U3 AOS2 Flashcards
What is human recourses managment
HR = control formal relationship employer )( employee
Definition of motivation
the individual, internal process that directs, energises and sustains a persons behaviour driving people to behave in a certain way, or to achieve a certain goal.
=individual/internal process > directs+energises+ sustains person behaviour > people behave in certain way to achieve
Two types of manager motivation.
Reward ($$). = motivation
Punishment (sacked) = motivation
Levels of Maslow hierarchy (bottom up)
Physiological Safety + security needs Social needs Esteem needs Self actualisation needs
What are the physiological needs eg. (5)
The basic needs required to live
food, shelter, clothing, sleep
What are the safety+security needs (4)
physical > - working conditions
Emotional > - job security
What are the social needs (6)
love -
Affection
- sense of belonging
- teamwork
- support
- involvementWhat are the esteem needs (5)
respect Sense of accomplishment Responsibility Promotion Recognition
What are the self actualisation needs (4)
fulfilment
Personal growth
Creative interesting jobs
Advancement opportunity
Commitment is required for
Achievement of goals
The five principals of goal setting
Clarity Challenge Feedback Commitment Task complexity
Commitment cycle
Employee input into goal \/ ^Commitment by employees \/ Goal may be more challenging\/ ^rewards ^ motivation \/ (Back to start in cycle)
What is clarity (3)
being clear and specific in terms of goal setting
Unambiguous and measurable goals
Clear goals -> understanding^ -> motivation ^
Setting challenging goals
Set challenging goals -> motivation^ > productivity^
What does feedback do
provides opportunities to offer recognition for progress achieved, adjustments of goal, ensure expectations are clear
Feedback > knowledge ^ > understanding ^ > motivation^
What does task complexity ensure
ensuring the task is at an achievable level of the employees
The goals set must be: and what does it lead to
Smart goals
smart goal > capable task > understanding^ > motivation ^
What does SMART stand for
Specific Measurable Attainable Relevant Time-bound
What are the four drives in the four drives theory
Acquire and achieve
Bonding and belonging
Comprehending and learning
Defending
What does the drive of acquire and achieve include
It includes the desire to be rich, and to have the desire for status power and influence
How can managers and employers apply acquee and achieve
make sure well payed, workers don’t get lured away
Monetary rewards
Recognise good performance
Make employees proud of their work
Clearly express expectations of biz
High level performances established as normal
At does bonding and belonging include
Included the strong need to form relationships with the other individuals and groups
How can managers and employers apply bonding and belonging
Managers/leaders = people orientated
Management cares on personal level. Eg remember birthdays
Encourage and recognise team work and collaboration
Employees encouraged to trust and support
Personal colleague friendships supported
What does comprehending and learning include
Includes our desire to satisfy our curiosity, to learn new skills and to explore the world around us
How can managers and employers apply comprehending and learning
manager and employees can apply this by:
Regular ongoing basis to learn new skills
Task made interesting
Variety of different tasks = provide stimulation and avoid boredom
Challenges built on all work assignments
Management actively in gaining new skills.
Defending includes
Includes removing fears and insecurities from the work place
manager and employees can apply defining through
Workplace = welcoming and supportive
Fair treatment to all employees
Systems and processes for determining rewards and recognition = fair and transparent with no discrimination
Managers/ leaders foster culture of trust, = being consistent/honest in all dealings with employees
Employees encouraged to speak up
Concerns and suggestions have full support from management
List the types of performance related pay
Pay increase bonuses commissions gain sharing profit sharing share plans
what is a pay increase
Initially offers base pay – then open for employer to offer pay rises ^$^ to who works hard or makes significant contributions to biz
Advantages of pay increase
- Can be tied to in an award, so can be predictable and easily calculated
- Provides target for newer employee = motivation, when seeing more experienced employees $$$
Disadvantages of pay increase
- Difficult to pay cut when performance declines
- May lead to jealousy and lower moral from other employees
What are bonuses
One off payment given – reward – employee - meeting targets/special efforts
Advantages of bonuses
- $ Varied from employee to employee depending on performance (if confidential)
- Only have to be payed when is actual performance improvement
Disadvantages of bonuses
- If no confidentiality, different amounts can conflict
- If not maintained/increased = dissatisfaction
what are commissions
- Amount payed for accomplishing a sale, (salesperson) usually a fixed percentage
- Usually payed low, then employee works for commission
advantages of commissions
- Low cost for employer, only when sales take place
- Can motivate staff to work harder
disadvantages of commissions
- If base price bad/low, employees may not earn enough, = leaving =^staff turnover
- Differences with staff pay = moral issues
what are share plans
- Registered companies can offer shares to employees, business = successful >dividends^
advantages of share plans
- Employees have an interest in improving share price
- Feel sense of ownerships as they’re shareholders
disadvantages of share plans
- May not be secure investment, prices ^\/ from market reasons, not performance
- Employees usually not permitted to sell shares until finished
what is profit sharing
- Company offer % of profits as incentive to work hard
advantages of profit sharing
- Rewards improvement and hustle from workers
- Easily calculated, can be determined in advanced, so is transparent
disadvantages of profit sharing
- If profit drops from external factors, employees feel unfairly treated when profit drops
- Does not identify individual effort or performance
what is gain sharing
- Employees are encouraged to offer suggestions to improve productivity or reduce productions costs.
