Human Resources Flashcards
1
Q
What is Human Resource Management?
A
How people (employees) are managed by a business in order to meet strategic objectives
2
Q
What is an organisational chart?
A
A diagram that shows the hierarchy in a business. Usually from top to bottom in terms or seniority
3
Q
What is the purpose of an organisational chart?
A
- Shows responsibility and authority
- Shows communication lines
- Shows progression and promotion opportunities
4
Q
What is meant by span of control?
A
The number of employees (subordinates) who a manager is responsible for
5
Q
What is an advantage of narrow span of control?
A
Managers can focus on staff more, giving clear/direct instructions and feedback
6
Q
What is a disadvantage of narrow span of control?
A
Staff may feel ‘watched over’
7
Q
What is an advantage of a wide span control?
A
Independence may be motivating for staff
8
Q
What is a disadvantage of a wide span of control?
A
- Staff may perform badly as manager loses control
- Communication issues
9
Q
What will the significance of span of control depend upon?
A
- Personality of the manager
- Skills of the subordinates
- Size of the business
- Industry the business is operating in
10
Q
What is chain of command?
A
The way in which responsibility for employees is organised within a business. Shows who is responsible/accountable to who
11
Q
What would it mean for a long chain of command?
A
Several layers of responsibility
12
Q
What would it mean for a short chain of command?
A
Less layers of responsibility
13
Q
What are line relationships?
A
The VERTICAL relationships in the organisational hierarchy between managers and subordinates
14
Q
What are staff relationships?
A
The HORIZONTAL relationships in the organisational hierarchy
15
Q
What is meant by delayering?
A
A process of reducing the number of levels or layers in an organisational structure
16
Q
What is the main reason for delayering?
A
Cost cutting
17
Q
What are the benefits of delayering?
A
- Faster and more accurate communication
- More employee responsibility with flatter structure
- Reduced costs
18
Q
What are the costs of delayering?
A
- Redundancy payments
- Differences in span of control, changes in the amount of delegation
- Decreased morale and job retention due to loss of staff friendships and fear etc
19
Q
What will happen to span of control when a business delayers?
A
Span of control will increase with delayering which means the business might have to invest time and training to help employees adopt to the increased independence
20
Q
What will a wider span of control increase the need for?
A
- Delegation
2. Empowerment
21
Q
What is meant by delegation?
A
The assignment to others of the authority for particular functions, tasks and decisions
22
Q
What is empowerment?
A
Giving employees power within their job. For example, giving them the authority to make decisions, plan their own work and problem solve
23
Q
What is a centralised structure?
A
Keeping decision making firmly at the top of the hierarchy
24
Q
What businesses are examples of having a centralised structure?
A
Fast food businesses. The board/franchise make a decision and the subordinates/franchisees implement this decision
25
What are the advantages of centralised structures?
- Easier to implement common policies/practices
- Quicker decision making generally
- Easier to co ordinate and control
26
What are the disadvantages of centralised structures?
- Lead to taller hierachy
- Junior managers are closer to customer needs
- Lack of authority from junior managers reducing motivation
- Customer service issues: lost flexibility and speed of junior decision making
27
What is a decentralised structure?
Decision making is more spread out to include more junior managers in the hierarchy
28
What is an example of a business with a decentralised structure?
Hotel chains. Hotel managers and staff are empowered to make on-the-spot decisions to handle customer problems and complaints
29
What are the advantages of decentralised structures?
- Decisions can be made closer to the customer
- Better able to respond to local circumstances
- Improved customer service
- Enable a flatter hierarchy (cuts costs)
- Facilitates empowerment and motivation
30
What are the disadvantages of decentralised structures?
- Harder to ensure common practices
- May be diseconomies of scale (duplication of roles)
- No one to implement strong leadership and control when needed
31
What is the difference between a tall and flat structure?
A tall structure is characterised by having many layers whereas a flat structure has few
32
What is communication like in tall and flat structures?
Communication will be quicker and more accurate in flatter structures. It will be more formal and bureaucratic in taller structures
33
What are spans of control like in tall and flat structures?
Flat structures are associated with wide spans of control therefore there is more delegation and responsibility for employees. Tall structures have narrow spans of control so there is more direct supervision
34
Why might business want a tall structure?
- Clear communication lines and delegation
- Shows strong leadership and provides the guidance needed
- Employees may be more motivated by the promotional opportunities
35
Why might business want a flat structure?
- More empowering, more independence and responsibility
- More trusting, increased teamwork
- Messages are less likely to get lost
- More cost effective
36
What is organisation by function?
The business is arranged and organised into departments/specialist areas. Each area has a specific input that contributes to the output of the business' goods and services
37
What is organisation by product?
The business is arranged and organised according to the different products made. Each product becomes a 'mini company' with its own finance, marketing and HR departments
38
What is division organisation?
Organising and arranging the business by geographical location
39
What are the strengths of organisation by product/division?
- Teams can see the direct results of their work which is more motivating
- Each centre has a lot of autonomy (independence)
40
What are the weaknesses of organisation by product/division?
