The Nature of Work Flashcards
Explain the concept of legal and ethical management of information in a workplace
The legal and ethical management of information within the workplace relates to
the appropriate collection, use, storage, protection and sharing of information
internally and externally in a workplace.
Legal management:
legal considerations include; privacy laws, insider trading, legal durations for
maintaining records, copyright, trademarks, intellectual property, patents and
trade secrets
non-disclosure agreements and disclosures to ATO and WorkSafe
online data security management and confidentiality agreements
another parties’ intellectual property can’t be in breach of copyright
information must be stored securely which can be an issue with a rise in
hacking and remote cloud-based storage platforms
the protection of a workplaces trade secrets and policies which detail what
information employees can and cannot disclose about the operations of the
business.
Ethical management:
ethical management of workplace information is adhering to a set of rules set
out in policy in order to guide the workplace to follow correct processes to
legally protect the stakeholders
making an ethically correct decision may be different to making a legally correct
decision. Just because it is legal to do something that does not mean it is
ethically correct
unethical practices could include giving out information regarding the workplace
which may be legal to do so but could harm the businesses reputation
sensitive data should not be published
the correct use of social media and the following of related social media policies
for a workplace
work place referees should be appropriate to avoid appeals in employment.
Explain effective Human Resource Management
Resource management refers to the managing of human, financial, physical and
technological resources of an organisation. An employer needs to maximise productivity in order to maximise profits. An employer will employ staff who
specialise in each area in order to maximise input into the organisation which in
turn should lead to effective output and financial gain.
Human resources:
recruit the most appropriate and skilled employees
plan for the optimal way in which to use employee’s skills, intellectual
knowledge, time and experience
provide training and retraining for employees in line with global trends
manage employees’ salaries, superannuation and leave
human resource management to deploy and re-deploy employees to best meet
the financial goals of the business.
Financial resources:
effectively budget for all aspects of the organisation and include a contingency
fund for unexpected expenses
forward plan for the capital needs of the organisation
effectively manage the organisations loans
manage the revenue, expenditure and cash flow of the organisation.
Physical resources:
the management of buildings, premises, equipment, fixtures and fittings are all
costs related to the organisation which need effective management in order to
manage costs
raw materials are consumed as a part of the production process in
organisations and require careful managing in order to ensure a return on the
costs of raw materials to make goods or provide services.
Technological resources:
technological resources such as computers need to be managed by an
organisation in order to drive production, communication and marketing of the
product or service
production techniques may be influenced by ongoing advancements in
technology
the management of production techniques is required to ensure that ever
evolving customised software are being incorporated into the organisation in
order to maximise production and profit.
Explain the features of the four management styles
Autocratic (Authoritarian):
- The most extreme form of task-oriented management, where all decisions are made by managers in a centralised, top-down approach
- This assumes that employees are motivated by extrinsic factors, and is most suitable for new employees or repetitive tasks
Bureaucratic:
- This method has multiple layers of management, and is common in government jobs and hierarchical workplace structures
- This involves people following strict procedures under a chain of command, and suits legal and government workplaces
Deocratic/Participative:
- This is an employee-oriented management process. It involves increased employee involvement, responsibility and inclusiveness (somewhat decentralised)
- Success relies on employees being trained in decision making and problem solving, and it suits higher skiller/experienced team members
Laissez-Faire:
- Managers have very little input, generally they will only handle admin work. Employees are entrusted with the responsibility to make decisions
- This assumes a high level of employee skill and relies on 360 degree feedback, and suits highly skilled and creative staff
Explain the features of the two workplace organisational structures
Horizontal Structures
Functional Structure:
- Organises employees and decision making based on the nature of the tsk performed
- Focuses on inputs
- Departmental employees have functional responsibility for their specialisation
- May be suited to smaller organisations that offer a limited range of goods and services
- May include Operations Manager, Finance Manager, Marketing Manager, HR Manager, ICT Manager
Geographical Structure:
- Organises employees and decision making based on geographical trading patterns and activity
- Specialised functions (such as operations, marketing, finance, etc) are grouped under a regional manager
- This is increasingly common in a globalised/mobile workforce
- Different geographical regions have a degree of autonomy and self-sufficiency
Explain the impact of management styles on workplace satisfaction
- Autocratic management often lowers employee morale due to lack of input and autonomy, but can provide stability in quick decision-making scenarios.
