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3/4 Business > U3AOS2 > Flashcards

U3AOS2 Flashcards

1
Q

MOST IMPORTANT STATEMENT OF AOS2!!!

A

Engaged and motivated employees are more productive and efficient

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2
Q

Ways to manage employees

A

Leading, Directing, Organising, Supervising, Guiding, Supporting, Training, Developing, Motivating

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3
Q

What are the levels of Maslow’s Hierarchy of Needs?

A

Physiological, Safety and security, Love and belonging, Self-esteem, Self-actualisation

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4
Q

How can a manger provide for an employees physiological needs?

A

Basic wage, good conditions.

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5
Q

How can a manger provide for an employees safety and security needs?

A

Complying with and exceeding OH&S laws, job security in the form of long term employment.

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6
Q

How can a manager provide for employees love and belonging needs?

A

Social gatherings, open workspaces are environments in which meaningful relationships can be developed and maintained.

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7
Q

How can a manager provide for employees self-esteem needs?

A

Promotion, recognition and rewards - extrinsic recognition can assist in an individual’s development of intrinsic esteem.

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8
Q

How can a manager provide for employees self-actualisation needs?

A

Challenging work, freedom for creative expression or problem solving - opportunities for individuals to work to their maximum potential

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9
Q

What are the principles of Locke and Latham’s goal-setting theory?

A

C, Ch, C, T, F.

Commitment - goals where the employee is committed to achieving the goal provide more motivation

Challenging - more challenging goals create higher levels of motivation

Clarity - its important that goals are clear and specific

Task complexity - tasks should not be so complex that the employees don’t expect they can achieve it

Feedback - regular feedback helps maintain momentum and keeps the employees on track towards the goal

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10
Q

What are the four drives of Lawrence and Nohria’s Four Drive Theory?

A

A, B, C, D.

Acquire, Bond, Comprehend, Defend.

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11
Q

What are motivation strategies?

A

Anything a manager can do to increase employee motivation.

Examples include: Performance related pay, Career advancement, Investment in training, Support, Sanction.

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12
Q

What is performance related pay?

A

Employees receive a financial reward based on meeting or exceeding performance standards.

Examples:
Pay increase
Bonuses
Commissions 
Share plans

Effective as a short term motivator only.

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13
Q

What is career advancement?

A

Employees are given the opportunity to take an on greater responsibility in the business.

Examples:
Increased pay
Improved self-esteem 
Challenge and experience for employee 
Status

Can be a long term motivator, but hard to promote and therefore motivate every employee.

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14
Q

What is investment in training?

A

Ongoing training opportunities can provide ongoing short term motivation = long term motivation.

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15
Q

What is support?

A

Support is individual assistance and services designed to help employees cope with problems that may negatively impact their lives or work performance.

Examples:
Employee Assistance Programs
Mentoring
General managerial support during difficult or demanding times

Can be a short term or a long term motivator.

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16
Q

What is a sanction?

A

Sanctions are penalties for poor performance or disobedience.

Examples:
Loss of benefits 
Loss of hours 
Demotions
Written warnings and dismissals

Normally a short term motivator.

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17
Q

MOST IMPORTANT STATEMENT OF AOS2!!!

A

Engaged and motivated employees are more productive and efficient

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18
Q

Advantages and disadvantages of performance related pay.

A

Advantages:
Can provide immediate motivation
Rewards the best performers in the business
Clear criteria on how to achieve the incentive

Disadvantages:
Generates a competition based culture
Results don’t always tell the whole story
Only reliably works as a short term motivator

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19
Q

Advantages and disadvantages of career advancement.

A

Advantages :
Helps businesses retain talented employees
Employees are rewarded for their past performances
Business knowns the values, skills, etc. of the employees they are promoting

Disadvantages:
May cause resentment in those overlooked for promotion
Lack of outside perspectives brought in to the business
May create rivalries between employees competing for the same promotion
Difficult to promote everyone, so not appropriate for all employees

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20
Q

Advantages and disadvantages of investment in training.

A

Advantages:
Shows the employees that the business values them
Can give a sense of job security for employees
Helps build a learning culture
Can help towards career advancement

Disadvantages:
Is often expensive
No guarantee the employee will remain at the business
Training may be wasted if there aren’t sufficient jobs with higher skill level requirements

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21
Q

Advantages and disadvantages of support.

A

Advantages:
Can improve mental wellbeing of employees
Builds strong culture
Can be a long term motivator

Disadvantages:
With E.A.P, managers may not be aware of challenges facing employees making it difficult for managers to adequately support their employees
Needs a positive culture to work efficiently

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22
Q

Advantages and disadvantages of sanctions.

A

Advantages:
Some employees respond to sanction
May bring employees in line with policy through fear of sanction

Disadvantages:
Normally only a short term motivator
Can cause resentment from employees
Disgruntled employees may take action in response

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23
Q

What is training and development?

A

Training is the process of improving an employees skills and knowledge so they are able to perform their job more effectively and efficiency.
Development is the activities that prepare employees to take on greater responsibility within the business.

Training gets you there, development makes you better.
Highly skilled employees are more productive and efficient.

24
Q

What is on-the-job training?

A

Training that takes place at the workplace, during work hours, often while performing their actual job.

Examples:
Coaching
Job rotation
Understudy/role modelling

25
Q

Advantages and disadvantages of on-the-job training.

A

Advantages:
Employee gains experience on the equipment they will be working on
Normally most cost effective form of training
Employee can work while being trained, continuing to be productive

Disadvantages:
Quality and experience of trainer can vary
Poor habits can be passed on
If an experiences employee is the trainer, they are unable to perform their duties

26
Q

What is off-the-job training?

A

Employee learns new skills away from the workplace.