- Duplication of roles/departments which increases costs
| - Different products compete for resources (finance) which could cause conflict
41
What are the strengths of organisation by function/system?
- Reduces duplication of roles
| - Increased specialisation
42
What are the weaknesses of organisation by function/system?
- Decreased speed of communication
- Difficult to accredit succes or blame
- Conflict over goals/budget
43
What is a matrix structure?
Individuals work across teams/projects as well ass within their own dept./function. Each team member can find themselves with 2 managers. These teams can be temporary or permanent depending on the tasks they are asked to complete
44
What are the advantages of matrix structures?
- Help break down departmental barriers, improving communication across the organisation
- Likely to result in greater motivation amongst team members
- Resources can be shared across departments which can make projects more cost effective
45
What are the disadvantages of matrix structures?
- Divided loyalties, more pressure on employees
- Team members may neglect functional responsibilities
- Takes time to adapt to this kind of structure
46
What is an appraisal?
A formal assessment of an employees performance
47
What are the sections of an appraisal?
1. Strengths
2. Development areas
3. Performance areas
4. Training needs
5. Promotion opportunities
6. Pay progression
48
What is the nature of an appraisal?
The opening of an appraisal meeting is important. The mood needs to be light and the appraisee needs to be encouraged towards candour rather than gamesmanship
49
What is the purpose of an appraisal?
- To motivate staff
- To give staff a focus
- To make staff feel valued
- To set the standard/expectation
- To record/collect evidence for any issue
50
What is a managerial appraisal?
A method of appraisal where a manager examines and evaluates an employees performance
51
What are the advantages of a managerial appraisal?
- Employees receives expert input from manager
| - Makes subsequent actions such as deciding about promotion/pays, rewards and disciplinaries seem fairer
52
What are the disadvantages of a managerial appraisal?
- Manager may not work closely with employees to know their strengths and areas for development
- Input is limited to one viewpoint of employee's performance
53
What is self assessment appraisal?
Employees assess their own performance, often using a tick sheet to grades aspects of their work. This can be used as a stand alone method or in advance of a managerial appraisal
54
Identify 3 ways that appraisals can be ineffective
- Lack of commitment from senior staff
- Inadequate time allocated for the appraisal process
- The use of ambiguous language
55
Identify 3 ways that appraisals can be made more effective
- Ensure all managers are committed and have sufficient resources available
- Ensuring employees understand the system and how it will affect and benefit them
- Ensuring that line managers are adequately trained in the skills necessary to perform an effective appraisal
56
What is labour turnover?
Measuring the number of employees who have left the business, calculated as an annual percentage
57
How is labour turnover calculated?
Labour Turnover = No of employees left during the year/Average no employed during the year .. x100
58
What does it mean for a high labour turnover percentage?
The more likely it is that motivation for employees is low
59
What is absenteeism?
Employees are absent from work with minor medical ailments such as a headache. Absenteeism can be a key indicator of low morale and motivation
60
How is absenteeism calculated?
Total days absent in the month x 100
----------------------------------------------
Total available days in the working month
61
What is meant by a long term absence?
Where an employee is off work for a lengthy period, usually due to illness or injury where it would unsafe/unhealthy in the working environment
62
What are the benefits of a self assessment appraisal?
- Less intimidating
- Quicker
- Better for larger firms where managers don't work closely with employees
- Closer to your own strengths/weaknesses than anyone else
63
What are the drawbacks of self assessment appraisal?
- Might under/over rate performance
- Not an expert opinion
- No tangible way to answer questions
64
What is 360 degree appraisal?
An employee receives feedback. from several people in the organisation. This is most common in larger firms where people are part of multiple teams
65
What is peer assessment?
Appraisals are carried out colleagues
66
What is a benefit of 360 degree appraisal?
Broader picture of performance
67
What is a drawback of 360 degree appraisal?
Conflicting targets or too many targets
68
What is a benefit of peer assessment?
Know employees well, good idea of performance
69
What is a drawback of peer assessment?
Personal relationships may affect appraisal
70
What is meant by short term absence?
Where an employee is absent from work for a day or two due to a minor ailment such as a headache. This is often referred to as absenteeism and can be used as an indicator of the level of morale and motivation
71
What is the difference between unauthorised and authorised absences?
Unauthorised absences refer to the minor reasons people have short term absence whereas authorised is having time off for a legitimate and approved reasons
72
How can you calculate lateness?
Total no. of late arrivals x 100
--------------------------------------------
Total number of scheduled of attendances
73
What does persistent lateness show?
Persistent lateness shows a disregard for the rules of the workplace, and a lack of motivation
74
What is meant by productivity?
A measure of output per employee over a particular time period. It is a key indicator of employee performance
75
How is productivity calculated?
Output / Av no. of employees
76
Why is it harder to measure productivity in the tertiary sector?
Because there is no physical output or product that is made
77
What is meant by selection?
The process of deciding which applicant for a job a business should accept
78
What is a CV?
Cirrculum Vitae.. it is a document that the applicant designs including information about personal details, educational history, previous employment history, suitability and reasons for applying for the job & referees
79
What is an application form?
