2. People in business Flashcards

Question

Directors

Answer 1

most senior, sets out strategies, makes sure resources available, reviews performances of managers, provide leadership to ensure success

Answer 2

Day-to-day running of a department, delegation, motivation, solving problems that may arise within department

Answer 3

complete tasks efficiently at require quality standard set by managers

Answer 4

Tall organisations have many levels of hierarchy - span of control is narrow Ads: Opportunities for promotion → motivational Managers not overstretched, effective workload Disads: Lines of communication long → firm unresponsive to change Have to pay a large range of salary to motivate workers to try to get promoted

Answer 5

Flat organisations have few levels of hierarchy Ads: Lines of communication narrow → responsive to change Salary range = narrower → less competition Disads: Wide span of control → managers can feel overstretched Not many opportunities for promotion → demotivating

Answer 6

managers should have a clear plan of what employees need to follow (aims, tasks, objectives)

Answer 7

Managers expected to organise by setting up systems, procedures and structures in efficient way

Answer 8

related to organisation, making sure interrelated activities are integrated and carried out in a structured way

Answer 9

give direction, ensures directions are followed

Answer 10

create effective control system to make sure on track

Answer 11

Managers cannot do all tasks (overstretched) Can be delegated if they can be completed correctly Enables more work to be completed + motivating

Answer 12

Encourages participation in decision making Strong coaching, listening + motivating skills Teamwork + communication important

Answer 13

Leader has full control of decision making. Employees have little/no input Good in crisis situations

Answer 14

Gives employees much freedom as possible (art) Managers communicate goals employees, allow them to choose how to complete objectives

Answer 15

Done by the books/policy Reinforces rules

Answer 16

Pressure groups that have ability to influence business activity, improving working conditions

Answer 17

Defend employees rights and jobs Improve pay + other benefits e.g. holiday entitlement, sick pay Influence government policies Negotiate wages and other non-wage benefits Develop skills of union members by providing training/educational courses

Answer 18

Strength in numbers Improved working conditions Improved sickness benefits, pensions, and retrenchment benefits Improved job satisfaction and encourage training Advice/Financial support if a worker is dismissed unfairly/made redundant or is asked to do something not part of their job Improved fringe benefits

Answer 19

Identify job vacancy Have a job analysis (what does the job entail), write job description Write person specification (what type of person is needed to fill the job) Advertise job and send out details + application forms on request Compare job applications with person specification to select a shortlist of best applicants to interview Send invitations to attend interviews to shortlisted applicants/If not shortlisted, send letter of regret Prepare and conduct job interviews Send best application formal job offer Draw up contract of employment

Answer 20

Vacancy filled by employee already in business

Answer 21

Vacancy filled by someone not in business/new

Answer 22

Ads: Knows employee, monitored on close level Save time/Less training Motivation Disads: Reduces range of employment skill Opportunity cost Unhappiness within organisation

Answer 23

Ads: Less pay/salary required More dynamic if there are more part time workers Allows employer to assess before working full time (for employee) Does not require much time (for employee) Flexibility Disads: - Less fluidity and cohesion in work - Unable to give large assignments - (for employee) less experience gained (for employee) less job security - Less commitment from employee - Overstretched management

Answer 24

Ads: Know business better than part-time workers May be more experienced More loyal to business Available for longer hours Can carry out more tasks/bigger projects Disads: More expensive than part-time workers Reduces diversity of skill set/experience (for employees) requires much time (for employees) not flexible

Answer 25

Helps to increase efficiency, quality, productivity, customer service, safety and overall, success of business.

Answer 26

Training programme to help new recruits become familiar with workplace, people they work with and procedures they need to follow

Answer 27

Benefits: Workers feel more familiar → more motivated + willing Specific to business, relevant to what business requires Limitations: Increases business costs Induction trainers receive wage/salary but don’t contribute to output

Answer 28

Training at the place of work (Watching an experienced worker)

Answer 29

Benefits: Relatively cheap Workers learn how business wants job done Workers are producing output while training Limitations: Slows down production of experienced worker Workers may pick up bad habits from experienced workers May not learn the most up-to-date methods

Answer 30

Training that takes place away from the workplace

Answer 31

Benefits: Workers learn latest methods, techniques Doesn’t disrupt production of other workers Limitations: Expensive Worker doesn’t produce output in training Training may not be specific to the business’ requirements

Answer 32

Termination by the employer because the worker has broken company rules or is not performing work to the required standard

Answer 33

Termination of employment by the employer because the job is no longer needed → may be given recompense

Answer 34

When there is a fall in demand for product that worker produces → business may need to reduce size of its workforce When new technology is introduced Relocation

Answer 35

laws that protect worker from unfair dismissal, employers must have good reason to dismiss the employee -> if the employee feels he/she has been unfairly dismissed,can take legal action against the employer

Answer 36

Laws protect workers from discrimination when recruiting new workers > Laws prevent discrimination from age, gender, race, colour, religion and disability > Trade unions also provide legal advice to support any of their members

Answer 37

Health and safety laws enforced to ensure that environment of the workplace is safe to work in workers feel comfortable working there

Answer 38

Law prevent employers from exploiting workers by paying very low wages

Answer 39

Communication ensures that all parts of business’s operations run smoothly + employees understand what they need to do

Answer 40

Reduce the risk of mistakes Enable faster decision-making Enable quicker responses to market changes Improve coordination between departments Improve morale and motivation of the workforce Improve customer relationships

Answer 41

Appropriate when more than two people need to discuss things

Answer 42

Ads: Easy to communicate Direct feedback Help build relationships between employees/ customers Personal contact Disads: Hard to schedule (busy) Takes up time No permanent record Receiver might not listen

Answer 43

Provide a permanent record of message

Answer 44

Ads: Message cannot be changed Information is clear + can be looked at more than once Can be sent to many receivers Disads: Messages may be lost or destroyed No personal contact Time consuming

Answer 45

Purchase order Minutes of meeting Agenda (Order for the conduct of a meeting) Memorandum Invoice (Official form sent to customer requesting payment for goods) Company magazine/newsletter

Answer 46

Includes presentations using graphs, charts, videos etc

Answer 47

Ads: Information more interesting Photographs or videos have greater impact than just words Pictures + charts easier to understand Disads: Takes time for preparation Costs money to create visual communication Details may be lost

Answer 48

Urgency Location Security issues and concerns Personal preference Cost

Answer 49

Accents Channel of communication is too long Demotivated workers don’t listen to the message properly Poorly disciplined workers Technological issues Language barrier

Answer 50

Tasks are not completed → increases waste Damaged reputation of the business Higher risk of accidents Poor sales Recruitment problems

Answer 51

Make sure the language used is appropriate to the receiver Keep the channel of communication as short as possible Sender asks to receive a feedback so they know it has been read and understood Physical barriers such as noise should be removed

Answer 52

Motivation is the reason why employees want to work hard and work effectively for the business.

Answer 53

Money. Security. Job satisfaction. Esteem needs (self-importance). Social needs (affiliation).

Answer 54

To pay for necessities and some luxuries.

Answer 55

Enjoyment is derived from feeling that you have done a good job.

Answer 56

Feeling important, feeling that the job you do is important.

Answer 57

A sense of security, i.e. knowing that your job and pay are safe - you are not likely to lose your job.

Answer 58

Feeling part of a group or organisation, meeting people, making friends at work.

Answer 59

High productivity - high output per worker - in a business usually comes from a workforce that is motivated to work effectively and from this comes increased profits.

Answer 60

High output per worker - which helps to keep costs low and increase profits. Willingness to accept change, for example, new methods of working. Two-way communication with management, for example, suggestions for improving quality. Low labor turnover - a loyal workforce - this reduces the cost of recruiting workers who leave. Low rates of absenteeism - reducing the disruption caused by absence from work. Low rates of strike action - avoiding damage to customer relations.

Answer 61

well-motivated workers → high productivity (employees work more effectively) → increased output → higher profits.

Answer 62

unhappy workers → do not work very effectively → low output → lower/no profits.

Answer 63

Self-actualisation. Esteem needs. Social needs. Safety/security needs. Physiological needs.

Answer 64

Succeeding to your full potential, feeling that you have done a good job not just for financial and personal reward. Being promoted and given more reponsibilty.

Answer 65

Having status and recognition, achievement, independence. - Being given recognition for a job well done.

Answer 66

Friendship, a sense of belonging to a team. - Work colleagues who support you at work.

Answer 67

Job security. - Protection against danger, protection against poverty, fair treatment.

Answer 68

Wages high enough to meet weekly bills. - Food, rest, recreation, shelter.

Answer 69

Maslow also suggested that each level in the hierarchy must be achieved before an employee can be motivated by the next level.

Answer 70

There are problems in that some levels do not appear to exist for certain individuals, while some rewards appear to fit into more than one level. FOR EXAMPLE: Money allows basic needs to be purchased, but high pay can also be a good status symbol or indicator of personal worth.

Answer 71

Managers must identify the level of the hierarchy that a particular job provides and then look for ways of allowing the employees to benefit from the next level up the hierarchy.

Answer 72

One of the tasks of management is to encourage the workforce to contribute fully to the success of the business.

Answer 73

When people work for themselves, for example, entrepreneurs, they tend to work hard and effectively as they see the direct benefits of their efforts. However, once people work for someone else then they may not work as effectively.

Answer 74

Taylor based his ideas on the assumption that all individuals are motivated by personal gain and therefore if they are paid more, they will work more effectively.

Answer 75

His ideas were too simplistic - employees are motivated by many things and not just money. A practical problem arises if you cannot easily measure an employee’s output. You can pay an employee more money, but if they are unfilled by their work in some way, there will be no increase in their effectiveness at work and there will be no productivity gains.

Answer 76

According to Herzberg, humans have two sets of needs; one is for the basic needs, which he called ‘hygiene’ factors or needs, and the second is for a human being to be able to grow psychologically which he called ‘motivational’ needs or ‘motivators.’

Answer 77

Achievement. Recognition. Personal growth/development. Advancement/ promotion. Work itself.

Answer 78

Status. Security. Work conditions. Company policies and administration. Relationship with the supervisor. Relationship with subordinates. Salary.

Answer 79

According to Herzberg, the ‘hygiene’ factors must be satisfied; if they are not satisfied, they can act as demotivators to the worker. NOTE - They do not act as motivators, as once satisfied the effects of them quickly wear off.

Answer 80

The methods of payment or financial reward are used to provide incentives to employees to encourage them to work hard and effectively.

Answer 81

Commission. Profit sharing. Bonus. Salary. Wage.

Answer 82

Profit sharing is a system whereby a proportion of the company’s profits is paid out to employees.

Answer 83

This additional payment should motivate the workers to work hard as they all receive a share of the profits earned by the business.

Answer 84

Profit sharing is often used in the service sector where it is difficult to identify an individual employee’s contributions to the increased profits, but they will all benefit from more productive work.

Answer 85

If the business makes very little or no profits, them no profit share will be possible, leading to employee disappointment. The profit share is usually calculated on the basis of an additional percentage of a workers existing wage or salary (higher paid workers will receive a higher profit share) leading to a bad feeling among lower paid workers.

Answer 86

The commission is a payment relating to the number of sales made (often paid to sales staff). NOTE - Commission is paid in addition to the existing wage or salary.

Answer 87

For sales staff, the more sales they make the more money they are paid leading to an increase in sales for a business.

Answer 88

If the sales staff are very persuasive and encourage people to buy goods they don’t really want, then the business may see its sales increase only in the short term and then fall again as it gets a bad reputation. It can be stressful for the sales staff because, if they have a bad month, their pay will fall. There might be too much competition between sales staff.

Answer 89

A wage is a payment for work, usually paid weekly.

Answer 90

Time rate is the amount paid to an employee for one hour of work.

Answer 91

As the wages are paid weekly, they have to be calculated every week, which takes time and money. Wage clerks are often employed to perform this task.

Answer 92

The worker gets paid on a regular basis and does not have to wait long for some money. If the employee works longer than their normal hours, they can usually be paid overtime.

Answer 93

Time rate and piece rate.

Answer 94

This makes it easy to calculate the worker’s wages and the worker knows exactly how much they will be paid for working a certain period of time.

Answer 95

The hours are often recorded on a timesheet which must be filled in and used the calculate the wages by the Accounts department (takes time). Good and bad workers get paid the same amount of money. A clocking-in system is needed to determine the number of hours worked by the employees. Often supervisors need to make sure the workers keep working and producing a good quality product (expensive because more supervisors are needed).

Answer 96

Time rate is used where it is difficult to measure the output of the worker (bus driver or hotel receptionist for example).

Answer 97

Piece rate is an amount paid for each unit of output (the more they make, the more they get paid).

Answer 98

The advantage of this system is that it encourages workers to work faster and produce more goods.

Answer 99

Workers are often paid a guaranteed minimum amount of money in the case that the machinery breaks down. Workers who are careful in their work will not earn as much as those who rush, which may not be seen as fair. Workers may concentrate on making a large number of products and ignore quality, producing goods that may not sell very well because they are of poor quality. NOTE - a quality control system is needed and this is expensive.

Answer 100

A salary is a payment for work, usually paid monthly straight into a bank account. NOTE - It is usual for office staff or management to be paid salaries.

Answer 101

Workers may prefer to be paid weekly. - No payment for extra time worked - workers may be reluctant to worklonger.

Answer 102

The payment has to be calculated only once a month instead of at least four times a month. The employer has the money in their bank account for longer than if they were paying their workers’ wages, as salaries are paid only once a month. A salary is divided into 12 monthly amounts meaning it is easy to calculate salary costs for the business.

Answer 103

A bonus is an additional amount of payment above basic pay as a rewards for good work.

Answer 104

Workers often consider themselves to be recognised and special if they are paid a bonus.

