Unit 3 AOS 2 Flashcards
Human resource management responsibilities and how it achieves business objectives
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.
How does managing employees affect the business objective “make a profit” due to job satisfaction
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
How does managing employees affect the business objective “Increase market share” due to job satisfaction
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
How does managing employees affect the business objective “Meet shareholder expectations” due to job satisfaction
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.
How does managing employees affect the business objective “Fulfill a market need” due to job satisfaction
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
How does managing employees affect the business objective “Fulfill a social need” due to job satisfaction
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.
Define Maslow’s hierarchy of needs
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)
Maslows Hierarchy of needs: Physiological needs and how it is fulfilled within a business
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.
Maslows Hierarchy of needs: Safety and security and how it is fulfilled within a business
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
Maslows Hierarchy of needs: Social needs and how it is fulfilled within a buisness
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.
Maslows Hierarchy of Needs: Esteem needs and how it is fulfilled within a business
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.
Maslows Hierarchy of needs: Self-actualization and how it is fulfilled within a business
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.
Define Social needs
are the desires for a sense of belonging and friendship amongst groups.
Define Esteem needs
are the desires to feel important, valuable and respected
Define Self-actualisation
is the realization of one’s full potential through creativity and personal growth.
The advantages and disadvantages of Maslow’s hierarchy of needs: Buisness
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.
The advantages and disadvantages of Maslow’s hierarchy of needs: Time
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.
The advantages and disadvantages of Maslow’s hierarchy of needs: Money
Advantages: • Satisfying safety and security and social needs typically does not increase business expenses. Disadvantages: • Satisfying physiological and esteem needs may increase business expenses.
The advantages and disadvantages of Maslow’s hierarchy of needs: Employee
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
What are the 5 stages of Maslows Hierarchy of needs?
physiological safety and security social esteem self-actualization (lowest to highest)
What is the four drive theory
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
What are the 4 drives of the four drive theory
- drive to acquire 2. drive to bond 3. drive to learn 4. drive to defend
Define drive to acquire and how it effects employees and how managers can implement this drive
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.
Define drive to drive to bondand how it effects employees and how managers can implement this drive
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.
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.
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.
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
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.
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
Physiological needs
the basic needs of an individual to live with appropriate living standards.
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.
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.
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.
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
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.
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
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.
Career advancement as a motivation strategy
Career advancement as a motivation strategy is the upwards progression of an employee’s job position.
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.
Investment in training as a motivation strategy
Investment in training as a motivation strategy is allocating resources to improve employees’ skills and knowledge.
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
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.
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.
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.
Advantages and disadvantages of investment in training as a motivation strategy: Money
Advantages:
- Non-stated
Disadvantages:
- Training programs can be costly to run.
Support as a motivation strategy
Support as a motivation strategy is providing employees with any assistance that improves their satisfaction at work.
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.
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
Advantages and disadvantages of support as a motivation strategy: Employee
Advantages:
• Employees feel valued by managers as their wellbeing is being supported.
Disadvantages:
nil
Advantages and disadvantages of support as a motivation strategy: Money
Advantages:
• Implementation involves very few additional expenses.
Disadvantages:
nil
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.
Sanction as a motivation theory
Sanction as a motivation strategy is penalizing employees for poor performance or breaching business policies.
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
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.
Advantages and disadvantages of sanction as a motivation strategy: Employee
Advantages:
nil
Disadvantages:
• Levels of trust between employee and management may decrease.
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.
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.
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.
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.
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
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.
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
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.
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.
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.
Effects of long term motivation: Career advancement
Positive effects:
• Employees may be motivated by ongoing opportunities to be promoted.
Negative effects:
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.
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:
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.
What strategies should a manager aims to implement sustain employee motivation over a long period of time
- Career advancement
- Investment in training
- Support
