unit 3 aos 2 Flashcards
HUMAN RESOURCE MANAGEMENT:
Organization of employees’ roles, pay and working conditions.
Motivation:
The force that drives people to exert effort over a period of time.
Motivation leads to:
Improved staff morale
Greater productivity
+ success in achieving business objectives
What can come out of motivation?
Better career paths, promotions , increased willingness to work
MASLOW’s HIERARCHY OF NEEDS:
suggests that all humans have five fundamental needs that they strive to achieve in a sequential order.
5) Self-actualization needs (wants/needs, ‘better yourself’)
4) Self-esteem needs (respect, position/promotion)
3) Social needs (friends, community, belonging)
2) Safety needs (job security (ongoing position))
1) Physiological needs (payday, salary)
STRENGTHS OF MASLOW’S
Clear structure for business, employees can achieve full potential
WEAKNESSES OF MASLOW’S
Assumes employees are motivated by the same things in the same priority order, assumes there is nothing else that can motivate employees
FOUR-DRIVE THEORY: Lawrence & Nohria’s Four Drive Theory
Acquire: Motivated employees to acquire status, accomplishments, and power
Bond: Employees want to feel a sense of belonging to business
Defend: People driven to defend position, accomplishments, colleague, family or friends
Comprehend: Pushes people to seek out information and learn something new/how things work
Locke & Latham Goal Setting Theory:
Motivational theory that states setting goals improves performance
Examples of Four Drive Theory (ACQUIRE)
Rewards, remuneration, recognition
Examples of Four Drive Theory (BOND)
Collaboration in smaller groups = reaches business objectives
Open communication
Examples of Four Drive Theory (COMPREHEND)
Training
Examples of Four Drive Theory (DEFEND)
Job security
Promotions
Variables that can impact our chances of success in applying goal theory:
Performance
Clarity
Goal commitment
Task complexity
Goals should be:
simple, clear, specific
Should have everyone understand what is expected, and the result that will be rewarded.
Challenge:
The opportunity to complete a task that is highly valued by the management of a business can provide motivation to an employee
Commitment:
Goals set by management, but more motivating with employee input
Task complexity:
Employees to receive necessary training to develop skills over time, deadlines should align with abilities.
Feedback:
Helps recognize progress, adjust goals and clarify expectations.
Strengths of Goal Theory
Individual specific approach
Aligns with business objectives + personal goals
Weakness of Goal Theory:
Time consuming
Can be hard to align with business objectives + personal goals
Motivation strategies:
Performance-related pay, career advancement, investment in training, support, sanction
Performance-related pay:
Motivation strategy is a financial reward for reaching or exceeding a set business goal (pay rise, bonus, commission on sales)
Strengths of performance-related pay:
Personal goal focused, objective can be powerful
Weakness of performance-related pay:
Competitive, hard to focus on team goals
Career advancement:
Motivation strategy is the upwards progression of an employee’s job position
Strength of career advancement:
Develops broader skill + knowledge base (long-term opportunities)
Weakness of career advancement:
Demotivating if opportunities are not available
May lose focus on business objectives
Investment in training:
Motivation strategy in allocating resources to improve employees’ skills + knowledge
Strengths in investment in training:
Targeted at business objectives
Leads to productivity gains + quality improvements
Weaknesses in investment in training:
financially expensive
If employee leaves, they take your investment with them
Support:
Motivation strategy is providing employees with any assistance that improves their satisfaction at work
Strengths of support:
Employees feel valued
Manager directly involved with motivational focus
Weaknesses of support:
May involve a lot of management time meeting + supporting the employee
May take a long time to see the benefits develop
Sanction:
Motivation strategy is penalizing employees for poor performance or breaching business policies
Strengths of sanction:
Powerful to employees motivated by fear
Lead to focused and hopefully predictable responses
Weaknesses of sanction:
Does not support employees
Long-term resistance/employees may leave the business
Training:
providing an employee with the skills + knowledge needed to complete a job
On-the-job training:
knowledge/skills within the workplace.