- Designed by the employer
| - Questions are tailored to the employers exact needs and ask specific questions
80
When analyzing applicants, what 3 categories will businesses split applicants into?
1. Those to reject (don't meet the job requirements)
2. Those to place on a short list (top 10 candidates)
3. Those to place on a long list (back up from short list)
81
What are advantages of applicant forms?
- Guarantees consistency and allows you to get the answers you want, obtaining more specific information that is included in a CV
- More serious candidates rather than submitting a generic CV
- More easily comparable
82
What are the disadvantages of applicant forms?
- Time consuming and challenging to design
| - Lengthy application processes may deter potential candidates
83
What are the advantages of a CV?
- Less structured, inject personality into the document
- Gives detail about the candidate and their work experience
- Highlights whether a person matches the skill and person specification described by a business
84
What are the disadvantages of a CV?
- Harder to judge and compare objectively
- May not cover specific information
- Time consuming to read each CV in detail
- Candidates may have help writing their CV and it may not be truly representative of the individual
85
What is a letter of application?
A letter of application, also known as cover letter, is a document sent with a CV or application form to provide additional information
86
What is meant by recruitment?
The process of bringing new employees into the business
87
Identify 5 reasons that a vacancy might arise in a business
1. The business is growing
2. An employee leaves/retires
3. An employee is promoted
4. The business introduces new technology and so requires new skills/staff
88
What is a job description?
Document that describes the duties of a worker. For example, write letters and answer the telephone
89
What is a person specification?
A profile of the type of person needed for a job. This includes their skills, experience and qualifications. For example, friendly persona and English language Grade B
90
What is internal recruitment?
When the business looks to fill the vacancy from within its existing workforce
91
What is external recruitment?
When the business looks to fill the vacancy from any suitable applicant outside of the business and its existing workforce
92
What are the advantages of internal recruitment?
- Cheaper and quicker
- People already familiar with the business and how it operates
- Motivational for staff, provides promotional opportunities
- Business already knows the strengths and weaknesses of candidates
93
What are the disadvantages of internal recruitment?
- Limits the number of potential applicants
- No new ideas can be introduced
- May cause resentment amongst candidates not appointed
- Creates another vacancy that needs to be filled from promotion
94
What are the advantages of external recruitment?
- Outside people bring in new ideas
- Larger pool of workers from which businesses can find the best candidate
- People have a wider range of skills and experience
95
What are the disadvantages of external recruitment?
- Longer, more expensive process
- Advertising and interviews required, increases costs
- Selection process may not be effective enough to reveal the best candidate
96
What is the nature and purpose of a job description?
States the duties of the worker and their job requirements to let the applicant know what the role entails
97
What is the nature and purpose of a job advertisement?
Marketing the role containing enough information to attract suitable applicants and deter unsuitable ones
98
What is psychometric testing?
They assess capabilities and intelligence, aptitude/skills for the job and whether your personality fits in with the vision of the organisation
99
Why might business choose to use testing as part of the selection process?
- Showcases responses in real situations
- Shows if candidates skills and personality match the job and fit with the organisation
- Responses are less likely to be impacted by nerves, it is less pressure for the candidate
100
What are some limitations of testing as a means for selection?
- Candidates may give the answer they think is desired rather than how they would actually respond
101
What are the 3 types of testing businesses might use for selection?
1. Psychometric
2. Scenario
3. Written
102
Why is it important to carry out a training needs analysis?
- Helps to identify areas that need improving
- Improves skills of staff which benefits business
- Helps a business to achieve their aims
- Prioritises training, could help to reduce costs
- Employees receive useful training
103
What is meant by a training needs analysis? (TNA)
TNA is a process that a business goes through in order to determine all the training requirements to allow employees to progress and grow to the best of their ability
104
What are the 4 main leadership styles?
1. Autocratic
2. Paternalistic
3. Democratic
4. Laissez-faire
105
What does autocratic leadership entail?
- Full control of decision making
- Use of power to get others to complete tasks
- Employees have little or no input
- Motivation through rewards
106
What are 2 benefits of having an autocratic leadership style?
- Useful for low skilled employees
| - Faster decision making and communication
107
What are 2 limitations of having an autocratic leadership style?
- May demotivate the employee
| - Increases work burden and pressure for manager which may impact performance
108
What does paternalistic leadership entail?
- Softer form of authoritarian leadership, leader decides what is best for employees and addresses their needs
- Relationships are built and the leader will explain why decisions are made
- Little delegation
109
What does democratic leadership entail?
- Focus of power is more with the group as a whole
- Leadership functions are shared within the group
- Employees have greater involvement in decision making
- Strong emphasis on delegation and consultation, although the leader still has the final say
110
What are 2 benefits of having a democratic leadership style?
- Useful if staff are doing different jobs than the manager and need to give feedback
- Keeps morale high due to feeling valued
111
What are 2 limitations of having a democratic leadership style?
- More time consuming
| - Not helpful for new employees who may need strict direction
112
What does laissez-faire leadership entail?
