2.4 - Motivation & Demotivation - Labour turnover Flashcards
(29 cards)
Labour turnover (def)
Measures the percentage of the workforce that leaves the organisation in a given time period (usually one year)
Labour turnover (formula)
(number of staff leaving/total number of staff) x 100
Why is a lower turnover percentage desired? (2)
- workforce planning has been effective
- employees are content and motivated to work
Types of appraisals (4)
- Formative
- Summative
- 360-degree feedback
- Self-apparaisal
Appraisal
The formal assessment of an employee’s performance in fulfilling a job based on the tasks and responsibilities set out in the job description
Formative appraisal
Planned and ongoing process in which appraisal evidence is used by employees to inform them about what to do to improve their work practice
Summative appraisal
Written description of an employee’s performance at work - summarising personal performance and achievements during the year
360-degree feedback
Collecting evidence about the employee’s job performance from peers, subordinates, managers or others with direct contact with the employee
Self-appraisal
Employees appraising themselves based on predetermined criteria
Advantages of appraisal (name 3)
- Leads to professional development with goal setting
- Allows for objective praise of staff
- Provides constructive feedback
- Useful for managers getting valuable feedback from employees
- Training and development needs can be planned from aggregate findings of appraisals
- Allows for objective analysis of how much to reward employees in terms of pay
Disadvantages of appraisals (name 3)
- Time consuming and costly
- Follow-up on feedback requires funding and monitoring
- Can be subjective due to perceptions and work relationships interfering with process
- Staff may get offended by feedback process, especially in areas of weakness
- Appraisers may lack skills, experience and confidence in carrying out appraisals effectively.
- Employees can experience unnecessary anxiety if appraisals are linked to pay
Recruitment and selection process (9 steps)
- Vacancies become available
- Advertise the vacant post
- Check applications and create shortlist
- Conduct interview
- Perform aptitude testing (if required)
- Check references
- Offer job to best candidate
- Issue and sign employment contract
- Carry out new employee induction
Where can job vacancies be advertised? (name 4)
- newspapers
- specialist trade publications
- company websits and social media platforms
- online recruitment websites
- employment agencies
- job centres
- university career fairs
Parts of application process (3)
- application form
- curriculum vitae
- cover letter
Types of application testing (4)
- psychiometric tests
- aptitude tests
- intelligence tests
- trade tests
Organisational culture
What is considered “normal” to a firm
Components of organisational structure (3)
- beliefs
- attitudes
- values
Benefits of a strong organisational culture (4)
- creates a sense of belonging and security for staff
- promotes cohesion - so people do the right things
- reduces mistakes and misunderstandings
- minimises problems when conflict occurs
Elements of corporate culture
N - nature of the business
O - organisational structure
R - rewards
M - management style
S - sanctions
Nature of the business
The mission, aims and objectives of a business
Organisational structures (tall vs flat)
Tall: generally have a culture of working in small independent teams
Flat: encourage a collaborative culture
Rewards
Appropriately renumerated employees are more likely to develop a strong and united culture
Theories about corporate culture (5)
- Schein
- Deal & Kennedy
- Kotter & Heskett
- Gert Hofstede
- Goffee & Jones
Charles Handy’s Gods of management (4)
- Zeus (power)
- Apollo (role)
- Athena (task)
- Dionysian (person)
