unit 3 AOS 2 Flashcards
chapter 2 - human resource management
what is human resource management
**- The area of a business that is responsible for managing the relationship between employees and the employer/the business **
The aim is to have the best employees, in the right roles, preforming to a high level
The effective management of the formal relationship between the employer and employees
Human resource management relationship to business objectives
Having employees preforming to a high level and aligning the work they do to the objective, will ensure the objective is achieved
what is motivation
- The individual, internal process that directs, energies and sustains a persons behaviour
The drive a person has to exert effort towards the achievement of something
what are the 5 basic needs of maslow’s theory (in order)
psychological needs - basic biological needs such as food, water and shelter.
* Basic pay and working conditions*
safety needs - security, stability and protection from harm.
* Job security and safe workplace *
social needs - strong relationships, affection and sense of community.
Team work, social events, supportive management
esteem needs - self-esteem, respect and recognition.
* Recognition & rewards, promotions, responsibility *
self actualisation needs - personal growth, reaching potential.
* Opportunities to take on new challenges, employee development*
advanatges of maslows theory
- Provides managers a scaffold on how to motivate employees
- Following the theoryin order allows the business to increase motivation for all employees
- Demonstrates how motivation can be increased over the long term. Through the working life of the employee
disadvantages of maslows theory
- It can be difficult to identify where the employees are on the hierarchy
- It can be difficult to monitor the progression through the hierarchy
-Doesn’t consider individual differences
what are the 5 key factors that influence motivation when setting goals in locke and lathams theory
clarity - goals must be clear and specific
challenge - challenging goals will create more motivation than easy goals
commitment - employees must be committed to their goals in order to achieve them
feedback - regular feedback is important as it helps the employee monitor their progress towards the goal
task complexity - whilst challenging goals are important, the tasks should not be too complexed that the employee does not have the ability to complete
advantages of locke and lathasms goal setting theory
- Setting clear and challenging goals that are not overwhelming improves motivation and works towards business objectives
- Continues to improve the ability of the employees as they are challenged constantly
- Improved relationship between managers and employees as they work collaboratively to set goals and provide feedback
- Staff will preform at a higher standard due to their clear specific goals
disadvantages of locke and lathams goal setting theory
- Time consuming to set goals and provide constant feedback
- Employees might focus so intently on their goals that they ignore other aspects of their job
- Failing to meet a goal could harm employee confidence
what are the four drives of lawrence and nohria four drive theory
acquire - where individuals desire material possession, status and power
bond - where individuals desire social interactions and connection with others
learn - where individuals desire personal and professional growth and development
defend - - where individuals desire to protect themselves and others from harm
advanatges of lawrence and nohrias four drive theory
- Drives work independently, allowing management and employees to be flexible in the behaviours or strategies selected/implemented
- Adaptable to complicated environment or situations
- Convert into effort that is directed at improving behaviour, thereby improving business performance and achieving objectives
disadvantages of lawrence and nohrias four drive theory
- Difficult to identify and monitor the more dominant drive in individuals
- Difficult to satisfy the drive for all employees. e.g. drive to acquire can be expensive or challenging to promote all employees
what is an extrinsic award
- An extrinsic reward is a tangible or physical reward given to someone for achieving something.
- E.g. financial reward, a certificate or trophy, or some other form of recognition coming from another person or organisation.
what is an intrinsic reward
- An intrinsic reward is an intangible reward that comes from within the person achieving success or performing well.
- E.g. sense of satisfaction or fulfilment that the person feels at having accomplished something, or successfully met a challenge.
what are the extrinsic rewards for maslows theory
- Physiological needs: satisfactory pay to afford food, clothing and shelter
- Safety and security needs: safe working conditions and job security
- Social needs: supportive management, opportunities for teamwork, and involvement in decision - making
what are the intrinsic rewards for maslows theory
- Social needs: sense of belonging and loyalty to the business
- Esteem needs: sense of accomplishment, fulfilment, personal growth, and development gained from achievement
- Self actualisation needs: emphasis on personal growth and fulfilment as the primary motivators for employees
what are the extrinsic rewards for locke and latham’s theory
- Pay rises: (or other finical rewards)
- Promotion: to a more responsible position
what are the intrinsic rewards for locke and latham’s theory
- Clarity of goals: provides certainty and predictability
- Challenging goals: greater satisfaction upon successful achievement
- Commitment to goals: employee input into goals setting leads to greater satisfaction upon achievement
- Positive and regular feedback: keeps the employee focused and contributes to the sense of achievement
- Task complexity: a task challenging enough to increase satisfaction and a sense of achievement without overwhelming the employee
what are the extrinsic rewards for lawrence and nohrais theory
Drive to acquire: satisfied by extrinsic rewards such as materials, but can also come from intrinsic rewards like achieving status and influence.
what are the intrinsic rewards for lawrence and nohrais theory
- Drive to bond: supported by teamwork, fostering trusts between management and employees as well as personal friendships
- Drive to learn: gaining pride in work through acquiring new skills and qualifications, and finding tasks challenging and interesting.