- Gives employees little direction
- Responsibility lies within the team
- Leaders get employees to choose how to complete objectives, make decisions and resolve problems on their own
- Increased freedom and independence
113
What are 2 benefits of laissez-faire leadership style?
- High job satisfaction
| - Manager spend more time on own role
114
What are 2 limitations of laissez-faire leadership style?
- Staff may not be able to perform their best with lots of responsibility and pressure
- Not suitable for low skilled or inexperienced staff
115
What is an outline of McGregor's Theory X/Y?
A theory that is concerned with how a manage perceives staff
116
How does a Theory X manager view employees?
- Lazy; disliking work and responsibility
- Lacking the will and ability to work unsupervised
- Lacking intiative
- Largely motivated by money
117
How does a Theory Y manager view employees?
- Enjoys work
- Willing to accept responsibility and challenges
- Creative and willing to contribute ideas
- Able to exercise self discipline
- Not just motivated by money
118
What leadership style is a Theory X manager likely to have?
Autocratic
119
What factors are important for businesses in an interview process?
- Appropriate number of people on the panel
- What information needs to be gathered
- Make sure interviewee is put at ease
- Allowing adequate time for it take place
- Giving the interviewee the opportunity to ask questions
120
What alternatives are there to an interview that a business might use in the recruitment process?
- Team tasks and activities
- Personality test
- References
- Work trial
121
What are interview judgements usually based on?
- Punctuality
- Confidence
- Handshake
- Appearance
- Ability to make conversation
122
What sort of things are included in induction training?
- Meeting colleagues
- Disciplinary procedures
- Salary/wage information
- Basic rules/regulations
etc.
123
2 disadvantages of induction training
1. It may overload them with information, they may find it hard to focus
2. Some things are better explained on the job by a line manager over the first few weeks
124
What are advantages of on the job training?
- Likely to be cheaper
- Can be tailored to the specific requirements and resources of the business
- Opportunity to learn whilst doing
- Training alongside real colleagues
125
What are disadvantages of on the job training?
- May be regarded as less valuable
- Some people may find it tedious
- Can be less informative and effective
126
What are the advantages of off the job training?
- Wider range of skills can be obtained as more time is spent on training
- Can learn from outside specialists or experts
- Employees generally gain more confidence when trained off the job
127
What are alternative training methods?
- Academic
- Vocational
- Apprenticeships
- Courses
128
What is the cycle of a Theory X manager?
1. Theory X Beliefs
2. Controlling Practices
3. Employee Resistance
4. Poor Results
129
What did McGregor say about a Theory Y approach?
If employees are treated with a Theory Y approach then they will respond accordingly. This is because it will boost morale and increase motivation
130
What is Blake and Mouton's Leadership Grid?
A method of identifying the actions, priorities and leadership styles of a manager. This is undertaken through an analysis of task and people needs
131
What is meant by country club leadership?
- High concern for staff wellbeing, less concern for task needs and results
- Morale may be high, but employees may also take advantage
132
What are the 5 sections of Blake's grid?
1. Country Club
2. Team Leader
3. Impoverished
4. Authoritarian
5. Middle of the road
133
What is meant by an authoritarian leadership?
- Highly concerned with task needs
| - Motivation and people needs are very much a secondary consideration
134
What is a disadvantage of authoritarian leadership? (Blake's Grid)
A lack of attention to employees can lead to resentment, a lack of commitment and other human resource problems
135
What is meant by impoverished leadership?
- Lack of concern for either task or people needs
- Unable to devise procedures to ensure that work is completed, or to motivate employees
- Morale and productivity are both low
136
What is meant by team leadership?
- Strong and equal regard for both task and people needs
| - High levels of motivation will be accompanied by high productivity
137
What is meant by middle of the road leadership?
- Compromises between the 2 set of needs, this means neither set of needs is ever truly met
- Leaders may often be indecisive
138
What might leadership styles depend on?
Leadership styles may vary depending on seasonal and situational influences
139
What do Blake and Mouton suggest is the most effective leadership style?
The best type of leadership is TEAM LEADERSHIP. This is because staff morale is high which increases job retention and motivation. As a result, productivity is higher.
140
What is Carlyle and Galton's Trait Theory?
Trait theory concerns the 5 characteristics exhibited by successful leaders. These are:
- Motivational (ability to motivate others)
- Integrity (having strong moral principles)
- Self Confidence (feeling assured)
- Creativity (introducing new ideas)
- Intelligence (ability to reason and solve problems)
141
What is an advantage of Carlyle and Galton's Trait Theory?
It is a simple theory to understand which makes it easy to identify whether a leader does/ does not possess these characteristics
142
What is a disadvantage of Carlyle and Galton's Trait Theory?
There is no single set of traits that have been proven to be the most ideal, there is individual differences between leaders and businesses
143
What is Tannenbaum and Schmidt's contingency approach?
It is a spectrum that ranges from boss-centred leadership to subordinate-centred leadership. The spectrum consists of tell (autocratic), sell (persuasive), consult (collaborative), participate (facilitating)
144
What is meant by management?
The process of co-ordinating the activities of a business in order to achieve defined objectives.
