strats Flashcards
what are leadership styles of workforces
determines way managers communicate w employees to provide sense of directon/enhance motivation (creates the corporate culture)
what is the autocratic style
focused on planning, roganising, contorlling
-managers directly tell employees what they want done and how so
- strict hierachal decision making processes
-suited to unskilled labour
pros/cons of autocratic
pros- line of hiarachy organised
-reduces uncertainity
-motivates employees thro financial rewards
cons- unfavourable to employees
what is democratic style
management includes employees in decision making, encourages employees to be empowered
pros/cons of democratic
boosts employee morale & makes staff feel motivated
cons- decision making delays, conflicts may arise, requires capable and responsible employees
what is delegative style - pros/cons
employees make decisions with no input from management
pros - recognises employees are capable and responsible
cons- conflicts of interest
what is job design
number, kind, variety of tasks that a worker is ecptected to carry out in course of performing job
- Job design happens before staff are recruited and outlines responsibilities, level of authority and how much decision making they can do.
-A well-designed job will increase employee motivation, productivity, and overall performance
job design
what r specifc tasks
business directly matched the skills of workers to the requirmeents of tasks - jobs highly specialised
-efficiency
- highly repetitive jobs –> reduce employee satisfaction
job design
what are general tasks
design jobs around general tasks – having the employee complete a related group of specific tasks, or even the whole end-to-end process.
- Workers engaged & motivated – more variety
- lead to greater employee satisfaction
job design
what factors to consider when designing jobs (3)
job satisfaction, job rotation, job enrichment (reduce boredom/many types of work)
recruitment
types of recruitment
-internal
-external
internal recruitment (pros/cons)
pros- adapted to business culture, less risky (business aware of employee strengths/weaknesses), cheaper quicker
cons- leads to rivalry in work place
- little value added no new skills entering business
-training required to adapt to business culture (expenses)
what are pros/cons of external recruitment
pros
- wider applicant pool, more choices perfect one
- new ideas, perspectives, skills
cons
- adjusting/settling in org
- experinece resentment
- risk of unknwon staff (claims on resume exaggerated)
- rivalry between employees
- adds to costs in wages
recruitment
what is general and specific skills
general - level of inititative, communication and prob solving abilities
specific - often involve some degree of knowledge and traianing (smaller skill set)
training and development - current/futre skills
what is training
aims to improve current skills, knowledge and attitudes that lead to superior work performance and adds value to employees.
The aim of training focuses solely on three factors;
- employee skills
- motivation
- efficiency
what are types of training
- formal training off the job
- informal training (coach/menotr)
- induction
training/development - future/present skills
what is development
focused on enhancing the skills of the employee in correspondence with the changing and future needs of the organisation. (motivates employees – competitive edge)
training/devellopment
what is current skills and what r pros/cons
current skills are those that enable employees to do their existing jobs better practical training (job sepcifc)
-pro : maintain higher std of work (motivation)
con : employees arent developing skills that will help in future
triaining/development
what are futrue skills - pros/cons
pro- higher level managers can be replaced immediately –> capable of anticipating future changes
con- no immediate benefit and emplpoyees can leave business (no return on investment)
performance management -developmental/administrative
wjat is performance management
process of evaluating and managing employee performance to ensure there helping to achieve the businesses strategic objectives.
* Allows you to better understand your role in the business
what is the aim of performance managenment
measure the performance through a formal review process and then develop plans to improve for both employees and business
- planning; realistic goals
- checking in/observations; regularly observe
- assessment; measuring against objectives
performance management; developmental
what is developmental management
Uses data to develop individual skills & abilities of employees so they improve effectiveness in their role, overcomes weaknesses and are prepared for promotion
benefits of developmental
- employee improved understanding of how role contributes to success of business
- clear underatanding of what needs to be doner to be successful on job
- employer able to identify probs early and assist employees
what is administrative benefits
- Provides info, often following annual appraisal and is focused on collecting data to manage HR more efficiently
administrative benefits
- Creates a contingency approach (back up)
Helps assess how effective the organisation’s training and development programs are.
Can indicate the strength of the current workforce and indicate if more or different employees are needed.
Performance management communications are documented; can be important if organisation decides to take action against an employee with continued poor performance.
rewards
what r the types of rewards
monetary/non monetary, idnvidual/group, performance pay
what is remuneration
process of rewarding employees with benefits in return for their work efforts
- It develops a motivated workforce
- the reward system must be clearly communicated, fair and cost effective.
types of monetary rewards
incentives
-comissions (paid basic salary + paid for products sold on top of that) - real estate
- profit sharing schemes (paid percentage of company profite each year)
non monetary rewards
- fringe benefits; 50% off things in store or additional services provided to employee to keep them engaged and continous improvement thro motivation
what are individual or group rewards
individual rewards ar eoffered to specific employees
group rewards are offered to a team of individuals
pros/cons of grouo rewards
pros - encourages teamwork, motivation, communication and understadning eachothers strengths best
con-difficult to distinguish performance of employees in teams, may have dif personal goals, conflicts may occur
what is performance pay and pros/cons
: process of linking part of an employee’s income to their performance at work. This concept recognises that employee motivation comes from financial benefits.
encouyrages unmotivated and inefficient indivudusls
con- may be difficult to measure in jobs
global ; costs, skills, supply
cost focus on global
- Outsource overseas can reduce costs/cheap
- Labour costs in Australia is expensive
Used for unskilled labour ONLY- may impact quality and often supports poor working conditions. This may impact a business’s social responsibilities- ethical consideration
skills and supply - global
business might outsource overseas bc there arent enough skilled workers domesticaly.
pros- finding employees who perfectly match job
-brings diversity/wider perspective into businesss
con - hard to obtain visas, cultural/language barriers
what r workplace disputes
Disputes are conflicts, disagreements or dissatisfaction between individuals and/or groups. Causes of disputes can include wage demands, leave entitlements, working conditions unsafe or unfair, management policy and inadequate communication.
what are industrial disputes
; conflcit between employee and employer
industrial disputes overt vs covert
overt - obvious for all to see (strikes, bans, lockouts)
covert- abseentism, sabotage, staff turnover, exclusion from decision making
what do disputes cause (cons)
- higher levels of abseentism/work turnover
- reduced productivity
- legal consequences –> increases costs due to lost porduction/ reduces revenue by tarnishing reputation
what are grievance (complaint) procedures
formal procedures written into award/enterprise agreement to resolve disputes. Refers to a complaint made by a person/group regarding specific aspect of employment or practises by employer.
aim of grievance procedures
resolve disputes efficiently & effectively before escalate to ensure staff productivty and morale remians high
types of grievance procedures
negotiation (discussing), mediation (neutral third party), concilittion (fair work comission notified to act as mediator, arbitration (comissioner hears case and legally binding), common law action (superior court)
