Unit 3 AOS 2 Flashcards
Define Human Resource Management
the organisation of the employee’s roles, pay and working conditions
What are HR Managers responsible for?
- employee motivation
- employees ability to contribute to business objectives (through training, supporting employees and performance management)
Link b/w make a profit and managing employees
Lower staff turn over lower costs b/c don’t have to pay expenses to replace (recruitment and training)
Define motivation
factors that drive an employee to strive to achieve in the workplace
Why do organisations want motivated employees
= more productive → profit
= more pride in work → better quality → increased market share
= less likely to take leave or resign = lower staff absenteeism and lower staff turnover = more productive + less costs
4 things that must be in any description of Maslow’s theory
- needs based → motivation comes from needs being met
- needs = physiological, safety and security, belonging, esteem and self-actualisation
- needs = hierarchical
- once need met it is no longer a motivator
What are physiological needs?
Basic requirements for human survival (food, water and shelter) – fulfilled in the workplace through minimum pay and working conditions
Sign Physiological needs are not being met
under payment
insufficient hours
What are safety and security needs
desire to be free form harm = OH&S (physical and psychological) + job security
Sign security needs are not being met
Threat to continued employment/threat of job losses
Fear of change - e.g. new tech and not being able to adapt
Bullying/harassment
Unsafe working conditions
What are belonging needs?
Desire for sense of belonging/connection - both to others and to the business
What are esteem needs
The desire to feel important, valuable and respected
What are self-actualisation needs
the realisation of one’s full potential
How to meet security needs
- Create job security - e.g. contracts OR offering training during change to help adapt
- Ensure employees have safe and healthy work conditions (OH&S or harassment policies)
- Superannuation and insurance
- Competent, consistent and fair management
How to meet belonging needs
Organise groups of staff to work on projects/solve problems
Organise staff gatherings. Morning tea, after work events
Events to interact with clients
Celebrating milestones
How to meet esteem needs
Performance pay
Recognition for work at whole staff events/meetings
Being made an example of in the day to day operations-→ Praise
Promotions
Expanding responsibilities
How to meet self-actualisation needs
Provide challenging work
Provide opportunities for skill and knowledge development
Allow them to express creativity/innovation/capacity
5 elements of a description of Lawrence’s theory
- employees motivated by drives
- drives = bond, acquire, learn, defend
- different employees place different levels of importance on specific drives
- drives can vary in importance for individuals at different times
- Role of manager = diagnose what drives are not being satisfied and devise a strategy to satisfy
What is the drive to bond?
desire to form relationships with other individuals and groups and to feel supported and included.
Business context = feeling proud to belong to a business – greatly impacted if business does something to betray feeling of pride
How can drive to bond be satsified?
HR Manager strategy = develop and maintain culture that creates strong sense of collaboration, openness, pride
Line Manager strategy = encourage teamwork within their area of responsibility
What is the drive to acquire?
Basic = desire to own material goods necessary for survival (e.g. clothing, housing, money)
+
complex = desire for status, power and influence (e.g. promotion/private office)
How can the drive to acquire be satisfied?
- HR Manager strategy = develop a reward system linked to performance, offer best performers opportunities for advancement
- Line manager strategy = reward an individual employee with praise, recognition or interesting assignments
What is the drive to learn?
= desire to gain knowledge, skills and experience
How can the drive to learn be satisfied?
- HR Manager strategy = job designs that are challenging, encourage growth, exploration, create interesting training/development opportunities, job rotation
- Line Manager = ensure jobs within area are meaningful, interesting and challenging
What is the drive to defend?
= desire to protect personal security as well as the values of a business
•Motivates in 2 ways – protect themselves from harm + protect business from harm
How can the drive to defend be satisfied?
- HR Manager = create fair, trustworthy and transparent processes related to grievance resolution, decision-making, performance management, work-life balance
- Line Manager = open and honest communication
Define Human Resource Management
the organisation of the employee’s roles, pay and working conditions
What are HR Managers responsible for?
- employee motivation
- employees ability to contribute to business objectives (through training, supporting employees and performance management)
Link b/w make a profit and managing employees
Lower staff turn over lower costs b/c don’t have to pay expenses to replace (recruitment and training)
Define motivation
factors that drive an employee to strive to achieve in the workplace
Why do organisations want motivated employees
= more productive → profit
= more pride in work → better quality → increased market share
= less likely to take leave or resign = lower staff absenteeism and lower staff turnover = more productive + less costs
4 things that must be in any description of Maslow’s theory
- needs based → motivation comes from needs being met
- needs = physiological, safety and security, belonging, esteem and self-actualisation
- needs = hierarchical
- once need met it is no longer a motivator
What are physiological needs?
Basic requirements for human survival (food, water and shelter) – fulfilled in the workplace through minimum pay and working conditions
Sign Physiological needs are not being met
under payment
insufficient hours
What are safety and security needs
desire to be free form harm = OH&S (physical and psychological) + job security
Sign security needs are not being met
Threat to continued employment/threat of job losses
Fear of change - e.g. new tech and not being able to adapt
Bullying/harassment
Unsafe working conditions
What are belonging needs?
Desire for sense of belonging/connection - both to others and to the business
What are esteem needs
The desire to feel important, valuable and respected
What are self-actualisation needs
the realisation of one’s full potential
How to meet security needs
- Create job security - e.g. contracts OR offering training during change to help adapt
- Ensure employees have safe and healthy work conditions (OH&S or harassment policies)
- Superannuation and insurance
- Competent, consistent and fair management
How to meet belonging needs
Organise groups of staff to work on projects/solve problems
Organise staff gatherings. Morning tea, after work events
Events to interact with clients
Celebrating milestones
How to meet esteem needs
Performance pay
Recognition for work at whole staff events/meetings
Being made an example of in the day to day operations-→ Praise
Promotions
Expanding responsibilities
How to meet self-actualisation needs
Provide challenging work
Provide opportunities for skill and knowledge development
Allow them to express creativity/innovation/capacity
5 elements of a description of Lawrence’s theory
- employees motivated by drives
- drives = bond, acquire, learn, defend
- different employees place different levels of importance on specific drives
- drives can vary in importance for individuals at different times
- Role of manager = diagnose what drives are not being satisfied and devise a strategy to satisfy
What is the drive to bond?
desire to form relationships with other individuals and groups and to feel supported and included.
Business context = feeling proud to belong to a business – greatly impacted if business does something to betray feeling of pride