145
What is meant by functions of management?
The set of core activities which define the role of managers in a business environment. The four functions of management include: planning, organizing, directing and controlling.
146
Outline the difference between a manager and a leader
A manager allocates work, monitors performance, maintains the status quo and is obeyed by subordinates. A leader is motivating, charismatic and leads by example
147
How might a managers success be measured?
- Ability to meet task deadlines
- Quality of the tasks that are completed
- Achievement of individual targets
- Level of labour turnover
- Customer feedback
148
What is a constraint?
Limitation or restriction
149
What constraints could prevent a manager from being successful?
- Ability to manage
- Resources (number of staff)
- Strength of competition
- Poor interdepartment communication
150
What is meant by redundancy?
A form of dismissal. It happens when employees need to reduce their workforce and so their position no longer exists
151
What is meant by dismissal?
Termination of the contract of employment of an employee often as as result of. disciplinary procedure
152
What is meant by unfair dismissal?
Employee is dismissed without a valid reason OR the employer fails to follow the proper procedure
153
What is meant by fair dismissal?
Valid reason, proper procedure
154
What is poor conduct?
Failing to comply with reasonable requests
155
What is incapacity?
Being repeatedly absent due to illness and therefore being incapable of meeting job requirements
156
What is meant by capability?
Repeated inability to do job properly and complete the work required
157
Identify 6 pieces of information that should be included on a job advert
1. Job role
2. Wage/Salary Information
3. Summary of vacancy
4. Start date/availability required
5. Person specification
158
Why is it important to have an effective recruitment strategy?
- Minimise the time and resources that are wasted
- Increased likelihood of finding a reliable employee
- Helps to build a positive image
159
What is meant by whistle blowing?
If an employee has evidence that malpractice in an organisation is occurring, they can bring it to the attention of someone in authority without fear of retribution
160
What would be an appropriate dismissal process?
1. First verbal warning
2 First written warning
3. Final written warning
4. Dismissal
All action should be in writing and as a result of a formal meeting
161
What is the service provided by ACAS?
- Offers advice/support (Advice)
- Offers a mediation service (Conciliation)
- Can make a final decision disputes (Arbitration)
162
What is grievance?
When an employee has a concern, complaint or problem
163
What would ACAS suggest for grievances?
- First raise the issue formally
- If issue continues, formally put it into writing
- If employer still does not take action, the employee should then consider tribunal action
164
What is an employment tribunal?
A special type of court that deals with employee law; for example, an employee's claim for unfair dismissal
165
What is the purpose of an employment tribunal?
- Deterrent for employers
- To resolve disputes that can't be settled out of court
- To clear business of wrongdoing or compensate employees for wrongdoing that has occurred
166
What are the impacts for businesses of employment tribunal?
- Time consuming, lots of preparation
- Legal costs
- Compensation costs
- Possible reputation damage
167
What is the definition of motivation?
A strong desire to act in a particular way and to achieve a certain result (The will to want to work)
168
What is the definition of morale?
Refers to the 'spirit' of the individual. If morale in an individual is high then there is a spirit of confidence and purpose that exists
169
What are the benefits of a motivated workforce?
- Increased productivity
- Lower absenteeism
- Reduced lateness
- Reduced employee turnover
- Easier to recruit staff
- Less wastage
- Lower training costs
- Increased commitment
170
What are some examples of monetary motivation?
- Commission
- Profit sharing
- Bonus payment
- Piece rates
171
What are some examples of non monetary motivation?
- Job enrichment
- Team work
- Praise
- Fear
172
How can non monetary methods be motivating?
Praise = helps staff feel valued
Team work = enables employees to feel supported and connected
Enrichment = provides challenge and extra responsibility which makes work more interesting
173
Outline McClelland's 3 needs theory
Managers must identify the most dominant need of their employees (Achievement, Affiliation, Power) so that they can manage and motivate appropriately to ensure optimum performance
174
What are the characteristics of McClelland's achievement (Ach) needs?
- Has a strong need to set and accomplish challenging goals
| - Likes to receive regular feedback on their progress and achievements
175
What are the characteristics of McClelland's affiliation (Aff) needs?
- Wants to belong to the group
| - Favours collaboration over competition
176
What are the characteristics of McClelland's power (Pow) needs?
- Wants to control and influence others
| - Enjoys status and recognition
177
How can a manager motivate an employee driven by power needs? (McClelland)
- Giving them tasks where they can be in charge
| - Mentoring them to become the next manager/leader
178
How can a manager motivate an employee driven by affiliation needs? (McClelland)
- Give them customer facing/teamwork tasks
| - Avoiding situations where difficult decisions need to be made that may not please everyone
179
How can a manager motivate an employee driven by achievement needs? (McClelland)
- Offer them independent work in which they can excel and have challenge without having to compromise when working with other colleagues
180
What does McClelland's theory assume which may not be correct for all employees?
Employees will not always be motivated by what their needs suggest they will be
181
What is a limitation of McClelland's theory?
