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Business > Managing Employees - Motivation > Flashcards

Managing Employees - Motivation Flashcards

1
Q

what are the employment phases?

A

Establishment, maintenance and termination.

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2
Q

What is human resources management?

A

An administration group within a business that is in charge of the formal relationship between the employer and the employee.

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3
Q

What does a human resources manager do?

A

The job of a HR manager is to coordinate all the activities required in all the employment phases, establishment, maintenance and termination.

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4
Q

How does HR management help a business achieve its objectives?

A

A successful HRM contributes towards better sales, market share, customer experience and generating through their own objectives.

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5
Q

Name objectives HRM might have with a strategy

A

Increase productivity - introduce motivation strategies
develop sales skills - performance related pay
Improve knowledge - ongoing training
job satisfaction - involvement in decisions

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6
Q

What are the areas of management in a business?

A
  • Operations
  • Human resources
  • information technology
  • Sales and marketing
  • Finance
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7
Q

What is the relationship between HR and achieving business objectives?

A

The objective of a business directly impacts the shaping of HRM’s objectives. A successful HR management teams can increase the success of a business through motivating employees and making decisions such hiring new, training existing or terminating employees.

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8
Q

Maslow’s hierarchy of needs

A

A motivation theory that suggest that employees have a set of needs which can be used to motivate them such as physiological, safety, social, esteem and self actualization respectively, in the order of higher to lower needs.

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9
Q

How could and employee feel respected and given a sense of accomplishment? (esteem needs)

A
  • more responsibilities
  • promotion
  • recognition
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10
Q

ways to fulfil social needs?

A
  • teamwork / team based activities
  • involvement in decision making
  • support
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11
Q

Similarities and differences of Maslow’s theory and Locke and Latham’s, 2 each.

A

Both

  • focus on achieving going one step and one goal at a time.
  • highlight the importance of job satisfaction

Differences

  • Achieving a goal ends the process (short term) while in Maslow’s it leads to the next step (long term).
  • employees are significant in setting goals but in Maslow’s managers are more significant as they provide opportunities for needs to be met.
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12
Q

Locke and Latham’s Goal setting theory

A

According to this theory, employees will be more motivated to achieve goals they helped to set. Goals need to be clear, challenging, achievable and constant feedback needs to be given on progress.

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13
Q

What is the 4 drives theory?

A

This theory suggests that there are four main drives that shape the nature of thinking and behavior of humans. Drive to defend, acquire, bond and learn.

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14
Q

Similarities and differences of Maslow’s theory and four drives theory, 2 each.

A
  • esteem needs can be connected to drive to acquire (awards / recognition)
  • love and belonging with drive to bond
  • Drives come from within the employee whereas needs are external form of motivation
  • Maslow’s assumes a sequential order of steps while the four drives can be satisfied simultaneously
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15
Q

Similarities and differences of Locke and Latham’s vs Four drives theory , 2 each.

A
  • both are focused on employees will power, commitment and drive of the employees
  • managers need to cooperate with staff in order to set goals and understand what drives each employee
  • the basis of the theories are different, goals are external to an employee while drives come from within
  • it is assumed that the 4 drives need to be satisfied simultaneously while goals focus on one specific thing at a time
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16
Q

How can a manager/business satisfy each of the 4 principles of Lawrence + Nohria’s Four Drive Theory

A

1) Acquire: Reward employee w/ praise/recognition
2) Bond: Encourage teamwork
3) Comprehend: Ensure jobs are meaningful/interesting
4) Defend: Create trustworthy processes to help employee overcome fear of change (eg. work-life balance)

17
Q

How can a manager/business satisfy each of the 5 principles of Maslow’s Hierarchy of Needs?

A

1) Physiological: Provide employee with job/income
2) Safety: OH+S/insurance
3) Social: Encourage teamwork/social activities
4) Self-esteem: Job title, bonus payments, promotion
5) Self-actualisation: Provide challenging work, participative decision-making

18
Q

How can a manager/business satisfy each of the 5 principles of Locke + Latham’s Goal Setting Theory?

A

1) Clarity: Manager/employee uses SMART to establish employee’s goals
2) Challenge: Employee undertakes job/tasks that are new/different. Can be assisted w/ training
3) Commitment: Decision-making process decentralised, employee involvement to gain interest in task
4) Feedback: Periodic feedback provided by manager (discussion/meetings)
5) Task Complexity: Goals are set that challenge employee based on their skills. Resources can be provided to help (equipment)

19
Q

What are the 4 motivation strategies?

A

1) Performance-related pay
2) Career advancement
3) Investment in training
4) Support and sanction

20
Q

Performance-related pay

1) 2 Advantages
2) 2 Disadvantages

A

1)

  • Improves motivation/productivity levels
  • Clear criteria on how to achieve incentives

2)

  • May lead to a sacrifice in job safety
  • Can cause resentment from other employees
21
Q

Career advancement

1) What is it?
2) How does it motivate?

A

1) Promoting employees to positions with more responsibility or authority.

2)

  • Employee given job experience (challenge will motivate)
  • Incentive to gain status
  • Variety of work = increases interest
22
Q

Career advancement

1) 2 Advantages
2) 2 Disadvantages

A

1)

  • Retains talented employees
  • Business knows the values/skills of promoted employee

2)

  • Employees overlooked for promotion feel demotivated
  • Employee may be demotivated if new responsibilities are too difficult
23
Q

Investment in training

1) What is it?
2) How does it motivate?

A

1) Providing employees with job experience and the opportunity to gain skills in order to increase job efficiency

2)

  • Increases knowledge/abilities
  • Creates encouraging environment
  • Creates positive learning culture
24
Q

Investment in training

1) 2 Advantages
2) 2 Disadvantages

A

1)

  • Indicates that business values employees
  • Gives sense of job security for employees

2)

  • Can be ineffective if training systems are outdated/ not applicable
  • Expensive and time-consuming
25
Q

Support

1) What is it?
2) How does it motivate?

A

1) Treating employees in a way that they feel valued for their performance, as well as assisting with employee problems (eg. Managerial support/mentoring, Employee Assistance Programs)

2)

  • Employees will feel proud to work for business
  • Employees will be in a better state to work
26
Q

Sanction

1) What is it?
2) How can it motivate?

A

1) Encouraging employees to work in a motivated manner by imposing consequential action for poor performance or conduct that is not to the business’ standards.

2)

  • Fear will drive to perform better
  • Learn from others’ mistakes
27
Q

Support

1) 2 Advantages
2) 2 Disadvantages

A

1)

  • Improves well-being of employees
  • Builds strong culture

2)

  • Managers may not know full extent of employees problems, can cause problems
  • Requires a positive culture to work effectively
28
Q

Sanction

1) 2 Advantages
2) 2 Disadvanatges

A

1)

  • Employees may respond to sanctions
  • May encourage other employees through fear of sanction

2)

  • Employees may be demotivated by sanctions
  • Sanctions may cause employee resentment
29
Q

Performance related pay

1) Short-term effect
2) Long-term effect

A

1) Immediate reward/incentive (bonus)

2)

  • Gradual, steady goal to work toward (pay rise)
  • However, bonuses may become commonplace and eventually unmotivating
30
Q

Career advancement

1) Short-term effect
2) Long-term effect

A

1) Motivation to put in work to achieve status goal

2)

  • Increased self-esteem/benefits
  • However, may form a culture of self-interest
31
Q

Support

1) Short-term effect
2) Long-term effect

A

1)

  • Increases employee morale
  • Addresses any hindering personal problems

2)

  • Generates positive culture
  • Builds employee trust/loyalty
32
Q

Sanction

1) Short-term effect
2) Long-term effect

A

1)

  • Fast, direct deterrence
  • Learn from others’ mistakes

2)

  • May induce fear
  • Stops employees from taking professional risks
33
Q

What does performance related pay include?

A
  • Gainsharing
  • share plan
  • profit sharing
  • bonus
  • pay rise
  • commission

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