Strategies Flashcards
List the Syllabus Stratergies
- Leadership Styles
- Job Design
- Recruitment
- Training and Development
- Performance Management
- Rewards
- Global
- Workplace Dispute
list Leadership Styles
- Authoritarian (Autocratic)
- Participate (Democratic)
- Delegate (Laissez-faire)
Authoritarian
- Autocratic Approach
- Military Structure
- No Employee Input
Used when a business had a large workforce that is inexperienced.
Also used during urgent events or when quick decisions are needed
Participative
- Democratic Approach
- Employee Input
- Manager makes final decision
Used when second opinion needed, seeking new ideas, seeking to motivate /empower staff
Delegative
- Laissez-faire approach
- Staff work in self-managing environment
- Trusts employees
Used when staff are highly skilled /experienced,
- management want staff to take ownership,
- Employees are trust worthy
Qantas: Leadership
Under government ownership, Qantas adopted an authoritarian leadership style, however in 1995 when Qantas was privatized, they adopted a participative style where employees now much much more input into decision making.
What is Job Design?
Refers to the Number, Kind, and Variety of tasks a worker must do within their job
Tasks must align with bus. goals while also challenging and motivating staff
What is Job Satisfaction?
Job satisfaction is an important factor of job design, as if an employee is satisfied with their job, it will promote greater intrinsic reward and increase productivity.
What are the 3 Approaches to Increase Satisfaction?
Job Rotation
- Rotating employees through tasks and jobs throughout their employment
- Eliminates boredom and encourages development (multi skilling)
Job Enlargement
- Increasing range of tasks and responsibilities for specific job
- Adds variety (opposite of specialisation)
Job Enrichment
- Job is designed to have interesting and challenging tasks which require more skill and increased pay
- Adds control and responsibility
Outline elements for successful job design
1) Challenge
Forces employee to think innovatively and intrinsically motivates them which leads to increased productivity
2)Variety of Tasks
Eliminates repetitiveness and boredom. If employees aren’t bored, they are productive
3) Social Interaction
Humans are social beings, Social interaction boosts bus. Culture and staff motivate each other (employee feels part of a team therefore is intrinsically rewarded)
Qantas: Job Design
Qantas uses the 3 approaches to address problems such as:
- Work overload
- repetitiveness
- Occupational health and safety
Job design at Qantas is aimed at:
- Allowing employee input
- Giving a sense of accomplishment
- Providing feedback about their performance
Internal Recruitment Pros and Cons
Pros:
- Motivational for staff to see development opportunity
- Strength/ Weakness already known
- Employee familiar to culture (productivity maintained)
Cons:
- Can lead to rivalry for positions
- Other staff demotivated as they aren’t promoted
- Conflict as other don’t believe they deserved promotion
External Recruitment Pros and Cons
Pros:
- Wider applicant pool
- New ideas / perspectives / skills brought into business
- More diversity in employment (EEO)
Cons:
- Disruption to bus. culture (loss of productivity - not accepted at first)
- Internal staff feel they were discriminated against (due to not being promoted)
- Training costs + induction required.
What are general skills?
Flexibility, motivation, social confidence, positivity, communication, etc. - Behavioral Skills
Valued by employers are employees with general skills are likely to fit in to bus. culture
what are Specific Skills
Legal Skills, IT, Knowledge based - Specialised skills
Required for some jobs, often relate to certain occupations involving knowledge acquisition + training courses
Qantas: Recruitment
Alan Joyce, the CEO of Qantas was internally recruited. He was formally in charge of Jet Star.
Training and Development
Training:
Aims to develop skills, knowledge + attitudes that will lead to superior work in the present
Development
Focuses on enhancing skills in line with changing + future needs of the business.
- Prepares employees for future roles + career progressions
Formal Training
Employees learn like students:
Shown how to apply themselves to new operations of the bus. and then later assessed on level of understanding. E.g. lectures, external courses
Essentially Off the job training
Informal Training
When employees are shown or modeled the correct skills. Provides employees with an opportunity to acquire skills and experience needed to be promoted
Essentially On the job Training
Qantas: Training and Development
Qantas invests more than $275 Million a year in training and development - to maintain a sustainable competitive advantage
The ongoing training is crucial due to the airline’s rapid technological change and global competition
Recently Qantas has implemented training programs in:
- leadership and culture
- Customer Service
- People and Safety
Qantas Pilots do more than 48 000 hours of annual training in aircraft simulators to ensure best service and safety.
Qantas uses online learning (Qantas College online) to train its staff. - Allows Qantas to quickly, economically and effectively upgrade and maintain the skills and knowledge of its workforce
Qantas: benefits of training
- Enhanced organisational productivity as employees do their jobs effectively
- Improved quality of outputs (highly trained staff = better service)
- Enhanced ability to cope with changes as employees have variety of skills
Performance management
An assessment of both Individual + business performance
- The ongoing process of a supervisor + employee based on achieving objectives of the bus. and goals of the employee
What is Developmental Performance Management?
Uses data to develop the skills + abilities of individual employees - Staff Improvements
What is Administrative performance management?
Used by managers after appraisal period to help plan HR needs. - Business Improvements
e.g. Training, Pay levels, Rewards
