Unit 3 AOS 2 Flashcards
1
Q
Human resource management responsibilities and how it achieves business objectives
A
In a business, human recourses are responsible for the organization of employees’ roles, pay and working conditions. This area can help a business achieve business objectives by ensuring employees are satisfied with their roles and working conditions. If employees were unsatisfied overall it can affect business performance and inhibit a business achieving its business objectives.
2
Q
How does managing employees affect the business objective “make a profit” due to job satisfaction
A
If employees are managed accurately job satisfaction can be satisfied with employees and therefore increase job permanence this can affect the business through the reduction of hiring and training new replacement employees which in turn directly affects the objective of making a profit as expenses are reduced
3
Q
How does managing employees affect the business objective “Increase market share” due to job satisfaction
A
Increased job satisfaction improves the quality of goods and services manufactured and delivered. This then affects the business by supplying quality goods that can increase satisfaction and lead to increased sales. This can then lead to increased market share due to the increase in sales
4
Q
How does managing employees affect the business objective “Meet shareholder expectations” due to job satisfaction
A
Increased job satisfaction can also motivate employees to work. This can affect the business to increase sales and therefore profit allowing for shareholders to be paid higher dividends and an increase of share price.
5
Q
How does managing employees affect the business objective “Fulfill a market need” due to job satisfaction
A
Increased job satisfaction can promote employees to contribute to creative and innovative ideas. This can affect the business as due to the addition of employee ideas can help the business meet customers’ needs. Which is achieving fulfilling a market need
6
Q
How does managing employees affect the business objective “Fulfill a social need” due to job satisfaction
A
Increased job satisfaction can increase employees’ support for business initiatives. Which in turn employee input can increase the success of initiatives that aid the community or reduce waste. Which meats the requirements of fulfilling a social need.
7
Q
Define Maslow’s hierarchy of needs
A
Maslow’s hierarchy of needs is a motivation theory that suggests employees have five fundamental needs which they strive to fulfill in a set order. This theory was developed by Abraham Maslow an American psychologist and professor. The needs are physiological, safety and security, social, esteem and self-actualization (lowest to highest)
8
Q
Maslows Hierarchy of needs: Physiological needs and how it is fulfilled within a business
A
Maslow’s theory states that physiological needs is the first tier in the hierarchy as individuals are unlikely to be motivated by other factors until their survival needs are met. Within a business, employees fulfill these requirements by using the wages they earn from work to purchase essential items, such as meals and housing. A manager can also support these needs by providing employees with a living wage (minimum income to survive) which can enable employees to meet all there survival needs and then move to the next tier of the hierarchy.
9
Q
Maslows Hierarchy of needs: Safety and security and how it is fulfilled within a business
A
Maslow theory states that individuals have safety and security needs as there is a desire to avoid environments or events that pose a risk to their physical, mental or emotional health To satisfy safety needs a manager can ensure that their workplace is abiding by all OH&S regulations, employees are trained to use dangerous equipment and protective clothing is available to all employees. This minimizes hazards in the workplace and promotes physical safety. To satisfy security needs a manager can provide long-term employment contracts to enhance job security and introduce anti-discrimination policies. This reduces an employee’s anxiety regarding their job status and promotes fair treatment. Ensuring that the workplace is free from threat or danger allows employees to become motivated to fulfil the next need in the hierarchy
10
Q
Maslows Hierarchy of needs: Social needs and how it is fulfilled within a buisness
A
Social needs are the desires for interpersonal relationships across all aspects of an individual’s life, including within and outside of the workplace. For an employee, relationships at work may be between themselves and their peers or managers. A manager can satisfy social needs by encouraging team-based work, celebrating employee birthdays and organizing collaborative events to commemorate important milestones. By ensuring that employees feel a sense of belonging at work, managers can motivate them to fulfill the next need in the hierarchy.
11
Q
Maslows Hierarchy of Needs: Esteem needs and how it is fulfilled within a business
A
Once employees gain a sense of belonging they will desire attention and independence where within a workplace seek to satisfy esteem needs through achieving a higher job status, or financial bonuses for performance A manager can fulfill the esteem needs of employees by recognizing high performance with rewards, expanding job responsibilities and promoting employees to higher positions. By fulfilling an employee’s esteem needs, a manager can increase their productivity and performance as they become motivated to achieve the final need in the hierarchy.
12
Q
Maslows Hierarchy of needs: Self-actualization and how it is fulfilled within a business
A
Self-actualization is the final need in Maslow’s theory as it relies on the intrinsic motivation of an individual to accomplish their goals and objectives. Where employees strive to achieve personal growth through there work. In the workplace, a manager can facilitate self-actualization by providing employees with challenging work, opportunities for skill and knowledge development and allow them to express their creativity. Through the achievement of self-actualization, employees can perform at their highest possible level which also improves the business’s overall performance.
13
Q
Define Social needs
A
are the desires for a sense of belonging and friendship amongst groups.
14
Q
Define Esteem needs
A
are the desires to feel important, valuable and respected
15
Q
Define Self-actualisation
A
is the realization of one’s full potential through creativity and personal growth.
