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VCE Business Management Units 3 & 4 > Unit 3 AOS 2 - Human Resource Management > Flashcards

Unit 3 AOS 2 - Human Resource Management Flashcards

1
Q

Psychological needs

A

Physiological needs are the basic requirements for human survival, such as food, water
and shelter.

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2
Q

Motivation

A

Motivation is a need or desire that directs, energises and sustains a person’s behaviour.

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3
Q

Safety and security needs

A

Safety and security needs are the desires for protection from dangerous or threatening
environments.

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4
Q

OH&S regulations

A

OH&S regulations are the occupational health and safety rules and laws that aim to protect the wellbeing of employees and the public.

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5
Q

Job Security

A

Job security is the likelihood of an employee keeping their job.

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6
Q

Social needs

A

Social needs are the desires for a sense of belonging and friendship among groups.

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7
Q

Esteem Needs

A

Esteem needs are the desires to feel important, valuable and respected.

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8
Q

Self-Actualisation

A

Self-actualisation is the realisation of one’s full potential through creativity and
personal growth.

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9
Q

Intrinsic Motivation

A

Intrinsic motivation is a drive that comes from within an individual.

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10
Q

The Four Drive Theory

A

The four drive theory is a motivation theory that suggests that employees strive to fulfil four fundamental needs.

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11
Q

The Drive to Aquire

A

The drive to acquire is the desire to achieve rewards and high status.

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12
Q

Financial Reward

A

A financial reward is a monetary payment to recognise performance which achieves business goals.

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13
Q

Non-Financial Reward

A

A non-financial reward is recognition of performance which achieves business goals but is not in the form of a monetary payment.

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14
Q

Drive to Bond

A

The drive to bond is the desire to participate in social interactions and feel a sense
of belonging.

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15
Q

Drive to Learn

A

The drive to learn is the desire to gain knowledge, skills and experience.

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16
Q

Drive to Defend

A

The drive to defend is the desire to protect personal security as well as the values of a business.

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17
Q

Locke and Latham’s Goal Setting Theory

A

The goal setting theory is a motivation theory which states that employees strive to achieve
well defined objectives.

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18
Q

Clarity

A

Clarity - goals should be specific and easy to measure.

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19
Q

Commitiment

A

Commitment - employees should be involved in setting their goal.

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20
Q

Challenge

A

Challenge - goals should be reasonably difficult to achieve.

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21
Q

Task Complexity

A

Task complexity - goals should not overwhelm employees.

22
Q

Feedback

A

Feedback - managers should provide support to employees reaching goals.

23
Q

Performance Related Pay as a Motivation Stratergy

A

Performance related pay as a motivation strategy is a financial reward for reaching or
exceeding a set business goal.

24
Q

Remunerition

A

Remuneration is the money paid

to an employee by an employer in exchange for completing work tasks.

25
Q

Pay raise

A

Pay rise is a permanent increase in an employee’s salary or hourly wage rate.

26
Q

Bonus

A

Bonus is a one-off payment made for meeting a set objective. It is provided in addition to an employee’s regular salary.

27
Q

Commission

A

Commission is a payment provided to an employee for selling a good
or service. It is usually paid as a percentage of the price of the good or service being sold.

28
Q

Career advancement as a motivation strategy

A

Career advancement as a motivation strategy is the upwards progression of an
employee’s job position.

29
Q

Investment in training as a motivation strategy

A

Investment in training as a motivation strategy is allocating resources to improve
employees’ skills and knowledge.

30
Q

Mentoring

A

Mentoring is a senior employee assisting a junior employee in developing the skills and knowledge needed for their work.

31
Q

Support as a motivation strategy

A

Support as a motivation strategy is providing employees with any assistance that
improves their satisfaction at work.

32
Q

Sanction as a Motivation Stratergy

A

Sanction as a motivation strategy is penalising employees for poor performance or breaching business policies.

33
Q

On-the-job training

A

On-the-job training is employees improving their knowledge and skills within the workplace.

34
Q

Off-the-job Training

A

Off-the-job training is employees improving their knowledge and skills in a location external to the business.

35
Q

Management by objectives

A

Management by objectives is both managers and employees collaboratively setting
individual employee goals that contribute to the achievement of wider business objectives.

36
Q

Performance Appraisals

A

A performance appraisal is a manager assessing the performance of an employee against a
range of criteria, providing feedback and establishing plans for improvement in the future.

37
Q

Self-Evaluation

A

Self-evaluation is an employee assessing their individual performance against a set criteria.

38
Q

Employee Observation

A

Employee observation is a range of employees from different levels of authority assessing another employee’s performance against a set criteria.

39
Q

Retirement

A

Retirement is an individual deciding to leave the workforce as they no longer wish to work.

40
Q

Redundancy

A

Redundancy is an employee no longer working for a business because there is insufficient
work or their job no longer exists.

41
Q

Resignation

A

Resignation is an employee voluntarily terminating their own employment, usually to take
another job position elsewhere.

42
Q

Dismissal

A

Dismissal is the involuntary termination of an employee who fails to meet required standards
or displays unacceptable or unlawful behaviour.

43
Q

Human Resource Manager

A

Human resource managers are individuals who coordinate the relationship between
employees and management within businesses.

44
Q

Employer Associations

A

Employer associations are advisory bodies who assist employers in understanding and
upholding legal business obligations.

45
Q

Unions

A

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.

46
Q

The Fair Work Commission (FWC)

A

The Fair Work Commission (FWC) is Australia’s independent workplace relations
tribunal and has a range of responsibilities outlined by the Fair Work Act.

47
Q

Award

A

An award is a legal document which outlines the minimum wages and conditions of work
across an entire industry.

48
Q

Agreements

A

An agreement is a legal document which outlines the wages and conditions of employees and is applicable to a particular business or group of businesses.

49
Q

Grievance procedures

A

A grievance procedure is a formalised set of steps that employees and employers can
follow to resolve workplace disputes.

50
Q

Mediation

A

Mediation is an impartial third party facilitating the discussion between disputing parties to help each side of the conflict reach a resolution themselves.

51
Q

Arbitration

A

Arbitration is an independent third party hearing arguments from both disputing parties
and making a legally binding decision to resolve a conflict.

VCE Business Management Units 3 & 4 (5 decks)

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