3.6 Flashcards

Question

Benefits for training of training

Answer 1

- Better productivity - Higher quality - More flexibility through better skills - Less supervision is required - Improved motivation - Better recruitment and employee retention - Easier to implement

Answer 2

- Fist impression bias - Confirmation bias - Deciding based on the candidates likeability vs their competency and qualifications for the role

Answer 3

- Interviews - Job knowledge tests - Cognitive ability tests - Personality test

Answer 4

- Poor management - Poor job design - Poor recruitment - Poor production organisation - Ineffective or inefficient equipment

Answer 5

- It enables a new recruit to become productive as quickly as possible - It can avoid costly mistakes by recruits not knowing the procedures or techniques of their new job - The length of induction will vary job to job and will depend in the complexity of the job, the size of the business and the level or position of he job within the business The areas included in induction training: - Learning about the duties of job - Meeting new colleagues - Seeing the layout of the premises - Learning about the internal workings and policies of the business - Learning about the values and aims of the business

Answer 6

- They fear employees will be poached by competitors - A desire to minimize short term costs - The cannot make a justifiable investment case - Training takes time to have the desired effect - Sometimes the benefits of training are more intangible than tangible

Answer 7

- Occurs when employees are taken away from their place of work to be trained Common methods: - Day release - Distance learning/ evening classes - Block release course - Sandwich courses - Sponsored courses in higher education - self study, computer based training

Answer 8

- More expensive - Lost working time and potential output from employee - New employees may still need some induction training - Employees now have new skills/ qualifications and may leave for better jobs

Answer 9

- A wider range of skills or qualifications can be obtained - Can learn from outside specialists or experts - Employees can be more confident when starting job

Answer 10

- With on the job training employees receive training whist remaining in the workplace Methods of on the job training - Demonstration/ instruction - Coaching - Job rotation - Projects

Answer 11

- Quality depends on ability of trainer and time available - Bad habits might be passed on - Learning environment may not be conducive - Potential disruption to production

Answer 12

- More cost effective - Employees are actually productive - Opportunity to learn whilst doing - Training alongside real colleagues

Answer 13

- Quality of goods - Productivity - Reduction in labour turnover - Easier to recruit workers - Motivation in workplace is measured by a survey

Answer 14

- His theory is that employees have motivating factors; interest in work, recognition and personal achievement, responsibility and scope to develop - He also found that were were hygiene factors which if not met would dissatisfy the employees, but if they were met did not motivate them any more than they were already. There were good working conditions, pay and relationships with other employees

Answer 15

- The will to work - Comes from enjoyment of work itself - A desire to achieve a certain goal Methods of motivation - Financial - Non-financial

Answer 16

- Firms should attempt to meet the needs of workers to enable the workers "self actualisation" - Safety needs > Contracts for employees meaning firms cant just fire them. They are safely employed - Social needs > Firm providing social time for employees e.g. lunch breaks - Esteem needs > Giving staff responsibilities so they feel like they have more status

Answer 17

- Managers should maintain close control and supervision of their employees - Autocratic style of management - Theory X approach to workers - believe workers are lazy ad only motivated by money - Motivate workers using piece-rate payment

Answer 18

Observation - Time and motion study Identify - spot the most efficient workers and why they are so good Specialisation - High division of labour Machinery - Devise equipment to speed up tasks - Automation and labour enhancing Train - Train the remaining workers to work like the best - Clear instructions Reward - Pay workers based on productivity

Answer 19

- Five levels of human needs which employees need to have fulfilled at work - Only once a lower level of need has been fully met, would a worker be motivated by the nest need up - A business should therefore offer different incentives to workers in order to progress up the hierarchy The tiers: TOP 5. Self actualisation 4. Esteem 3. Love/ belonging 2. Safety 1. Biological & Physiological BOTTOM

Answer 20

- It can be very difficult on an individual to assess the needs of workers and if these needs are met - Not all workers seem to have the same needs