16
Q
The advantages and disadvantages of Maslow’s hierarchy of needs: Buisness
A
Advantages: • Can give managers a clear path to motivate employees. • Can help a manager to determine which level is motivating an employee. • Employees who reach self-actualization can improve business performance to a higher degree. Disadvantages: • Can be difficult to measure if employee needs are being satisfied. • Assumes all employees are motivated in the same order.
17
Q
The advantages and disadvantages of Maslow’s hierarchy of needs: Time
A
Advantages: • Motivation can occur quickly when employees move up the hierarchy Disadvantages: • It may be time-consuming for a manager to determine the level of each individual employee. • It can be time-consuming to implement different strategies for individual employees.
18
Q
The advantages and disadvantages of Maslow’s hierarchy of needs: Money
A
Advantages: • Satisfying safety and security and social needs typically does not increase business expenses. Disadvantages: • Satisfying physiological and esteem needs may increase business expenses.
19
Q
The advantages and disadvantages of Maslow’s hierarchy of needs: Employee
A
Advantages: • Employees can work in an engaging an environment that allows them to reach their full potential. Disadvantages: • Not all employees will be motivated by the same needs at once. • Assumes that there are no other core needs which can motivate employees
20
Q
What are the 5 stages of Maslows Hierarchy of needs?
A
physiological safety and security social esteem self-actualization (lowest to highest)
21
Q
What is the four drive theory
A
The 4-Drive Theory developed in 2002 by Lawrence and Nohria states that for Employee Motivation there are four main drives that motivate employees that within a business can create a motivating workplace. The four drives are: drive to learn,acquire, defend, bond
22
Q
What are the 4 drives of the four drive theory
A
- drive to acquire 2. drive to bond 3. drive to learn 4. drive to defend
23
Q
Define drive to acquire and how it effects employees and how managers can implement this drive
A
The drive to acquire is the desire to achieve rewards and high status. Employees with a drive to acquire are motivated to receive both financial rewards and non-financial rewards for their work. r In business, a manager can increase employee motivation and fulfill the drive to acquire by rewarding employees that contribute to business objectives.
24
Q
Define drive to drive to bondand how it effects employees and how managers can implement this drive
A
The drive to bond is the desire to participate in social interactions and feel a sense of belonging. Employees with a drive to bond are motivated to engage in social activities with others to develop positive relationships. Within a business, a manager can motivate employees and fulfil the drive to bond by developing an inclusive environment and encouraging employees to work with each other.
25
Define drive to learn and how it effects employees and how managers can implement this drive
The drive to learn is the desire to gain knowledge, skills, and experience. Employees with a drive to learn are motivated to improve their capabilities at work through training, mentoring and taking on new tasks. In business, a manager can motivate employees and fulfill the drive to learn by implementing programs that educate and upskill them.
26
Define drive to defend and how it effects employees and how managers can implement this drive
The drive to defend is the desire to protect personal security as well as the values of a business. The drive to defend can motivate employees in two different ways. Firstly, employees are motivated on an individual level to protect themselves from harm. Employees desire to preserve their own safety by ensuring they receive fair treatment, have job security, and trustworthy managers. Secondly, employees are motivated on a collective level to protect a business from harm. A business can motivate employees and fulfil the drive to defend by aligning their vision and policies with employee values. In addition, managers should lead by example, treat employees fairly and aim to increase levels of trust. This can then encourage employees to identify with the values of the business.
27
Rewards that fulfil the drive to acquire include:
Financial:
* Bonuses for reaching performance goals.
* Raise in wage.
* Increase in salary due to promotion.
Non-Financial:
* Clear pathways for promotion.
* Prestigious job titles.
* Increase in range of responsibilities and tasks
28
Activities that can develop employee knowledge and drive to learn include:
• Conducting internal and external training seminars and courses. • Pairing junior employees with a senior mentor. • Allowing employees to regularly take on different types of tasks. • Sponsoring employees to pursue further qualifications, such as a university degree.
29
Define safety and security needs
individuals have safety and security needs as there is a desire to avoid environments or events that pose a risk to their physical, mental or emotional health
30
Physiological needs
the basic needs of an individual to live with appropriate living standards.
31
Locke and Latham’s goal-setting theory
The goal-setting theory is a motivation theory which states that employees strive to achieve well-defined objectives. Where states that managers can use goals that fulfill five key principles to motivate employees within the workplace.
32
The five principles and definition of goal setting theory
Clarity: Where goals are specific and are clear and easy for employees to understand what is expected of them
Commitment: Employees are involved in setting goals which also include the personal interests of employees.
Challenge: Goal should be difficult enough to encourage employees to develop and grow in order to achieve it
Task complexity: The task should not be so complex that it is unachievable by employees or being overwhelming. Employees should also be trained in order to achieve those goals
Feedback: Managers should support employees and adjust goals if needed and also monitor employee progress and encourage employees to maintain or get back on track to achieve goals.
33
The advantages and disadvantages of the goal-setting theory: Business
Advantages:
* Goals can align employee efforts with achieving business objectives to improve business performance.
* Setting goals with employees can improve their relationship with managers
Disadvantages:
•It may be difficult for a manager to align an employee’s personal goals with business objectives.
