their job role to a higher standard
- Staff may feel more loyal and committed to the business
- Better customer relationship can be developed and maintained
- Lower costs of recruitment, selection and induction training
Benefits of part-time (3)
- More flexibility for the business when covering staff absence
- Gives members of staff a better work life balance
- The business can rotate staff to work when they are required
Flexible hours -
- either the employee or the employer have some choice about the actual hours worked.
Different ways of working flexible hours (4)
- Annualised hours
- Flexitime
- Compressed hours
- Job share
Annualised hours -
- the employee has to work a certain number of hours over the year, but they have some flexibility about when they work. There are sometimes ‘core hours,’ which the employee regularly works each week, but the rest of the hours are worked flexibly or when there’s extra demand at work.
Flexitime -
- the employee chooses when to start and end work (within agreed limits, for example an employee must have started work by 10 am), but he/she must work certain “core hours,” e.g. 10am to 4pm every day.
Compressed hours -
- working full-time hours, but these are worked over fewer days.
Job share -
- is when two or more employees agree to share the work and pay of one full-time position.
Job share benefits (3)
- Employers benefit from the experience and skills of two people rather than just one
- The business is able to cover unplanned absence or holidays more easily
- Employees are able to enjoy a better work/life balance, which can increase motivation and loyalty to the business
Job share drawbacks (4)
- Communication can be difficult between the “job sharers”, as personalities may clash
- All information to complete the job needs to be shared, which is time consuming
- The business may need to pay more than a full time workers pay, if the workers require a period of time for a handover
- The span of control becomes wider
Flexible hours advantages to an employer (4)
- Increased staff retention
- Increased productivity
- Lower absenteeism rates
- Can help to match supply and demand more closely
Flexible hours advantages to employees (4)
- Flexibility to meet family needs
- Lowers stress levels
- General well-being improves, as employees have more control over their working lives
- Can reduce childcare costs, as hours can be flexed
Zero hour contract:
This is where employees are not guaranteed a set number of hours to work each week.
Contract types (3)
- Permanent
- Temporary
- Freelance
Permanent contracts -
- are employed by an organisation indefinitely, until the time they are made redundant or wish to leave or retire.
Temporary contracts -
- will be employed in a post for a fixed period of time. Temporary contracts are suitable when businesses may have a particular contract with no guaranteed or similar work to follow.
Freelance contracts -
Benefits (1) / drawbacks (2):
- these are similar to temporary contracts, only normally the freelance employee is hired on a daily basis or just for a specific job.
Benefits:
1. Flexibility for the business
Drawbacks:
1. No guarantee that the chosen worker will be available; therefore the business may not have sufficient workers to carry out a particular task
2. No job security for the employee, who may seek to find more secure work elsewhere
Remote working -
- employees work away from the office, usually at home.
Motivation -
- is essentially about the commitment to do something; the desire to work very hard and at a high standard. Having a motivated workforce can help a business become more successful.
Training -
- the process of increasing the knowledge and skills of the workforce to enable them to perform their jobs effectively.
Benefits (employee) of working remotely (3)
- Lower carbon footprint
- Increased flexibility in working hours
- More choice of jobs available to choose from
Benefits (employer) of working remotely (3)
- Smaller premises may be possible
- Wider pool of candidates to choose from
- Lower carbon footprint
Drawbacks (employee) of working remotely (3)
- Less face to face interaction with colleagues
- Lack of separation of work and home life
- Lots of self-discipline is required
Drawbacks (employer) of working remotely (2)
- Less face to face interaction with colleagues
- Difficult to monitor and control staff actions
How businesses can motivate workers?
- Financial methods
- Non-financial methods
Financial methods of motivation (5)
- Remuneration (money paid for work)
- Bonus
- Commission
- Promotion
- Fringe benefits
Non-financial methods motivation (4)
- Job enlargement
- Job enrichment
- Autonomy
- Training
The importance of motivation (3)
- Attracting employees
- Retaining employees
- Productivity
Salary -
- a fixed amount is paid by the employer to the employee on a regular basis.
Wage -
- workers are paid, either weekly or monthly, by the hour according to the time worked. Overtime work is paid higher.
Commission -
- payment made to an employee based on the value of sales achieved over a specific period of time.
Bonus -
- extra payments that are given to staff above their usual pay.
Fringe benefits -
- often known as perks, are extra items that are given to employees whilst they work in a business (company cars, travel subsidies).
Promotion -
- occurs when an employee advances in an organisation to a higher job in the organisational hierarchy. As a result, the member of staff’s salary should increase to reflect the new role and the extra responsibilities.
Job enlargement -
- gives staff a greater variety of tasks to perform (not necessarily more challenging) which should make the work more interesting. This may take place through job rotation.
Job enrichment -
- involves workers being given greater responsibility and a wider range of more complex and challenging tasks, resulting in employees experiencing an increased sense of achievement.
Training -
- will motivate staff to do their existing job well, learn new techniques or be trained for future posts, including promotions; employees will feel more valued and loyal to the business.
Autonomy -
- refers to how much freedom a member of staff has to make their own decisions and to shape the way in which they work. Some boundaries will be set in terms of decision-making power and support will be provided from superiors.
Job rotation -
- means that staff do several jobs throughout the working day.
Piece rate -
- occurs when workers are paid by the unit performed.