Answer 105

Bonuses can become expected every year and if they are not paid then employee disappointment can be difficult to manage. If only one or a small number of workers are paid bonuses, then bad feelings can be caused as other workers resent this and question why they did not receive one.

Answer 106

Company vehicle. Discounts on the business’s products. Health care is paid for. Children’s education fees paid. Free accommodation. Share options. Generous expense accounts (for food and clothing). Pension paid for by the business. Free trips abroad/holidays.

Answer 107

Job satisfaction is the enjoyment derived from feeling that you have done a good job.

Answer 108

Job rotation. Job enrichment. Autonomous work groups or team working. Training. Opportunities for promotion.

Answer 109

Job rotation involves workers swapping around and doing each specific task for only a limited time and then changing around again.

Answer 110

This increases the variety in the work itself and also makes it easier for the managers to move workers around the factory if people are ill and their jobs need covering.

Answer 111

Job enrichment involves looking at jobs and adding tasks that require more skill and/or responsibility. NOTE - Additional training may be necessary.

Answer 112

Promotion is the advancement of an employee in an organization, for example, to a higher job/ managerial level.

Answer 113

Employees offered promotions will feel recognized, have a higher status, and will be given more challenging work to perform.

Answer 114

Training is the process of improving a worker’s skills.

Answer 115

Workers can also feel as if they have been selected by management for training courses and this can give them a feeling that their good work has been recognized.

Answer 116

First, workers can feel a great sense of achievement if they successfully gain and apply new work-based skills. Second, they could now be given more challenging and rewarding work to perform.

Answer 117

Teamworking involves using groups of workers and allocating specific tasks and responsibilities to them. NOTE - Teamworking involves a group of workers being given responsibility for a particular process, product or development.

Answer 118

This gives a feeling of control over the jobs/tasks and the employees feel more committed, therefore increasing job satisfaction.

Answer 119

Organisational structure refers to the level of management and division of responsibilities within an organisation.

Answer 120

Organisational chart refers to a diagram that outlines the internal management structure.

Answer 121

Hierarchy refers to the levels of management in any organisation, from the highest to the lowest.

Answer 122

Hierarchy refers to the levels of management in any organisation, from the highest to the lowest.

Answer 123

A level of hierarchy refers to managers/ supervisors/ other employees who are given a similar level of responsibility in an organisation.

Answer 124

This structure is often presented in the form of an organisational chart with several levels of hierarchy.

Answer 125

People applying for the job could see if they were suitable for the work expected of them. Once the job, the new employee would know exactly what their duties and responsibilities were.

Answer 126

Chain of command is the structure in an organisation which allows instructions to be passed down from senior management to lower levels of management.

Answer 127

It is a hierarchy meaning that there are different levels in the organisation, and each level has a different degree of authority. It is organised into departments and each department has a particular job or function. As there are different levels of management, there is a chain of command. Bigger businesses are likely to have many more levels of hierarchy and there a longer chain of command.

Answer 128

Every individual can see their own position in the organisation. They can identify who they are accountable to, who they have authority over, and who they should take orders from. Shows the links and relationships between different departments within the organisation. Everyone is in a department and this gives them a sense of belonging.

Answer 129

The span of control is the number of subordinates working directly under a manager.

Answer 130

The longer the chain of command, the ‘taller’ will be the organisational structure and the ‘narrower’ the span of control. The shorter the chain of command, the ‘shorter’ will be the organisational structure and the ‘wider’ the span of control.

Answer 131

Removing a layer of management to have a shorter chain of command and a wider the structure.

Answer 132

Communication is quicker and more accurate because they are fewer levels for information to pass through before reaching the intended person. These top managers should be more in touch with people below them as there are fewer management levels to get to know. Spans of control will be wider and this means that each manager is responsible for more subordinates.

Answer 133

If superiors have more people to manage, it will encourage managers to delegate more. There will be less direct control of each worker and they will feel more trusted and therefore obtain more job statisfaction.

Answer 134

Wider spans of control, with more people to be directly responsible for, could mean that the managers lose control of what their subordinates are doing leading to the subordinates making mistakes because of poor training.

Answer 135

It is still largely arranged into functional departments. Regional division responsible for stores in other countries. They are other departments which do not have a typical function and which employ specialists in particular areas.

Answer 136

Workers may feel more loyalty to their department than to the organisation as a whole leading to conflict between departments.

Answer 137

This department has the advantage of being able to use specialist knowledge to help it run the stores abroad, such as knowledge of local cultures and customs.

Answer 138

Directors are senior managers who lead a particular department or division of a business.

Answer 139

Line managers have direct responsibility for people below them in the hierarchy of an organisation.

Answer 140

Supervisors are junior managers who have direct control over the employees below them in the organisational structure.

Answer 141

Staff managers are specialists who provide support, information, and assistance to line managers.

Answer 142

Plan for the future. Organise and delegate. Coordinate departments. Command and guide others. Control and assess the work of departments.

Answer 143

Planning for the future of an organization involves setting aims or targets and the resources which will be needed.

Answer 144

These aims or targets will give the organization a sense of direction or purpose. There will be a common feeling in the organization of having something to work towards.

Answer 145

An organizational chart can help to show who has the authority to do different jobs. It also helps to make sure that specialization occurs and that two people do not end up doing the same task.

Answer 146

This could be done by regular meetings between people in the different departments.

Answer 147

Instructions and guidance must be provided by managers and it is also their responsibility to make sure that the tasks are carried out by people below them in the organization.

Answer 148

Managers must try to measure and evaluate the work of all individuals and groups to make sure that they are on target.

Answer 149

A sense of control and direction. Coordination between departments, leading to wastage of effort. Control of employees. Organisation of resources, leading to low output and sales.

Answer 150

Delegation means giving subordinates the authority to perform particular tasks. FURTHER NOTICE - It is the authority to perform a task that is being delegated - not the final responsibility and if the job is done badly by the subordinate then it is the manager who has to accept the responsibility for this.

Answer 151

Delegation allows managers to concentrate their time on other important management tasks. Managers are less likely to make mistakes if some of the tasks are performed by their subordinates. Managers can measure the success of their staff more easily.

Answer 152

The work becomes more interesting and rewarding. The employee feels more important and believes that trust is being put in them to perform a job well. Delegation helps to train workers and they can then make progress in the organization giving them career opportunities.

Answer 153

There needs to be an increase in trust in order to reduce control over workers.

Answer 154

Motivate employees. Give guidance and advice to employees they manage. Inspire employees they manage to achieve more than they thought possible. Manage resources effectively and keep costs under control. Increase the profitability of the business.

Answer 155

Intelligence. Self confidence. Determination. Initiative. Good communication skills. Enthusiasm.

Answer 156

Leadership styles are the different approaches to dealing with people and making decisions when in a position of authority - autocratic, democratic, or laissez-faire.

Answer 157

Autocratic leadership is where the manager expects to be in charge of the business and to have their orders followed.

Answer 158

Communication in the business is mainly one way, downward or top-down and the workers have little to no opportunity to comment on anything.

Answer 159

Quicky decision making.

Answer 160

No opportunity for employee input into key decisions, which can be demotivating.

Answer 161

Democratic leadership gets other employees involved in the decision making process.

Answer 162

Communication is both downward or top-down, and upward and bottom-up.

Answer 163

Better decisions could result from consulting with employees and using their experience and ideas - as well as being a motivating factor.

Answer 164

Unpopular decisions such as making workers redundant, could not effectively be made using this style of leadership.

Answer 165

Laissez-faire leadership makes the broad objectives of the business know to employees, but then they are left to make their own decisions and organise their own work.

Answer 166

Encourages employees to show creativity and repsonsiblity.

Answer 167

Unlikely to be appropriate in organisations where a consistent and clear decision-making structure us needed.

Answer 168

A trade union is a group of employees who have joined together to ensure their interests are protected.

Answer 169

Strength in numbers. Improved working conditions. Services such as insurance, and social facilities. Possible influence in government decisions. Employment if there is closed shop. Improved conditions of employment. Advice if unfairly treated. Improved pay. Improved communications between employees and management. Advice if dismissed (unfairly or made redundant. Representation in grievances with management.

Answer 170

A closed shop is when all employees must be a member of the same trade union.

Answer 171

It costs money to be a member. Workers may be required to take industrial action even if they don’t agree.

Answer 172

They can help improve communications between workers and management. Wage agreements will be easier to negotiate with trade union than with many many individual workers.

Answer 173

Trade unions can organize strikes if they do not receive the pay levels and work conditions they demand. Wages are likely to be higher.

Answer 174

Recruitment is the process from identifying that the business needs to employ someone up to the point at which applications have arrived at the business.

Answer 175

Employee selection is the process of evaluating candidates for a specific job and selecting an individual for employment based on the needs of the organisation.

Answer 176

Recruitment and selection. Wages and salaries. Industrial relations. Training programs. Health and safety. Redundancy (retrenchment) and dismissal.

Answer 177

An employee leaves their job and needs to be replaced. It is a new business starting up and needs employees. It is a successful business and wants to expand by employing more people.

Answer 178

Vacancy arises. Job analysis. Job description. Job specification. Job advertised in appropriate media. Application forms and shortlisting. Interviews and selection. Vacancy filled.

Answer 179

A job analysis identifies and records the responsibilities and tasks relating to a job.

Answer 180

A job description outlines the responsibilities and duties to be carried out by someone employed to do a specific job.

Answer 181

A job specification is a document that outlines the requirements, qualifications, expertise, physical characteristics, etc., for a specified job,

Answer 182

It is given to the applicants for the job so they know exactly what it entails. It will allow a job specification to be drawn up. Once someone has been employed, it can show whether they are carrying out the job effectively.

Answer 183

The conditions of employment - salary, hours of work, pension scheme, and staff welfare. training that will be offered. opportunities for promotion.

Answer 184

The level of educational qualifications. The amount of experience and type of experience. Special skills, knowledge, or particular aptitude. Personal characteristics, such as type of personality.

Answer 185

Internal recruitment is when a vacancy is filled by someone who is an existing employee of the business.

Answer 186

It is quicker and cheaper than external recruitment. The person is already known to the business and their reliability, ability, and potential are known. The person also knows how the organization works, its structure and what is expected from its employees. It can be very motivating for employees to see their fellow workers being promoted.

Answer 187

The quality of internal candidates might be low. There may be rivalry among existing employees and jealousy towards the worker who gains promotion. No new ideas or experience come into the business.

Answer 188

External recruitment is when a vacancy is filled by someone who is not an existing employee and will be new to the business.

Answer 189

Local newspapers. National newspapers. Specialist magazines. Online recruitment sites. Recruitment agencies. Centres run by the government.

Answer 190

What should be included in the advert? Where should the advertisement be placed? How much will the advertising cost and is it within the budget of the Human Resouces department?

Answer 191

This can either be by filling in an application form, or by writing a letter of application and enclosing a curriculum vitae (CV) and resume.

Answer 192

A CV is a summary of a persons qualifications, experience and qualities and is written in standard format.

Answer 193

Name. Address. Telephone number. Email address. Nationality. Education and qualifications. Work experience. Positions of responsibility. Interests. Names and addresses for referees (for references).

Answer 194

Why the applicant wants the job? Why the applicant feels he/she would be suitable?

Answer 195

the applicant’s ability to do the job. any personal qualities that are an advantage or disadvantage. the general character and personality of the applicant.

Answer 196

Skills tests. Aptitude tests. Personality tests. Group situation tests.

Answer 197

Work experience. Education and other qualifications. Age. Internal. External.

Answer 198

Part-time employment is often considered to be between 1 and 30-35 hours a week.

Answer 199

Full-time employees will usually work 35 hours or more a week.

Answer 200

more flexible in the hours of work. easier to ask employees just to work at busy times. easier to extend business opening/operating hours by working evenings or at weekends. fits in with looking after children and therefore the employee is willing to accept lower pay. reduces business costs compared to employing and paying a full-time employee. in some countries, it is easier to make part-time workers redundant. NOTE - The advantages of part-time employees are the disadvantages of full-time employees.

Answer 201

takes long to recruit two part-time workers than one full-time employee. less likely to seek training because the employees may see the job as temporary. more difficult to communicate with part-time employees when they are not at work. less likely to be promoted because they will not have gained the same skills and experience as full-time employees. part-time employees can be less committed to the business and may be more likely to leave to get another job. NOTE - The disadvantages of part-time employees are the advantages of full-time employees.

Answer 202

introduce a new process or new equipment. improve the efficiency of the workforce. provide training for unskilled workers to make them more valuable to the company. decrease the supervision needed. improve the opportunity for internal promotion. decrease the chances of accidents.

Answer 203

to increase skills. to increase knowledge. to improve employees’ attitudes.

Answer 204

induction training. on-the-job training. off-the-job training.

Answer 205

Is an introduction given to a new employee, explaining the business’s activities, customs, and procedures and introducing them to their fellow workers.

Answer 206

Occurs by watching a more experienced worker doing the job.

Answer 207

Involves being trained away from the workplace, usually by specialist trainers.

Answer 208

helps new employees to settle into their job quickly. may be a legal requirement to give health and safety training at the start of a job. this means workers are less likely to make mistakes.

Answer 209

is time-consuming. means wages are paid but no work is being done by the worker. delays the start of the employee commencing their job.

Answer 210

individual tuition is given. it ensures there is some production from the worker while they are training. it usually costs less than off-the-job training. it is training tailored to the specific needs of the business.

Answer 211

the trainer will not be as productive as usual. the trainer may have bad habits and they may pass these on to the trainee. it may not lead to training qualifications recognised outside the business.

Answer 212

a broad range of techniques can be taught using these techniques. if these courses are taught in the evening after work, they are cheaper for the business. the business will only need to pay for the course and it will not also lose the output of the employee. employees may be taught a variety of skills. it often uses expert trainers.

