UNIT 3 - AOS 2A

Question 1

Define ‘HR Management’

Answer 1

Is the effective management of the formal relationship between employer and employee. This occurs throughout all three stages of the employment cycle.

Question 2

Define ‘HR Manager

Answer 2

Co-ordinates all the activities involved in acquiring, developing, maintaining and terminating employees. These people aim to develop a positive relationship with employees.

Question 3

HR Management related to achieving Business Objectives

Answer 3

HR Management is responsible for ensuring that business gets the best out of employees as motivated employees are likely to work hard to achieve objectives.
By focusing on positive work and employee relationships, this leads to motivated staff, increased productivity and the achievement of business objectives.

Question 4

Define ‘Motivation’

Answer 4

The willingness of a person to expand energy and effort in doing a job or task. Employees are motivated through a range of different mediums including but not limited to remuneration.

Question 5

Maslows Theory of Motivation - Summary

Answer 5

Is based on the fact that people have needs and will work towards these needs; however once a need is satisfied it no longer motivates an employee who moves on to fulfil their next need. Maslow represents these needs on a pyramid structure with our basic needs at the bottom.

Question 6

Maslows Theory - Phycological Needs

Answer 6

These are our most basic needs.

For a business it is providing employees with a job and satisfactory pay.

Question 7

Maslows Theory - Safety Needs

Answer 7

Security and protection from physical and emotional harm.

Creating job security, ensuring safe and healthy working conditions.

Question 8

Maslows Theory - Social Needs

Answer 8

Love, affection and a sense of belonging.

Friendly co-workers, organised activities/staff functions.

Question 9

Maslows Theory - Self Esteem Needs

Answer 9

External needs of status, recognition and attention. Internal needs of self respect and achievement.
Job title, responsibility of tasks, promotions, bonuses and prestigious working facilities.

Question 10

Maslows Theory - Self Actualization Needs

Answer 10

Personal growth/fulfillment, achieving potential and using own creative talent.
Providing challenging work that requires creativity. Participative decision making, opportunities for personal growth.

Question 11

Maslows Theory - Strengths and Weaknesses

Answer 11

Strengths; It allows employees at different levels of the pyramid to work through their needs at their own pace, provided managers can provide a range of strategies for advancement.
Weaknesses; It is hard to predict were an employee sits on the pyramid and therefore what needs to be done to advance them.

Question 12

Locke and Lathom Goal Setting Theory - Summary

Answer 12

In order to motivate employees, a business must set goals with them that are specific and challenging whilst still being achievable.

Question 13

Locke and Lathom Goal Setting Theory - Principles of Goal Setting

Answer 13

Specific - Specific information means less room for error and individual interpretation.
Challenging - They must be challenging goals as people will exert more effort to achieve them.
Commitment - Ensures employees will actively pursue the achievement of a goal, employees should have input and agree to this goal.
Feedback - Allows recognition of progress achieved and allows adjustment to be made.
Task Complexity - Goals should be in the goldy locks zone.

Question 14

Locke and Lathom Goal Setting Theory - Strengths and Weaknesses

Answer 14

Strengths - Very individually focused goals that are flexible for all people.
Weaknesses - Time consuming to sit down with employees to set these goals. Costly to help fulfil such a wide variety of goals.

Question 15

Lawrence and Nohria’s Four Drive Theory - Summary

Answer 15

Their are four key ‘drives’ that are fundamental to human behaviour. The drive to…
AQUIRE - goods and services as well as status and power.
BOND - with others and form long term relationships.
LEARN - to satisfy our curiosity and acquire new skills.
DEFEND - so we can remove threats to our safety and the safety of those we care about.

Question 16

Lawrence and Nohria’s Four Drive Theory - Related to a Business

Answer 16

AQUIRE: Develop a reward system linked to performance, offer opportunities for advancement and make these systems the ‘norm’.
BOND: Create a culture that has a strong sense of team spirit, collaboration. Management will demonstrate that it cares about individuals by celebrating out of work milestones.
LEARN: Training opportunities, interesting and varying tasks to avoid boredom. Challenges built into assignments to provide satisfaction when completed.
DEFEND: Welcoming/supportive workplace. Employees consistently treated fairly. Reward systems are transparent and fair. Good business values that employees are proud of and will defend.

Question 17

Lawrence and Nohria’s Four Drive Theory - Strengths and Weaknesses

Answer 17

Broad structured system that still allows for individual goal setting (HOW?)
However this may be overwhelming for a company with lots of employees - as well as costly.

Question 18

What is Performance Related Pay and how does it motivate employees?

Answer 18

A salary or wages system based on how well an employee works - employees become motivated to achieve more at work as they will be rewarded.
Common features include a performance appraisal which is used to determine reward size.

Question 19

Advantages and Disadvantages of Performance Related Pay

Answer 19

ADVANTAGES:
Direct financial reward is highly motivating.
Tangible way of have achievement recognised.
Improves employee productivity
DISADVANTAGES:
Reduces equality in employee pay
Generates a selfish ‘performer culture’ - in it for themselves
Danger of ethics being sacrificed for task achievement.

