strats

Question 1

what are leadership styles of workforces

Answer 1

determines way managers communicate w employees to provide sense of directon/enhance motivation (creates the corporate culture)

Question 2

what is the autocratic style

Answer 2

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

Question 3

pros/cons of autocratic

Answer 3

pros- line of hiarachy organised
-reduces uncertainity
-motivates employees thro financial rewards

cons- unfavourable to employees

Question 4

what is democratic style

Answer 4

management includes employees in decision making, encourages employees to be empowered

Question 5

pros/cons of democratic

Answer 5

boosts employee morale & makes staff feel motivated

cons- decision making delays, conflicts may arise, requires capable and responsible employees

Question 6

what is delegative style - pros/cons

Answer 6

employees make decisions with no input from management

pros - recognises employees are capable and responsible

cons- conflicts of interest

Question 7

what is job design

Answer 7

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

Question 8

job design

what r specifc tasks

Answer 8

business directly matched the skills of workers to the requirmeents of tasks - jobs highly specialised

-efficiency
- highly repetitive jobs –> reduce employee satisfaction

Question 9

job design

what are general tasks

Answer 9

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

Question 10

job design

what factors to consider when designing jobs (3)

Answer 10

job satisfaction, job rotation, job enrichment (reduce boredom/many types of work)

Question 11

recruitment

types of recruitment

Answer 11

-internal
-external

Question 12

internal recruitment (pros/cons)

Answer 12

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)

Question 13

what are pros/cons of external recruitment

Answer 13

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

Question 14

recruitment

what is general and specific skills

Answer 14

general - level of inititative, communication and prob solving abilities

specific - often involve some degree of knowledge and traianing (smaller skill set)

Question 15

training and development - current/futre skills

what is training

Answer 15

aims to improve current skills, knowledge and attitudes that lead to superior work performance and adds value to employees.

Question 16

The aim of training focuses solely on three factors;

Answer 16

• employee skills
• motivation
• efficiency

Question 17

what are types of training

Answer 17

• formal training off the job
• informal training (coach/menotr)
• induction

Question 18

training/development - future/present skills

what is development

Answer 18

focused on enhancing the skills of the employee in correspondence with the changing and future needs of the organisation. (motivates employees – competitive edge)

Question 19

training/devellopment

what is current skills and what r pros/cons

Answer 19

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

Question 20

triaining/development

what are futrue skills - pros/cons

Answer 20

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)

Question 21

performance management -developmental/administrative

wjat is performance management

Answer 21

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

Question 22

what is the aim of performance managenment

Answer 22

measure the performance through a formal review process and then develop plans to improve for both employees and business

1. planning; realistic goals
2. checking in/observations; regularly observe
3. assessment; measuring against objectives

Question 23

performance management; developmental

what is developmental management

Answer 23

Uses data to develop individual skills & abilities of employees so they improve effectiveness in their role, overcomes weaknesses and are prepared for promotion

Question 24

benefits of developmental

Answer 24

• 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

Question 25

what is administrative benefits

Answer 25

• Provides info, often following annual appraisal and is focused on collecting data to manage HR more efficiently

Question 26

administrative benefits

Answer 26

• 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.

Question 27

rewards

what r the types of rewards

Answer 27

monetary/non monetary, idnvidual/group, performance pay

Question 28

what is remuneration

Answer 28

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.

Question 29

types of monetary rewards

Answer 29

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)

Question 30

non monetary rewards

Answer 30

• fringe benefits; 50% off things in store or additional services provided to employee to keep them engaged and continous improvement thro motivation

Question 31

what are individual or group rewards

Answer 31

individual rewards ar eoffered to specific employees

group rewards are offered to a team of individuals

Question 32

pros/cons of grouo rewards

Answer 32

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

Question 33

what is performance pay and pros/cons

Answer 33

: 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

Question 34

global ; costs, skills, supply

cost focus on global

Answer 34

• 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

Question 35

skills and supply - global

Answer 35

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

Question 36

what r workplace disputes

Answer 36

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.

Question 37

what are industrial disputes

Answer 37

; conflcit between employee and employer

Question 38

industrial disputes overt vs covert

Answer 38

overt - obvious for all to see (strikes, bans, lockouts)

covert- abseentism, sabotage, staff turnover, exclusion from decision making

Question 39

what do disputes cause (cons)

Answer 39

• higher levels of abseentism/work turnover
• reduced productivity
• legal consequences –> increases costs due to lost porduction/ reduces revenue by tarnishing reputation

Question 40

what are grievance (complaint) procedures

Answer 40

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.

Question 41

aim of grievance procedures

Answer 41

resolve disputes efficiently & effectively before escalate to ensure staff productivty and morale remians high

Question 42

types of grievance procedures

Answer 42

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)