Answer 213

costs are high. -it means wages are paid but no work is being done by the worker. the additional qualifications mean it is easier for the employee to leave and find another job.

Answer 214

Workforce planning is establishing the workforce needed by the business for the foreseeable future in terms of the number and skills of employees required.

Answer 215

dismissal. redundancy.

Answer 216

Dismissal is when employment is ended against the will of the employee, usually for not working in accordance with the employment contract.

Answer 217

Is when an employee is no longer needed and so loses their job. It is not due to any aspects of their work being unsatisfactory.

Answer 218

retire. resign.

Answer 219

some workers may volunteer and be happy to be made redundant. length of time employed by the business. workers with essential skills that are needed. employment history of the worker. which departments of the business need to lose workers and which need to retain workers.

Answer 220

employment contracts. unfair dismissal. discrimination. health and safety. legal minimum wage.

Answer 221

A contract of employment is a legal agreement between an employer and employee listing the rights and responsibilities of workers.

Answer 222

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 223

An industrial tribunal is a type of law court that makes judgements on disagreements between companies and their employees.

Answer 224

-employer must keep accurate records. - employees have the security of employment. - allows employees to take their employer to an industrial tribunal. - makes the business less likely to treat employees unfairly.

Answer 225

are of a different race of color. belong to a different religion. are of the opposite sex. are considered too old/young for the job. are disabled in some way.

Answer 226

employees should be treated equally in the workplace regardless of gender or disability. employers have to be careful when wording an advertisement for a job. when selecting an employee for a job an employer must treat all applicants equally.

Answer 227

protect workers from dangerous machinery. provide safety equipment and clothing. maintain reasonable workplace temperatures. provide hygenic conditions and washing facilities. do not insist on excessively long shifts and provide breaks in the work timetable.

Answer 228

Cost to the employer of meeting the health and safety regulations. Time needs to be found to train workers in precautions. Workers feel ‘safer’ and more motivated at work. Reduces accident rate and cost of compensation for injured workers.

Answer 229

An ethical decision is a decision taken by a manager or a company because of the moral code observed by the firm.

Answer 230

The wage rate to be paid. How frequently wages will be paid. What deductions will be made from wages.

Answer 231

It should prevent strong employers from exploiting unskilled workers. As many unskilled workers will now be receiving higher wages. It will encourage more people to seek work. It increases business costs. Some employers will not be able to afford these wage rates.

Answer 232

Communication is the transferring of a message from the sender to the receiver, who understands the message.

Answer 233

A message is the information or instructions being passed by the sender to the receiver.

Answer 234

This means that the information or message being sent is received, understood and acted upon in the way intended.

Answer 235

Internal communication is between memebers of the same organisation.

Answer 236

The tasks of management in guiding, instracting, warning and encouraging workers would become impossible.

Answer 237

‘Please do not smoke in this area.’ (notice on a table). ‘How many hours did you work last week?’ (manager asks a worker). ‘Keep this door locked at all times.’ (sign on a door).

Answer 238

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 239

External communication is between the organisation and other organisations or individuals.

Answer 240

External communication is very important to the image and efficiency of a business. FOR EXAMPLE: If a company communicates ineffectively with suppliers, it may be sent the wrong materials.

Answer 241

A transmitter or sender of the message. A medium of communication. A receiver of the information. Feedback.

Answer 242

The transmitter or sender of the message is the person starting off the process by sending the message.

Answer 243

The medium of communication is the method used to send a message.

Answer 244

The receiver is the person who receives the message.

Answer 245

Feedback is the reply from the receiver which shows whether the message has arrived, been understood and if necessary, acted upon.

Answer 246

One way communication involves a message which does not call for a require a response.

Answer 247

Two way communication is when the receiver gives a response to the message and there is a discussion about it.

Answer 248

It should become absolutely clear to the sender whether or not the person receiving the message has understood it and acted upon it. Both people are now involved in the communication process. This may help to motivate the reciever.

Answer 249

Verbal methods of communication (speaking). Written methods of communication include letters and notices. Visual methods of communication include methods such as diagrams, charts, and videos.

Answer 250

Speed. Cost. Message details. Leadership style. The receiver. Importance of a written record. Importance of feedback.

Answer 251

Face to face/ one-to-one talks/ meetings. Telephone conversations. Videos conferencing. Meetings and team briefing.

Answer 252

What are the three advantages of verbal communication?

Answer 253

In a big meeting, there is no way of telling whether everybody is listening or has understood the message. It can take longer to use verbal methods when feedback occurs. When an accurate and permanent record of the message is needed, a verbal method is inappropriate.

Answer 254

Business letters. Memorandums. Reports. Notices (no certainty that they are read). Text messages. Email.

Answer 255

There is hard evidence of the message which can be referred to in the future. It is essential for certain messages involving complicated details which might be misunderstood. A written message can be copied and sent to many people. Electronica communication is quick and cheap way to reach a large number of people.

Answer 256

Direct feedback is not always possible. It is not so easy to check that the message has been received and acted upon as with verbal messages. The language used can be difficult for some receivers to understand. There is no opportunity for body language to be used to reinforce the message.

Answer 257

Films, videos, and Microsoft PowerPoint displays. Posters. Charts and diagrams. Photographs and cartoons.

Answer 258

These methods can present information in an appealing and attractive way. They can be used to make a written message clearer by adding a chart or diagram to illustrate the point being made.

Answer 259

There is no feedback and the sender of the message may need to use other forms of communication. Charts and graphs are difficult for some people to interpret.

Answer 260

Informal information is when information is sent and received casually using everyday language.

Answer 261

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 262

Formal communication is when messages are sent through established channels using professional language.

Answer 263

Communication barriers are factors that stop effective communication of messages.

Answer 264

Sender, receiver, medium used and feedback.

Answer 265

Productivity Lower labour turnover Better quality products

Answer 266

Leadership style - Different approaches to dealing with employees and making decisions when in authority Autocratic - when the manager expects to be in charge of the business and the decision making Democratic - when other employees are involved in the decision making process Lassiter farriez - makes broad objectives for the business and lets the employees do most of the decision making

Answer 267

Decisions made quicker Clear instructions More experience

Answer 268

Less motivation Ideas are not considered

Answer 269

Highly motivated Employees are more accepting of change Creative thinking

Answer 270

Longer decision making Arguments

Answer 271

Motivated by the responsibilities Allows innovative thinking

Answer 272

Poor performance/inexperienced decisions More work May feel directionless/I dont know what to do

Answer 273

Salary - the pay yearly Commission - a payment relating to the amount of sales made Profit sharing - where a proportion of the company’s profit is paid out Fringe benefits - other benefits such as a company car Bonuses - a sum of money given if the worker has done well Time rate - the amount paid to a worker for one hour Piece rate - the amount paid for each unit of output

Answer 274

Job rotations - workers swap to do different jobs in a production line Autonomy/teamworking - working in groups and are responsible for a particular part of the assembly Workers can decide as a group who does what tasks Job enrichment - adding more tasks that require more skill so they take on more responsibility (may require training) Training - the process of improving a workers skill, worker may feel a sense of achievement Opportunities of promotion- the advancement of an employee in an organisation, may feel a sense of achievement and get more Challenging work

Answer 275

Psychological needs, food/Shelter Safety needs, job security Love and belonging (social needs), work colleagues support Self esteem, being recognised by doing a good job Self actualisation, being promoted given more responsibility

Answer 276

Hygiene factor - decreases if you dont have it but doesn’t increase motivation Eg; health and safety Motivating factors - opportunities - financial

Answer 277

Scientific theory that people are only motivated by money, piece rates However not everyone is motivated by money

Answer 278

The enjoyment derived from feeling that you have done a good job

Answer 279

Level of management in any organisation from highest to lowest

Answer 280

Describes every job in an organisation Describes the responsibilities of each employee Describes how each job is related to other jobs

Answer 281

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 282

The structure in an organisation which allows instructions to be passed down from senior management to lower levels of management a hierarchy that outlines who reports to whom, as well as the roles each person has within the organization.

Answer 283

A feature in the organisational structure where it is the number of employees working directly under a manager and for which a manager is responsible for

Answer 284

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 285

Passing down tasks down to someone lower in the hierarchy, balancing the work load for both the manager and the employee Advantages for the manager - less work, managers can focus of managerial tasks and less likely to make mistakes - easier to measure the success of the task when its done by someone else Advantages for the worker - the work is more interesting and rewarding - the worker feels more important and feels like they are trusted - delegation may help trains he employees for more difficult tasks in the future

Answer 286

When an organisation removes a layer

Answer 287

Keep decision making firmly at the top of the hierarchy amongst the most senior management

Answer 288

Consistent decisions More experienced decisions are made Easier to implement policies/rules

Answer 289

Slow decisions Less creativity Branch managers are demotivated More layers, might increase costs Danger of losing a key decision maker

Answer 290

Communication faster Good way of training. And development More motivation with staff managers

Answer 291

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 292

Communication faster Good way of training. And development More motivation with staff managers

Answer 293

Decision making is spread out to include more junior/lower level managers in the hierarchy

Answer 294

Inconsistent decisions Less experience Harder to control costs Not necessarily looking to the long term future direction of the business

Answer 295

Long chain of command Smaller span of control

Answer 296

Large span of control Less layers

Answer 297

More chances of promotion More supervision/support

Answer 298

Slower communication Heavier work load

Answer 299

Better communication Less work load

Answer 300

Less supervision feels disconnected Less promotion opportunities

Answer 301

Levels of managements and responsibilities within an organisation

Answer 302

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 303

To the diagram that outlines the internal management structure

Answer 304

Planning (relation to the main aims and targets) Organising (delegation) Commanding (guiding) Co ordinated (teamwork)

Answer 305

An organisation that protects employees rights, for money

Answer 306

Negotiates better pay Gives advice and support Negotiates better working conditions, health and safety

Answer 307

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 308

Unions drive up costs for the business Expensive to pay Time consuming

Answer 309

* Job analysis - identifies and records the responsibilities and tasks relating to the job * Job description - outlines the responsibilities and duties to be carried out by someone employed to a specific job also hilighting details about the job (final version of job analysis) * A job description will include a job specification as well (what qualifications are needed to get the job) * Job will be advertised to the appropriate media/target audience such as newspaper, magazine and online recruitment sites * Application forms will be submitted * Interviews and selection happens * Vacancy is filled (vacancy is a gap in the workforce)

Answer 310

High labour turnover New skills Growing/expand Someone got promoted

Answer 311

Job title Purpose of a Job Duties/responsibilities Location hours of work

Answer 312

When a business fills a job vacant with an existing employee Typically used for promotions

Answer 313

The process by which a business will search for a new candidates from outside a business

Answer 314

Workers strengths and weakness known No need for induction training Usually cheaper and quicker method High staff retention as staff know there is a chance of a promotion

Answer 315

More training may be needed to equip the employee with the right skills It creates another vacancy in the business Can cause jealously among staff if overlooked No new ideas are brought in

Answer 316

News ideas and skills are introduced in the business Larger choice of applicants

Answer 317

More cost and time

Answer 318

Increases output, productivity Different ideas Improvement in quality and customer service Increase staff retention

Answer 319

Induction training - an introduction given to the new employee explaining the business activities customs and procedures also introducing new rooms and their fellow workers On the job training - Training at the place of work, when an experienced employee watches you and makes the necessary corrections Off the job training - Training that takes place away from the workplace usually by a specialist trainer(s)

Answer 320

* broad range and variety of skills are taught * the business does not lose output of that employee * specialist trainer are the teacher who have up to date knowledge * costs can be too high * the additional qualifications will make it more easier for the employee to go and find another job

Answer 321

Termination by the employer because the employee has broken company rules or is not performing work to the required standard

Answer 322

* employee does not need to be sent away to their training (travel costs are high) * costs are less than off the job * tailored training to the superficial needs of the business * the trainer will not be as productive as usual * trainer may have bad habits which may be passed down to the trainee

Answer 323

The process of evaluating which candidate is best suited for the job at hand and the needs of the organisation

Answer 324

The process of identifying that the business needs to employ someone

Answer 325

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 326

Part time jobs - when you work for 1-35 hours a week Full time jobs - when you work for more than 35 hours

Answer 327

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 328

The workforce needed for the business in the near future this could include skills of employees required

Answer 329

helps the new employees settle into their job more quickly less likely for the worker to make mistakes time consuming this means wages are paid but no work is done

Answer 330

When an employee is no longer needed so loses this job (not because their work was unsatisfactory)

Answer 331

Introduce a new process Improve the opportunities for internal promotion Decrease in mistakes Increase productivity (know what they are doing) Decreases in supervision

Answer 332

Discrimination Unfair Dismissal The contract of employment (legal agreement) Health and safety Minimum wage

Answer 333

The transfer of a message from the sender to the receiver who understands the message

Answer 334

Increased productivity Feedback may make the person produce more more quality items Increased motivation

Answer 335

The communication between members of the same organisation

Answer 336

When messages are sent between one organisation and another

Answer 337

One way occurs when the receiver of a message does need to respond to the sender, some examples would be instructions, or a notice sign Two way occurs when the receiver of the message can respond this could be a simple confirmation or questions about the instructions

Answer 338

confirmation of what to do motivates the employees, they feel more involved in the process further questions so they can carry out the task more effectively

Answer 339

verbal communication, speaking in meetings/calls written communication, letters, notice boards emails visual methods, diagrams charts and videos

Answer 340

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 341

Info can be given out quickly (meeting) Opportunities for immediate feedback Body language helps communicate the message across Big meeting there is no way telling whether everyone understood No written record of the conversation, employees may forget certain details

Answer 342

Hard evidence of the message Complicated details are easier to communicate Written message can easier reach a lot of people (copy and pasted) The language used may be difficult to understand Direct feedback may not always be possible No opportunity for body language

Answer 343

More people are likely to look at more appealing posters Make written communication more clearer Charts and graphs may be difficult to interpret

Answer 344

Formal - when messages are sent through established channels using professional language Informal - when information is sent and received casually using everyday language

Answer 345

Commutation barriers are factors that stop effective communication of messages language is to difficult to understand (use of jargon) speaker speaks to quickly (verbal meetings) sender passes on the wrong message to the wrong receiver main points may be unclear (written) long chain of command (message is lost) message is not received (written) notice on notice boards may not be read

Answer 346

Using understandable language (reduces the use of jargon) Making the message clear so there is no misunderstandings Make sure the message gets to the right person Asking for confirmation that the message was understood

Answer 347

The right to command and make decisions.