Employees may have conflicting needs. For example, those with strong and dominant achievement needs might make excessive demands on their subordinates and therefore demotivate them
182
Who created the 2 factor theory? (motivating theory)
Frederick Herzberg created the 2 factor theory (hygiene and motivating factors)
183
What are hygiene factors?
Factors such as pay and working conditions. Herzberg believed that the absence of them would cause dissatisfaction, but employees are not motivated by them
184
What are motivating factors?
Factors such as job enrichment, recognition and empowerment that provide direct motivation for employees
185
What are 2 benefits of the 2 factor theory?
- It can apply to everybody
| - Can be used as a checklist, mangers can see what they need to put in place to correct that
186
What are 3 limitations of the 2 factor theory?
- Workers may classify pay (a hygiene factor) as highly motivating
- Some people may be motivated by both factors; for example, the excellent working conditions at Google motivate workers
- It may be challenging to enrich and empower unskilled workers
187
What is Vroom's expectancy theory?
This theory suggests that employees will make a choice to behave in a certain way because they are motivated by what they expect the outcomes will be. They need to believe they will receive a valuable reward for a behaviour, and that they are able to do the behaviour
188
What are the 3 components of Vroom's expectancy theory?
1. Expectancy; what they expect the outcome will be
2. Instrumentality; the belief the outcome will actually be received
3. Valence; the outcome on offer is actually valuable to the employee
189
How is Vroom's expectancy calculated?
E x V x I
190
Why is Vroom's theory useful?
- It is simple to understand and apply
- Can be applied to both financial and non-financial rewards
- Managers can compare E/V/I ratings between employees
191
Why is Vroom's theory limited?
- Ratings are subjective
- Lots of financial rewarding might develop high costs for the business
- Individual differences, valence may vary between employees
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What are the 5 levels of Maslow's hierarchy of needs?
Physiological needs, safety needs, social needs, esteem needs and self actualisation needs
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How can Maslow be applied to business and the motivation of employees?
Self actualisation = training, opportunities for promotion
Esteem = praise, bonuses, perks
Love/belonging = socialising after work
Safety = swipe cards, cctv etc
194
What are the advantages of using Maslow's hierarchy?
- Shows clear stages, methodical and easy for managers to follow
- Can be used as checklist/aims
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What are the disadvantages of using Maslow's hierarchy?
- Some employees may not require some needs to be met in the workplace such as esteem or love/belongings. Maslow may not always fit directly to the workplace environment
- It is a challenge for businesses to make sure every employees have their stages of needs met
- Needs may not be hierarchal for some employees. Social needs may be just as important as security etc
196
What are the key objectives for Drucker's theory?
- Decentralise and delayer as much as possible
- Take an interest in your employees
- Offer ongoing training to improve knowledge of workers
- Consider employees' social needs at work
- Ensure rewards are shared fairly
- Communicate effectively
- Set goals with employees
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How does Drucker manager and motivate effectively using objectives?
1. Review organisational objectives
2. Set objectives
3. Monitor
4. Evaluate
5. Reward
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What are the limitations of Drucker's theory?
- Relies heavily on good leadership
| - Some employees won't be motivated by praise and non monetary methods provided by the theory
199
What is Locke's goal setting theory?
Locke proposed that employees like to have goals and enjoy working towards them. His research suggests that 5 principles should be followed when setting goals
200
What are Locke's 5 principles for goal setting?
1. Clarity - specific, clear
2. Challenge - push the employee
3. Feedback - encouragement, praise, criticism, guidance
4. Commitment - ownership of goals
5. Task Complexity - attainable, mustn't feel out of depth
201
Why should a manager provide clarity for employees when setting goals? (Locke)
Clarity is important because vague goals are hard to measure and the employee will not have a clear idea of what is expected of him/her and struggle to succeed
202
What are the limitations of Locke's goal setting theory?
- Employees may work towards goals at the expense of other parts of their job
- Setting targets alone will not necessarily work - managers must facilitate the process of achieving them which is time consuming
- Goal setting requires monitoring and feedback which is also time consuming
- Can be demotivating if employees don't achieve goals
203
What is meant by a trade union?
An organised association of workers in a particular industry that aims to protect workers
204
What is the difference between ACAS and trade unions?
ACAS are a service for both employees and employers whilst Trade Unions work strictly help workers/employees
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How have trade unions helped to change the workplace?
- Minimum wage
- 8 hour working days
- Health and safety legislation
- Lunch breaks
- Age/discrimination laws
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What is the role of a trade union?
A trade unions role is to seek (through collective bargaining) to help employees and protect them from unfair treatment and misconduct in the workplace. For example, they may bargain for better pay and working conditions
207
Why is it beneficial for employees to have a trade union membership?
- It increases likelihood of positive change in the workplace
- Offer legal advice
- Offer support for individuals
208
Identify 2 benefits of trade unionism to the employer
- Employee morale and motivation may be improved
| - A trade union can be a supportive partner in helping business and employers undergo change
209
Outline a reason that trade union memberships have declined
- Growth in number of small firms which tend not to recognise trade unions
210
What action can trade unions take?
They can take industrial action such as: strike action, work to rule and overtime ban
211
What is meant by work to rule?
