UNIT 3 - AOS 2A Flashcards
Define ‘HR Management’
Is the effective management of the formal relationship between employer and employee. This occurs throughout all three stages of the employment cycle.
Define ‘HR Manager
Co-ordinates all the activities involved in acquiring, developing, maintaining and terminating employees. These people aim to develop a positive relationship with employees.
HR Management related to achieving Business Objectives
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.
Define ‘Motivation’
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.
Maslows Theory of Motivation - Summary
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.
Maslows Theory - Phycological Needs
These are our most basic needs.
For a business it is providing employees with a job and satisfactory pay.
Maslows Theory - Safety Needs
Security and protection from physical and emotional harm.
Creating job security, ensuring safe and healthy working conditions.
Maslows Theory - Social Needs
Love, affection and a sense of belonging.
Friendly co-workers, organised activities/staff functions.
Maslows Theory - Self Esteem Needs
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.
Maslows Theory - Self Actualization Needs
Personal growth/fulfillment, achieving potential and using own creative talent.
Providing challenging work that requires creativity. Participative decision making, opportunities for personal growth.
Maslows Theory - Strengths and Weaknesses
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.
Locke and Lathom Goal Setting Theory - Summary
In order to motivate employees, a business must set goals with them that are specific and challenging whilst still being achievable.
Locke and Lathom Goal Setting Theory - Principles of Goal Setting
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.
Locke and Lathom Goal Setting Theory - Strengths and Weaknesses
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.
Lawrence and Nohria’s Four Drive Theory - Summary
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.
Lawrence and Nohria’s Four Drive Theory - Related to a Business
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.
Lawrence and Nohria’s Four Drive Theory - Strengths and Weaknesses
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.
What is Performance Related Pay and how does it motivate employees?
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.
Advantages and Disadvantages of Performance Related Pay
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.
Short and Long Term Effects of PRP
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’.
What is Career Advancement and how does it motivate employees?
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.
Advantages and Disadvantages of Career Advancement
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.
Long and Short Term Effects of Career Advancement
In the SHORT TERM there is motivation to perform well and this follows through to LONG TERM performance as to get considered for promotion.
What is Investment in Training and how does it motivate employees?
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
