U3AOS2

Question 1

Define “Human Resource Management”

2A- Human Resource Management

Answer 1

Human Resource Management is the organisation of employees’ roles, pay, and working conditions.

Question 2

Define “Motivation”

2B- Maslow’s Hierarchy of Needs

Answer 2

Motivation is the willingness of an individual to expend energy and effort in completing a task.

Question 3

Define “Maslow’s Hierarchy of Needs”

2B- Maslow’s Hierarchy of Needs

Answer 3

Maslow’s Hierarchy of Needs is a motivational theory that suggests people have five fundemental needs, and their sequential attainment of each need acts as a source of motivation.

Question 4

Define “Physiological Needs”

2B- Maslow’s Hierarchy of Needs

Answer 4

Physiological Needs are the basic requirements for human survival, such as food, water, and shelter.

Question 5

Define “Safety and Security Needs”

2B- Maslow’s Hierarchy of Needs

Answer 5

Safety and Security Needs are the desires for protection from dangerous or threartening environments.

Question 6

Define “Social Needs”

2B- Maslow’s Hierarchy of Needs

Answer 6

Social needs are the desires for a sense of belonging and friendship among groups, both inside and outside the workplace.

Question 7

Define “Esteem Needs”

2B- Maslow’s Hierarchy of Needs

Answer 7

Esteem Needs are an individual’s desires to feel important, valuable, and respected.

Question 8

Define “Self-actualisation Needs”

2B- Maslow’s Hierarchy of Needs

Answer 8

Self-actualisation Needs are the desires of an individual to reach their full potential through creativity and personal growth.

Question 9

Define “The Four Drive Theory”

2C- Lawrence and Nohria’s Four Drive Theory

Answer 9

The Four Drive Theory is a motivational theory that suggests that people strive to balance four fundamental desires.

Question 10

Define “The Drive to Acquire”

2C- Lawrence and Nohria’s Four Drive Theory

Answer 10

The Drive to Acquire is the desire to achieve rewards and high status.

Question 11

Define “The Drive to Bond”

2C- Lawrence and Nohria’s Four Drive Theory

Answer 11

The Drive to Bond is the desire to participate in social interactions and feel a sense of belonging.

Question 12

Define “Drive to Learn”

2C- Lawrence and Nohria’s Four Drive Theory

Answer 12

The Drive to Learn is the desire to gain knowledge, skills, and experiences.

Question 13

Define “The Drive to Defend”

2C- Lawrence and Nohria’s Four Drive Theory

Answer 13

The Drive to Defend is the desire to protect personal security as well as the values of the business.

Question 14

Define “The Goal Setting Theory”

2D- Locke and Latham’s Goal Setting Theory

Answer 14

The Goal Setting Theory is a motivation theory that states that employees are motivated by clearly defined goals that fulfil five key principles.

Question 15

Define “Performance-Related Pay”

2D- Locke and Latham’s Goal Setting Theory

Answer 15

Performance-Related Pay is a financial reward that employees receive for reaching or exceeding a set business goal.

Question 16

Define “Career Advancement”

Answer 16

Career Advancement is the upwards progression of an employee’s job position.

Question 17

Define “Investment in Training”

Answer 17

Investment in Training is allocating resources to improve employee skills and knowledge.

Question 18

Define “Support Strategies”

Answer 18

Support Strategies involve providing employees with any assistance that improves their satisfaction at work.

Question 19

Define “Sanction Strategies”

Answer 19

Sanction Strategies involve penalising employees for poor performance or breaching business policies.

Question 20

Define “On-The-Job-Training”

Answer 20

On-The-Job-Training involves employees improving their knowledge and skills within the workplace.

Question 21

Define “Off-The-Job-Training”

Answer 21

Off-The-Job-Training involves employees improving their knowledge and skills in a location external to the business.

Question 22

Define “Management by Objectives”

Answer 22

Management of Objectives involves both managers and employees colloboratively setting individual employee goals that contribute to the achievement of broader business objectives.

Question 23

Define “Performance Appraisals”

Answer 23

Performance Appraisals involve a manager assessing the performance of an employee against a range of criteria, providing feedback, and establishing plans for future improvement.

Question 24

Define “Self-Evaluation”

Answer 24

Self-Evaluation involves an employee assessing their individual performance against a set of criteria.

Question 25

Define “Employee Observation”

Answer 25

Employee Observation involves a range of employees from different levels of authority assessing another employee’s performance against a set of criteria.

Question 26

Define “Retirement”

Answer 26

Retirement involves an individual deciding to leave the workforce permanently as they no longer wish to work.

Question 27

Define “Redundancy”

Answer 27

Redundancy involves an employee no longer working for a business because there is insufficient work or their job no longer exists.

Question 28

Define “Resignation”

Answer 28

Resignation involves an employee voluntarily terminating their own employent, usually to take another job position elsewhere.

Question 29

Define “Dismissal”

Answer 29

Dismissal involves the involuntary termination of an employee who fails to meet required work standards or displays unacceptable or unlawful behaviour.

Question 30

Define “Entitlement Considerations”

Answer 30

Entitelment Considerations are legal obligations an employer owes to its employees following the termination of their employment contract.

Question 31

Define “Transition Considerations”

Answer 31

Transition Considerations are social and ethical practices that a manager can consider implementing when terminating employment.

Question 32

Define “Human Resource Managers”

Answer 32

Human Resource Managers are individuals who coordinate the relationship between employees and management within a business.

Question 33

Define “Employees”

Answer 33

Employees are individuals who are hired by a business to complete work tasks and support the achievement of its objectives.

Question 34

Define “Employer Associations”

Answer 34

Employer Associations are advisory bodies that assist employers in understanding and upholding their legal business obligations.

Question 35

Define “Unions”

Answer 35

Unions are organisations composed of individuals who represent and speak on behalf of employees in a particular industry to protect and improve their wages and working conditions.

Question 36

Define “The Fair Work Commission”

Answer 36

The Fair Work Commission is Australia’s independent workplace relations tribunal that has a range of responsiblities outlined by the fair work act.

Question 37

Define “Awards”

Answer 37

Awards are legal documents that outline the minimum wages and conditions of work for employees across an entire industry.

Question 38

Define “Agreements”

Answer 38

Agreements are legal documents that outline the wages and conditions of employees and are applicable to a particular business or a group of businesses.

Question 38

Define “Agreements”

Answer 38

Agreements are legal documents that outline the wages and conditions of employees and are applicable to a particular business or a group of businesses.

Question 39

Define “Dispute Resolution Process”

Answer 39

A Dispute Resolution Process is a series of steps that disputing parties follow in order to resolve a disagreement and reach a resolution.

Question 40

Define “Mediation”

Answer 40

Mediation involves an impartial third party facilitating discussions between disputing parties to help each side of the conflict reach a resolution themselves.

Question 41

Define “Arbitration”

Answer 41

Arbitration involves an independent third party hearing arguments from both disputing parties and making a legally binding decision to resolve the conflict.