unit 3 AOS 2

Question 1

what is human resource management

Answer 1

**- 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

Question 2

Human resource management relationship to business objectives

Answer 2

Having employees preforming to a high level and aligning the work they do to the objective, will ensure the objective is achieved

Question 3

what is motivation

Answer 3

• 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

Question 4

what are the 5 basic needs of maslow’s theory (in order)

Answer 4

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*

Question 5

advanatges of maslows theory

Answer 5

• 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

Question 6

disadvantages of maslows theory

Answer 6

• 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

Question 7

what are the 5 key factors that influence motivation when setting goals in locke and lathams theory

Answer 7

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

Question 8

advantages of locke and lathasms goal setting theory

Answer 8

• 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

Question 9

disadvantages of locke and lathams goal setting theory

Answer 9

• 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

Question 10

what are the four drives of lawrence and nohria four drive theory

Answer 10

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

Question 11

advanatges of lawrence and nohrias four drive theory

Answer 11

• 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

Question 12

disadvantages of lawrence and nohrias four drive theory

Answer 12

• 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

Question 13

what is an extrinsic award

Answer 13

• 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.

Question 14

what is an intrinsic reward

Answer 14

• 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.

Question 15

what are the extrinsic rewards for maslows theory

Answer 15

1. Physiological needs: satisfactory pay to afford food, clothing and shelter
2. Safety and security needs: safe working conditions and job security
3. Social needs: supportive management, opportunities for teamwork, and involvement in decision - making

Question 16

what are the intrinsic rewards for maslows theory

Answer 16

1. Social needs: sense of belonging and loyalty to the business
2. Esteem needs: sense of accomplishment, fulfilment, personal growth, and development gained from achievement
3. Self actualisation needs: emphasis on personal growth and fulfilment as the primary motivators for employees

Question 17

what are the extrinsic rewards for locke and latham’s theory

Answer 17

1. Pay rises: (or other finical rewards)
2. Promotion: to a more responsible position

Question 18

what are the intrinsic rewards for locke and latham’s theory

Answer 18

1. Clarity of goals: provides certainty and predictability
2. Challenging goals: greater satisfaction upon successful achievement
3. Commitment to goals: employee input into goals setting leads to greater satisfaction upon achievement
4. Positive and regular feedback: keeps the employee focused and contributes to the sense of achievement
5. Task complexity: a task challenging enough to increase satisfaction and a sense of achievement without overwhelming the employee

Question 19

what are the extrinsic rewards for lawrence and nohrais theory

Answer 19

Drive to acquire: satisfied by extrinsic rewards such as materials, but can also come from intrinsic rewards like achieving status and influence.

Question 20

what are the intrinsic rewards for lawrence and nohrais theory

Answer 20

1. Drive to bond: supported by teamwork, fostering trusts between management and employees as well as personal friendships
2. Drive to learn: gaining pride in work through acquiring new skills and qualifications, and finding tasks challenging and interesting.
3. Drive to defend: fostered by fairness and consistency in management style, leading to trust and reduced fears

Question 21

maslows theory comapred with locke and latham (goal setting)

Answer 21

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

Question 22

locke and latham comapred with lawrence and nohria (four drive)

Answer 22

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

Question 23

maslows theory compared with lawrence and nohria (four drive)

Answer 23

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.

Question 24

what are motivation strategies - list the 5

Answer 24

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

Question 25

what is performance related pay - advantages and disadvantages - short term or long term

Answer 25

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

Question 26

career advancement - advantages and disadvantages - short term or long term

Answer 26

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

Question 27

investment in training

Answer 27

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

Question 28

support strategies

Answer 28

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

Question 29

sanction strategies

Answer 29

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

Question 30

what is training

Answer 30

Training is the process of improving an employees skills and knowledge so they are able to preform their job more efficiently and effectively

Question 31

on the job training

Answer 31

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

Question 32

off the job training

Answer 32

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

Question 33

what is perfromance management

Answer 33

The process a business uses to evaluate and improve both individual and business performance

Question 34

what are the 4 performance managemnet stragigies

Answer 34

mangement by objectives (MBO)

Performance appraisal

Self - evaluation

Employee observations

Question 35

management by objectives MBO

Answer 35

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

Question 36

performance appraisal

Answer 36

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

Question 37

Self - evaluation