key terms

Question 1

Trade Unions

Answer 1

an organised association of workers in a particular industry

Question 2

collective bargaining

Answer 2

the official process by which trade unions negotiate (based on members views) with employers on behalf of their members

Question 3

management

Answer 3

the process of co ordinating the activities of a business in order to achieve defined objectives

Question 4

redundancy

Answer 4

a form of dismissal. happens when employers need to reduce their workforce and so a position no longer exists

Question 5

dismissal

Answer 5

termination of the contract of employment of an employee, often as the result of a disciplinary procedure

Question 6

unfair dismissal

Answer 6

where an employee is dismissed without a valid reason or the employer fails to follow the proper procedures

Question 7

fair dismissal

Answer 7

where an employee is dismissed with a valid reason and the employer follows the proper procedures

Question 8

grievance

Answer 8

exists where an employee has a concern, complaint or problem

Question 9

employment tribunal

Answer 9

a special sort of court dealing only with employment law; for example, an employees claim for unfair dismissal

Question 10

motivation

Answer 10

a strong desire to act in a particular way and to achieve a certain result (the will to want to work)

Question 11

morale

Answer 11

refers to spirit. if morale in an individual, group or team is high then there exists a spirit of confidence, purpose etc.

Question 12

monetary methods of motivation

Answer 12

refer to financial incentives such as commission, profit sharing, bonus payment and piece rates

Question 13

non- monetary methods of motivation

Answer 13

refer to non financial strategies such as job enrichment, team work, praise

Question 14

Employee/ employer relations

Answer 14

the relationship between an employer and its employees/ it is beneficial for both parties if this relationship is harmonious

Question 15

Verbal communication

Answer 15

Using words and language when communicating

Question 16

Non verbal communication

Answer 16

Gestures, facial expressions, eye contact and body language when communicating

Question 17

Communication media

Answer 17

How the message is imparted to the receiver or receivers e.g. text message, tv and radio, email, video conference etc.

Question 18

Formal communication

Answer 18

Are those that take place using agreed rues or procedures, for example board meeting

Question 19

Informal communication

Answer 19

Are not based upon any set measures. Eg conversations in a staff room

Question 20

HR objective

Answer 20

An objective set by the HR department which will help to achieve the overall business aims and objectives

Question 21

The 3 barriers to communication identified by Shannon and Weaver

Answer 21

Technical (the ability of the receiver to receive the information eg too much noise, information wont be heard)
Semantic (the receivers ability to understand the information communicated)
Effectiveness (whether the information being communicated has been acted upon in an appropriate manner)

Question 22

Why HR objectives should be clear

Answer 22

So that employees are focussed
So employees feel motivated
So no confusion amongst employees about what they are supposed to be doing
So no time is wasted mis understanding objectives

Question 23

Individual objectives

Answer 23

Set for a single employee (for example a slow programmer may be set a time based target)

Question 24

Group objectives

Answer 24

Set for the team (eg a group of retail assistants may be seta s ales target)

Question 25

Organisational culture

Answer 25

The unique collection of values which shape the behaviour of the people within the organisation

Question 26

Group norms

Answer 26

Rules or guidelines that reflect expectations of how group members should act and interact

Question 27

Implicit norms

Answer 27

Rules or guidelines that aren’t expressed or discussed (eg speak formally with customers)

Question 28

Explicit norms

Answer 28

Rules or guidelines that are stated outright orally/ in writing. Eg how you dress

Question 29

2 ways a trade union membership might benefit workers

Answer 29

May be better working conditions, such as improved health and safety
You’d get advice on your legal employment rights

Question 30

Main functions of trade unions

Answer 30

Represent their members

Negotiate with employers

Question 31

2 benefits to an employer of trade unions

Answer 31

Negotiating with trade unions saves time and costs rather than dealing with the employee individually
Trade union can be a significant partner in helping a business undergo significant change
But costs may increase due to paying more pay and better conditions

Question 32

Main reasons for the decline of membership of trade unions

Answer 32

Decline in employment in manufacturing (where membership is stronger) and an increase in employment in service sector, where unions are less established
Improved employee involvement in the workplace- so less perceived need for collective bargaining

Question 33

Changes unions have bought to the workplace

Answer 33

National minimum wage
Improved worker safety
Minimum holiday and sickness entitlement

Question 34

Trade unions: industrial action

Answer 34

Strike action - can’t be dismissed for strike, and don’t get paid during it. All members should follow the action (even if they don’t agree) so there’s more power. Non members can go on strike and are protected from dismissal- but have to give the employer notice
Work to rule- only do contracted hours and no more
Overtime ban- don’t do overtime

Question 35

Benefits of a good employee/ employer relationship

Answer 35

More according of change
Reduce labour turnover
Less disputes
Reduce absenteeism

Question 36

Costs of bad employee/ employer relationship

Answer 36

Possibility of industrial action will reduce productivity and damage reputation of businesses (sometimes)

Question 37

Contract of employment

Answer 37

By law, an employer must provide anyone who’s classed as an employee with a written document. This document must contain a summary of the main term of employment, such as pay and working hours.
Having a contract will help prevent disputes between employer and employee.
An employment contract begins once the employee starts work, even if there is nothing in writing.

Question 38

What’s in a contract of employment

Answer 38

Employee details
Employer details
Job title
Description of duties
Place of work

Question 39

The equality act 2010

Answer 39

Legally protects people from discrimination i the workplace and wider society

Question 40

Discrimination

Answer 40

Treating a person unfairly because they posses certain characteristics

Question 41

Employee participation (industrial democracy)

Answer 41

Employees have the ability to take part in the decision process at work.
Benefits of this includes- increased levels of motivation, reduce labour turnover, better communication

Question 42

Work councils

Answer 42

A formal meeting of managers and employee representatives to discuss pay and working conditions and to negotiate on issues such as changes in workplace practices. Legal requirements for MNCs operating in the EU to set up an European works council