Answer 348

The route through which orders are passed down in the hierarchy.

Answer 349

Authority to pass down from superior to subordinate.

Answer 350

The internal structure of a business as shown by an organisation chart.

Answer 351

The order or levels of responsibility in an organisation from the lowest to the highest.

Answer 352

A diagram that shows the different job roles in a business and how they relate to each other.

Answer 353

The number of people a person is directly responsible for in a business.

Answer 354

People in the hierarchy who work under the control of a senior worker.

Answer 355

A section in a business where all employees have similar skills and specialise in particular activities.

Answer 356

The sending & relieving of messages.

Answer 357

Things that get in the way of communication.

Answer 358

Routes along which information might travel in a business.

Answer 359

The different methods by which information can be sent.

Answer 360

The use of recognised channels when communicating.

Answer 361

The use of non-approved channels when communicating.

Answer 362

Communication between the business and those outside such as customers, investors or the authorities.

Answer 363

Communication between people inside the business.

Answer 364

A document used by a job seeker which lists personal details, qualifications, work experience, referees and other details.

Answer 365

Appointing workers from outside the business.

Answer 366

Appointing workers from inside the business.

Answer 367

A document that shows clearly the tasks, duties and responsibilities expected of a worker for a particular job.

Answer 368

A personal profile of the type of person needed to do a particular job.

Answer 369

A written agreement between an employer and an employee in which each has certain obligations.

Answer 370

Favouring one person over another. For example, in the EU it is unlawful to discriminate on grounds of race, gender, age and disability.

Answer 371

A court, which deals with cases involving disputes between employers and employees.

Answer 372

Where a worker is dismissed illegally by a business.

Answer 373

Training given to new employees when they first start a job.

Answer 374

Training that takes place away from the work area.

Answer 375

Training that takes place while doing the job.

Answer 376

Things at work that result in dissatisfaction.

Answer 377

A process, which involves increasing the knowledge and skills of a worker to enable them to do their job more effectively.

Answer 378

The pleasure, enjoyment or sense of achievement that employees get from their work.

Answer 379

The order of people’s needs starting with basic human needs.

Answer 380

The desire to achieve a goal.

Answer 381

Things at work that result in satisfaction.

Answer 382

The basic needs of humans for their survival.

Answer 383

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 384

The need of humans to communicate, develop friendship and belong.

Answer 385

A payment in addition to the basic wage for reaching targets or in recognition for service.

Answer 386

A payment based on the value of sales, usually a percentage of sales made.

Answer 387

Pay before deductions.

Answer 388

An employee’s take home pay, i.e. pay after deductions such as income tax and pension contributions.

Answer 389

A rate of pay above the normal rate to compensate employees for working extra hours.

Answer 390

A payment system designed for non- manual workers where pay increases are given if performance targets are met.

Answer 391

A payment system where workers receive an amount of money for each unit produced.

Answer 392

Workers are given a share of the profits, usually as part of their pay.

Answer 393

Pay, usually to non-manual workers, expressed as a yearly figure but paid monthly.

Answer 394

A payment system based on the amount of time employees spend at work.

Answer 395

‘Perks’ over and above the normal wage or salary.

Answer 396

Making workers’ jobs more challenging by giving them opportunities to be creative and take on responsibility.

Answer 397

Allowing workers to change jobs from time to time.

Answer 398

Workers want to work hard and effectively for their employer.

Answer 399

Payment for work, usually paid weekly.

Answer 400

Wage based on number of hours worked

Answer 401

Wage based on number of units of output produced.

Answer 402

Payment for work, usually paid monthly.

Answer 403

Payment based on number of units sold.

Answer 404

Payment to employees based on a share of the profits of the business.

Answer 405

Additional payment to workers, above the basic wage/salary, as a reward for good work

Answer 406

Pay is related to the performance of an employee, e.g. meeting pre-set objectives.

Answer 407

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 408

Giving employees shares in a company to encourage a sense of belonging and ownership

Answer 409

Assessing the effectiveness of employees (important for performance-related pay).

Answer 410

Non-financial rewards.

Answer 411

Enjoyment employees can derive from work if they feel they have done a good/rewarding job.

Answer 412

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 413

Workers are asked to switch different tasks with other workers (but at the same level of responsibility).

Answer 414

Tasks of a similar level of difficulty/responsibility are added to a worker’s job description.

Answer 415

Adding tasks that are more challenging, more skilful and more responsible.

Answer 416

Money Social Needs -Esteem Needs Job Satisfaction Security

Answer 417

Physiological needs Safety needs Belongingness and love needs esteem needs self actualization

Answer 418

workers are motivated by money

Answer 419

Two factors, hygiene & motivation

Answer 420

wages salary bonus Commission Profit sharing

Answer 421

Financial Non-Financial

Answer 422

The levels of management and divisions of responsibility in an organisation

Answer 423

The route taken by instructions passed down from senior management.

Answer 424

A level of management where people have the same level of responsibility.

Answer 425

The number of employees working directly under a manager.

Answer 426

Have direct responsibility over people below them in the hierarchy of an organisation.

Answer 427

Specialists who provide support, information and assistance to line managers.

Answer 428

Giving subordinates (employees/junior managers) the authority to perform particular tasks.

Answer 429

Where the manager is in charge of the business, takes all decisions and expects orders to be followed.

Answer 430

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 431

All employees are involved in the decision making process.

Answer 432

Makes broad objectives known to employees who are then left to make own decisions and organise the r own work.

Answer 433

A group of workers who join together to protect their interests.

Answer 434

planning organising coordinating commanding controlling

Answer 435

type of business (creative or supply driven) nature of the task

Answer 436

Identifying need for new employees) and encouraging people to apply for a vacancy.

Answer 437

Responsibilities and duties to be carried out by the job holder.

Answer 438

The requirements, qualifications, experience and characteristics of people needed to fill a job vacancy.

Answer 439

The vacancy is filled by someone who is an existing employee of the organisation.

Answer 440

The vacancy is filled by someone who is not an existing employee of the organisation

Answer 441

Jobs with less hours than a full working week, e.q. 20 hours per week instead of 40.

Answer 442

Jobs with a full working week (length varies between businesses). Full-time employees will usually work 35 hours or more a week

Answer 443

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 444

Training at the place of work - watching and being instructed by experienced workers.

Answer 445

Training away from place of work, e.g. at college, being instructed by specialist trainers.

Answer 446

Training for new employees explaining the business structure, activities and procedures.

Answer 447

Employees are no longer required - the job no longer exists.

Answer 448

Establishing the size and skills of the workforce needed by a business for the future.

Answer 449

An employee’s employment contract is terminated and they must leave the business.

Answer 450

Identifying a vacancy Prepare job description and person specification advertise shortlist references interview selection

Answer 451

increase productivity decrease the amount of supervision required reduce accidents and injuries improves chances of internal promotion

Answer 452

Induction on the job off the job

Answer 453

Advantages - helps new employee settle in - Health and safety training may be required Disadvantages - Time consuming (delays the start of employee’s work) - Wages are paid but no work has been done by the employee

Answer 454

Advantages Training is cheap Training is specific for their job Work can be done while training Disadvantages The trainer will not be getting work done. Training won’t be effective if the trainer is bad

Answer 455

Advantages Trainers are experts (Skills can be taught) Training can be done outside of working hours (in employee’s own time) Disadvantages Off the job training is expensive Worker may receive training paid by business and leave Training may not be specific for the job

Answer 456

Automation factory/ shop closure business relocating demand for goods or services business merging

Answer 457

Sending a message from sender to receiver who understands it

Answer 458

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 459

Information or instructions sent from sender to receiver.

Answer 460

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 461

Between members of the same organisation.

Answer 462

Between the organisation and another organisation.

Answer 463

The person sending the message.

Answer 464

The person who receives the message.

Answer 465

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 466

Reply from receiver to sender to confirm message received/understood.

Answer 467

How the message is communicated, e.g. meeting, letter, email.

Answer 468

Message is sent without receiver required or expected to give feedback.

Answer 469

Gives feedback to a received message - there may be discussion about it.

Answer 470

Messages sent through established channels.

Answer 471

Messages sent casually, not through established channels.

Answer 472

Factors that stop effective communication

Answer 473

Motivated worker – A hard-working employee who works effectively for a business.

Answer 474

Money – People need money to buy food, water and other items they need to live. Social needs – People just like us likes to feel part of a team, socialise and make friends. Esteem needs – Feeling important, feeling that they are contributing to a business. Job satisfaction – enjoyment from the work and achievements they have accomplished. Security – Feeling of having a secure job with a stable income. (not likely to lose job etc…)

Answer 475

labour productivity reduced absenteeism labour turnover

Answer 476

Motivation improves productivity so motivated workers will work harder and produce more output, and the firm will make more profit as a result. Labour productivity is output per worker measured by output divided by the number of workers. So if 10 workers pick 4000 oranges the labour productivity is 4000 divided by 10, 400 oranges per person.

Answer 477

Motivated workers will arrive on time, are less likely to be absent from work (also known as absenteeism) and are less likely to leave the business. We can calculate the rate at which workers leave the business by dividing the total number of employees by the number of employees who left in the last year.

Answer 478

Among the causes that contribute to high labour turnover are that the job and the worker do not suit one another, low wages, bad working conditions, bad treatment on the part of the employer or just the roving nature of the worker. Labour turnover is equal to the number of employees leaving, divided by the average total number of employees (in order to give a percentage value). The number of employees leaving and the total number of employees are measured over one calendar year.

Answer 479

Abraham Maslow’s theory states that the more levels of needs achieved by the worker = the higher motivated they will become. This also means that each level of motivation must be achieved before an employee can move to the next level of motivation.

Answer 480

Physiological needs: Food, rest, recreation and shelter wages high enough to meet weekly bills safety/security needs: protection against danger, poverty, fair treatment job security social needs: friendship, a sense of belonging to a team work colleagues that support you at work esteem needs: having status and recognition, achievement, independence being given recognition for a job well done self-actualisation: successding to your full potential feeling that you have done a good job, not just for financial and personal reward being promoted and given responsibility

Answer 481

One limitation of this theory is that it doesn’t apply to every worker. For some employees, for example, social needs aren’t important but they would be motivated by recognition and appreciation for their work from seniors.

Answer 482

F. W. Taylor: Taylor based his ideas on the assumption that workers were motivated by personal gains, mainly money and that increasing pay would increase productivity (amount of output produced). Therefore he proposed the piece-rate system, whereby workers get paid for the number of output they produce. So in order, to gain more money, workers would produce more. He also suggested a scientific management in production organisation, to break down labour (essentially division of labour) to maximise output

Answer 483

Employees can be motivated by other factors not just money There is no guarantee that all employees will work harder if they are paid more There are many jobs where output cannot be measured easily (difficult to determine if employee actually works hard)

Answer 484

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 485

Why are the hygiene factors important?

Answer 486

recognition achievements level of responsibility need for personal growth

Answer 487

working conditions salary and job status company policy and benefits working relationships

Answer 488

There are 2 factors Hygiene & Motivation factors. Workers expect hygiene factors to be available to them otherwise they will become demotivated. Hygiene factors will not motivate the workers only motivation factors will make the employees work harder.

Answer 489

recognition achievements level of responsibility need for personal growth

Answer 490

There are 2 factors Hygiene & Motivation factors. Workers expect hygiene factors to be available to them otherwise they will become demotivated. Hygiene factors will not motivate the workers only motivation factors will make the employees work harder.

Answer 491

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 492

Financial rewards Non-financial rewards Job satisfaction

Answer 493

wage salary bonus, commission profit sharing

Answer 494

Usually paid weekly – to manual workers e.g. warehouse workers, cleaners etc cons: Good and bad workers get paid the same Calculating wages takes time and money (opportunity cost)

Answer 495

Wages (time rate) – Payment for a period of time such as amount per hour e.g. $10 per hour. Cons: Good & bad workers get paid the same Recording every employee’s working hours may be complicated costs business to hire an employee to calculate each workers’ wage (opportunity cost)

Answer 496

Wages (piece rate) – Workers paid depending on quantity of product produced e.g. $2 for every bicycle assembled. Cons: Workers may rush and produced bad quality products, Workers that make slow high-quality products will get paid less. workers may focus on quantity rather than quality, this can damage the reputation of the business if any machinery break down the employees will earn less money

Answer 497

Workers are paid monthly Pay is calculated per year, then divided by 12 Extra work may not be paid for Often used with office staff or management It is easy to calculate It can be used in combination with other methods

Answer 498

Used with sales staff They are paid a % of the profit or value of the sale Can be very motivating! Sales staff are often paid a small percentage of the selling price of the product they are selling e.g. If a car salesman sells a car, the salesman might get 20% of the selling price of the car which is added to his salary. cons: But also demotivating if staff don’t make many sales If sales staff are too pushy it can annoy customers and harm the reputation of the business

Answer 499

Can be used with all staff They are paid a share of the profits, in addition to their basic salary. It is a paid as a ‘dividend’ Can be motivating as all staff want the business to succeed Used when it is difficult to identify individual contributions

Answer 500

A lump sum paid to workers when they have worked well - Usually paid at the end of the year or at intervals throughout

Answer 501

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 502

Employee’s pay is linked to the effectiveness of their work. This is often used with jobs where output cannot be easily measured. E.g. teachers, police officers, managers Businesses use an appraisal to assess effectiveness: The manager will interview the worker and discuss progress Training needs and objectives for the year ahead should be identified.