34
The advantages and disadvantages of the goal-setting theory: Employee
Advantages:
* An employee can gain a clear understanding of management’s expectations through clear goals and feedback.
* Employees may be more motivated to complete tasks if work goals align with their personal interests.
Disadvantages:
• Too many goals at once can be stressful and may demotivate employees
35
The advantages and disadvantages of the goal-setting theory: Time
Advantages: • After a goal is set, its success can be measured quickly. Disadvantages: • Setting goals and providing feedback to each employee can be time-consuming for management.
36
The advantages and disadvantages of the goal-setting theory: Money
Advantages: • When employee goals align with business objectives they can contribute to completing goals. Disadvantages: non-stated
37
Performance-related pay as a motivation strategy:
It is a financial reward for reaching or exceeding a set business goal. The aim of performance-related pay aims to encourage employees to perform a particular task or reach a specified goal (remuneration). Which can help increase employee productivity and can come in forms such as a bonus or a pay rise.
38
Career advancement as a motivation strategy
Career advancement as a motivation strategy is the upwards progression of an employee’s job position.
39
Career advancement
is a non-financial strategy that can increase an employee’s performance through promotions or more challenging roles. The opportunity to progress to a higher position can motivate employees who want more responsibility and authority in the workplace.
40
Investment in training as a motivation strategy
Investment in training as a motivation strategy is allocating resources to improve employees’ skills and knowledge.
41
Investment in training
is a non-financial strategy that equips employees with the expertise needed to perform at a higher level. It motivates employees by providing opportunities for employees to learn and develop their abilities and skills through their work.
A manager can implement investment in training by: mentoring and training programs
42
Advantages and disadvantages of investment in training as a motivation strategy: Business
Advantages:
* Employees can undertake tasks in a more productive manner due to improvements in skill.
* Can build a strong relationship between management and employees as both parties benefit.
Disadvantages:
* Employees may be absent from work to undertake training.
* Training may not be directly relevant to work undertaken by employees.
43
Advantages and disadvantages of investment in training as a motivation strategy: Employee
Advantages:
* Employees may feel valued as the business wants to advance their skills.
* Employees may experience improved job satisfaction as they can perform their roles better.
Disadvantages:
• Some employees may not value increasing their skills and knowledge.
44
Advantages and disadvantages of investment in training as a motivation strategy: Time
Advantages:
* Once employees have been trained, the gained experienced can aid in increase work production therefore increasing efficency
Disadvantages:
* Training employees is time consuming and can delay the completion of work tasks.
45
Advantages and disadvantages of investment in training as a motivation strategy: Money
Advantages:
* Non-stated
Disadvantages:
* Training programs can be costly to run.
46
Support as a motivation strategy
Support as a motivation strategy is providing employees with any assistance that improves their satisfaction at work.
47
Support and how it can be implemented through managers
Support is a non-financial strategy that aims to ensure that managers provide employees with the resources necessary to perform to a high level. Support motivates employees as it makes them feel valued, understood and considered by managers.
A manager can implement support through:
* Regularly checking on their health and wellbeing.
* Praising and encouraging good performance.
* Recognizing achievements using awards.
* Accommodating for an employee’s out-of-work obligations.
48
Advantages and disadvantages of support as a motivation strategy: Business
Advantages:
• Employees who feel supported are less likely to leave the business.
Disadvantages:
• Relies on the manager having good interpersonal skills
49
Advantages and disadvantages of support as a motivation strategy: Employee
Advantages:
• Employees feel valued by managers as their wellbeing is being supported.
Disadvantages:
nil
50
Advantages and disadvantages of support as a motivation strategy: Money
Advantages:
• Implementation involves very few additional expenses.
Disadvantages:
nil
51
Advantages and disadvantages of support as a motivation strategy: Time
Advantages:
nil
Disadvantages:
* It can be time-consuming for a manager to maintain.
* May not motivate employees quickly.
52
Sanction as a motivation theory
Sanction as a motivation strategy is penalizing employees for poor performance or breaching business policies.
53
Sanction and how it can be implemented by a manager
Sanction is a non-financial strategy that discourages employees from performing against a business’s expectations. Employees are motivated by sanction as they fear punishment from management. When sanction is utilized, employees are more likely to abide by the business’s policies and increase effort into their work.
This can be implemented through:
* Verbally warning employees.
* Providing written warnings.
* Removing any privileges an employee may have, such as holiday leave.
* Reducing the employment hours of casual or part-time employees.
* Dismissing poor performing staff
54
Advantages and disadvantages of sanction as a motivation strategy: Buisness
Advantages:
• Can pressure employees to act in accordance with management instructions.
Disadvantages:
* Can create a negative corporate culture as tasks are completed out of fear.
* Prolonged use can lead to employees leaving the business.
55
Advantages and disadvantages of sanction as a motivation strategy: Employee
Advantages:
nil
Disadvantages:
• Levels of trust between employee and management may decrease.
56
Advantages and disadvantages of sanction as a motivation strategy: Time
Advantages:
• Can motivate employees immediately.
Disadvantages:
• Replacing employees who have left due to excessive ve penalties can be time-consuming.
57
Advantages and disadvantages of sanction as a motivation strategy: Money
Advantages:
• It does not incur any immediate cost to implement.