Question 20

Short and Long Term Effects of PRP

Answer 20

In the SHORT TERM employees are motivated by the extrinsic motivator of pay.
In the LONG TERM people will only be driven to a certain degree and begin to ‘plateau out’.

Question 21

What is Career Advancement and how does it motivate employees?

Answer 21

Is the prospect and opportunity of developing your career through promotion or the undertaking of new roles; is motivating as employees receive more remuneration, job experience through new challenges and have their desire of ambition and status fulfilled.

Question 22

Advantages and Disadvantages of Career Advancement

Answer 22

ADVANTAGES:
Rewards employees for past performance.
Employee develops more skills in anticipation of promotion.
Helps retain talented employees.
DISADVANTAGES:
Employees overlooked might become demotivated
May create a negative/competitive environment in competition for roles
More responsibilities may equal less responsibility.

Question 23

Long and Short Term Effects of Career Advancement

Answer 23

In the SHORT TERM there is motivation to perform well and this follows through to LONG TERM performance as to get considered for promotion.

Question 24

What is Investment in Training and how does it motivate employees?

Answer 24

The business pays for the training program to create more efficient and effective employees.
Training and coach provides ideal opportunities for employees to feel as if they are contributing to the business and by doing this employees become more motivated.
NOTE: Unsuitable role + training

Question 25

Advantages and Disadvantages of Investment in Training

Answer 25

ADVANTAGES:
Shows employees that they’re valued.
Creates a sense of loyalty in the business..
Group training = bonding = synergy and more productivity.
DISADVANTAGES:
Expensive to train if insufficient systems are in place.
Employees may leave - taking this investment.

Question 26

Short and Long Term Effects of Investment in Training

Answer 26

In the SORT TERM if an employee is struggling to complete tasks - training may boost their skills and confidence motivating them.
In the LONG TERM investing in ongoing training where employees are encouraged to improve and learn new skills can have a positive impact on them and motivate them.

Question 27

What is Support and how does it motivate employees?

Answer 27

For employees motivating factors that are important are feeling that they are supported, encouraged and acknowledged for their work and performance.
Additionally frequent communication between employer and employee can act as a motivator and reinforce good performance.

Question 28

Advantages and Disadvantages of Support

Answer 28

ADVANTAGES:
Employees feel valued and will therefore work harder.
Not expensive to provide.
Management is involved therefore building bonds.
DISADVANTAGES:
Needs a positive corporate culture to work.
Relies on managements communication skills.
May take some time to take effect.

Question 29

Short and Long Term Effects of Support

Answer 29

In the SHORT TERM it increases the morale of the employees as they feel valued therefore increasing their performance.
In the LONG TERM it helps to establish a positive corporate culture. Additionally employees may be more confident resulting in the completion of more challenging tasks and work.

Question 30

What is Sanction and how does it motivate employees?

Answer 30

Some employees can be motivated by discipline or punishment for not completing a task or not meeting objectives.
This may take the form of reprimanding, disciplinary counselling or dismissal.
This is a risky strategy as employees may resent this and react negatively, causing conflicts and harm to relationships.

Question 31

Advantages and Disadvantages of Sanction

Answer 31

ADVANTAGES:
Can be a powerful motivator if person is motivated by fear.
Can stop undesirable behaviours quickly.
DISADVANTAGES:
Doesn’t support employees to learn from mistakes.
Doesn’t necessarily make them work harder.

Question 32

Long and Short Term Effects of Sanction

Answer 32

In the SHORT TERM it may motivate employees to work harder through fear of punishment.
In the LONG TERM it will make the situation worse - best to follow this up with a positive motivator.

Question 33

Compare Lawerence + Nohria’s Four Drive Theory with Maslows Hierarchy of Needs

Answer 33

SIMILARITIES (Aside from motivating):
The drive to acquire and self actualization are both rarely achieved they require us to be fully content.
Both the drive to bond and the need to belong have the same core principles.
DIFFERENCES:
The four drive theory can be completed in order - maslows must be completed in a hierarchy.
The four drives are motivating even when fulfilled - maslows needs are not.

Question 34

Compare Maslows Hierarchy of Needs with Locke + Lathom’s Goal Setting Theory

Answer 34

SIMILARITIES (Aside from motivating):
Both require recognition as a way of motivation. Goals must be completed one at a time. ie: the pyramid and goals set.
DIFFERENCES
One is made to be specific whilst one ‘fits all’. These goals are the only thing that motivate staff whilst in Maslow’s there are physical motivators such as working conditions.

Question 35

Compare Locke + Lathom’s Goal Setting Theory with Lawerence + Nohria’s Four drive Theory

Answer 35

SIMILARITIES (Aside from motivating):
The drive to acquire is the same as the desire to achieve a goal. The drive to learn is the same as the desire to solve a problem = the desire to achieve a goal.
DIFFERENCES:
5 stages vs 4 stages. The drives can be achieve simultaneously whilst a goal must be achieved in a step by step process.