- The savings as are result are distributed to employees
advantages of gain sharing
- Involves employees in improving productivity = engagement^ + commitment^
- Paid according to measurable improvements
disadvantage of gainsharing
- Those who made suggestions have to share $$$ with those who did nothing
what is productivity
The measure of efficiency – the amount of output compared to input in production.
what is career advancement and what does it result in
- The opportunity to advance to a better job, with more challenges as it’s a more stimulating position
- Opportunity to achieve better job, challenges^, position^, control^
advantages of career advancement
- Retaining valuable employees
- Satisfies 3 of the higher level needs of Maslow’s theory
- Can satisfy some of 4 drives
disadvantages of careers advancement
- Promotion positions can’t be created – needs purpose
- Employees compete for spot = rivalries
what is investment in training and what does it result in
- The improving of skills in employees
- Results in: Skilled workforce, productivity^, achieve bus objectives, job satisfaction^, motivation
advantages of investment in training
- Skills of employees^
- Can satisfy higher level of needs (Maslow), productivity goals for goal-setting theory, satisfy some of four drives
disadvantages of investment in training
- Training costs money, bad if employee leaves to other biz
- Training wasted if no sufficient jobs
what is both support and sanction
- Positive/negative
- Support: encouragement – to do better, if employee makes mistake (inexperienced)- will learn from mistakes, can encourage to take greater care.
- Sanction: If employee Does wrong, deliberate/reckless/harmful to staff and customers
Advantages of both support and sanction
- Support/encouragement = employee attitudes^ motivation^
- Sanctions = for poor behaviour = motivation to improve their work performance
disadvantages of both support and sanction
- Difficult to find reasons, to support/encourage some employees
- Excessive emphasis on sanctions = reduce employee sense of belonging ~negative impact on motivation
Training and development consists of
- Improving employees’ skills and abilities – growth (personal and business)
- Opportunity to grow + improve employability
Training is and an outcome of it (3)
- Teaching staff to perform job more productively
- Aim to seek long-term change in skills, knowledge, attitudes + behaviour > work performance^
- Well organised + well presented training program = competitive advantage^
benefits of training for the employee
- Promotion + self improvement opportunity
- Performance^ = Job satisfaction^
- Challenge: Chance to learn new things
- Adaptability: Ability to adapt^ = cope with changes
benefits of training for the employer
- Productivity^ > Job performance^ = efficiency of HR^
- Goals + objectives = efficiently met^
- Cost due to less labour\/ turnover \/ Absenteeism \/ errors\/
- More capable + mobile workforce
What is on the job training (3
- When employee needs to learn skill that usually occurs within working environment eg. Equipment, machinery + documents
- Provided by experienced co-worker, leader, manager and sometimes external provider
- learning from others whilst still performing task
types of on the job training
Coaching: being taught how to
Mentoring: watching existing employee perform job + learning
job rotation: Completing number of jobs in field of biz see how all interconnect
job shadowing: following experienced worker watching how/what they do
Advantages of on the job training (5
- Cost efficient Bc. No travel expenses
- Productive Bc. Employees = working whilst training
- Trainees use actual equipment required for job
- Employees = familiar with environment
- Immediate feedback
disadvantages of on the job training (4
- Quality of trainer may vary – not ever trainer = good teacher
- Potential bad habits from older staff passed down
- Learning environment may be noisy = distractions
- If real tools used, may disrupt production
What is off the job training (3
- Training away from workplace
- Individuals sent to specialised training institutes (TAFE/uni)
- To gain qualifications = to assist with performance
types of off the job training (5
conferences lectures work shops online tutorials Uni/tafe
Advantage of off the job training (5
- Wider range of skills + qualifications available than workplace
- Outside experts + specialists = Provide broader experience
- Clear, more structured and organised
- Can provide formally recognised qualifications for employees
- ^Intense^ without distractions of workplace
disadvantages of off the job training (5
- May be too theory based with no tools + equipment used
- More expensive (fees, travel costs)
- Lost work time, employee = absent from workplace
- Employee = qualified ~ tempted to find better job
- May not relate directly to exact skills required in workplace
What is development
Early career= technical skills ^, focused on performing job and gaining qualifications
later= move toward management roles/deeper specialist role = senior position
What does effective HR management result in
motivated staff, increased productivity and, consequently, the achievement of business objectives
- motivated staff
- increased productivity
- ~achievement of bus objectives
What are the non financial motivation techniques
support and sanction
Training and development
career advancement