Answer 503

Employees are given the opportunity to buy some shares in the business This should encourage them to work hard as they will receive dividends if the company does well The share price will also increase if the company is doing well May improve employee loyalty as they now feel part of the company

Answer 504

Health care paid by company Company cars Free trips / company holidays Employee of the month Free meals Discount on company’s products Free housing Children’s education fees paid by company

Answer 505

Job satisfaction is the enjoyment obtained from feeling that you have done a good job. As stated by Herzberg, factors which dissatisfy or demotivate must be resolved before workers can be motivated.

Answer 506

Pay Promotion Working conditions The work itself Status of the job

Answer 507

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 508

What: Workers swap roles to do different tasks. How: This stops the employee from getting bored. Con: It requires time and money spent to train employees Effective?: Yes

Answer 509

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 510

What: Workers swap roles to do different tasks. How: This stops the employee from getting bored. Con: It requires time and money spent to train employees Effective?: Yes

Answer 511

What: More extra tasks are given to the worker so they have a variety of things to do. However, these tasks should not be more difficult. e.g. supermarket cashier now adds price label on items. How: It reduces boredom Con: workers will not get paid any more for doing more tasks so they may feel demotivated effective?: not very effective

Answer 512

What: Adding tasks that require more skill and responsibility. e.g. receptionist employed to greet clients now deal with telephone enquiries How: Workers may be given greater autonomy (independence) over their work -Increased decision making opportunities Con: additional training is required effective?: very effective

Answer 513

What: This involves giving a group of workers responsibility for a particular process or task. How: They can decide how to complete the task using their skills, knowledge and experience, this should improve job satisfaction effective?: effective

Answer 514

Organisation structure refers to how responsibility and authority is shared in a business organisation.

Answer 515

a visual representation of the organisational structure, showing who reports to whom.

Answer 516

Tall organisational charts – These have a long chain of command and a small span of control Flat organisational charts – Short chain of command, wide span of control

Answer 517

a manager directly in charge of a worker (above their subordinates on an org. chart)

Answer 518

a worker who reports to their line manager (below their line manager on an org. chart)

Answer 519

giving authority for a task to a subordinate (e.g. when a manager gives responsibility to a worker)

Answer 520

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 521

the number of employees (subordinates) working directly under a manager

Answer 522

the path of authority passed from senior management to workers

Answer 523

Shows how everybody is linked together in a business Lines of communication are clear Motivational as employees can see where they belong and can plan their career paths

Answer 524

Faster communication – Communication is quicker and more accurate since it is passed on by fewer people. Stronger relationship between high-level managers and employees – This is because there are fewer levels between managers and employees. Each manager is responsible for more employees – This encourages them to delegate (pass down) more work to employees.

Answer 525

removing an entire row of management - It is primarily done to cut costs but is also used to improve/speed up communication / decision making.

Answer 526

Benefits: Communication is quicker and more accurate Management are more in touch with the people below them Spans of control will be wider Managers will delegate more (Workers will feel more trusted, they may get to make more decisions which might lead to more job satisfaction) Problems: Fewer management positions – less chance of promotion Difficult for manager to monitor performance

Answer 527

Benefits: More managers 🡪 easier to monitor employee performance More chance of promotion motivating Problems: - Communication takes longer - More managerial positions higher salary costs. Businesses can cut this costs by removing a layer of management which is called delayering

Answer 528

helps clear communication makes accountability easier (to see who is responsible for what/who) show the inter-relationships between departments

Answer 529

directors managers supervisors other employees

Answer 530

Responsibility: - Appointed by shareholders to run the business - Hold an AGM (Annual General Meeting) to review progress - Set the vision, strategy and structure of the business. inter-relationships: - Work closely with managers and shareholders to ensure that business is achieving its objectives

Answer 531

Responsibility: In charge of the employees and the business assign tasks and roles Monitor progress inter-relationships: Relay messages between directors and employees Work closely with supervisors

Answer 532

responsibilities: - Normally in charge of a small group of people responsible for a specific task - Have less responsibility than managers inter-relationship: Work closely with specific groups of employees Feedback to managers

Answer 533

responsibilities: - Have a duty to complete their set roles and tasks to the right standard inter-relationships: - May have close relationship and give feedback to managers and supervisors – it depends on the business

Answer 534

* Planning Set goals for the future of the organisation. Give the business a sense of direction and purpose (e.g. we will aim to increase sales by 10% by next year.) * Organising Organising of people and resources so that the business operates efficiently (Managers can’t do everything, they must delegate tasks to other employees) * Coordinating Making sure all departments are working together to achieve the overall objectives and plans of the organisation. (e.g. Manager makes sure marketing and operations department work together to plan for a new product launch) * Commanding Guiding, leading and supervising of employees in the organisation. (Managers need to make sure that employees are doing their work!) * Controlling This involves monitoring performance to ensure that objectives will be met.

Answer 535

planning controlling organising coordinating commanding

Answer 536

A manager must set aims/objectives/targets for the business and also for the workers. These give the business a sense of direction and purpose. A manager must also plan for the resources that will be needed.

Answer 537

Organising of people and resources so that the business operates efficiently (Managers can’t do everything, they must delegate tasks to other employees) Making an organisational chart is very helpful to show authority. The chart is also helpful so all workers know what they are supposed to do and to see who is responsible for what/who.

Answer 538

Making sure all departments are working together to achieve the overall objectives and plans of the organisation. (e.g. Manager makes sure marketing and operations department work together to plan for a new product launch)

Answer 539

A manager must guide, lead, supervise and also command people what to do. Managers must make sure the workers are meeting their targets and deadlines. Managers should share their experience to help the workers become more efficient.

Answer 540

Managers must measure and evaluate the work of everyone in the company. They must find the employees that are not doing their work efficiently and discipline them. If there are reasons why the employees are not being efficient, they must find these reasons and fix them.

Answer 541

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 542

Reduced workload for the manager The manager can focus on other tasks and overseeing their dept Manager can monitor and measure staff more easily

Answer 543

Workers are empowered – they feel more important and trusted Work becomes more interesting and rewarding Training should be provided, leading to career opportunities

Answer 544

They may be worried the workers will do better than them They may not trust their staff! Delegation is also a balance between trust and control Managers are more likely to delegate if they trust their subordinates The more they delegate, the less control they have greater risk

Answer 545

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 546

Autocratic democratic laissez-faire

Answer 547

Leader is in charge and gives orders to employees: Makes decision alone Everything depends on the leader cons: - May de-motivate employees When used? - May be an advantage for some businesses where decision needs to be made quickly

Answer 548

Other employees involved in decision making: Communication between managers and employees Future plans are discussed with other employees pros - Motivates employees because they are involved in making decisions. Sharing of ideas within the business. Cons: - Can delay decision making

Answer 549

“let it be” Leader sets objectives and employees makes decision and organise their own work: - Can be useful when creative ideas are needed pros: Highly motivational for employees as they control their own working life cons: - Poor coordination and decision making - Relies on good team work - leader has only a limited role to play

Answer 550

context culture leader’s personality types of workforce - skill and motivation level

Answer 551

A trade union is a group of workers who have joined together to ensure their interests are protected.

Answer 552

Improved conditions of employment Improved work environment Improved benefits Improved job satisfaction Advice/financial support Strenght in number (many employees will join)

Answer 553

Cost money to be a member - May be forced to take action e.g. strike even if you don’t agree

Answer 554

To replace staff who have left or been promoted Bring in staff with new skills Recruit more staff as business expands

Answer 555

The process of identifying that the business needs to employ someone up to the point where applications are received.

Answer 556

The methods used to choose which applicant(s) to offer the job(s) to.

Answer 557

To replace staff who have left or been promoted Bring in staff with new skills Recruit more staff as business expands

Answer 558

A vacancy is an unoccupied position or job.

Answer 559

A study of the tasks and activities to be carried out by the new employee

Answer 560

This describes the main duties and responsibilities of the job. It should also include working conditions (pay, working hours, pension, training etc).

Answer 561

The qualifications and qualities necessary to perform the job (e.g. educational requirements, experience needed)

Answer 562

Internal recruitment is filling a vacancy with an existing employee.

Answer 563

External recruitment is filling a vacancy with someone who is not an existing employee, who will be new to the business.

Answer 564

Advantages: It saves time and money The worker is already known to the business (their ability, attitude etc) Worker already knows the organisational culture Can increase motivation as workers see colleagues being promoted Disadvantages: No new ideas come into the business. It can cause jealousy or rivalry amongst the employees. Limited pool of applicants Creates new vacancy elsewhere in the business

Answer 565

Advantages New ideas from new workers More likely to hire someone who matches job specification Disadvantages Expensive – need to advertise job Demotivating for internal candidates

Answer 566

Local newspaper National newspaper Specialist Magazine Recruitment agencies Job centres

Answer 567

Who would you target to recruit with this method? - Usually for an office job (clerical) or factory job (manual) Advantages Relatively cheap Low skilled Lots of suitable local applicants Disadvantages Newspaper readership is falling Limited duration of advert

Answer 568

Who would be recruited through this method? - Usually for highly skilled, senior jobs. Usually these people are willing to relocate. Advantages - Read by lots of people all over the country Disadvantages Can be expensive Newspaper readership is falling Limited duration of advert

Answer 569

Who would you try to recruit with this method? - Usually for technical/specialist roles, e.g. scientists. Advantages Mostly read by people who have the skills for the job Can be used to advertise nationally/internationally Disadvantages Quite expensive to advertise in Some suitable people may not read this magazine

Answer 570

Who would you try to recruit with this method? - Often used for ’skilled workers’ in a variety of roles. Advantages The agency have specialist staff who can recruit effectively They advertise and interview for you Saves the business time Disadvantages - Can be very expensive, depending on the job

Answer 571

Who would you try to recruit with this method? - Usually for semi- and unskilled workers Advantages - Can be very cheap, even free Disadvantages Many people may not visit the centre Why are the applicants already unemployed – are they reliable?

Answer 572

Duties involved Qualifications required Salary Conditions of employment Information about how to apply

Answer 573

application form and/ or - a curriculum vitae (CV) – also know as a résumé

Answer 574

Name Address Telephone number Date of birth Nationality Education Qualifications Work experience Positions of responsibility Interests ( hobbies ) References (names and addresses)

Answer 575

Application forms and CVs – To see if applicant matches the job specification Interviews – Find out information about candidate’s abilities and personal qualities

Answer 576

shortlisting interviews testing

Answer 577

The HR manager will go through all the resumes and forms and pick out suitable candidates They will create a shortlist of people from all the applicants This short-listing process will involve company the CV’s of the applicants to the job description from there, you select people to interview

Answer 578

Find out if applicant has the ability to do the job Personal qualities about the applicant To see if the candidate will ‘fit in’ with the culture of the business

Answer 579

* Skill test – to observe the candidate’s skills * Aptitude test – to see how quickly candidate can learn new skills (Can be IQ tests or job-specific tests) * Personality test – to see if their personality has the characteristic that the job may require * Group situation test – to see how candidate(s) works as a team

Answer 580

An employee that works fewer hours than a full-time worker

Answer 581

Pros: Can be used flexibly – needed during busy times May be more productive (less bored/tired) Part-time workers are usually cheaper – may not be entitled to benefits Cons: The employees are less likely to be trained – costs more to train large numbers of part-time employees. Takes longer to recruit 2 part-time workers instead of 1 full-time worker. They are less committed to the company and the job. Less likely to be promoted b/c they lack the skills and experience necessary to do the job. Difficult to communicate with them outside of work. Lower motivation for workers

Answer 582

Full-time employees usually work 35+ hours per week They are usually more dedicated to their jobs and the business. They get more benefits and a higher salary. They are much more likely to be promoted. THE ADVANTAGES/DISADVANTAGES ARE THE OPPOSITE OF THOSE OF PART-TIME WORKERS

Answer 583

Trained workers are more productive decrease the amount of supervision required may lead to job satisfaction reduce accidents and injuries Improve chances for internal promotion To introduce a new process or new equipment. To improve the efficiency of the workforce To improve the amount of internal promotion.

Answer 584

Off-the-job training Induction training On-the-job training

Answer 585

What is it? Training is given to a new employee, outlining the firm’s activities and culture. This can last between one day and one week. This helps the new employee meet colleagues, find where things are, and learn what is expected of them. Advantages: Helps new employees settle in quickly. Meet legal requirements (e.g. Health and Safety). Fewer mistakes will be made. Disadvantages: It is time-consuming. The employee is paid but he/she isn’t being productive It delays the start of the employees job.

Answer 586

What is it? When the new employee watches an experienced worker do the job correctly. Only useful for unskilled or semi-skilled jobs. Advantages: Opportunity to learn from experienced, expert employees The worker is productive whilst training. Cheaper than off-the-job training. It trains the worker in the specific needs of the business Disadvantages: Disruption to production. The trainer may have bad habits and teach them to the new employee. The worker may not get proper qualifications by learning from another employee. Learning environment may not be idea

Answer 587

What is it? Involves being trained away from the workplace, usually by specialist business . The techniques used are much more varied and can be much more complex. The workers might be in a classroom using lectures, role play, case studies, or computer simulations to learn how to do their jobs Advantages Trainers are experts (Skills can be taught) Training can be done outside of working hours (in employee’s own time) A wider range of skills can be obtained Disadvantages Off the job training is expensive Worker may receive training paid by business and leave Training may not be specific for the job

Answer 588

automation (machines replace humans) factory/shop closure business relocating demand for goods/services falling business merging Outsourcing – the business is paying an external business to provide some services, e.g. accounting, HR

Answer 589

Dismissal is when a worker is fired because of bad work or bad behaviour. For example: being late or being caught stealing.