Working strictly to the terms of your contract
212
State 5 workplace/employment legislation
- Minimum wage
- Health and safety
- Data protection
- Equality
- Contracts of employment
213
Outline a contract of employment/written statement of particulars
By law, an employer must provide anyone who is classed as an employee with a written document. This document must contain a summary the main terms of employment such as pay and working hours.
214
Why should businesses provide a contract of employment to staff?
Having a contract helps prevent disputes between the employer and employee
215
What is meant by employee/employer relations?
Refers to a company's efforts to manage relationships between employers and employees. An organisation with good employee relations will provide fair and consistent treatment to all employees so that they will be committed to their jobs and loyal to the company
216
What are 3 benefits of having good employee/employer relations?
- More positive and motivated workforce
- Employees develop commitment and loyalty
- Less absenteeism and higher retention rates
217
What are 3 negative impacts of not having good employee/employer relations?
- Demotivated employees: increased absenteeism and lateness
- Less productive workforce
- Creates a bitter working environment
218
State the equality act (2010)
Legally protecting people from discrimination in the workplace. E.g) age, gender, disability, religion, sexual orientation, trade union membership
219
What is meant by discrimination?
Treating a person unfairly because they possess certain characteristics
220
What is meant by employee participation? - may also be referred to as 'Industrial Democracy'
Employees have the ability to participate in the decision making process at work
221
What are some benefits of employee participation in the workplace?
- Increased levels of motivation
- Better communication
- Better quality of decision making
- Change can be managed more easily through better staff relations
222
What are works councils?
A formal meeting of managers and employee representatives to discuss pay/working conditions, and to negotiate changes in working practices
223
What is the legal requirement for a works council?
There is a legal requirement for any large multinational to set one up. It applies to any company with 1000+ employees and at least 150 employees in 2+ EU member states
224
What does the European work council give employees the right to?
EWC gives employees the right to information and consultation on the decision their company makes
225
What is meant by a zero hour contract?
- Employer is not obliged to provide any minimum working hours
- The worker is not obliged to accept any work offered
226
Why might people reject 0 hour contracts?
There is a high level of uncertainty and insecurity surrounding hours and income
227
What might be some advantages of 0 hour contracts?
- Creates a leaner and more profitable business
- Increases employment levels
- Flexibility can suit some workers such as students
228
What might be some disadvantages of 0 hour contracts?
- Create exploitation of workers
- Likelihood of lower wages
- Business reputation may be harmed
- Creates anxiety for some workers: uncertainty and insecurity
229
What is remote working/working from home?
Allowing employees to work away from the business premises
230
What are the advantages of remote working?
- Employee saves time and money from not having to commute
- The business can employ more staff without having to expand office space
- There may be less distractions at home and so concentration improves
- Morale increase for the employee because of the trust element that comes with being allowed to work from home
231
What are the disadvantages of remote working?
- Employees may not work as effectively
- Lack of social aspect to employment
- There are barriers: lack of internet/service (affecting communication), lack of required equipment for work
232
What is term time work?
Working hours operate throughout the duration of the school term but not school holidays for childcare purposes
233
State a benefit of term time working
Staff will feel valued which will lead to them giving more to the business when they are working and they will be more motivated
234
What is job sharing?
A variety of schemes exist where employee share hours either on a morning/afternoon basis or on a day to day basis
235
State a benefit of job sharing
If one of the job sharers is absent the business still has some work covered by the other, they may even offer to take more on in return for having the benefit of flexible work
236
What is meant by compressed hours?
Attempting to provide an alternative working week by increasing the number of hours worked in a day, but working less hours per week
237
State a benefit of compressed hours
Might encourage staff to be more productive as they have the incentive of an 'extra day off'
238
What is meant by annualized hours?
Employees work a total number of hours for the year as a whole, with a degree of flexibility as to how these are undertaken
239
State a benefit of annualized hours?
Gives businesses extra help during busy periods and helps to keep costs down in the less busy periods
240
What is flexi time?
A system of flexible working hours gives employees some choice over the actual times that they work their contracted hours. This has to fit within the core time hours
241
What is core time (part of flexi time work)?
Most flexible working hour schemes have a period of the day where the employee must be present. This is known as "core time". Outside of this, employees may choose when they start and finish within the flexible bands
242
Why might employees like flexi time?
- It can fit around childcare routines
- Employees can start at times which enable them to avoid commuter traffic
- Helps employees maintain a good work life balance
243
What is part time working?
A form of employment with less than 35 hours worked per week
244
What are the impacts of part time work?
- More cost effective
- Labour can be matched with demands of business
- Manager workload might increase (harder to devise rotas, more training and appraisals)
- Staff can help over busy shifts and covering sickness
- May be harder to communicate as staff are not always at work
- More diversity
- Increased absenteeism
245
What is meant by workforce planning?
Deciding how many and what types of workers are required
246
What are the disadvantages of Flexi time?
- Communication may be disrupted
- Meetings may be more difficult to schedule
- Employees may be unproductive
- There may be tension if not all employees are allowed to work in this way
- Some variable costs may increase as a result of the premises being open longer
247
What is the aim of workforce planning?