Answer 21

- Money causes movement but not motivation - In some jobs it is likely that staff will never be motivated because the hygiene factors - Motivators recognition and responsivity (2r's) Herzberg is a huge fan of training and appraisal as it meets the 2r's. Herzberg believes that workers should always be training

Answer 22

- Employees are paid per finished item - Employees choose to pay either the NMW or a fir piece rate based on average time

Answer 23

- Salespeople may be paid commission only or low basic salary and commission - OTE (on target earnings) in a job advertisement lets the candidate know the potential top earnings that can be maid from this job - May be paid % of unit price per unit sold

Answer 24

Advantages - Experienced and efficient workers can earn more - Incentive to complete the work - Employees may work more hours to get the job done - Home workers can start and finish when they want which means the work fits around family Disadvantages - As workers speed up they may cut corners - Quality may suffer - Slower workers may fall under the NMW

Answer 25

Advantages - Skilled sales people can make very good money - Employer is noy paying for down time when the employee is not selling - Motivates employees to sell more Disadvantages - Could earn no money at all - Not a steady income - Risky in a recession - Employees are selling rather than meeting needs of customers - Temptation to pressure or oversell

Answer 26

- Bonus is a lump paid on top of salary or wages - This can be for: > Sales: meeting targets > Performance: for meeting output or quality targets > Christmas: as a yearly bonus

Answer 27

- A financial reward to staff whose work is considered above average - Used for employees whose work achieves cannot be assessed simply through numerical measures - PRP awards are usually made after an appraisal process has evaluated the performance of staff during the year

Answer 28

- Herzberg was a keen advocate for appraisal - When goals and objectives are being set at the beginning of the year staff will feel valued - To achieve their goals staff will usually have to have some form of training - At the end of the year staff will meet to discuss if targets have been achieved - If targets have been met pay will rise

Answer 29

- It is a non-financial motivation involves allocating tasks to employees - The manager or supervisor delegating needs to gave authority to delegate Advantages - Gives managers self confidence - Empowers managers to make decisions and allocate tasks to the most appropriate member of staff Disadvantages - Managers sometimes allocate tass when overloaded with work - Managers may not always choose the most suitable employee to delegate to

Answer 30

- Non-financial motivation involves giving employees as chance to be part of the decision making process - Involve employees in discussions with management on topis such as how to improve productivity, cut costs or problem solve

Answer 31

- Non-financial motivation involves allowing employees more authority to delegate tasks - The person most suitable to make decisions gets the responsibility of taking it and can be held accountable for it Advantages - Staff are recognised for there accountability - Trusted and given control over decisions - Therefore less frustrated with the business and increased productivity Disadvantages - Seen as cost cutting - A way of delayering - Making management redundancies and making them more insecure and has an associated cost of training - Seen as giving employees more to do for the same pay

Answer 32

- Non-financial motivation involves grouping employees to work in teams

Answer 33

- Non-financial motivation involves offering a variety of working patterns so that employees can achieve a work life balance These include - Part time - Homeworking - Term time only - Job share - Compressed hours Advantages - Less stress - Equal opportunities as it can fit around child care - Attracts talented people who might not otherwise be able to work Disadvantages - It is hard to fits in shifts and schedules that suit everyone

Answer 34

- Non-financial motivation involves moving employees from one task to another - Most common on a production line or in a factory Advantages - You have multi skilled employees who can carry out more than one tasks - It is less boring, easy and cost effective way motivate employees Disadvantages - May be moving an employee from one boring job to another so it will not motivate them - Uncertainty over job changes may be demotivating and there may be a loss of output as a worker

Answer 35

- Non-financial motivation involves giving the employee a greater variety of tasks of a higher responsibility - E.g. Planning a task or ordering materials Advantages - Motivate employees by giving them a challenge Disadvantages - May be beyond the skill or the individual - May be seen as more work

Answer 36

- Non-financial motivation involves giving an employee a variety of tasks of the same level of responsibility Advantages - Less boring and repetitive - More efficient, maximum out of an employee Disadvantages - Seen as more of the same, - Seen as more to do