Answer 590

Redundancy is when a worker is fired because they are no longer needed. It is not their fault – the requirements of the business have changed Workers are often legally due to be paid compensation for being made redundant, for example it may be one week/month of wages for each year they worked at the company.

Answer 591

Voluntary Redundancy is when workers are aware that redundancies will be made and they volunteer to leave - This is because they might retire soon, have another job they can go to, or start their own business using the redundancy money.

Answer 592

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 593

The workers who have worked for a business longer are usually kept. Workers with essential skills to the company are obviously retained. Attendance, punctuality, and evaluation scores are considered. Different departments also have different needs.

Answer 594

Skin colour Religion Gender Disabilities Race Sexual orientation

Answer 595

Unfair discrimination at work and when applying for job Wage protection (e.g. minimum wage) Health and safety standards Unfair dismissal

Answer 596

Protection from dangerous machinery. Providing safety equipment and clothing. Maintain reasonable workplace temperatures. Providing hygienic conditions and washing facilities. Provide breaks and not allow workers to work too long in one day.

Answer 597

They can take their case to an industrial tribunal – a legal meeting, where the dispute can be settled.

Answer 598

Pay (how much and when it will be paid) Deductions, such as tax Roles Responsibilities

Answer 599

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 600

Advantages: This prevents businesses from exploiting unskilled workers. It encourages businesses to train these workers to make sure they are more productive. It will encourage more people to look for work. Low-paid workers will earn more and can afford to spend more Disadvantages: It increases business costs which raises prices. Some employers cannot afford this wage. So they make workers redundant. -Unemployment may rise. Everyone will want to be paid the same for the same work, and the costs of the business will increase.

Answer 601

Motivation is the reason why employees work hard and effectively for a business.

Answer 602

Motivation improves productivity so motivated workers will work harder and produce more output, and the firm will make more profit as a result. Motivated workers will arrive on time, are less likely to be absent from work (also known as absenteeism). They are also less likely to leave the business. Motivated workers are an asset who will go the extra mile for their business. Motivated workers make the workplace a fun, positive environment where people want to be.

Answer 603

Labour productivity is output per worker measured by output divided by the number of workers. So if 10 workers pick 4000 oranges the labour productivity is 4000 divided by 10, 400 oranges per person.

Answer 604

We can calculate the rate at which workers leave the business by dividing the total number of employees by the number of employees who left in the last year.

Answer 605

Labour Turnover Rate is the amount of employees leaving a business in a year and is calculated as a share of the total workforce

Answer 606

Some examples of highly motivated employees include: a sales assistant who makes every customer feel special; an engineer who works additional hours to make sure the product development is just right; a teacher who always has time to answer student queries.

Answer 607

Demotivated workers are a liability for a business, and can mean an unsatisfactory customer experience, where products are faulty or the service is inadequate. Demotivated workers are a negative influence on co workers and bring down the whole morale of the workforce, impacting the long term success of the business.

Answer 608

Scientific Management is observing employees, figuring out “one best way” of completing a task, and then training all employees to do the job exactly the same way. This had a huge impact on improving worker productivity in the early 20th century.

Answer 609

Taylor’s theory on worker motivation was that the more you pay workers, the harder they will work and the greater the output will be produced. He argued it was best to pay workers by piece rate. If you paid them more by how much they produced, they would work harder and output would increase.

Answer 610

His approach just focused on one human need, money (financial rewards). It ignored other human needs like social needs (being able to form friendships at work and feel part of a team) and achievement, feeling your work has meaning and you have contributed to something bigger.

Answer 611

Abraham Maslow believed money was important in that it fulfilled a need to provide food and shelter, but he also believed humans had other needs and wants which needed to be satisfied before employees became fully motivated. He ranked them on his now famous pyramid also known as the hierarchy of needs. First physiological and safety are the most basic needs, then social, then esteem needs – feelings of achievement, respect or status. The peak of the pyramid is self-actualisation when employees have reached their absolute full potential. Self-Actualisation - achieving full potential Esteem Needs - status and achievement Social Needs - friendships with colleagues Safety Needs - health and safety at work Physiological Needs - air, water, food, shelter

Answer 612

Herzberg refined the pyramid with his two factor theory. He said that employees need certain basic needs, called Hygiene Factors, to be fulfilled by the business before they could even begin to think about motivation. Only after the Hygiene factors (like working conditions and wages and salaries) had been taken care of, could employees be motivated using achievement, recognition and responsibility.

Answer 613

Company policies Supervision Relationship with supervisor and peers Work conditions Salary Status Security

Answer 614

Achievement Recognition The work itself Responsibility Advancement Growth

Answer 615

Wages Salary A bonus Commission Profit Sharing

Answer 616

Wages are usually paid weekly and are calculated by how many hours an employee works, times their hourly rate, or how much is produced by a worker in a factory, piece rate. This sort of payment is often used with lower skill workers or part time employees.

Answer 617

Adv: Wages allow flexibility for employees and business. Disadv: It may lead to feelings of job insecurity in employees as they can’t be sure how much they will be paid every week.

Answer 618

Salary is a fixed payment every month. Often used for higher skill professional jobs like teachers or managers. In these jobs it may not be possible to use time rate or piece rate.

Answer 619

Adv: Unlike wages, employees feel greater job security in employees as they can be sure how much they will be paid every month. Disadv: However, it can lead to complacency in employees, so businesses may need to consider additional methods of motivating staff.

Answer 620

A bonus is usually a one off reward. It could be for achieving a target like a driver delivering all his parcels accurately and on time. It could also be a team reward like a factory increasing production by 20%.

Answer 621

Adv: Bonuses gives employees a target to work towards. Disadv: They can be costly for the business

Answer 622

Commission is a kind of bonus where salespeople are given a percentage of the selling price if they make a sale. If a car salesperson gets 1% of selling a $30000 car, he/she will receive $300.

Answer 623

Adv: Encourages higher sales. Disadv: May lead to over pushy salespeople, who force customers to buy the most expensive products rather than what is most suitable.

Answer 624

Profit sharing is when employees get rewarded with a very small % of the firm’s profits annually. E.g. In 2020 SouthWest Airlines shared 12% of $700 million profits giving each employee $1400.

Answer 625

Adv: It encourages a team spirit as all employees will want to make the company successful to earn more profit Disadv: However, with all team benefits there is the free loading problem where some individuals may be working harder than others but all employees are rewarded by the same amount.

Answer 626

Job rotation Job enrichment Team Working Training Opportunities for promotion

Answer 627

Job rotation is when employees switch simple tasks for a short time. E.g. Workers in McDonald’s could swap positions between grilling burgers, cooking fries or wrapping finished products.

Answer 628

Adv: This will make the job more interesting than continually doing a repetitive task. Disadv: As the work doesn’t involve much additional responsibility or skill it is unlikely to have a huge impact on long term motivation.

Answer 629

Job enrichment is when employees are given additional responsibility in their day to day tasks which often requires more training and or development. For example, a worker in a supermarket responsible for restocking the shelves, may be given responsibility for reordering inventory and handling all customer queries in this area.

Answer 630

Adv: This will give further motivation than simple job rotation, as the employee feels like they are developing their skills and has a sense of achievement. Disadv: The additional training and reorganising of job roles may be costly for a business, at least in the short term.

Answer 631

Team Working is when a group of employees are given responsibility for a specific project, department or unit of work.

Answer 632

Adv: This allows greater interaction by fulfilling social needs. As employees work together to achieve a specific goal it gives workers a feeling of much greater job satisfaction and accomplishment. Disadv: However, it means managers have to delegate responsibility to the team, and find ways of changing work processes to allow team working.

Answer 633

Training develops workers’ skills.

Answer 634

Adv: As it involves considerable investment by a business employees will feel valued and will see the benefits of staying with the business if they will receive further training in the future. Disadv: However, training is costly and there is always the chance employees will leave the business after receiving training.

Answer 635

Firms can reward employees by giving employees another job in the business with higher status, pay or responsibility.

Answer 636

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 637

Adv: Employees will be highly motivated to show leaders they should be promoted. Disadv: Unless a business is expanding very rapidly or has high labour turnover, there will be limited positions available for promotion so it may not motivate all employees.

Answer 638

– Is there evidence in the case study which shows what is currently demotivating the employees? – Which motivational methods are suitable? Commission may not be suitable if the employees are not involved in sales – As we learned with the motivational theorists there is some debate over the importance of money or financial rewards in motivating employees. Pay is important, but financial rewards alone won’t be enough to ensure all workers are motivated. – Cost? Can the business afford to give all the employees a pay raise? Can they afford enough to make a difference? Remember with evaluation you need to make a decision, justify why your choice is more suitable than the other options for this business.

Answer 639

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 640

employees can only be motivated after hygiene factors have been fulfilled = Herzberg Hierarchy of needs = Maslow Workers are best motivated by money = Taylor

Answer 641

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 642

Tammy feels alone at her place on the production line, as she has little interaction with other employees = Team working Roger is bored doing the same job every day in a supermarket = Job rotation Michela feels undervalued as a chef and want to develop her skills = Training

Answer 643

* case study * Commission * motivated * cost

Answer 644

both employers and employees know what is expected of them. it provides some security of employment to the employee. if the employee does not meet the conditions of the contract then legal dismissal is allowed.

Answer 645

* an extra reward given to employees for reaching a certain target * fixed payment usually paid monthly * all employees get rewarded with a very small % of the firms profits annually * salespeople are given a % of the selling price if they make a sale

Answer 646

* an extra reward given to employees for reaching a certain target = Bonus * fixed payment usually paid monthly = Salary * all employees get rewarded with a very small % of the firms profits annually = Profit sharing * salespeople are given a % of the selling price if they make a sale = Commission

Answer 647

Yes because it will prevents workers becoming bored doing the same task repeatedly, which could increase output. No because they need to provide training to the 80 employees which increases cost. Job rotation is better, as it will also give a manufacturing business more flexibility as workers will be able to do more than one job, so can move to where they are needed on the production line. Bonuses will also cost more and not give the flexibility of job rotation.

Answer 648

Organisational Structure is like the skeleton and nervous system of a business. It shows where power, authority, responsibility and status lie, and how communication flows throughout.

Answer 649

(Director) | (Head Teacher) | (Head of science and maths)----(Head of Humanities)----(Head of English) (Teachers)

Answer 650

(Board of Directors) | (Managing Director) | (Operations Manager)----(Marketing Manager)----(Finance and HR Manager) (Employees)

Answer 651

A Hierarchy shows who is the boss of who. Put simply, who gets to tell someone else what to do. The managing director has authority over the operations, marketing and finance managers, but must follow the instructions of the board of directors.

Answer 652

Chain of command is how authority is passed down in an organisation. So if the operations manager is responsible for the overall production of cars an individual employee may be responsible for quality control.

Answer 653

It brings order to an organisation. Employees know who they take instructions from, managers and leaders know what their authority is, what they can and can’t do without permission from their boss. It also means individuals can be held accountable. If sales start to fall the marketing manager will have to explain why, and take action to solve the problem.

Answer 654

Span of control is the number of employees one manager or leader has authority over. In Higher Arch the marketing manager has a span of control of two employees, while the operations manager has a span of control of 3 employees.

Answer 655

A larger span of control will mean less control for the manager or leader as they will have more subordinates to supervise. A larger span of control usually leads to more delegation of authority to subordinates. The manager or leader will not be able to directly control many subordinates.

Answer 656

A narrow span of control will mean more control and less delegation. This is the conflict between trust and control.

Answer 657

A larger span of control and greater delegation is usually associated with highly skilled and experienced employees who need less direct supervision.

Answer 658

Managers may be reluctant to delegate, as they don’t trust subordinates to do a good job and fear losing control. However, delegation can be hugely beneficial to a skilled leader who can delegate effectively. It means increased motivation among subordinates and managers can focus on more important tasks.

Answer 659

Directors are responsible for the big picture, setting out the vision and the long term goals for the business and providing inspiring leadership to get there. They are ultimately responsible to the shareholders (owners of the business) so need to protect their interests.

Answer 660

Managers are responsible for delegating tasks, motivating employees, and solving day to day problems, so that the goals of the directors are achieved.

Answer 661

Supervisors, more often known as team leaders, and employees, work efficiently towards smaller goals set by managers. If there is a big problem or issue they need to pass the information up through the organisation. Many managers or supervisors will hope to perform well so they can gain promotion to a higher position in the hierarchy.

Answer 662

In reality, managers or leaders may complete many functions at the same time or situation. For example, an operations manager at a meeting with other department heads will be planning further steps, but also co-ordinating plans with other managers and controlling, through reviewing if previous targets have been met. To help we will go through a day in the life of Richard who is a marketing manager In the morning he plans for the next marketing campaign. He will then coordinate with the finance manager to make sure there is sufficient budget for the campaign. Organise the different task to be carried out and delegate to the marketing team Then command the photographer to complete the publicity shots – and motivate by setting a target for completion date. Control by looking at the sales figures from the last campaign and checking if targets have been met.

Answer 663

Autocratic Leadership could be described as command and control. Decisions are made by the leader, alone, without discussion. Information is one way, so leaders will check only to make sure the instructions have been carried out, not to get feedback from employees.

Answer 664

It’s suitable for emergency situations at work, for example a flood or a power cut, or can be used to manage employees of low skill levels.

Answer 665

In long term autocratic management can lead to low motivation and bad quality decisions.

Answer 666

In democratic leadership the key thing to remember is consultation. There is discussion with subordinates before taking a decision. Democratic leadership does not mean there is a vote on decisions. The manager is ultimately responsible and they are not forced to follow the advice of employees.

