Unit 2 Flashcards
Manager
Responsible for setting objectives, organizing resources, and motivating staff so that the organization’s aims are met. Their roles are interpersonal, informational, and decisional.
Figurehead
Symbolic leader of the organization undertaking duties of a social or legal nature
Leader
Motivating subordinates; selecting and training other managers/staff
Leader
Motivating subordinates; selecting and training other managers/staff
Liaison
Linking with other managers and leaders of other divisions of the business and other organizations
Leadership
The art of motivating a group of people towards achieving a common objective
Autocratic leaders
Take decisions on their own with no discussion
Democratic leaders
Will engage in discussion with workers before taking decisions
Paternalistic leaders
Will listen, explain issues and consult with the workforce, but will not allow them to take decisions
Laissez-faire leaders
Allow workers to carry out tasks and take decisions themselves with very broad limits
Informal leader
A person who has no formal authority but has the respect of colleagues and some power over them
Emotional intelligence
The ability of managers to understand their own emotions, and those of the people they work with, to achieve better business performance
Motivation
The internal and external factors that stimulate people to take actions that lead to achieving a goal
Self actualization
A sense of self-fulfillment reached by feeling enriched and developed by what one has learned and achieved
Job enrichment
Aims to use the full capabilities of workers by giving them the opportunity to do more challenging and fulfilling work
Hygiene factors
Aspects of a worker’s job that have the potential to cause dissatisfaction-Herzberg
Motivating factors
Aspects of a worker’s job that can lead to positive job satisfaction
Hourly wage rate
Payment to a worker made for each hour worked
Piece rate
A payment to a worker for each unit produced
Salary
Annual income that is usually paid on a monthly basis
Commission
A payment to a sales person for each sale made
Performance related pay
A bonus scheme to reward staff for above-average work performance
Profit sharing
A bonus for staff based on the profits of the business - usually paid as a proportion of basic salary
Bonus
A bonus for staff based on the profits of the business - usually paid as a proportion of basic salary
Fringe benefits
benefits given, separate from pay, by an
employer to some or all employees. Sick days, health insurance.
Job rotation
Increasing the flexibility of the workforce and the variety of work they do by switching from one job to another
Job enlargement
Attempting to increase the scope of a job by broadening or deepening the tasks undertaken
Job redesign
Involves the restructuring of a job - usually with employees’ involvement and agreement - to make work more interesting, satisfying, and challenging
Quality circles
Voluntary groups of workers who meet regularly to discuss work-related problems and issues
Worker participation
Workers are actively encouraged to become involved in decision making within the organization
Team working
Production is organized so that groups of workers undertake complete units of work
Human resource management (HRM)
The strategic approach to the effective management of an organization’s workers so that they help the business gain a competitive advantage
Recruitment
The process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and selecting the best one
Selection
involves the series of steps by which the
candidates are interviewed, tested and screened for
choosing the most suitable person for vacant post.
Job description
A detailed list of the key points about the job to be filled - stating all of its key tasks and responsibilities
Person specification
A detailed list of the qualities, skills and qualifications that a successful applicant will need to have
Employment contract
A legal document that sets out the terms and conditions governing a worker’s job
Labour Turnover
measures the rate at which employees
are leaving an organisation. It is measured by:
number of employees leaving in 1 year × 100
average number of people employed
Training
Work-related education to increase workforce skills and efficiency
Induction training
Introductory training program to familiarize new recruits with the systems used in the business and the layout of the business site
On-the-job training
Instruction at the place of work on how a job should be carried out
Off-the-job training
All training undertaken away from the business
Employee appraisal
the process of assessing the
effectiveness of an employee judged against pre-set
objectives.
Dismissal
Being dismissed or sacked from a job due to incompetence or breach of discipline
Unfair dismissal
Ending a worker’s employment contract for a reason that the law regards as being unfair
Redundancy
When a job is no longer required, so the employee doing this job becomes redundant through no fault of his/her own
Diversity policy
practices and processes aimed at
creating a mixed workforce and placing positive value on
diversity in the workplace.
Equality policy
practices and processes aimed at
achieving a fair organisation where everyone is treated
in the same way and has the opportunity to fulfil their
potential.