Disadvantages:
• Replacing employees who have left due to excessive penalties can be costly through costs of training and implementing them within the workplace.
58
Similarities and differences of Maslow’s hierarchy of needs & Lawrence and Nohria’s four drive theory
Similarties:
* Both are concerned with the physical, social and emotional needs of employees.
* Both suggest that different employees will value different motivators.
Differences:
* Maslow’s hierarchy of needs to be met in a sequential order whereas the four drive theory suggests any drive may be relevant to an employee in no particular order.
* The hierarchy of needs states that employees are motivated to fulfill only one need at a time whereas the four drive theory states that employees behavior can be driven by all needs at one time.
59
Similarities and differences of Maslow’s hierarchy of needs & Locke and Latham’s goal-setting theory
Similarties:
* Both recognize that personal gain is a factor that can motivate employees. Where goals which fulfill the commitment and objective also fufilll personal objectives of employees.
* Both recognize that feedback from management is important. Esteem can be satisfied by recognizing employee efforts. Goals which fulfill the feedback principle requires management to acknowledge the efforts of employees in reaching their goal.
Differences:
* Maslow’s hierarchy of needs focuses on fulfilling one need at a time whereas the goal-setting theory requires all principles to be incorporated for a goal to be motivating.
* Maslow’s hierarchy of needs can be applied by a manager alone whereas the goal-setting theory requires employee input.
60
Similarities and differences of Lawrence and Nohria’s four drive theory & Locke and Latham’s goal-setting theory
Similarities:
* Both recognize that employees are motivated to achieve success. This can be the drive to acquire a higher position or setting the goal of being promoted.
* Both suggest that multiple factors motivate an employee at any given time. And all drives may be active while set business goals should incorporate multiple principles.
Differences:
* The goal setting theory involves employee input whereas the four drive theory is applied by a manager alone.
* The goal setting theory requires a manager to individually address each employee whereas this is not necessary when applying the four drive theory
61
Effect of short term employee motivation: Performance-related pay
Positive effects of performance related pay is that employees can be motivated to improve performance to immediately receive financial rewards. But can have negative effects as employees may be demotivated if they constantly compete with others to achieve financial rewards.
62
Effect of short term employee motivation: Career advancement
Positive effects of career advancement employees can be motivated to quickly take on more responsibility in the workplace. Negative effects are not stated
63
Effects of short term employee motivation: Investment in training
Positive effects:
• Employees can be quickly motivated by an opportunity to upskill.
Negative effects:
• Employees may be demotivated by the inconvenience of training programs.
64
Effects of short term employee motivation: Sanction
Positive effects:
• Employees may be quickly motivated to avoid penalties and punishments due to fear.
Negative effects:
* Employees may be unmotivated due to an overwhelming fear of punishment or penalty, leading to a reduction in work productivity.
* Some employees may resign when faced with penalty or punishment.
65
Effects of long term employee motivation: Performance-related pay
Positive effects:
nil stated
Negative effects:
Employees may be demotivated if the reward does not continuously increase, as it may not seem as valuable.
66
Effects of long term motivation: Career advancement
Positive effects:
• Employees may be motivated by ongoing opportunities to be promoted.
Negative effects:
67
Effects of long term motivation: Investment in training
Positive effects:
* Employees may be motivated on an ongoing basis as they feel they are provided opportunities to develop their knowledge and skills.
* Employees may be motivated on an ongoing basis as they are better skilled to complete job tasks.
* Employees may feel consistently motivated by a positive working environment which promotes learning.
Negative effects:
• Employees may be demotivated by the consistent interruptions caused by training programs.
68
Effects of long term motivation: Support
Positive effects:
* Employees may be motivated on an ongoing basis as they feel management will help them when they face an issue.
* Employees will be more likely to remain at the business as they feel valued by management.
Negative effects:
69
Effects of long term motivation: Sanction
Positive effects:
Nil
Negative effects:
* Employees may be demotivated due to a negative working environment.
* Employees can become desensitized to penalties and punishments, and will not be motivated by their use.
* Some employees may resign when faced with penalty or punishment.
70
What strategies should a manager aims to implement sustain employee motivation over a long period of time
* Career advancement
* Investment in training
* Support
71
What strategies should a manager implement to increase short term employee motivation
* Performance-related pay
* Career advancement
* Investment in training • Sanction
72
Define On-the-job training
On-the-job training is employees improving their knowledge and skills within the workplace.
73
How can on the job training benefit the workplace and how it can be implemented?
Enables employees to interact and become familiar with the equipment, machinery or processes in the workplace, which are related to their role. Helping them to have the knowledge and skills to function effectively within the workplace. This can be implemented through Job Shadowing, coached by experienced employees and rotating employees on different job tasks.
74
The advantages and disadvantages of on-the-job training: Business
Advantages:
• Employees can perform their role while training, minimizing losses to productivity.
Disadvantages:
* The business may lack the amount of experienced staff required to train employees.
* Employees who are not being trained may be disrupted by training processes, lowering productivity
75
The advantages and disadvantages of on-the-job training: Employees
Advantages:
* Individuals who train staff can develop strong work relationships.
* Employees being trained at the workplace can avoid additional training outside of work hours.
