sac 2A - AOS2 managing employees

Question 1

managing employees

Answer 1

managing employees are the activities and tasks involved in getting the very best out of the employees who are working for you. this involves motivation, training, performance management, termination, waged and conditions of work.
> usually falls under the area of management responsibility of human recourse manager or the business owner in small businesses.

Question 2

worker expectations

Answer 2

>to get paid
>to have good terms and conditions
>to have job security
>to develop their skills
>to enjoy their work
>to feel useful and meaningful
>to have provide in their business

Question 3

manager expectations

Answer 3

> employees will work hard
employees are punctual
employees are reliable
employees are loyal

Question 4

how managing employees achieves business objectives

-motivation managing

Answer 4

high motivation=Increases in quality of customer service and work efforts=higher efficiency of production=Increase in sales=Increase in profits

Question 5

how managing employees achieves business objectives

-training

Answer 5

properly trained=know what they are meant to be doing=Increase in sales=Increase in profit and market share

also sales could be delivered on time=higher profits=redistribution of profits can help fulfil a social need

Question 6

how managing employees achieves business objectives

-performance management

Answer 6

performing higher=Improved customer service=satisfied customers=Increase sales=Increase market share

Question 7

how managing employees achieves business objectives

-termination management

Answer 7

termination can help cut costs or expenses of business=higher profits=higher dividends=meeting shareholder expectations

Question 8

how managing employees achieves business objectives

-wages and conditions of work

Answer 8

can led to all areas

Question 9

relationship between employee relations and business objectives

Answer 9

the relationship between employee relations and business objectives is the more amount of trains, motivation and satisfaction, the more efficient employees will be at their job and therefore the more helpful employees will be at achieving business objectives

Question 10

motivation

Answer 10

Motivation is an employees willingness or commitment to apply effort and accomplish activities related to work. motivated empties are more likely to work harder and therefore achieve business objectives.

Question 11

Lawrence and nohrias four drive theory

Answer 11

> states that there are four basic motivational needs that dive peoples emotions and behaviours
the four drives are: drive to acquire, bond, comprehend and defend

Question 12

drive to acquire (four drive theory)

Answer 12

driven to gather material items such as clothing and shelter or driven to acquire status, accomplishments and power

what a business can do to satisfy this drive;
>develop reward system
>offer best performers advancement

what a manager can do to satisfy this drive;
>reward an individual employee with praise and recognition
>competitive pay
>career advancements

Question 13

drive to bond (four drive theory)

Answer 13

driven to seek strong working relationships within business and want to feel as though they belong in the business

what a business can do to satisfy this drive;
>set up support programs eg. mentoring
>structuring work in teams
>build a culture that values sharing
>social gatherings
>employee centred management styles
>teamwork
>open workspace

Question 14

drive to comprehend or learn (four drive theory)

Answer 14

driven to learn or be challenged and driven to have their curiosity satisfied

what a businesses ca do to satisfy this need;
>provide interesting work
>provide opportunities to learn new things
>provide challenging work
>training and development programs
>ensure jobs are meaningful

Question 15

drive to defend (four drive theory)

Answer 15

driven to defend themselves, families, friends and accomplishments

what a business can do to satisfy this need;
>ensure performance evaluations are fair
>set clear and transparent objectives
>have resolution processes in place
>trustworthy and respectful culture and work environment

Question 16

maslows hierarchy of needs

Answer 16

a hierarchy of needs that an employee moves up upon and only once one level has been satisfied will the employee move up the hierarchy, the lower levels are only a motivator until satisfied and different employee will be on different levels of the hierarchy
the lower levels are physiological and safety/security and these are motivated by extrinsic factors
higher order of needs are social, self esteem and self actualisation and these are motivated in by intrinsic factors

Question 17

physiological motivator (HON)

Answer 17

> basic pay and working conditions
food, water and shelter

how managers can satisfy this motivator;
>providing the employee with a job
>fair wages

Question 18

safety and security (HON)

Answer 18

job security and safe workplace

how managers can satisfy this motivator;
>creating job security 
>ensuring safe and healthy working conditions eg. OH&S
>superannuation and insurance 
>consistent and fair management

Question 19

love and belongingness or social (HON)

Answer 19

building strong relationships between employees and management

how managers can satisfy this motivator;
>friendly work associations
>organised employee celebrations such as bday celebrations
>open workspaces

Question 20

self esteem (HON)

Answer 20

recognition and responsibility of employees

how managers can satisfy this motivator;
>job title and task responsibility
>good performance management rating
>merit rewards
>promotion
>pay linked to status and position

Question 21

self actualisation

Answer 21

employee achieving their full potential

hoe managers can satisfy this motivator;
>challenging work
>participative decision making
>opportunities for personal growth and advancement

Question 22

Locke and lathers goal setting theory

Answer 22

goal setting theory states that goals lead to motivation, ut not all goals are equal and everyone will have different goals.
>cant use autocratic management style
the five key attributes for goals are; clarity, commitment, challenge, complexity and feedback