Answer 667

It can lead to higher quality decisions and higher motivation, especially if employees are more skilled, experienced and want to be involved in decisions.

Answer 668

However, it is more time consuming to make decisions and arguably requires a confident manager with a higher skill level to allow a suitable level of feedback.

Answer 669

Laissez-Faire translates as “let them do it”. Leaders will support and coordinate and set broad goals, but it will be left to team members to work independently day to day

Answer 670

It can be suitable for highly skilled and motivated employees, often in creative or technical posts like research and development.

Answer 671

Most employees require goal setting and direction to keep their focus. A completely hands off Lassiez-Faire leadership style can cause worker demotivation.

Answer 672

Leaders should consult with employees before making decisions, apart from exceptional circumstances, like emergency situations where quick action is required. Autocratic leadership also prevents the flow of feedback. Lassiez Faire is only suitable with highly skilled, creative or technical professions, and still requires leaders to set goals and direction.

Answer 673

Managers’ skill level and experience – if a manager instinctively has an autocratic or democratic style it can be very difficult to change. Employees skill level and the speed at which the task must be completed. If employees are low skilled or inexperienced, directions will be more likely to be top down from the leader and there will be less opportunity for feedback.

Answer 674

A trade union is an organisation of employees who aim to improve the pay and conditions of their members.

Answer 675

Trade Unions are all about the power of the collective, as one person if you ask for more pay from a business they are much less likely to take you seriously, but if a trade union represents the whole workforce of thousands of employees the business owners are much more likely to listen.

Answer 676

If Trade Unions feel strongly enough that they are not being treated fairly they can go on strike, refusing to go to work until the situation is resolved. However, if the business fails the trade union and workers will lose their jobs, so it’s always in their interests to find agreement with management. It’s important to remember that Trade Unions don’t just negotiate pay, but can ensure a safe workplace, help with disputes between managers and employees and arrange social activities for members.

Answer 677

* Controlling = Working with other managers to make sure departments work efficiently together * Commanding = Checking sales figures and seeing if targets have been met * Coordinating = Telling an employee their tasks for the day and setting a target for completion. * Planning = Figuring out the business objectives for the next two years.

Answer 678

* A computer chip factory manager wants to get suggestions from employees on how to improve productivity = Democratic * Apple want to find innovative products to replace the Iphone = Lassiez Faire * A tropical storm is about to strike a hotel and the manager must keep all guests safe = Autocratic

Answer 679

(c) Way 1: Gives strength in numbers Explanation: When dealing with the head office over the redundancies Way 2: Can negotiate better working conditions Explanation: For the workers in LUV's 200 shops

Answer 680

Training plays a crucial role in not only increasing the efficiency and effectiveness of staff, but also in motivation and retention (reducing labour turnover).

Answer 681

Internal recruitment is finding someone for the vacancy that already works for the business.

Answer 682

the employee is a known quantity. managers will know their performance, their strengths and weaknesses and feel confident they are a good fit for the business. it will limit induction and training costs as the employee knows how the business operates already. acts as an incentive to other employees, if workers see hard work and initiative results in promotion to a higher position in the business, they will work harder.

Answer 683

External Recruitment allows a much wider choice of potential applicants, and can bring new ideas, fresh thinking and better ways of doing things. Although there is a higher recruitment cost, there may not be enough suitably skilled employees to fill the vacancies with internal recruitment, so often businesses must recruit externally.

Answer 684

identify all the roles and responsibilities that will be included in the position. his is called the job description. The next step is to think of the skills that are required to fulfil the tasks in the job description. This is called the person specification. connect with the best possible candidates for the position and let them know about the job, normally done through a job advertisement. The job advertisement will tell potential applicants about the job, what the requirements are and encourage them to apply. shortlist the the best 3 or 4 candidates who have the most suitable skills and experience in their applications. Traditionally, the next step is an interview, where employers ask potential employees questions to decide if they are suitable for the job. But it also makes sense to test the applicants skills. select the best candidate for the job, based on all the information about each candidate.

Answer 685

There is no right or wrong answer here, the key is to keep your answer in context and explain why the candidate you recommended for selection is: 1) More suitable than the other two 2) Will lead to the long-term success of the business.

Answer 686

art time workers allow a business more flexibility, part time employees can work more hours during busy periods of the year and less hours when there is less demand. Part time workers are often more productive, this may be because they are less tired or more motivated than full time staff. Part time working can allow employees to have greater work life balance. For example, parents might cut down to working three days a week so they can look after their children.

Answer 687

part time staff can be an additional cost in training and recruitment. Part time employees may make communication more difficult. There will be more staff members who are at work less, so it is harder for messages to be delivered clearly.

Answer 688

Full time employees may be more committed to the company and more likely to aim for promotion.

Answer 689

Training ensures that when employees start a new job they are not just “thrown in at the deep end”. If new employees feel supported with all the skills and information they need when starting a new job they will be more productive sooner, have a higher quality output, and be much more highly motivated. Employees will also be much more likely to stay with the business.

Answer 690

Induction Training aims to quickly make employees feel comfortable in their new workplace by setting out the basics of what they need to know about working at the organisation. A lot of it can be “boring but important” details like where the bathroom or coffee machine is, and safety procedures like the fire drill. It’s also important for employees to learn about the business: what it does, what its aims are and what it expects of employees.

Answer 691

Induction training is an additional cost

Answer 692

it’s often essential, particularly in larger organisations, to settle employees quickly and ensure long term motivation and productivity. If employees’ first experience of the business is unsatisfactory, it can take a long time to repair the damage.

Answer 693

On the job training is when a new staff member learns new skills in the workplace from an experienced employee. For example, watching how to assemble parts on a factory production line and then completing the tasks under supervision.

Answer 694

On the job is lower cost than off the job training, and employees can find out exactly how the job is done in their workplace.

Answer 695

they may pick up bad habits from the experienced employee, and it may result in reduced output as new employees will take time to get up to speed.

Answer 696

It is used when employees have to learn a highly specialist skill, like how to operate a new kind of computer system or a specialist management skill.

Answer 697

only way of allowing employees to learn the latest specialist technical skills which may be essential for the effective and efficient operation of the business.

Answer 698

Off the job training is much more expensive than on the job as it takes place away from the workplace, usually at a specialist training facility like a university or college.

Answer 699

Training is expensive, and requires additional organisation and leadership. However, the short term costs of investing in training often results in long term benefits for the business because of higher productivity and high quality output.

Answer 700

The more technical and skilled the job, the more likely it will be off-the-job training.

Answer 701

Resignation is when an employee leaves a job due to their own free choice, usually to move on to another job, or a change in personal circumstances.

Answer 702

In some countries employees must stop working at a certain age.

Answer 703

“letting go” of an employee

Answer 704

It occurs when the job position no longer exists, and the employee can’t be moved to another vacant position.

Answer 705

This can happen when a part of a business closes down or a factory relocates to another country where the cost of production is cheaper.

Answer 706

When an employee is fired.

Answer 707

For either an employee breaking company rules, or for incompetence, not being able do the job to the required standard.

Answer 708

* if there is lower demand for a particular product then it may not be profitable to continue production, so employees have to be let go. * if more efficient machinery or artificial intelligence can take over their role * if a business relocates to another country or area where costs are lower.

Answer 709

With redundancy you must ensure the system is fair. This will minimise the negative impact on employee motivation, if workers know why some of their co-workers were made redundant, and why it was unavoidable. Often businesses ask for voluntary redundancy first. So they aren’t forced to choose which employees to let go. They can use a “Last in First Out System” so the last person to be employed is the first person to be made redundant if the business has to downsize.

Answer 710

Legal action is when a business is taken to court.

Answer 711

This is usually a very high cost for a business, damages a businesses reputation and has a negative effect on employee motivation.

Answer 712

Unfair Dismissal Discrimination Health and Safety Legal Minimum Wage

Answer 713

Unfair dismissal is when an employee has their employment terminated unfairly. For example, if an employee is dismissed, because they support a different football team from the boss of the company.

Answer 714

For an employee it means they have protection against unfair dismissal and may sue the business if they feel they have been unfairly dismissed.

Answer 715

For businesses it means they have to be very careful when dismissing staff to make sure they have followed all the proper procedures, to make sure no legal action is taken against the business.

Answer 716

Discrimination is being treated differently on the basis of sex, age, gender, ethnicity or sexual orientation.

Answer 717

Discrimination can occur during recruitment of new employees or anywhere where managers make decisions about employees’ working life, like promotion or deciding which tasks different employees do.

Answer 718

If employees are discriminated against they can take legal action so businesses need to have rules and procedures in place to make sure all employee are treated fairly, and if there is an accusation of discrimination it can investigated thoroughly.

Answer 719

Health and Safety is the duty of businesses to ensure all employees are safe at work. This means employees are properly trained, given the correct PPE (personal protective equipment) and making sure all machinery is safe. Employees have a duty to follow health and safety rules and report any danger in the workplace.

Answer 720

If an employee is injured at work they may take legal action against the business.

Answer 721

In many countries there is a minimum amount employees must be paid per hour or per month. If a minimum wage is introduced or increased, businesses will need to review their costs to ensure they can continue to operate profitably.

Answer 722

* Training to familiarise new employees with the workplace, co workers and procedures = Induction Training * Training off site at a college or specialist training location = Off the job training * Training at the workplace under the direction of an experienced employee = On the job training * May offer a lower cost option to off the job training = Online Training

Answer 723

* Being treated differently on the basis of sex, age, gender, ethnicity or sexual orientation. = Discrimination * is the duty of businesses to ensure all employees are safe at work = Health and safety * Government sets the lowest permissible pay rate = Legal minimum wage * Ending a work contract without proper or legal justification = Unfair dismissal

Answer 724

External recruitment might be more expensive which will increase costs However, the business might have no choice as there may not be suitable internal applicants. External recruitment means a wider choice of applicants. Although a higher cost, using external recruitment would be better as it will result in the appointment of a manager whose cost savings will soon outweigh the cost of external recruitment, especially in a large business where there is much more opportunity for cost savings

Answer 725

Effective communication seems simple, but even between two people talking face to face there can often be misunderstandings. As business grows they have thousands of employees spread across hundreds of countries, speaking numerous different languages. We need to know the: different means of communication, benefits and limitations of each, and also how to overcome communication barriers like language or culture.

Answer 726

For effective communication we need to ensure: Message is sent using the correct communication method Message is sent to and received by the correct person The receiver understands the message The receiver provides feedback to confirm they have received and understood the message. The critical aspect to remember is that communication is not just one way, the receiver of the message has to show they have understood the message, and give feedback.

Answer 727

Effective communication seems simple, but even between two people talking face to face there can often be misunderstandings. As business grows they have thousands of employees spread across hundreds of countries, speaking numerous different languages. We need to know the: different means of communication, benefits and limitations of each, and also how to overcome communication barriers like language or culture.

Answer 728

* it avoids mistakes. For example, ineffective communication could result, in a missed order, losing a valuable customer which can lead to massive loss in sales. * decisions can be made more quickly and businesses can respond to changes in the market. If the right information gets quickly to the correct employees it can give a business a competitive advantage. * Improved coordination between departments is a direct result of effective communication. If the operations department is aware of the marketing departments product launch, they will ensure they have sufficient production to meet demand. * improve motivation as workers they feel more valued and involved. * improves customer relationships. * In order to retain customers, businesses increasingly aim to keep customers fully informed about orders, respond quickly and effectively to customer queries, and update customers about new products or services.

Answer 729

if a marketing department fails to coordinate with the operations department, they may not raise production to the correct level. If the information doesn’t get to the right people quickly enough then it will take a long time to come up with an alternative plan. This means customer demand won’t be satisfied, so the relationship with customers will be negatively impacted, as will motivation as employees will have to deal with more complaints, and may not have all the information to explain why the issues occurred.

Answer 730

ads: Visual information Written Record of communication Written Record of communication disads: Employees can be overwhelmed by high volumes of emails Can be unsuitable for in depth discussions

Answer 731

organisation which relies too heavily on email may find motivation dropping among employees, and lower team morale, if workers only see each other as messages on a computer screen rather than having face to face conversation.

Answer 732

ads: Can allow ideas to develop between multiple employees disads: Can be time consuming Can be dominated by more assertive employees

Answer 733

ads: Can allow ideas to develop between multiple employees disads: Can be time consuming Can be dominated by more assertive employees

Answer 734

ads: Can improve motivation+ Allows honest feedback disads: No written record of communication Time consuming

Answer 735

ads: Visual Information can be shared Seen by a wide range of employees in a less formal setting disads: No guarantee all employees will see messages

Answer 736

Effective communication seems simple, but even between two people talking face to face there can often be misunderstandings. As business grows they have thousands of employees spread across hundreds of countries, speaking numerous different languages. We need to know the: different means of communication, benefits and limitations of each, and also how to overcome communication barriers like language or culture.

Answer 737

How urgent is the message? If you need to communicate a message straight away and make sure the receiver understands, face to face or a telephone call is more suitable. How detailed is the message? If there is a lot of information in the message, a written communication like email is much more suitable so the receiver has a record of all the information and can refer back to the details if necessary. Does the message need to be discussed? Is quality feedback required? Meetings allow detailed feedback from the receivers; this can be much more difficult via email. Is a written record of the communication required? Often the sender will need evidence that they have sent a communication, with a record of the time it was sent. This avoids later disagreements over what “he said/she said”, or employees claiming they took no action because they did not receive a message. Is the message confidential? If a message contains sensitive information the sender should ensure that the message is not shared with only those employees who need to know the information. It is important to remember that communication methods can be used together, provided the message is the same. For example, if a financial manager creates a report on reducing costs, they can present the information to other managers at a meeting, take questions during the meeting and allow face-to-face discussions at a later date. Many managers have an “open door” policy – so employees can come and ask questions if they are unsure about any message.

