T1.4 Managing People

Question 1

Ways to develop a flexible workforce

Answer 1

Flexible hours & home working
Outsourcing
Part-time temporary
Multi-skilling- is the process of training workers to fulfil

Question 2

What is a flexible workforce?

Answer 2

Flexible working is the development of a culture where workers are equipped to do different roles, or where they work in a range of employment patterns

Question 3

Define Multi-skilling

Answer 3

Multi-skilling is the process of training workers to fulfil multiple job roles within a business

Question 4

Advantages of Multi-skilling

Answer 4

Business utilise their workforce more efficiently which reduces labour costs and increase productivity

It can help to improve patient outcomes in healthcare industries as workers with a broader range of skills can provide more comprehensive care

Question 5

Disadv. of Multi-skilling

Answer 5

May require significant investment in training and development

May not be appropriate for all job roles, especially those that require a high level of expertise

Question 6

Define Part-time working

Answer 6

Someone who works temporarily shows up for work whenever the business needs them

Question 7

Adv. of Part-time/ Temporary working

Answer 7

Flexible working arrangements can help businesses to attract and retain talent, especially staff who value work-life balance

This may improve productivity, as staff can work during their most productive hours and avoid distractions

Question 8

Disadvantages of the Business of Part-time & Temporary working

Answer 8

Flexible working arrangements can create challenges in terms of communication and collaboration (especially if staff are working remotely)

Monitoring and managing flexible workers can be more difficult

Question 9

Benefits of outsourcing

Answer 9

This may allow businesses to access specialised skills that may not be available in-house

May reduce labour costs

Question 10

Disadvantages of Outsourcing

Answer 10

This may lead to a loss of control over quality and delivery, especially if the outsourcing partner is based in another country

This may create ethical concerns, especially if the partner is based in a country with lower labour standards or human rights abuses

Question 11

Adv. of home working for the business

Answer 11

Smaller or fewer premises may be required, reducing costs

High quality workers may be attracted from a wide geographical area

Workers may be more productive if they work in isolation, away from distractions

Question 12

Disadvantages of home working for business

Answer 12

The cost of equipping workers with technology to work remotely may be significant

There may be less opportunity for collaboration between workers, reducing innovation

Careful monitoring will be required to ensure remote workers remain focused on tasks

Question 12

Advantages of home working for the employee

Answer 12

Commuting costs, such as train fares, are eliminated

Stress reduced as a result of not having to travel to work

Some flexibility may be possible, allowing workers to manage other commitments

Question 12

Disadv. of home working for the employee

Answer 12

Staff may feel isolated from colleagues

Household costs such as electricity and heating may increase

A healthy division between work and home life may be difficult to manage

Question 13

Define Dismissal (firing or sacking)

Answer 13

Dismissal is the termination of employment by an employer against the will of the employee

Question 14

Define Redundancy

Answer 14

Employees are made redundant when the job is no longer available and the business reduces the size of its workforce

Question 15

Define Recruitment

Answer 15

Recruitment is the process of attracting and identifying potential job candidates who are suitable for a particular role

Question 16

Define selection

Answer 16

Selection is the process of choosing the best candidate

Question 17

Define internal recruitment

Answer 17

Internal recruitment is the process of hiring employees from within the organisation

Question 18

Advantages if internal recruitment

Answer 18

Internal candidates are already familiar with business culture and processes
- Can adapt to the role quickly
- Little need for induction training

Business has a good understanding of the candidate’s strengths, weaknesses, skills and aptitudes
- Less risky than employing an external candidate whose abilities are less well-known

Opportunities to progress can be motivating for existing employees
- Improves loyalty and commitment

Cheaper and quicker to promote or redeploy existing staff rather than recruit externally

Question 19

Disadvantages of internal recruitment

Answer 19

Can lead to conflict or resentment
- May affect motivation and working relationships between successful/rejected internal candidates

A further vacancy is created when an employee is promoted/redeployed
- External recruitment may be necessary to fill vacated job roles

A limited number of suitable applicants may be available internally

Missed opportunity to inject new ideas, experience or skills into the business

Question 20

Define External recruitment

Answer 20

External recruitment is the process of hiring employees from outside the organisation

Question 21

Disadv of external recruitment

Answer 21

More expensive than internal recruitment
Greater degree of uncertainty as external candidates are unknown to the business

Question 22

Define Induction training

Answer 22

Induction training is a type of training that new employees receive when they start working for a company

Question 23

Advantages of Induction Training

Answer 23

Helps new employees understand their job roles and responsibilities Introduces employees to the company culture, policies, and procedures Improves employee confidence and motivation Reduces the time taken for new employees to become productive

Question 24

Disadvantages of Induction Training

Answer 24

Can be time-consuming and expensive to organise May not cover all aspects of the job role May not be effective in all cases, leading to employee dissatisfaction and higher turnover rates

Question 25

Define On-the-job training

Answer 25

A type of training that takes place while employees are working in their job roles

