SAC 2 Flashcards
motivation
the individual, internal processes that directs, and sustains a persons behaviour
maslows hierachy of needs def
a motivational theory that suggests people have five fundamental needs, and the sequential attainment of each need acts as a source of motivation
stages of MHON
Physiological, safety+security, social, esteem, self actualisation
self actualisation needs def
the desires for an employee to reach their full potential through creativity and personal growth
physiological needs def
the basic requirements for human survival, such as food, water, and shelter
safety/security needs
desires for protection from dangerous or threatening environments
social needs def
desires for a sense of belonging and friendship among groups
esteem needs def
Esteem needs are an individual’s desires to feel important, valuable, and respected
advantages of maslows
motivation can occur quickly when employees progress through lower levels
Employees who reach SA can improve biz perfomance through creative work
disadvantages of maslows
assumes employees are motivated in the same order
not all employees will be motived by same need at once
Four drive theory def
is a motivation theory that suggests that people strive to balance four fundemental drives
Aquire def
desire to achieve rewards and high status
-receiving financial and non financial rewards in recognition of efforts and performance
Bond def
the desire to participate in social interactions and feel a sense of belonging
Learn def
is the desire to gain knowledge, skills and experiance
-managers can fulfill this by offering opportunities to educate and upskill employees
Defend def
the desire to protect personel security as well as the values of the business
-develop vision that employees agree with
Dis of four drive theory
mangers may find it difficult to balance four drives simultanesouly
employees may not value all four drives equally, s a balance between drives cannot be achieved
adof four drive theory
model provides a simple approach for motivating employees and is easy for managers to implement
all four drives can be achieved simultaneously, are not restricted to sequential order
Goal setting theory def
motivational theory that states that employees are motivated by clearly defined goals that fulfil five key principles
Principles of goal theory
Clarity, committment, challenge, task complexity, feedback
5 step process of goal setting
Employee discusses their personal goals with manager.
- Manager and employee set a clear, achievable goal together.
- Manager regularly checks employee progress and provides support.
- Manager celebrates and rewards the employee for reaching a goal.
- Manager and employee set a new, more difficult goal together.
ad of goal theory
Employees may be more motivated to complete tasks if work goals align with their personal interests.
An employee can clearly understand management’s expectations through straightforward goals and regular feedback
dis of goal theory
it may be difficult for a manager to always align an employees personal objectives
employees may become stressed and demotivated if they have too many goals at once
Motivational stategies kk3/4
performance related pay
a financial reward that employees receive for reaching a set business goal
ad of performance related pay
can be used to motivate many individuals at once, which can improve overall business performance
can be motivated quickly through incentives
dis of perfromance related pay
Employees may take harmful shortcuts to reach their set objectives, compromising quality
expenses for businesses to maintain as they may have to increase bonuses to keep employees motivated
career advancement
acts to motivate individuals who want more responsibility, authority or status within the workplace
ad of career advancement
promoting within the business is cheaper than externally
helps retain high performing employees
dis of career advancement
promotion can take time to earn, may not be motivating
promoting employees may bring on an increase in wages, expensive for the business
investement in training
allocating resources to improve employees skill and knowledge
ad of IIT
skills and knowledge may help employees complete business tasks faster
employees may feel more valued
dis of IIT
Training may not be directly
relevant to tasks undertaken
by employees.
Some employees may not value
improving their skills and
knowledge
support strategies def
providing employees with any assistance that improves their satisfaction at work
ad of support strategies
Employees who feel supported are
less likely to leave the business.
Implementation involves very few
additional expenses.
dis of support strategies
May be ineffective if a manager does
not have good interpersonal skills
It can be time-consuming for a
manager to maintain relationships
with staff
Training options KK5
on the job training
On-the-job training involves employees improving their knowledge and skills within
the workplace
off the job training
Off-the-job training involves employees improving their knowledge and skills in a location external to the business.
Performance management strats KK6
nothing
management by objectives (MBO)
managers and employees collaboratively setting individual employee goals that contribute to the achievement of broader business objectives
performance appraisal
manager assessing the performance of an employee against a range of criteria, providing feedback, and establishing plans for future improvements
self evaluation
Self-evaluation involves an employee assessing their individual performance against a set of criteria
ad of self evaluation
The employer can gain insight into
an employee’s understanding of
their own strengths and weaknesses
and assign work accordingly.
Dis of self evaluation
if employees are dishonest, the
self-evaluation process can be
a waste of time.
ad of performance appraisal
Communication between managers
and employees during one-on-one
reviews can improve workplace
relationships
dis of performance appraisal
Employees may lose motivation
if they receive multiple poor
performance appraisals
ad of MBO
Reviewing the performance of
employees may be done quickly, as
success is determined by the extent
to which objectives have been met.
dis of MBO
Failure to achieve personal
objectives may be demoralising.
employee observation
a range of employees from different levels of authority assessing another employee’s performance against a set of criteria
ad of employee observation
The manager can gain multiple
different perspectives about
an employee.
dis of employee observtion
Employees may feel stressed if
they are made aware that they are
being observed, leading to poorer
performance
termination management KK7
Termination is the process whereby a business ends its employment contract with an employee
types of termination
retirement, redundancy, dismissal, resignation
entitlement consideration def
Entitlement considerations are legal obligations an employer owes to its employees following the termination of their employment contract
types of entitlement considerations
Annual or long service leave
Notice of termination
transition considerations def
social and ethical practices that a manager can consider implementing when terminating employment.
types of transition entitlements
offering resume writing or interview training
Roles of participants in the workplace KK8
Human resource manager Def
individuals who coordinate the relationship between employees and management within a business
Employee def
are individuals who are hired by a business to complete work tasks and support the achievement of its objectives
Employer association def
are advisory bodies that assist employers in understanding and upholding their legal business obligations
unions Def
are organisations who represent and speak on behalf of employees to protect and improve their working conditions
Fai work commission def
is Australia’s independent workplace relations tribunal that has a range of responsibilities outlined by the Fair Work Act.
Awards and agreements KK9
Award def
are legal documents that outline the minimum wages and conditions of work for employees across an entire industry
agreement def
are legal documents that outline the wages and conditions of employees and are applicable to a particular business or group of businesses
what should be on an award
Employers are also expected to provide working conditions that meet the National Employment
Standards (NES)
ad of awards
the FWC ensures that all employees receive appropriate wages and conditions of work
dis of awards
Employees may be unsatisfied by
only receiving the minimum wages
and conditions
what should be on an agreement
provide employees with wages and conditions that exceed the relevant industry award overall, as determined by the ‘better off overall test’
ad of agreements
Can improve employee satisfaction
and performance as they receive
wages and conditions better than
the relevant award.
dis of agreement
It can be a time-consuming process
for employees and employers
to negotiate and establish the
entitlements contained in an
agreement
Sims of awards and agreements
Businesses must uphold requirements of employment as stated through NES
differences of awards and agreements
Award is developed by the Fair Work
Commission (FWC)
Leaves employees better off than the
relevant award
Dispute resolution process KK10
Dispute resolution def
is a series of steps that disputing
parties follow in order to
resolve a disagreement
and reach a resolution
Mediation def
involves an impartial third party
facilitating discussions between disputing parties to help each side of the conflict reach a resolution
themselves
arbitration def
involves an
independent third party
hearing arguments from
both disputing parties
and making a legally
binding decision to resolve
the conflict
