Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

a level business > UNIT 6 > Flashcards

UNIT 6 Flashcards

1
Q

why is it beneficial to analyse human resources

A

good to analyse to aid decisions for employees

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

why might people leave a business?

A

travelling, redundancy, pay

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

how do i calculate staff retention

A

number of staff leaving in 1y
average no. of staff

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

what does a high labour turnover do to a business

A

increases cost of recruitment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

how to calculate labour productivity

A

output/ no. of workers

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

how to calculate unit labour costs

A

labour costs/ units of output

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

what happens to labour cost if employees have training

A

increases

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

what happens to labour costs if employees are ineffective

A

decreases

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

how to calculate employee costs in relation to revenue?

A

employee costs/ revenue X100

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

define job design

A

contents of a job, in terms of responsibility and duties

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

name 3 influences on job design

A

new technology
need to focus from corporate objectives
customer satisfaction focus
health and safety requiremnts

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

who created the model of job design

A

Hackman And Oldmans
( their aim was to improve motivation )

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

name the 5 steps in Hackman And Oldmans Model to improve motivation

A
  • Skill variety
  • Task Identity
  • Task Significance
  • Autonomy
  • Feedback
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

SKILL VARIETY
( HACKMAN AND OLDMANS)
how does this improve motivation

A

employees must have a range of variety within their job, they must be challenged in order to improve motivation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

TASK IDENTITY
( HACKMAN AND OLDMANS)
how does this improve motivation

A

clear, defined start and end.
this helps the employee see an end goal, therefore making them determined and aware of when the job is finished

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

TASK SIGNIFICANCE ( HACKMAN AND OLDMANS)
how does this improve motivation

A

relevance of contribution, employee must know what they are working on will contribute to the business

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

AUTONOMY
( HACKMAN AND OLDMANS)
how does this improve motivation

A

by employee having freedom to work and make decisions on their own without micro management extreme, this allows them to be motivated as they feel independant

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

FEEDBACK
(HACKMAN AND OLDMANS)
how does this improve motivation

A

employees must have positive feedback as well as criticism, this will decrease labour turnover and boost motivation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

define job rotation

A

mixing tasks within a job to decrease boredom

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

define job enrichment

A

adding challenge onto the job, adding things the employees enjoy to do as an extra challenge

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

define empowerment

A

employees make decisions without consulting

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

whats an organisational structure

A

shows how employees are organised in a business

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

whats a span of control

A

number of subordinates a line manager is supervising

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

whats a chain of command

A

the route through messages are passed

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

whats a tall organisational structure

A
  • Many leaders and layers of management.
  • ‘Top-down’ approach with a long chain of command.
    -Managers will have a narrow span of control.
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

3 advantages of a tall structure

A
  • opportunities for promotion
  • responsible for fewer
  • can spot which sections needs developing
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

3 disadvantages of a tall structure

A
  • “ them and us “ feeling
  • chain of command increase
  • messages can be disorted due to the chain of command increase
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

whats a flat organisational structure

A

-few or no levels of middle management between executives and employees
- Its goal is to have as little hierarchy as possible.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

3 advantages of flat organisational structure

A
  • feels like a team
  • few managers needed
  • quicker communication
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

3 disadvantages of flat structure

A
  • large span of control
  • less promotion oppourtunity
  • if unorganised,the mistakes are more work for the business
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

whats a centralised structure

A

head office makes all decisions for branches, therefore branches get little power for decision making

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
32
Q

3 advantages of centralised structure

A
  • senior managers have experience
  • decisions are beneficial, easier to meet overall objective
  • economies of scale
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
33
Q

3 disadvantages of a centralised structure

A
  • stops new ideas
  • less delegation means less motivation
  • job satisfaction loss
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
34
Q

whats a decentralised structure

A

managers of local branches make decisions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
35
Q

2 advantages of decentralised

A
  • motivation
  • an increase in new ideas may spark profit for the branch eg: environmental ideas
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
36
Q

2 disadvantages of decentralised

A
  • slow decision making as managers are less experienced
  • less economies of scale as purchase orders are local
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
37
Q

values of changing organisational design

A
  • layering and delayering improves efficiency and communication
  • competitiveness, responds faster than competitors
38
Q

name the 3 types of human resource flow

A
  • human inflow
  • human outflow
  • internal human flow
39
Q

3 examples of human inflow

A

recruitment, selection, induction

40
Q

2 examples of human outflow

A

dismissed, retirement

41
Q

3 examples of internal human flow

A

promotions, redeployment, performance management

42
Q

what 4 things should be included in a ‘job title’

A
  • reporting to…
  • purpose of job
  • salary
  • main duties
43
Q

what should be included in a person specification

A

what qualities and skills are needed for the business
essential vs desirable

44
Q

4 benefits of an internal human flow

A
  • cheaper to employ
  • quicker advertising
  • candidates pre aware of business
  • motivation for current employees
45
Q