Question 26

Define Off-the-job training

Answer 26

A type of training that takes place outside of the workplace

Question 27

Disadv. of Off-the-job training

Answer 27

Can be expensive to organise, especially if travel and accommodation are required Employees may miss work while attending training, which can impact productivity The training may not be directly applicable to the employee's job role or the needs of the firm

Question 28

Ad. of Off-the-job training

Answer 28

Employees learn new skills and knowledge outside of the workplace, which can bring fresh ideas and perspectives to the workplace Training can be tailored to the employee's specific needs and interests Training can be used as a reward or incentive for high-performing employees Can be cost-effective if training is provided online or through webinars

Question 29

Ad. of On-the-job training

Answer 29

Employees learn new skills and knowledge while performing their job duties Training is tailored to the employee's specific job role and responsibilities Training is often more practical and relevant to the employee's job duties Can be cost-effective as it takes place during working hours

Question 30

Disadv. of On-the-job training

Answer 30

Employees may make mistakes while learning, which can impact productivity and quality Can be disruptive to the workplace as it requires the trainer to devote time to training the employee May not be effective in all cases, leading to employee dissatisfaction and higher turnover rates

Question 31

Define Organisational structure

Answer 31

Organisational structure outlines the reporting relationships, roles, and responsibilities of employees in the organisation

Question 32

Key terminology used in organisational design

Answer 32

1. Hierarchy 2. Chain of command 3. Span of control 4. Centralised & decentralised structures

Question 33

Define Hierarchy

Answer 33

A hierarchy refers to the levels of authority within an organisation

Question 34

Define Chain of command

Answer 34

The chain of command is the formal line of authority that flows down from the top management to lower-level employees

Question 35

Define Span of Control

Answer 35

Span of control refers to the number of employees that a manager or supervisor can effectively manage It is based on the principle that a manager can only effectively manage a limited number of employees A narrower span of control means that there are more layers of management A wider span of control means that there are fewer layers of management

Question 36

Define a Decentralised structure

Answer 36

In a decentralised structure, decision-making authority is distributed throughout the organisation, with lower-level employees having more decision-making power

Question 37

Define a Centralised structure

Answer 37

In a centralised structure, decision-making authority is concentrated at the top of the organisation, with senior management making most of the decisions

Question 38

What are Tall organisational structures

Answer 38

Tall structures are characterised by multiple levels of management and a more centralised decision making process A long chain of command

Question 39

Adv. of tall structures

Answer 39

Provides a clear hierarchy of authority and defined roles and responsibilities Promotes specialisation and expertise within each department or function Offers opportunities for career advancement and promotion within the organisation All of the above increases efficiency and motivation

Question 40

Disadv. of tall structures

Answer 40

Can create communication barriers between the upper and lower levels of the hierarchy Decision-making can be slow as information must pass through multiple layers of management This can lead to bureaucracy and excessive levels of management All of the above reduce efficiency and motivation

Question 41

What is a Flat organisational structure

Answer 41

Flat structures are characterised by fewer levels of management and a more decentralised decision-making process A short chain of command

Question 42

Adv. of flat structures

Answer 42

Promotes a culture of collaboration and open communication Decision-making can be faster and more efficient Encourages creativity and innovation as employees have more autonomy and flexibility All of the above increases efficiency and motivation

Question 43

Disadv. of flat structures

Answer 43

This can lead to role ambiguity and a lack of a clear hierarchy May not provide clear opportunities for career advancement or promotion This may require employees to take on multiple roles and responsibilities, leading to burnout and overwhelm All of the above reduce efficiency and motivation

Question 44

What is a Matrix organisational structure?

Answer 44

Matrix structures are usually built around specific products or projects. They combine the functional areas of a business (HR, finance, marketing, sales) with a specialist team that operates inside the business

Question 45

Ad. of Matrix structures

Answer 45

Promotes cross-functional collaboration and communication Allows for specialisation and expertise within each functional area Enables efficient allocation of resources and coordination of multiple projects All of the above increases efficiency and motivation

Question 46

Disad. of Matrix structures

Answer 46

This can lead to conflicts over priorities and resources This can create confusion over roles and responsibilities, particularly when multiple managers are involved Requires a high degree of communication and coordination, which can be challenging All of the above reduce efficiency and motivation

Question 47

Define Motivation

Answer 47

Motivation refers to the inner desire or willingness that propels an individual to take action and achieve a specific goal or outcome.

Question 48

How Businesses use Taylors Scientific Management

Answer 48

Workers are trained to perform only one task, which they become very skilled at Workers are usually only paid for the completed work (piece rate pay)

Question 49

Adv. of Taylor's Scientific Management

Answer 49

Increased efficiency, which lowers costs Standardised procedures for work processes that everyone follows can help reduce errors and inconsistencies Specialisation of labour leads to greater efficiency and productivity Clear hierarchy and lines of authority can lead to more efficient decision-making and communication Improved training and development can lead to better performance and job satisfaction

Question 50

Disadv. Taylor's Scientific Management

Answer 50

Overemphasis on efficiency reduces worker satisfaction and creativity Workers may disengage from work if they are reduced to working in a machine-like system Limited applicability as this approach may not work for roles that require high levels of creativity, problem-solving, or interpersonal skills Potential for exploitation as this approach may be used to extract more work from workers without compensating them fairly, e.g many 'sweat shop' labourers get paid using this method

Question 51

What is Mayo's Human Relations Theory?