Disadvantages:
* Employees completing the training may become distracted by the workplace.
* Employees may learn bad habits from being trained by experienced staff.
* Senior staff may be too busy and unable to focus on other work responsibilities.
76
The advantages and disadvantages of on-the-job training: Time
Advantages:
• Employees can quickly become familiar with work equipment, reducing the time taken during training.
Disadvantages:
nil
77
The advantages and disadvantages of on-the-job training: Money
Advantages:
• Often less expensive than performing training externally, as there are no travel costs.
Disadvantages:
78
Define Off-the-job training
Off-the-job training is employees improving their knowledge and skills in a location external to the business.
79
Examples of off the job training
* Attending conferences that provide theoretical knowledge to employees.
* Performing simulations or workshops where employees apply new skills.
* Attaining specific qualifications from TAFE, university or other higher education courses, that are funded by the business.
* Online training courses that are performed outside of traditional working hours.
80
The advantages and disadvantages of off-the-job training: Business
Advantages:
* Receiving training from professionals can enable employees to perform their roles to a high quality.
* External experts can provide new perspectives on how staff can perform their role to a higher standard.
Disadvantages:
* Having employees away for training can disrupt the workflow of the business, lowering productivity.
* Employees may try and find a job elsewhere with the external qualifications they gain.
81
The advantages and disadvantages of off-the-job training: Employees
Advantages:
* Employees are likely to perform training in an environment meant for training which can reduce distractions.
* Employees’ employability may improve if they receive qualifications or accreditations.
Disadvantages:
* Employees may struggle to apply new knowledge into the workplace if it is only information-based.
* Employees may be unable to translate learned skills to the business’s equipment.
82
The advantages and disadvantages of off-the-job training: Time
Advantages:
Does not take more experienced employees away from their jobs to train other employees, enabling them to remain productive in their own tasks.
Disadvantages:
• Travel times associated with off-site training may be long.
83
The advantages and disadvantages of off-the-job training: Money
Advantages:
-
Disadvantages:
* May involve paying external organisations, which is often expensive.
* Accomodation and travel costs may become expensive, especially when a group of employees are being trained.
84
Define management by objectives
Management by objectives is both managers and employees collaboratively setting individual employee goals that contribute to the achievement of wider business objectives.
85
How can "managment by objectives" be implemented?
Managers will work with employees to create specific goals or targets, provide feedback
86
The advantages and disadvantages of management by objectives: Business
Advantages:
* Aligning employee and business objectives contributes to the achievement of wider business objectives, improving business performance.
* Collaboration between managers and employees when setting objectives can improve workplace relationships.
* The achievement of objectives can create a positive working environment and strengthen corporate culture.
Disadvantages:
• Employees may take harmful shortcuts in their work in order to achieve objectives.
87
The advantages and disadvantages of management by objectives: Employee
Advantages:
* Employees may gain a sense of achievement if they reach their individual goals which can improve motivation.
* As employees are involved in the process of developing objectives they are more likely to be committed to achieving their goal.
* Establishing clear steps towards achieving objectives can allow employees gain a clearer understanding of their role.
* Promotional opportunities may arise for employees who consistently achieve objectives
Disadvantages:
* Failure to achieve personal objectives may be demoralizing.
* Employees may become demotivated if they do not receive compensation or praise after achieving objectives.
88
The advantages and disadvantages of management by objectives: Time
Advantages:
• Reviewing the performance of employees may be done quickly as success is measured against the achievement of objectives
Disadvantages:
• Developing objectives that benefit both the business and employees can take time.
89
The advantages and disadvantages of management by objectives: Money
Advantages:
\*\*find advantages
Disadvantages:
* Employees that achieve objectives may desire compensation or promotions, increasing costs.
* Training courses provided to address employee weaknesses will increase business expenses.
90
Define performance appraisal
A performance appraisal is a manager assessing and testing the performance of an employee against a range of criteria, providing feedback and establishing plans for improvement in the future.
91
What is the use of a manager implementing performance appraisal?
A manager can establish criteria to determine the level of employees performance over a period of time. Where the manager can identify if the employee's performance is sufficient.
92
The advantages and disadvantages of performance appraisals: Business
Advantages:
* Communication between managers and employees during one-on-one reviews can improve workplace relationships.
* The results from this process can outline areas where employees are struggling and training can be implemented to resolve issues.
* Can provide information for managers to determine if any staff require a dismissal.
Disadvantages:
93
The advantages and disadvantages of performance appraisals: Employee
Advantages:
* Increased communication between employees and managers can provide employees with clear direction on how to improve.
* It can increase the number of promotional opportunities for staff who demonstrate strong performance.
Disadvantages:
• Employees may lose motivation if they receive multiple poor performance appraisals.
94
The advantages and disadvantages of performance appraisals. Time
Advantages:
Disadvantages:
• This process can be time-consuming as appraisals review employee performance individually
95
The advantages and disadvantages of performance appraisals: Money
Advantages:
Disadvantages:
* Staff who perform well may desire a promotion or financial reward, increasing expenses.
* Training courses provided to address employee weakness will increase business expenses.
