SAC 2A

Question 1

Outline the relationship between managing employees and business objectives.

Answer 1

Employees are the individuals carrying out the operations of the business - therefore are imperative to the success of the business. Employees need to be satisfied and be motivated to achieve their best to maximise the performance of the business. Without the employees, objectives simply can’t be achieved.

Question 2

Explain Maslow’s Hierarchy of Needs.

Answer 2

Sequential step by step hierarchy of needs - which’s aim is to encourage employees to achieve the highest level possible. The lower level has to be satisfied before the employee can move up a level. The level above acts as a motivator.

Question 3

Similarities and differences for Maslow and Locke and Latham.

Answer 3

• Both only focus on one goal at a time
• both have potential constraints that could halt the progress of the goal or level
• Goal setting is more individually focused, whereas Maslow’s places all employees in one hierarchy
• Many motivators in Maslow’s but goals are the only motivators in Goal Setting

Question 4

Explain Locke and Latham’s Goal Setting Theory.

Answer 4

Goals are set by managers and employees that should be challenging but achievable and specific. Regular meeting should be organised so that managers can give constant constructive feedback to keep the employee on track and motivated.

Question 5

Similarities and differences Goal Setting and Four Drive.

Answer 5

• Drive to acquire is the desire to achieve and do well, similar to the drive to achieve a goal
• Drive to learn is similar to setting challenging goals as to maximise the level of increased knowledge
• Goals are the only motivator for Goal setting, whereas there are four drives which all motivate employees
• Drives are for all employees, where goals may differ between individuals

Question 6

Explain Lawrence and Nohria’s Four Drive theory.

Answer 6

All employees have four drives within them that act as motivators. Drive to acquire - material goods and status. Drive to bond - seek to develop relationship with others. Drive to learn - create challenges for employees as to further their knowledge and provide opportunities to grow. Drive to defend - employees feel pride in their position, trust the business.

Question 7

Similarities and differences Four Drive and Maslow’s

Answer 7

• Drive to bond is similar to social need on the hierarchy
• Drive to defend is similar to the safety need
• All four drives can be achieved at the same time, whereas Maslow’s can only focus on one level at a time
• Four drives can be achieved in any order, whereas Maslow’s there is a set structure

Question 8

Describe performance related pay.

Answer 8

financial reward to employee’s whose work has met or exceeded set standards. Money is a main motivator and good work should be rewarded.

Question 9

PRP Advs, Disadvs, Short and long term motivation.

Answer 9

Advs - improve productivity levels, financial reward to employees
Disadvs - lose focus of broader business objectives, reduces equality in pay
Short term - immediate motivation
Long term - money isn’t main motivator anymore

Question 10

Describe career advancement.

Answer 10

promoting employees to positions that include more responsibility or authority. prospect of developing career is a long term motivator.

Question 11

CA Advs, Disadvs, Short and long term motivation.

Answer 11

Advs - helps business retain talented employees, makes employees feel valued
Disadvs - potential to demotivate employees who are overlooked, productivity may decrease due to more responsibilities of the employees
Short term - motivation until goal is achieved
Long term - culture of self interest

Question 12

Describe investment in training.

Answer 12

develop individual employees or groups skills and knowledge to make them more efficient and effective at their job.

Question 13

INT Advs, Disadvs, Short and long term motivation.

Answer 13

Advs - creates positive corporate culture, demonstrates business’ faith in employees career
Disadvs - financially expensive, if employee leaves, investment wasted
Short term - employee morale raised
Long term - builds skills, knowledge and capabilities of staff

Question 14

Describe Support.

Answer 14

involves manager meeting managers and verbally instilling belief and aspiration into the employee, helping them overcome problems and seize opportunites.

Question 15

SUPPort Advs, Disadvs, Short and long term motivation.

Answer 15

Advs - feel valued and respected, financially cheaper then investment in training
Disadvs - time consuming, long time to see benefits develop
Short term - employee morale
Long term - long term positive culture

Question 16

Describe sanction.

Answer 16

punishments, given when standards aren’t met by employees. Rely on fear of receiving punishments or warnings. In the form of pat penalty, or promotional opportunity lost.

Question 17

Sanc Advs, Disadvs, Short and long term motivation.

Answer 17

Advs - powerful on employees motivated by fear, don’t want to get punished so get the job done
Disadvs - does not support employee mistakes, builds negative fearful culture
Short term - fast direct motivation
Long term - avoiding risk taking, fear resentment