Answer 738

A communication barrier is anything that gets in the way of a message being understood.

Answer 739

Communication barriers can result in ineffective communication which will lead to the opposite results of effective communication. It can result in mistakes, demotivation in staff, poor coordination and decision making within the business and poor relationships with customers.

Answer 740

Problems with the physical environment. Problems with communication channels. Barriers between Sender and Receiver

Answer 741

If there are high levels of background noise, for example, noisy machinery in a factory message may not be clearly understood. This can be fixed by giving instructions in a quiet area of the factory, or developing a system of visual communications

Answer 742

Multinational corporations, operating in many countries, may also have to overcome the physical barriers of being far away from other members of the organisations. Technology can increasingly overcome these challenges, by using video conferencing like Zoom, email and instant messaging.

Answer 743

If chains of command between sender and receiver are too complex, the message may get distorted or it may take too long for the message to be given and feedback received. If highly technical information is given in a form that employees not skilled in that area can’t understand, then this can also lead to the message not being received. This can be overcome by ensuring all communication is in simple straightforward language, so that all employees can understand.

Answer 744

If there is a lack of respect or trust between sender and receiver, the message may be misunderstood or not carried out. Demotivated employees may also ignore messages or parts of communication they disagree with. This is possibly the most difficultbarrier to overcome, as it comes from employees’ emotions, so there is no easy technical fix. However, if companies build a culture where there is trust and respect between all employees, these communication barriers will be removed.

Answer 745

Keep the channel of communication short, to minimise potential distortion. Adapt the message to the receiver. If the receivers of the message don’t speak English as a first language, use simple language, and speak slowly. Feedback not only to allow the sender to check that the message has been understood, but also to allow the receiver to talk through any questions or concerns.

Answer 746

* If there are high levels of background noise, for example, noisy machinery in a factory, the message may not be clearly understood. = Problems with the physical environment * If chains of command between sender and receiver are too complex, the message may get distorted or it may take too long for the message to be given and feedback received. = Problems with communication channel * If there is a lack of respect or trust between sender and receiver, the message may be misunderstood or not carried out. = Barriers between Sender and Receiver

Answer 747

* Give instructions in a quiet area of the factory = High levels of background noise in a factory * Build a business culture of trust and respect between all employees. = Lack of respect or trust between sender and receiver * Ensure all communication is in simple straightforward language, that all employees can understand. = Highly technical information

Answer 748

Language: Use of technical terms when using batch production so employees may not understand the message Medium of Communication: The wrong channel may be used so all if the 600 employees may not be able to access the message if they send a message by email and not all workers have access to a computes

Answer 749

Is the real reason why employees want to work hard and work effectively for the business.

Answer 750

* Money: to pay for necessities and some luxury. * Security: a sense of security. To know that your job and pay are safe an is not likely to lose your job. * Social needs (affiliation): feeling part of a group or organizations, meeting people and making friends at work. * Esteem needs (self importance): feeling tat the job you do is important. * Job satisfaction: enjoyment from the feeling that you have done a good job.

Answer 751

Motivated workers work harder and are highly productive. produces a large output. business makes more profit.

Answer 752

Taylor (1911): money is the main motivator. Maslow (1954): Hierarchy of needs. Herzberg (1959): ‘Hygiene’ and ‘motivators’

Answer 753

That all workers are motivated by personal gain. If workers are paid more, they will work more.

Answer 754

Factory worker’s work were broken down into simple tasks. It was easier to work out their output. Workers that had more output, were paid more.

Answer 755

Workers worked harder and produced more output. The extra output of a worker is worth more that the worker’s increase in pay.

Answer 756

* Too simplistic- workers are motivated by things more than money * unfulfilled workers will not produce productivity improvements, even if pay is increased. * Practicality: not easy to measure worker output.

Answer 757

Physiological needs: food, rest, recreation and shelter. Worker’s wages should be high enough to pay bills. Safety/security needs: protection against danger, protection against poverty and fair treatment - job security. Social needs: friendship, a sense of belonging to a team - work colleagues that support you at work. Esteem needs: having status and recognition, achievement and independence - being given recognition for a job well done. Self- Actualization: succeeding at your full potential, feeling that you have done a good job, not just for financial and personal reasons - being promoted and given more responsibility.

Answer 758

Employees can motivated by the next level when a level is satisfied. The current level will no longer satisfy the employee.

Answer 759

That some levels do not exist for some people while some rewards appear fit to more than one level. Money is essential, but large salaries can also be perceived as a status symbol.

Answer 760

That people have two types of needs: basic animal needs (hygiene factors) and psychological growth factors (motivators).

Answer 761

achievement recognition personal growth/development advancement or promotion work itself

Answer 762

status security work conditions company policies and administration relationship with supervisor relationship with subordinates salary

Answer 763

Once they are satisfied, the effects of them quickly wear off. True motivators are found in other factors.

Answer 764

For some people, other factors maybe more important than money alone. A lack in such motivations mean Employees may leave.

Answer 765

To provide incentives to employees to work efficiently and harder.

Answer 766

wage salary bonus commission Profit sharing

Answer 767

is a payment for work, usually paid weekly.

Answer 768

The worker gets a regular pay and will not have to wait long. Overtime wage can paid to workers

Answer 769

They have to calculated weekly and can take time and money. Wage clerks will have to be employed.

Answer 770

is an amount payed to an employee for one hour of work.

Answer 771

Easy to calculate. - worker will know how much he has to recieve.

Answer 772

Time-sheets will have to be filled and accountants will spend lots of time calculating. Good and Bad workers get paid the same amount of money. Supervisors are needed to check worker’s work. Clocking system required.

Answer 773

When it is hard to calculate worker output. for bus drivers and receptionists.

Answer 774

is an amount paid for each unit of output.

Answer 775

-It encourages workers to work faster and produce more output.

Answer 776

Quality maybe neglected. Quality control systems are expensive. Friction between careful and rushed workers, who receive more pay. Worker output maybe stopped if machinery breaks down. Guarantee amount is required.

Answer 777

is a a term to describe payment for work, usually paid monthly.

Answer 778

easy to calculate Employer can have money in the bank account for longer. Payments need to e calculated less frequently.

Answer 779

worker preferences - No payment for overtime- worker maybe more reluctant.

Answer 780

is an additional amount of payment above a basic pay as a reward for good work.is an additional amount of payment above a basic pay as a reward for good work.

Answer 781

It allows for the worker to feel ‘recognized’ and ‘special’#

Answer 782

I would be expected of the business and employees will be disappointed if it cannot be paid during a bad year. If not paid to everybody, can result in some workers questioning.

Answer 783

is a payment relating to the number of sales made.

Answer 784

The more sales a worker makes, the more they are paid.This encourages sales staff to sell as many products as possible and therefore business sales increase, creating more profit.

Answer 785

Persuasive sales staff can convince customers to buy a product, when they do not want it. sales will increase in the short term and decline due to bad reputation. Stressful for sales staff: they need to sell in order to receive a pay. Too much competition between sales staff.

Answer 786

is a system whereby a proportion of the company’s profits is paid out to employees

Answer 787

The additional apartment will motivate staff to work hard as they receive a share of the profits.

Answer 788

is an addition to financial benefits given to an employee of a business,depending on the seniority of the job performed.

Answer 789

company vehicle discounts on businesses products. health care paid for children’s education fees free accommodation share options generous expense accounts pension paid for free trips abroad/holidays

Answer 790

is the enjoyment derived from the feeling that you have done a good job.

Answer 791

involves workers swapping around and doing each specific task for only a limited time and changing around again.

Answer 792

involves looking at jobs and adding tasks that require more skill and/or responsibility.

Answer 793

involves using workers and allocating specific tasks and responsibilities to them

Answer 794

it is the process of improving a worker’s skills.

Answer 795

it refers to the levels of management and division of responsibilities within an organisation.

Answer 796

It refers to a diagram that outlines the internal management structure.

Answer 797

it refers to the levels of management in any organisation, from the highest to the lowest.

Answer 798

it refers to the managers/supervisors/ other employees who are given a similar level of responsibility in an organisation.

Answer 799

is the structure in an organisation which allows instructions to be passed down from senior management to lower levels of management.

Answer 800

is the number of people working directly under a manager.

Answer 801

The longer the chain of command, the ‘taller’ will be the organisational structure and the ‘narrower’ will be the span of control. When the chain of command is short, the organisational will have wider spans of control.

Answer 802

is when a level of management is removed, creating a wider organisational structure and a shorter chain of command.

Answer 803

* Communication is quicker: messages have lesser levels to pass through. * Top managers will be less remote from lower levels; they will be in touch with lower levels. * Spans of control is wider: each manager is responsible for more subordinates. Managers have more people to manage. workers have less direct control.

Answer 804

managers will delegate more as a large department means they cannot handle tasks by them selves.

Answer 805

They will feel more trusted and will be able to make decisions. This can give more job satisfaction.

Answer 806

They have many people that they are directly responsible for and may end up losing control if they are poorly trained.

Answer 807

They are senior managers who lead a particular department or division in a business.

Answer 808

Workers may feel more loyal to their department. - Conflict between departments may arise.

Answer 809

are people with direct responsibility over people below them in the hierarchy of an organisation.

Answer 810

they are junior managers who have direct control over the employees below them in the organisational structure.

Answer 811

are specialists who provide support, information and assistance to line managers.

Answer 812

They can use specialist knowledge to help it run the stores abroad, such as knowledge local customs and traditions.

Answer 813

Planning Organizing Coordinating Commanding Controlling

Answer 814

Planning for the future is when aims and targets are set It gives the organization a purpose and direction The management will also have to plan resources needed to achieve those targets.

Answer 815

-Tasks must be delegated to others and resources should be properly organized as managers will not be able to do all tasks by themselves.

Answer 816

Manager should ensure all departments are working together towards the tasks planned by the management. To do this, meetings can be held.

Answer 817

Managers should make sure all supervisors and workers are working towards the task. They should guide, lead and supervise them and also tell them what to do.

Answer 818

Managers must try to evaluate and measure the work of all individuals and groups to make sure they are on target. They may have to find the reason why these targets are not being met and this can include disciplining the staff too.

Answer 819

a sense of control and direction coordination between departments, leading to a wastage of efforts. control of employees organization of resources, leading to low output and sales.

Answer 820

It means giving subordinates the authority to perform particular tasks.

Answer 821

Gives time to concentrate on more important tasks. Less likely hood of mistakes from managers. Easy to measure success and capabilities of staff, based on the tasks delegated to them.

Answer 822

the work becomes interesting and rewarding. Feeling of importance- incentive to do a good job train workers and gives better opportunities.

Answer 823

subordinate may not do a task well. - subordinate may do a better job- manager insecurity.

Answer 824

motivate employees guide and advise employees inspire employees manage resources and keep costs under control increase profitability.

Answer 825

are the different approaches to dealing with people and making decisions when in a position of authority- autocratic, democratic or laissez-faire

Answer 826

autocratic democratic lassez-faire

Answer 827

is where a manager is in charge of a business and expects his orders to be followed.

Answer 828

quick decision making

Answer 829

no opportunity for employee ideas- demotivating.

Answer 830

is where the manager gets the employee involved in the decision making process

Answer 831

better decisions as employees may have experience and ideas

Answer 832

unpopular decisions cannot be made. e.g employee redundancy.

Answer 833

makes the broad objectives of the business known to employees, but then they are left to make their own decisions and organize their own work.

Answer 834

employees can show creativity and responsibility

Answer 835

not appropriate in clear and consistent organizations like customer service.

Answer 836

is a group of employees who have joined together to ensure their interests are protected.

Answer 837

strength in numbers when negotiating with employers. Improved conditions of employment; rates of pay, holidays and hours of work. Improved work environment; health and safety, noise and heating. Improved benefits for ill or redundant workers. improved job satisfaction Advice and financial support Influence government officials secure employment

Answer 838

costs money to be a member - workers may have to take industrial action if they don’t agree.

Answer 839

better communication between worker and employer. - easy wage agreement

Answer 840

worker strikes - higher wages. more business costs.

Answer 841

Identifying need for new employee(s) and encouraging people to apply for a vacancy.

Answer 842

Responsibilities and duties to be carried out by the job holder.

Answer 843

The requirements,qualifications ,experience and characteristics of people needed to fill a job vacancy.

Answer 844

The vacancy if filled by someone who is an existing employee of the organization.

Answer 845

The vacancy is filled by someone who is not an existing employee in the business.

Answer 846

Jobs with less hours than a full working week.

Answer 847

Jobs with a full working week. Full time employees will usually work 35 hours or more a week.

Answer 848

Training at the place of work-watching and being instructed by experienced workers.

Answer 849

Training away from the place of work, e.g ar a college, being instructed by specialist trainers.

Answer 850

Training for new employees explaining the business structure,activities and procedures.

Answer 851

Employees are no longer required - the job no longer exists.

Answer 852

Establishing the size and skills of the workforce needed by a business for the future.

Answer 853

An employee’s employment contract is terminated and they must leave the business.

Answer 854

Sending a message from sender to receiver who understands it.

Answer 855

Information or instructions sent from the sender to the receiver.

Answer 856

Is communications s between members of the same organization.

Answer 857

Between an organization and another organization.

Answer 858

The person sending a message.

Answer 859

The person who receives a message.

Answer 860

A reply from the receiver to the sender to confirm that a message is sent or understood.

Answer 861

How the message is communicated, e.g meeting, letter, email.

Answer 862

Message is sent without the receiver required to receive or give feedback.

Answer 863

Gives feedback to a received message- there maybe a discussion about it.

Answer 864

Messages sent through established channels.

Answer 865

Messages sent casually, not through established channels.

Answer 866

Factors that stop effective communication.

2. People in business Flashcards

(899 cards)