96
Define Self-evaluation and how managers make use of it
Self-evaluation is where an employee assesses their individual performance against a set criteria.
Managers then can use this as a means for employee self-insight where the self-evaluation can encourage discussion between manager and employee regarding personal performance. therefore weaknesses can be identified and thus aimed to be improved.
97
The advantages and disadvantages of self-evaluation: Buisness
Advantages:
• The employer can gain an insight into an employee’s understanding of their own strengths and weaknesses.
Disadvantages:
• If an employee is biased or dishonest in assessing their performance, a manager will not gain reliable information.
98
The advantages and disadvantages of self-evaluation: Employee
Advantages:
* Employees can increase their employability as they highlight their own weaknesses to managers which can lead to relevant training opportunities.
* Employees may be empowered to improve performance as they are directly involved in their own performance management.
Disadvantages:
None stated
99
The advantages and disadvantages of self-evaluation: Time
Advantages:
• It can save managers time as employees evaluate their own performance.
Disadvantages:
• The development of criteria to be used in a self-evaluation can be time consuming
100
The advantages and disadvantages of self-evaluation: Money
Advantages:
Disadvantages:
• Training courses provided to address employee weakness will increase business expenses.
101
Employee observation
Employee observation is a range of employees from different levels of authority assessing another employee's performance against set criteria.
102
How does a manager benefit through implementing Employee observation?
Managers can gain broad insight into an employee’s performance. This method can provide a comprehensive picture of an employee's strengths, weaknesses, and behavior within the workplace. This method occurs whilst employees work so they act unknowingly ensuring an unbias observation of their performance.
103
The advantages and disadvantages of employee observation: Buisness
Advantages:
* Involves a variety of employees, improving the interconnectedness of the business and corporate culture.
* The manager can gain multiple different perspectives about an employee that they may not have had previously.
Disadvantages:
• Results may be misleading if employees are aware they are being evaluated, as they may only work harder under the presence of an observer.
104
The advantages and disadvantages of employee observation: Employee
Advantages:
• Employees that are observing others may identify strengths of other employees and then mimic this behaviour. • Employees may be responsive to feedback provided by peers as they value their opinion. • Can increase the number of promotional opportunities for staff who receive positive performance reviews
Disadvantages:
• Employees may feel stressed if they are made aware that they are being observed. • Making other staff assess an employee's performance can disrupt their normal workflow
105
The advantages and disadvantages of employee observation: Time
Advantages:
Disadvantages:
* The development of criteria to be used in a self-evaluation can be time-consuming.
* It may be time-consuming for many employees to observe their peers.
106
The advantages and disadvantages of employee observation: Money
Advantages:
Managers do not need to pay for employee observation
Disadvantages:
* Employees that receive positive observation assessments may desire rewards and promotions, increasing business expenses.
* Training courses provided to address employee weakness will increase business expenses.
107
Retirement
Retirement is an individual deciding to leave the workforce as they no longer wish to work.
108
What are some reasons for employee retirement?
* Some people may have earnt enough money over the course of their working life to financially support themselves without work.
* Others may be restricted from working due to their age, which causes them to retire.
109
Redundancy
Redundancy is an employee no longer working for a business because there is insufficient work or their job no longer exists.
110
What are some reasons for redundancy to occur?
Lack of work for the employee
Employer cannot afford to pay current amount of employees and therefore to lower costs can cause some employees to become redudant
111
Voluntary vs involuntary redundancy
Voluntary redundancy is where a manager can announce to employees regarding future redundancy for employees and give opportunities for self-nomination. To encourage this usually a finical incentive occurs for employees who accept redundancy.
Whereas
Involuntary redundancy occurs when a manager notifies employees that their position has been made redundant.
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Resignation
Resignation is an employee voluntarily terminating their own employment, usually to take another job position elsewhere.
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What are some reasons for resignation to occur?
better opportunities for career advancement, better wages and conditions or a preferred management style at a different business.
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Dismissal
Dismissal is the involuntary termination of an employee who fails to meet required standards or displays unacceptable or unlawful behaviour.
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What are some reasons for dismissal to occur?
Ongoing poor performance or is failing to meet the requirements of the business but decision has to be fair and lawful.
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Types of entitlment issues after termination:
Annual or long service leave: Any annual leave or accumulated long service leave must be paid out upon the termination of an employee.
Redundancy pay: Financial compensation for the termination of employment in the form of redundancy.
Notice of termination: Sufficient notice for any redundancies and dismissals to provide the employee with time to prepare for their loss of employment.
Reasons for termination: Employer must provide valid reasons for the redundancy or dismissal of an employee for it to be lawful.
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Transition issues
Transition issues attempt to provide social and ethical treatment to employees who have been terminated.
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Entitlement issues
Entitlement issues are the legal obligations an employer must uphold when terminating employees.
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How can a manager address transition issues?
* Offering resume writing or interview training to employees to improve their employability.
* Provide networking support in the form of contacts that an employee can use to gain employment.
* Flexible working hours to allow employees to attend interviews at other businesses.
* Introducing counseling and financial services to ease the uncertainty of leaving staff.
* Holding celebrations and providing recognition of the achievements of staff who are leaving the business.
* Slowly reduce the working hours of a retiring employee to help them adjust to a lifestyle change.