- Drive to defend: fostered by fairness and consistency in management style, leading to trust and reduced fears
maslows theory comapred with locke and latham (goal setting)
similarties - Goal achievement in Locke and Latham’s theory resembles fulfilling esteem and self actualisation needs in Maslow’s theory
difference - Maslow’s theory involves an ongoing, long-term process where individuals progress through a series of steps in the hierarchy of needs. However Locke and Latham’s theory is more short-term, as the achievement of goal marks the end of one process
locke and latham comapred with lawrence and nohria (four drive)
similarities - The rewards obtained form achieving goals in Locke and Latham’s theory can be associated with Lawrence and nohrias drive to acquire.
differences - In Locke and Latham’s theory, a person is usually pursing one specific goal at any given time, whole Lawrence and nohrias theory assumes that a person needs to satisfy all four drives at the same time
maslows theory compared with lawrence and nohria (four drive)
similarties - - The drive to acquire can be compared to Maslow’s physiological needs
The drive to bond aligns closely with social needs on Maslow’s hierarchy
differences - Maslow’s theory assumes a sequential set of steps. A person will satisfy one level; in the hierarchy before moving to the next one. In contrast, satisfying the four drives can occur simultaneously.
what are motivation strategies - list the 5
Strategies are specific actions that a business take to achieve an outcome / goal / objective
- performance related pay
- career advancement
- investment in training
- support stratgies
- sanction stratgies
what is performance related pay - advantages and disadvantages - short term or long term
Where an employees salary or bonus is related to their performance. Employees are motivated to work towards their set targets as they strive to increase their level of pay
advantges
- Improves the performance of employees as they chase higher income
- improves productivity levels and commitment to the business
disadvantages
- May develop a competitive culture, undermining teamwork
- Can be expensive for the business
short term motviater - Employees are driven to work hard and to be paid more in the short term
long term motivator - Can lose effectiveness as employees become motivated by other factors
- Once employee is comfortable with their wage, it can lose impact
career advancement - advantages and disadvantages - short term or long term
Where an employee has the opportunity to take on greater responsibility in the business through the use of promotions
Employees can be motivated to preform well to give them a greater chance of promotion
advnatages
- Helps attract and maintain quality employees
-Creates motivation for others as they see their colleagues being promoted
disadvantages
- Difficulty providing career advancement for all employees
-Some employees may resent missing out on promotions
short term motivator – Employee driven to work hard knowing they can receive a promotion in the near future
long term motivator - Increased loyalty between the business and the employees increasing the commitment from employees
investment in training
The process of improving the skills of the employee so they can preform the job to a higher level
advantages
- Quality of work increases as the skills of the employees improve
- Training can be aligned with business objectives
disadvantages
- Expensive and time consuming to provide regular training
- Employees may leave the business after improving their skills, creating a loss of investment
short term motivator - Employees are excited to use their new skills in their work
long term motivator - Ongoing investment in training can lead to long term motivation as the employee is driven to develop themselves
support strategies
Where employees are provided with the resources they need to preform their role
advantages
- Creates a positive work environment
- Can improve wellbeing, job satisfaction and loyalty
disadvantages
- may be challenging to provide required support for all employees
- Can be costly for the business
short term motivator - Can reduce stress levels, improving motivation in the short term
long term motivator - Employees feel valued and supported, increasing the level of loyalty towards the business
sanction strategies
Where employees receive penalties or consequences for poor performance or behaviour
advantages
- Can discourage negative behaviours and reinforce positive behaviours
- can change behaviour quickly
disadvantages
- May create a culture based around fear and mistrust
- May cause resentment for employees
short term motivator - Employees that see an employee sanctioned may be motivated to ensure they are not sanctioned
long term motivator - Employees may fee resentful or disengaged if they feel they are punished unfairly or too often or if others are treated unfairly
what is training
Training is the process of improving an employees skills and knowledge so they are able to preform their job more efficiently and effectively
on the job training
process of improving an employees job related skills, at their place of work
The employee is often involved in preforming tasks or observing others in the workplace
advantages
- Employee gains experience on the equipment they will be working on
- Employee experiences real work situations
- less costly
disadvantages
- Potential for workplace distractions
- The quality of the work while training is occurring, may be poor
off the job training
Process of improving an employees skills in a location away from the workplace
e.g. online learning, conferences, workshops
advantages
- No workplace interruptions
- Employees learn from experts in their field, providing broader perspective
disadvantages
- Often more expensive than on the job training
- Not learning on the equipment that will be used in the normal role
what is perfromance management
The process a business uses to evaluate and improve both individual and business performance
what are the 4 performance managemnet stragigies
mangement by objectives (MBO)
Performance appraisal
Self - evaluation
Employee observations
management by objectives MBO
Managers and employees agree on a set of goals for employees - goals contribute the business objectives
The objectives are then used to evaluate the employees performance at regular intervals and provide feedback
advantages
- Employees and managers are both clear on performance expectations
- Goals are aligned, so the work of employees contributes to the business objectives
disadvantages
- Can be time consuming to set goals and provide regular feedback
- Staff who meet objectives may expect a pay rise or promotion - this can be expensive for the business
performance appraisal
A formal evaluation on how well an employee is performing in their role
Performance appraisal often occur on a regular basis e.g. every 6 - 12 months
Evaluation will normally be conducted by the employees manager/supervisor
advantages
- Provides feedback to employee
- Identifies areas for growth, leading to improved future performance
disadvantages
- Can be time consuming, particularly if the whole business goes through the process at the same time, or if the cycle gets shorter (such as monthly or weekly)
- Can be a time of stress for managers and employees
Self - evaluation