To match the availability of labour to demand
248
What factors should be considered in a workforce plan?
- Financial/budget constraints
- Business objectives
- Labour turnover
- Unforeseen circumstances
- The state of the economy
- Changes in legislation
249
What is meant by a human resource objective?
A HR objective would be concerned with how the workforce can be managed in order to successfully contribute to the overall business objectives and aims
250
Example of HR objective
Implement training programme regarding cultural differences for when a business enters an overseas market
251
Explain why an organisations HR objectives are important to the success of the business
Staff underpin every functional activity and they are the most valuable asset to the business therefore they need to be managed effectively to help achieve the aims and objectives
252
Why do businesses need clear HR objectives?
- Make use of best resource effectively
- Easy to compare actual progress with the objective that was set
- Employees can understand what activities they should be undertaking
253
What is meant by organisational culture?
The collection of values and behaviour which re unique to the environment of the organisation
254
What gives indication to a organisation's culture?
- Physical indicators such as collaborative work, or a sociable/community environment
- Non tangible indicators expressed through the company's vision and values
255
What are the factors affecting organisational culture?
- Values
- Vision
- Behaviour of managers
- Behaviour of other employees
256
What are some potential impacts of good culture?
- Allows creativity/flexibility/freedom
- Encourage teamwork and collaboration
- Boost innovation
257
What are some potential impacts of poor culture?
- Bad reputation or publicity
- Demotivated workforce, rise in absenteeism
- Struggle to recruit talented workers
- Lack of consistency
258
Why is effective communication important?
- The number of mistakes within a business will be reduced
- It will speed up decision making within a business
- Employees will feel motivated because they are clear about what to do and how to do it
259
Define verbal communication
Using sounds and words to express yourself
260
Define non verbal communication
Expressing yourself without words, this is usually done with gestures, facial expressions and body language
261
Why might eye contact be important when an employee is communicating with a customer?
- Shows the customer has been acknowledged
| - Customer can accurately read the employee as they may not understand by their tone of voice alone
262
What is meant by communication media?
Refers to how the message is imported to the receiver. It is the medium that is used; tax, radio, telephone, email
263
Give an example for each medium of communication: mass, written, oral, electronic
Mass: TV
Written: Letter
Oral: Telephone/Face to Face
Electronic: Email
264
What are the advantages of written communication?
- Copy can be kept of the message
- Receiver can reread the message
- Message can be sent to more than one person at a time
- Avoids confrontation
265
What are the disadvantages of written communication?
- Not always possible to check receiver has understood the message
- Success of the message depends on how well it has been written
266
What are the advantages of face to face communication?
- The person can check the recipient has been understood by asking for feedback
- The person giving a message can emphasise points through their tone of voice and body language
- The speaker can use diagrams and pictures to help explain
267
What are the disadvantages of face to face communication?
- If there are a lot of people listening to a message it may not be clear that all have heard or understood it
- If the receiver does not like what they hear, they may disrupt the message
- There is no permanent record of the message
268
State 4 methods of communication
1. Formal
2. Informal
3. Verbal
4. Non Verbal
269
What is meant by formal communication?
Those that take place using agreed rules or procedures such as board meeting
270
What is meant by informal communication?
Those that are not based upon any set measures such as conversations in the staff room
271
State the 3 barriers to effective communication by Shannon and Weaver
1. Technical
2. Semantic
3. Effectiveness
272
What is meant by a technical barrier to communication? (Shannon and Weaver)
The physical ability of the individual to receive the message being communicated.
E.g) too much noise/no signal
273
What is meant by a semantic barrier to communication? (Shannon and Weaver)
Refers to the receivers ability to actually understand the message
274
What is meant by a semantic barrier to communication? (Shannon and Weaver)
Refers to whether the information being communicated has been acted upon in an appropriate manner.
E.g) if the message was about reaching a target, is the receiver taking action to help do so
275
Give 3 examples of poor communication
1. Use of jargon
2. Emailing employees tasks but with no deadline
3. Colleagues being interrupted at a meeting
276
State 3 possible impacts of poor communication
1. Tasks not properly completed, or deadlines not met
2. Lack of motivation
3. Employees may miss valuable contributions
277
What is meant by group norms?
Rules or guidelines that reflect expectations of how group members should act and interact. They define what behaviours are acceptable and appropriate
278
What is meant by implicit norms?
Norms are not expressed or openly discussed, people simply assume that certain norms exist and accept them.
E.g) sitting in the same seat each day
279
What is meant by explicit norms?
Some group norms are stated outright, either orally or in writing. Such rules may be imposed by an authority figure; such as wearing a uniform.
280
What are individual objectives?
Set for a single employee. For example, a slow programmer might be set a time based target
281
What are group objectives?
Set for the team. For example, a retail team might be set a sales target
282
State some possible impacts on group communication
- Dominant employees may disrupt meetings and so crucial messages could get lost
- Groups may mean that communication from formal sources is 'hijacked' by informal groups and then misrepresented