Question 23

clarity (goals setting theory)

Answer 23

> goals are specific and clear eg increase sales by 8% in the next quarter

Question 24

challenge (goal setting theory)

Answer 24

> more challenging goals create higher levels of motivation than easy goals.
everyone has different challenges

Question 25

commitment (goal setting theory)

Answer 25

> the more committed an employee is, the more motivated they will be to work toward the goal
commitment can be gained by;
-manager assigning goals wth a rationale
-manager setting goals collaboratively

Question 26

feedback (goal setting theory)

Answer 26

> regular feedback helps maintain momentum and keeps the employee on track towards achieving the goal
should be constructive feedback

Question 27

task complexity (goal setting theory)

Answer 27

> tasks should be not so complex that the employee doesn’t expect they can achieve it
employees should have the skills needed
training and support can be put in place to help task complexity

Question 28

disadvantages of goal setting theory

Answer 28

> every goal is different for different employees so mangers have to take the time to apply the different levels of employees to the goals they et for them

Question 29

motivation strategies

Answer 29

>performance related pay
>career advancement
>investment in training
>support
>sanction

Question 30

performance related pay

Answer 30

performance related pay is where an employee receives a financial reward based on meeting or exceeding performance standards.
this can come in forms such as pay increase, bonuses, commissions and share plans

Question 31

advantages and disadvantages of performance related pay

Answer 31

ADVANTAGES- 
>can provide immediate motivation
>rewards the best performers
>clear criteria on how to achieve the incentive 
DISADVANTAGES-
>generates a competition based culture
>can cause resentment from, some employees
>often a short term motivator

Question 32

short and long term motivation of performance related pay

Answer 32

SHORT TERM MOTIVATION
possibility of more money motivating employees the short term to work harder to achieve set standards
LONG TERM MOTIVATION
when financial rewards become an ongoing strategy it can become a motivator by generally a short term motivator

Question 33

career advancement

Answer 33

career advancement is where an employee is given the opportunity to take on greater responsibility in the business
some benefits include; increased pay, improved self-esteem, challenge and experience for employee and improved status

Question 34

advantages and disadvantages of career advancement

Answer 34

ADVANTAGES
>helps business remain talented employees
>employees are rewarded for their past performances
>business knows the values, skills and potential of the employees they are promoting
DISADVANTAGES
>may cause resentment from the overlooked for promotion
>lack outside perspective brought into the business
>may create rivalries
>difficult to promote all employees

Question 35

short and long term motivation of career advancement

Answer 35

SHORT TERM MOTIVATION
>providing the possibility of a promotion can improve motivation in the short term, as employees strive to take on the increased responsibility
LONG TERM MOTIVATION
>employees may see the position they would like to in the long term and set out a career path

Question 36

investment in training

Answer 36

training is where an employee learns and improves their skills so they are able to perform their job to a higher level
improved skills can motivate employees as they are able to perform their work to a higher standard

Question 37

advantages and disadvantages of investment in training

Answer 37

ADVANTAGES
>shows the employees that the business values them
>can give a sense of job security for employees
>enables employees to perform at a higher level
>helps build a learning culture
DISADVANTAGES
>Is often expensive
>no guarantee the employee will remain in the business
>training may be wasted if there arnt sufficient jobs with higher skill level required

Question 38

short and long term motivation of investment in training.

Answer 38

SHORT TERM MOTIVATION
>employees are motivated in the short term as they have improved their skills and knowledge, allowing them to perform their jobs better
LONG TERM MOTIVATION
>an ongoing investment in training creates a learning environment which can lead to long term motivation

Question 39

support

Answer 39

support is an individual assistance and services designed to employees cope with problems that may negatively impact their lives or work performance
common strategies include;
>employee assistance programs (counselling)
>mentoring
>general managerial support

Question 40

advantages and disadvantages of support

Answer 40

ADVANTAGES
>can improve the wellbeing of employees
>builds a strong caring culture
>can be a long term motivator
DISADVANTAGES
>managers may not know employees problems
>needs a positive culture to work effectively

Question 41

short and long term motivation for support

Answer 41

SHORT TERM MOTIVATION
>can provide short term motivation by helping employees with tasks or helping them through difficult times
LONG TERM MOTIVATION
>have have an impact on long term motivation by creating an environment where an employee feels they belong

Question 42

sanction

Answer 42

sanctions are penalties imposed on an employee for incorrect behaviour or disobeying a policy
creates fear in employee
can involve loos of benefits, written warning or demotion

Question 43

advantages and disadvantages of sanction

Answer 43

ADVANTAGES
>some employee respond to sanction
>may bring other employees in line through fear of sanction
>reinforcement to do the right thing
DISADVANTAGES
>normally only a short term motivator
>can cause resentment
>can cause disputes