2 advantages of externally advertising job

A

reaches more candidates
new ideas brought in

46
Q

define motivation

A

the art of getting people to do what you want, with them wanting to

47
Q

what did Frederick Taylor say improves motivation

A
  • motivated by money only
  • incentives with financial rewards eg: piece rate pay
48
Q

what did Elton Mayo suggest improves motivation

A

motivated by the people, a friendly team
- conducted productivity and social experiments

49
Q

what did Maslow suggest improved motivation

A

following the hierarchy of needs
- each stage must be met before moving onto the next

50
Q

what did Herzbag state improved motivation

A
  • provided with motivating and hygenic factors
  • unhygienic factors can cause a lack of motivation eg: lots of rules within the business
51
Q

name 5 financial incentives

A

salary
commision
profit share
piece rate pay
performance pay

52
Q

name 5 non financial incentives

A

job design
team working
flexibility
recognition
job enrichment

53
Q

PIECE RATE PAY ADV AND DISADVANTAGES

A
  • motivation increase
  • overwhelming and draining
54
Q

SALARY
ADV AND DISADV

A

guaranteed and promotion adjustments
no overtime pay

55
Q

COMMISION
ADV AND DISADV

A

motivation to upsell
lies and bias?

56
Q

PERFORMANCE RATED PAY
ADV AND DISADV

A

motivated
overexhausted

57
Q

job design
ADV AND DISADV

A

clear and defined
boring?

58
Q

employee recognition
ADV AND DISADV

A

motivates others
maybe recognising wrong ppl

59
Q

FLEXIBILITY
ADV AND DISADV

A

comfortable, could lead to laziness

60
Q

JOB ENRICHMENT
adv and disadv

A

a break for employees
more work

61
Q

TEAM WORKING
adv and disadv

A

friendships, following Mayos theory
clashes and conflict

62
Q

whats a trade union

A

an organisation established to protect and improve working conditions as well as pay of employees

63
Q

benefits of trade union

A
  • ## gives employees advice eg: maternity leave, legal help
64
Q

whats a work council

A

workers and managers meet to discuss issues eg: pay and conditions

65
Q

what does a work council do

A

allows workers to voice concerns without trade unions

66
Q

what does EWC stand for

A

European Work Council

67
Q

whats an employee commitee

A

group of employees, meeting and discussing issues.
work done can be discussed

68
Q

name 4 influences on employee representation

A

nature of work i.e. low skill workers will have less input
leadership style eg: autocratic may oppose to much union
time, a business in crisis may want to speed up things
history and values of business

69
Q

3 benefits if effective communications

A
  • develops a strong employer brand
  • improves motivation, job security?
  • increases competitiveness
70
Q

3 disadvantages of effective communication

A
  • no opportunity for feedback, undervalued?
  • no time to discuss with employees
  • clash when 2 business’ merge
71
Q

3 internal influences on setting HR objectives

A

culture ie. fast food vs turnover
other departments
funding available

72
Q

4 external influences on HR setting objectives

A
  1. technology- recruitment skill
  2. economy- recruitment cost
  3. ethical and environment ie. 0 hour contract dissaproval
  4. law- employment laws
73
Q

what objectives would HR install if labour productivity was low

A

replace employees or give them bigger incentives in hopes to motivate

74
Q

what objectives would HR install if labour productivity was high

A

bonuses and rewards ( financial and non )

75
Q

3 influences on organisational design

A

size of business
culture of business
objectives of business

76
Q

whats working capital

A

amount of cash a business has available to pay day to day debts

77
Q

how to find working capital

A

current assets- current liabilities

78
Q

whats fixed capital

A

money used to buy non current assets

79
Q

what does non realisable value mean

A

money a business could get by selling the stock in its current state

80
Q

whats realisable value

A

amount paid for the stock

81
Q

why do business calculate depreciation

A

because they need to ensure the asset value is a reflection of what they would get by selling it

82
Q

what are suppliers interested in

A

working capital and how liquid your assets are

83
Q

5 hard approach characteristics

A

employees seen as resources
hired on short term basis
managers believe employees are money motivated
appraisers are judged
training done to meet production

84
Q

4 soft approach characteristics

A

employees most important resources
hired on long term basis
believes working is natural
training for development need

85
Q

one adv two disadv of hard approach

A

increase in control means less mistakes
dont use employees to full potential, profit missed?
demotivation means high staff turnover

86
Q

two adv two disadv of soft approach

A

increase staff morale- retention
loyalty
costs eg: investments like training
time consuming

87
Q

whats venture capital

A

money invested in a project

88
Q

adv of venture capital

A

offer opportunity for expansion
no need to repay

89
Q

disadv of venture capital

A

company expected to grow rapidly
may loose ownership

90
Q

whats current assets

A

any resource a company can turn to cash in a year

91
Q

whats current liabilities

A

debts a business must pay back in a year

92
Q

whats current liabilities

A

debts a business must pay back in a year

a level business (9 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions