People in Organisations

Question 1

Management

Answer 1

Process of dealing with or controlling things or people.

Question 2

Types of leadership styles

Answer 2

Autocratic leader: Style of leadership that keeps all decision making at the centre of the organisation.

Democratic leadership: Leadership style that promotes active participation of workers and in taking decisions.

Laissez faire leadership: Style of leadership that leaves much of the business decision making to the workforce.

Question 3

Mcgregor theory X and Y

Answer 3

Theory X managers: Managers view workers as lazy, workers dont like work

Theory Y managers: Managers view workers as enjoying work, workers prepared to accept responsibility

Question 4

Informal leadership

Answer 4

A person who has no formal authority but has the respect of colleagues and has some powers over them.

Question 5

Emotional intelligence

Answer 5

Emotional intelligence is the ability of managers to understand their own emotions, and those of the people they work with, to achieve better business performance.

Question 6

Motivation

Answer 6

The factors that stimulate people to take actions that lead to achieving a goal.

Question 7

High motivation equals?

Answer 7

Low absenteeism, low labour turnover, high productivity, workers prepared to accept responsibilities

Question 8

Taylor’s scientific approach

Answer 8

Theory of the economic man is based on the assumption that man is driven by money alone

Question 9

Mayo

Answer 9

Motivation improved by consulting workers, working in teams, employees making decisions that affect themselves, establishing targets.

Motivation was less affected by working conditions.

Question 10

Maslow

Answer 10

Physical > safety > social > esteem > self-actualisatio

Question 11

Self actualisation

Answer 11

This is a sense of self-fulfilment which is reached by feeling enriched and developed by what one has learned and achieved.

Question 12

Herzberg

Answer 12

Satisfiers are what give workers a positive feeling about their job, these include, recognition, work, responsibility, and advancement.

Dissatisfiers can give employees negative feelings about jobs when they are absent, so can demotivate, improving them could improve dissatisfaction. These include, supervision, salary, working conditions, relationships with others.

Question 13

Job enrichment

Answer 13

Aims to use the full capabilities of workers by giving them the opportunity to do more challenging and fulfilling work.

Question 14

Ways to motivate - financial methods

Piece rate/commission

Answer 14

This encourages productivity

However

May lead to falling quality as workers want to make them quicker.

Once commission payments have been made, the sales force may lose some motivation until they begin to focus on the next payment

Question 15

Salary

Answer 15

Does little to encourage greater productivity – there is no incentive to achieve greater output

Question 16

Performance related pay

Answer 16

Staff motivated to improve performance

However

Could be subject to manager favouritism

Question 17

Motivation non financial methods

Job rotation

Answer 17

Job rotation: Increasing flexibility of workforce by switch from one job to the other.

This would give workers new skills, however may be harder to organise yourself due to increased workload.

Question 18

Job enrichment

Answer 18

Principle of organising work so that employees are encouraged and allowed to use their full abilities.

This would give workers more of a challenge and more responsibility so they would not get bored. May be bad because they are working more and getting paid the same.

Question 19

Quality circles

Answer 19

Voluntary groups of employees who meet regularly to discuss work related problems.

This helps with finding solutions however it is time consuming and costly

Question 20

Worker participation

Answer 20

Employees are encouraged to become more involved with decision making in organisation.

This creates job enrichment but not suited to some styles of management.

Question 21

Human resource management

Answer 21

The strategic approach to the effective management of an organisation’s employees so that they help the business gain a competitive advantage.

Tool to achieve best form of workforce.

Recruit staff, develop pay systems, train and develop staff

Question 22

Workforce planning

Answer 22

Analysing and forecasting the numbers of workers and the skills of those workers that will be required by an organisation to achieve its objectives.

Question 23

Workforce audit

Answer 23

Check on the skills and qualifications of all existing employees.

Question 24

Process of recruiting

Answer 24

Job description

Person’s qualities and skills needed

Attract applicants through newspapers, online, agencies

Select small number to be interviewed

Aptitude test, psychometric, problem solving

Question 25

Redundancy

Answer 25

When a job is no longer required so the employee doing this job loses the job through no fault of his or her own.

Question 26

Maintaining staff morale

Answer 26

Ensuring effective health and safety in the workplace

Providing medical facilities

Provide equality and diversity guidelines