- Bureaucratic management can stifle creativity and innovation with its rigid rules, yet offers clear structure and stability.
- Democratic management boosts satisfaction through employee involvement and recognition, though it may slow down decision-making.
- Laissez-faire management fosters high satisfaction among independent workers but can lead to confusion and inefficiency without adequate guidance.
Explain the impact of management styles on workplace and individual efficiency, workplace productivity and sustainability
- Autocratic management increases short-term efficiency and decision-making speed, but may lower long-term efficiency and productivity due to reduced employee engagement.
- Bureaucratic management ensures standardized efficiency in routine tasks, but its rigidity can negatively impact innovation and adaptability, affecting overall productivity.
- Democratic management enhances individual efficiency and overall productivity through employee involvement and satisfaction, fostering sustainable and adaptable workplace practices.
- Laissez-faire management boosts individual efficiency in self-motivated employees, but can lead to inconsistent productivity and sustainability issues without proper guidance and coordination.
Explain the concept of CSR in a workplace
- Corporate social responsibility is a business model that focusses on the integration of social, ethical and environmental concerns into company operations.
- It is comprised of ethical management practices (a corporation protecting all stakeholders), corporate accountability (having a chain of accountability and taking responsibility for actions) and socially responsible management (corporations focusing on social and environmental objectives instead of just profit)
Explain the impacts of CSR for organisations, employees and the community
- CSR enhances an organization’s reputation, potentially leading to better financial performance and innovation, while also aiding in risk management and promoting ethical business practices.
- For employees, CSR increases job satisfaction and morale, improves attraction and retention rates, and offers opportunities for skill development and personal growth.
- In the community, CSR initiatives can bring about significant social and economic benefits, including improved living conditions and environmental sustainability, contributing to overall community development and well-being.
Explain the factors that drive organisational restructuring:
Legal:
- WHS Laws
- Affirmative Action Laws
- Industry regulations
- Product safety laws
Environmental:
- Recycling
- Renewable energy
- Pressure and lobby groups
Economic:
- State of domestic/global economy
- Industry growth and decline
- Consumer spending patterns
Technological:
- eCommerce
- Apps and software
- Remote work
Explain the impact of organisational restructuring on employees, workplace culture and industries
Employees:
- Opportunity for upskilling, increased job security (for those that remain) and increased employee satisfaction
- There may be an extra workload, redundancies and higher stress levels
Workplace Culture:
- Increased efficiency, better training and better prepared for pressures and challenges
- It may create a culture of uncertainty, there could be a lack of loyalty and too much focus on technology
Industries:
- Opportunity to innovate, becoming more efficient with higher quality outputs
- They may not be able to keep up with innovation and match global competition, by not being able to invest in technology
Explain the need for internationally recognised manufacturing standards
- Internationally recognized manufacturing standards ensure consistent product quality and safety across global markets.
- Compliance with these standards facilitates international trade by reducing barriers and ensuring regulatory adherence.
- Standards promote environmental sustainability and efficient resource use in manufacturing processes.
- They support ethical practices, including fair labor standards and equitable global trade.
Explain the four types of factors that can influence change in the workplace when experiencing change themselves
Social:
- Ageing population
- Gender roles
- Consumer preferences
Technological:
- New software
- New operating systems
Economic Changes:
- Recessions
- Booms
Political/Legal Changes:
- Government initiatives
- Changes in government
- Legislative workplace reforms
Explain the concept of change management in the workplace
- Change management involves planning, communicating, and implementing strategies to transition an organization from its current state to a desired future state, addressing the reasons and objectives for change.
- It includes managing resistance, engaging employees, monitoring progress, and reinforcing the change to ensure it is effectively integrated into the organization’s operations and culture.