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What is the role of resource managers with the role of hiring, training and terminating employees?
* Hire candidates who have the required qualities and skills that will assist the business to achieve its objectives.
* Provide employees with appropriate training to maximize their performance.
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What is the role of resource managers with the role of negotiation with employees and their representatives?
• Represent the business during the process of developing employee wages and working conditions in an agreement.
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What is the role of resource managers with the role of acting as a mediating party?
* Facilitate communication between employees and management.
* Promote a positive work environment where both employees’ and management’s objectives can be met.
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What is the role of resource managers with the role of ensuring that minimum legal requirements are met?
• Make sure that the minimum pay, working and safety conditions are met and upheld by a business.
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What is the role of employees to follow and understand workplace safety procedures?
* Be aware of the responsibilities they have within the workplace.
* Be aware of Occupational Health and Safety (OH&S) procedures that have been communicated to them.
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What is the role of employees in order to complete tasks with proper care and diligence?
* Complete set tasks with the aim of contributing to business objectives.
* Ensure actions reflect business values while working.
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What is the role of employees in order to obey terms in their contract?
• Follow employee requirements in job depscription, such as weekly working hours or dress code.
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What is the role of employees to not misuse confidential information?
• Keep sensitive and confidential information internal to the business.
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The role of employees and reporting illegal or unethical behaviour.
* Report any individuals who are engaging in workplace bullying or discrimination.
* Report businesses who are failing to uphold required safety standards.
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Employer associations
Employer associations are advisory bodies who assist employers in understanding and upholding legal business obligations.
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The role of employer associations and sharing information
* Actively make employers aware of any new policies, laws or regulations which must be taken into account by their business.
* Assist employers in approaching other businesses and building relationships.
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What is the role of employer associations and providing advice
* Encourage and promote communication in managing employees.
* Assist in the creation of policies within a business that appropriately align with relevant business goals.
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What is the role of employer associations and representing employees during negotiations?
• Represent employers when negotiating wages and conditions of employment under new agreements.
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What is the role of employer association and providing support
• Listen to the concerns of employers and over advice in managing the business.
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Unions
Unions are organisations composed of individuals who represent and speak on behalf of employees in a particular industry to protect and improve their wages and working conditions.
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What is the role of unions with representing and negotiating on behalf of employees?
• Communicate the concerns and desires of employees to employers during collective bargaining to improve wages and conditions.
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What is the role of unions when seek better wages and work conditions for employees?
* Actively provide employees with resources and tools to communicate needs to employers.
* Push for improvements in wages and conditions outlined in a business’s enterprise agreement.
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What is the role of unions and protecting job security and integrity of employee contracts?
* Respond to any concerns or issues raised by employees related to wage and work conditions.
* Ensure that employers are upholding their legal requirements related to wages, work and safety conditions at work.
* Protect employees from unfair dismissal and redundancy.
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The Fair Work Commission (FWC)
The Fair Work Commission (FWC) is Australia’s independent workplace relations tribunal and has a range of responsibilities outlined by the Fair Work Act.
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Award
An award is a legal document which outlines the minimum wages and conditions of work across an entire industry
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Why is awards important for employees?
Awards act as a safety net for employees as employers must provide them with the minimum wages and conditions relevant to their industry
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The advantages and disadvantages of awards: Business
Advantages:
nil
Disadvantages:
* May not be flexible to suit the specific needs of a business as wages and conditions are set by the FWC.
* There is no opportunity for the relationship between employers and employees to develop or improve as neither party is involved in establishing and negotiating their preferences in an award.
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The advantages and disadvantages of awards: Employee
Advantages:
* Can improve transparency and equality between employees receiving award wages and conditions are the same across an industry.
* Ensures employees do not receive lower than the minimum wages and conditions set by the FWC.
Disadvantages:
* Employees may be less satisfied as they will only be receiving the minimum wages and conditions.
* May not be flexible to the needs or situations of employees as wages and conditions are set by the FWC.
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The advantages and disadvantages of awards: Time
Advantages:
• It can reduce the time taken in determining wages and conditions as awards are already created by the FWC and only need to be applied.
Disadvantages:
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The advantages and disadvantages of awards: Money
Advantages:
• It can be cost-effective for businesses as awards are already created by FWC, with no charge to the business, and only need to be applied.
Disadvantages:
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Agreement
An agreement is a legal document that outlines the wages and conditions of employees within a buisness.
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What do enterprise agreements need to be approved by FWC
* provide employees with wages and conditions which are better than the relevant award.
* be mutually agreed upon between employees and the employer and documented in writing.
* comply with the national employment standards set by the FWC.
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What is an agreement also known as?
An agreement is also known as an enterprise agreement.
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What is the process of establishing a business called?
collective bargaining
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The advantages and disadvantages of agreements: Business
Advantages:
* Relationships between employees and employers are able to develop and improve as both parties are involved in establishing and negotiating their preferences in an agreement.
* May be flexible to certain business needs or situations.
Disadvantages:
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The advantages and disadvantages of agreements: Employee
Advantages:
* It can be represented by their union or a group of employees during the negotiation.
* Receive wages and conditions better than the relevant award.