Answer 51

It focuses on the importance of social factors in the workplace such as communication, motivation and job satisfaction Mayo suggests that the key to improving productivity and job satisfaction lies in understanding and improving the relationship between workers, supervisors and management

Question 52

How businesses use Mayo's Approach

Answer 52

Empowering employees in decision-making, e.g, creating teams which decide their priorities Team-building activities are used to build relationships Providing feedback and recognition to employees, e.g. Worker of the Week Creating a positive work environment by promoting open communication and providing support to employees, e.g. offering wellness programmes Encouraging employee development by offering training programmes, mentorship opportunities, and career advancement paths

Question 53

Adv. of Mayo's Human Relations Theory

Answer 53

Improved job satisfaction Increased productivity as workers feel valued and supported Better communication as workers value open and honest communication, which reduces misunderstandings and conflicts Employee empowerment increases worker's sense of ownership and responsibility Stronger teams as there is a sense of community and team spirit

Question 54

Disadv. of Mayo's Human Relations Theory

Answer 54

Time-consuming as building positive relationships requires time and effort Lack of control as workers take more decisions Resistance to change, as some workers and managers may be resistant to the changes required by Mayo's theory Potential for conflict as attempts to build stronger relationships can also lead to conflicts and disagreements Limited applicability as it may not work for businesses which require a high degree of individual autonomy and independence

Question 55

What is Maslow's Hierarchy of Needs?

Answer 55

Maslow's Hierarchy of Needs is a theory of human motivation that outlines five tiers of human needs that must be met for individuals to reach their full potential 1. Self-actualisation - Businesses can help employees achieve this need by offering opportunities for employees to pursue their passions and interests, 2. Esteem - Businesses can provide recognition for employees' accomplishments and provide a positive work culture that values individual contributions 3. Love/ Belonging - Businesses can encourage teamwork and generate a sense of community within the workplace 4. Safety - businesses can provide job security, fair pay, benefits, and SAFE WORKING CONDITIONS FOR THEIR EMPLOYEES 5. Physiological - business can provide necessities for their employees e.g. access to clean water and food, and adequate rest breaks

Question 56

Advantages to Business of Applying Maslow's Hierarchy

Answer 56

Higher employee satisfaction: By meeting the needs of employees, businesses can create a more satisfying work environment, which can lead to increased productivity and lower turnover rates Increased motivation: Businesses can motivate their employees by offering incentives that align with their specific needs and desires Improved employee performance: Employees who feel valued and supported by their employers are more likely to perform at a higher level

Question 57

Disadvantages to Business of Applying Maslow's Hierarchy

Answer 57

One size does not fit all: Businesses need to tailor their approach to meet the individual needs of their employees Expensive: Meeting many individual needs can be costly, especially when offering perks such as the use of a company car Time-consuming: Requires significant effort from management to connect individually to understand which opportunities for personal growth are desired

Question 58

What is Herzberg's Two Factor Theory?

Answer 58

Herzberg's theory suggests that there are two types of factors that affect employee motivation and job satisfaction 1. Hygiene factors 2. Motivators

Question 59

What are hygiene factors (Herzberg's 2 factor theory)?

Answer 59

Hygiene factors are elements that do not necessarily lead to job satisfaction, but their absence can cause dissatisfaction, which decreases motivation, e.g poor teamwork in the workplace

Question 60

What are Motivators (Herzberg's 2 factor theory)?

Answer 60

Motivators are elements that lead to job satisfaction and motivation, e.g. increased responsibility

Question 61

How businesses can use hygiene factors to decrease dissatisfaction?

Answer 61

Pay fair wages and salaries If an employee is not paid a fair wage for their work, they may become dissatisfied and demotivated Offer excellent working conditions If the workplace is dirty, unsafe, or uncomfortable, employees may become dissatisfied and demotivated E.g. Google has a reputation for providing amazing workplaces, which include gourmet restaurants, laundry services and dog care Offer employment contracts which provide job security If employees feel that their job is not secure, they may become anxious and demotivated and contribute less to the business goals

Question 62

How businesses can use motivating factors to increase satisfaction

Answer 62

Build a recognition and rewards culture When employees are recognised and rewarded for their hard work, they are motivated to continue performing well E.g. salesperson of the month award Offer opportunities for growth and development When employees are given opportunities to learn new skills and advance in their careers, they are motivated to continue working for the company E.g. set a 3 year growth plan which helps the worker move towards a n advanced role Provide challenging work which requires problem solving When employees are given challenging work that allows them to use their skills and abilities, they are motivated to continue performing well

Question 63

Define Financial incentive

Answer 63

Financial incentives are rewards or payments given to employees in return for their labour or improved performance

Question 64

Define Non-incentives

Answer 64

Non-financial incentives are rewards or motivators not directly related to money These incentives are usually intangible and include methods that lead to recognition, praise, job satisfaction, and work-life balance