Examples:
Conferences 
Classroom settings
Simulations
Role plays
27
Q

Advantages and disadvantages of off-the-job training.

A

Advantages:
Learn from specialists with vast experience
Less interruptions from workplace issues
Can provide formally recognised qualifications

Disadvantages:
Often significantly more expensive
May not learn on exact equipment that will be used in the workplace
Employees may use gained qualifications to attain employment elsewhere
Lost productivity from time away

28
Q

What if a case study makes it clear that the environment and equipment matter or are special?

A

That should be the focus of the answer - on-the-job training.

29
Q

What is performance management?

A

Performance management is the process used to set, evaluate and improve individual and business performance.
Performance management aims to achieve both the employees and the businesses future objectives.

30
Q

What is Management by Objectives (MBO)?

A

A program where managers and employees collaboratively set clear objectives. These objectives are set for the employee and are in line with the business objectives. The employee is then evaluated against the set objectives and provide feedback on their performance

31
Q

What is performance appraisal?

A

It measures an employees performance, provides feedback and develops new objectives.

Examples:
Provide feedback on performance
Set new goals for the employee
Determine promotions/demotions or termination 
Determine training needs for employee
32
Q

What is self-evaluation?

A

Employees assess their own performance related to predetermined objectives. Creating an open dialogue with the manager where the performance is discussed.

Can highlight needs for training the employee feels would be helpful.

33
Q

What is employee observation?

A

Employees performance is evaluated by watching them in action. It should be performed regularly and continually.

Example:
360° feedback. Seek and use feedback from different stakeholders that have direct contact with employee.

34
Q

What is termination management?

A

The ending of an employment contract and the employee ceases to work at the business. This can be voluntary or involuntary.

35
Q

What is retirement?

What are employees entitled to?

A

The employee decides to lead the workforce for good.

Entitlements: employees are entitled to 9.5% minimum superannuation during their time of work, along with any accused entitlement (eg. annual leave and long service leave)

36
Q

What is resignation?

What are employees entitled to?

A

The employee voluntarily leaves the business.
It is important that the business conducts and exit interview to determine the reasons for the resignation.

Entitlements: Payment for completed work and accrued benefits. Business is entitled to notice

37
Q

What is redundancy?

What are employees entitled to?

A

Occurs when an employee leaves the business because their job no longer exists. Often the reels of technological changes, restructuring, poor financial performance or a merger.
Can be voluntary or involuntary.

Entitlements: employees are entitled to a redundancy package, notice, pay and benefits for the work conducted, time off to attend interviews.

38
Q

What is dismissal?

What are the two different forms of dismissal?

A

Where an employee is terminated due to unacceptable behaviour or performance.

Summary dismissal: when an employee commits a serious breach of their employment contract and can be dismissed immediately
On-notice dismissal: when an employee is not performing satisfactorily. The employee must be given notice and had ample opportunity to improve their performance

39
Q

What is unfair dismissal?

A

Occurs when an employee has been dismissed in a harsh, unjust or unreasonable manner.

Examples:
Absence from work due to legitimate illness of injury
Belonging or not belonging to a trade union
Discrimination - race, sex, gender, religion, etc.

40
Q

What is a workplace relation?

A

Workplace relations refers to the relationships and communication shared between employees and their employer.

41
Q

What is Fair Work Commission?

A

Fair Work Commission is Australia’s independent workplace relations tribunal.
Their roles include hearing unfair and unlawful dismissal claims, hearing and investigating bullying harassment claims, making changes to the minimum wages and employment conditions, and approving/rejecting workplace agreements.

42
Q

What are employer associations?

A

Organisations that represent and offer advice to employers with workplace relations issues.

43
Q

What are Unions/Trade Unions?

A

Organisations that represent and offer advice to employees with workplace relations issues.

44
Q

What is a Human Resource Manager responsible for?

A

Responsible for managing the relationship between employees and the business.

Examples:
Recruiting the best employees 
Training and developing 
Monitoring employee progress
Terminating employees
45
Q

What is the role of employees?

A

Their role is to work towards the achievement of objectives.

46
Q

What is an award?

A

Awards are legal documents that outline the minimum pay rates and entitlements of employees within a particular industry.

47
Q

What is the NES?

A

National Employment Standards. System for establishing minimums in a number of entitlement areas.
No employment contract can have conditions below the minimums establish in the NES.

48
Q

What is a collective agreement?

A

A collective agreement is a workplace agreement between an employer and a group of employees.
Collective agreements are reached via the process of enterprise bargaining.

49
Q

What is enterprise bargaining?

A

Enterprise bargaining is the negotiation between the employer and employees (or their representatives) with the goal of making an enterprise agreement.

50
Q

What is an individual flexibility agreement?

A

All collective agreements must have a flexibility clause in them that permits individual employees to seek alternative arrangements for their conditions and entitlements.

51
Q

What is an individual employee contract?

A

An individual employee can negotiate and sign a legal contract with their employer regarding wages and conditions.
The conditions and entitlements in an individual agreement cannot be lower than the minimums established in the Collective agreement, the Award or the NES.

52
Q

What is industrial action?

A

Industrial action is action taken by employees of a company as a protest. Industrial action may be taken if enterprise bargaining has broken down.
Examples:
Strike, work to rule, stop work meeting, lockout.

53
Q

What is protected industrial action?

A

Protected industrial action is action taken that is approved by the Fair Work Commission.

54
Q

What is grievance procedure?

A

A formal process when an employee can resolve matters relating to complaints about wages, conditions and disciplinary action.

55
Q

What is mediation?

A

A formal method whereby a third party facilitates the conversation.

56
Q

What is arbitration?

A

Where both parties put their case forward to an independent third party who then makes the final decision on the behalf of the negotiating parties.
This decision is legally binding.

3/4 Business (5 decks)

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