Examples of on-the-job training:
Coaching, apprenticeships, mentored by supervisor
Advantages of on-the-job training:
Develop strong interpersonal relationships
perform their role while training
Disadvantages of on-the-job training:
Lack amount of experienced staff to train employees
may become distracted by workplace
Off-the-job training:
Improving knowledge/skills in a location external to the business.
Examples of off-the-job training:
Attend conferences,
attaining specific qualifications (TAFE),
Advantages of off-the-job training:
Receiving information from professionals,
does not take experienced employees away from the job
Disadvantages of off-the-job training:
Businesses workflow may be disrupted,
employees may struggle to apply new knowledge in the workplace
Performance management:
Allows human resource managers to determine if employees are completing their tasks to the desired quality and identify areas that need improvement.
MANAGEMENT BY OBJECTIVES:
Managers and employees collaboratively setting individual goals that contribute to wider business objectives.
PERFORMANCE APPRAISAL:
Managers ASSESS performance of an employee against a range of criteria, providing feedback and establishing plans of improvement for the future.
SELF-EVALUATION:
Employee assessing their individual performance against a set criteria.
EMPLOYEE OBSERVATION:
Range of employees from different levels of authority assessing other employees performances against a set criteria.
REDUNDANCY:
Employee no longer working for business because there is insufficient work or their job no longer exists.
Reasoning: (redundancy)
No longer enough work
Cannot afford to pay current level of employees
DISMISSAL: (firing, sacking)
Involuntary termination of an employee who fails to meet required standards or displays unacceptable/unlawful behaviour
ENTITLEMENT ISSUES:
After employee termination, there is a range of entitlement issues an employer must consider. (ANNUAL LEAVE, REDUNDANCY PAY, NOTICE OF TERMINATION, etc.)
TRANSITION ISSUES:
Process of leaving a business can be difficult for employees (financial uncertainty, stress, etc.)
Workplace relations:
Interactions between employers and employees to achieve wages + conditions that satisfy both the business and employees
Role of human resource managers:
Coordinate the relationship between employees + management within businesses.
Role of employees:
Must follow + understand workplace safety procedures
Not misuse confidential information
Obey terms in contract
Role of employer associations:
Advisory body who assist employers in understanding + upholding legal business obligations
Role of unions:
Organization composed of individuals who represent and speak on behalf of employees in an industry to protect + improve their wages and working conditions.
Role of fair work commission:
(Australia’s independent workplace relations tribunal and has a range of responsibilities outlined by the Fair Work Act)
- National minimum working standards
- Establish awards
Award:
Legal document which outlines minimum wages + conditions of work across an entire industry
National Employment Standards (NES)
Expected to uphold, set by FWC
- Annual leave
- Parental leave
- Maximum weekly working hours
Awards: advantages
Improves transparency and equality between employees
Can reduce time in determining wages
Awards: disadvantages
No relationship between the employers and employees as they are not involved in negotiation
Employees may be less satisfied (only receive minimum wages)
Agreements:
Legal document which outlines the wages + conditions of employees and is applicable to a particular business/group of businesses
Agreements: advantages
Better relationship between employees + employers (involved in negotiations)
Represented by their union
Agreements: disadvantages
Increases inequality in wages compared to employees in other businesses
Time-consuming
DISPUTE RESOLUTION:
Conflict between workplace participants because of disagreement
Mediation:
Impartial third party facilitating + guiding discussion between disputing parties to help each side of the conflict to reach a resolution THEMSELVES.
Mediation: advantages
Promotes positive working relationships
Less expensive
Mediation: disadvantages
Unbalanced power
Waste of time if decision is not reached
Arbitration:
Independent third-party hearing arguments from both parties + making a LEGALLY BINDING decision to resolve conflict.
Arbitration: advantages
Legally binding,
employees are not coerced into accepting
Arbitration: disadvantages
Less control over decision,
Result in future disputes as one party may not be happy