Disadvantages:
• Can increase inequality in wages and conditions, meaning employees could be receiving less than employees in similar businesses with an agreement
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The advantages and disadvantages of agreements: Time
Advantages:
Disadvantages:
• It can be time-consuming as an employer and employee, or their chosen representative must undergo the process of collective bargaining.
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The advantages and disadvantages of agreements: Money
Advantages:
nil
Disadvantages:
• More costly than an award as wages and conditions are settled upon between employees and employers.
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Similarities with awards and agreements
* Businesses must uphold requirements of employment as stated through NES.
* Contractual disputes are dealt with by the FWC.
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Differences between awards and agreements
Awards may not always represent employees by the union when determining wages and conditions and are also developed by the fair work commission.
Whereas
Agreements leave employees better off than just an award, are developed through negotiation and are reviewed and approved by the fair work commission.
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Grievance procedures
A grievance procedure is a formalized set of steps that employees and employers can follow to resolve workplace disputes.
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Mediation
Mediation is a third party involved in the discussion between disputing parties to help each side of the conflict reach a resolution themselves.
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Advantages and disadvantages of mediation: Buisness
Advantages:
* Promotes positive working relationships for the future as disputing parties reach a decision together.
* A mediator facilitating negotiation can reduce the likelihood of communication breaking down between disputing parties.
Disadvantages:
* May not be effective for resolving all business disputes, as a final decision may not always be reached.
* Mediation does not always result in a legally binding decision meaning parties could go back on their agreement in the future causing for more possible disputes.
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Advantages and disadvantages of mediation: Employee
Advantages:
• A disputing employee has control over the final decision, meaning they are more likely to be satisfied at the end of the process.
Disadvantages:
• There may be an unbalanced power dynamic between employees and managers, meaning employees could be forced or pressured into agreeing to something that they do not want to.
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Advantages and disadvantages of mediation: Time
Advantages:
Disadvantages:
* This process can be a waste of time as a final decision is not always reached.
* Can be time-consuming to reach a decision
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Advantages and disadvantages of mediation: Money
Advantages:
• It is less expensive than more formal dispute resolution processes as it usually occurs in an informal setting.
Disadvantages:
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Arbitration
Arbitration is an independent third party hearing arguments from both disputing parties and making a legally binding decision to resolve a conflict.
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When is Arbitration implemented?
As Arbitration is the most formal step in dispute resolutions it is only implemented when conflicting parties are unable to reach an agreement themselves through mediation and less formal procedures. Where it is held within a court-like setting.
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Advantages and disadvantages of arbitration: Business
Advantages:
* Guarantees that a final decision is made by the third party, enabling the business to move forward from a dispute.
* The final decision is legally binding, which prevents the same dispute from occurring again between the two parties.
Disadvantages:
* The business has reduced control over the final decision.
* This process can harm future workplace relations as it is likely that one party involved in the dispute will be unhappy with the final decision.
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Advantages and disadvantages of arbitration: Employee
Advantages;
• Employees cannot be forced into agreeance
Disadvantages:
• Employees have reduced control over the final decision and therefore may be unhappy at the end of this process.
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Advantages and disadvantages of arbitration: Money
Advantages:
Disadvantages:
• Arbitration is the most expensive dispute resolution process due to costs incurred from conducting hearings.
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Advantages and disadvantages of arbitration: Time
Advantages:
Disadvantages:
• The process of hearing both sides in an external court-like setting is time consuming for both parties
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Similarities between mediation and arbitration
* Both methods require an independent body or individual to be involved in resolving the dispute.
* Both methods are more formal than resolving disputes within a workplace without a third party.
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Differences between Mediation and Arbitration
Mediation disputing parties have control over the final decision, A final decision is not always guaranteed, the impartial third party does not offer any advice or make any decisions and Mediation is more informal than arbitration.
Arbitration guarantees a legally binding decision, disputing parties have no control over the final decision, the independent body makes the final decision, arbitration is the most serious and formal method of dispute resolution.
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Strike action
Is the withdrawal of labour by employees
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Lockout
Lockout is the refusal of employers to allow employees to work
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What issues can cause disputes?
- remuneration: which includes matters such as wages, allowances, entitlements and superannuation
- employment conditions: such as working hours, leave, benefits, and other general employment conditions
- other agreement related matters, such as job security, negotiations.
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Define protected industrial action
Is a legitimate tactic in pursuit of claims in a new enterprise agreement and will usually occur during the process of negotiating that new agreement.
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, What requirements must be approved for protected industrial action?
- be during a bargaining period
- existing agreement is past expiry date
- parties have previously tried to reach an agreement
is authorised by a ballot (vote)
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Entitlement and transition issues for redundancy
redundancy packages which are financial payments based on how long the employee has worked for. Employees are also allowed time off work to look for new employment. Businesses can also provide support and career counseling.
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Entitlement and transition issues for retirement
Employees are to get pay and conditions that have been accrued through there work. This includes long service leave.
Employees that struggle with transitioning can be provided with counselling, superannuation or lifestyle planning.
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Entitlement and transition issues for resignation
Employees are entitled to receive any accumulated benefits such as long service leave or money for completed work. Employees must also leave a period of notice to there employers.
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