SAC 2 - Human resource management Flashcards
(77 cards)
DOT POINT 1
What is human resource management?
Human resource management is the organisation of employees roles, pay, and working conditions
The relationship between human
resource management and business
objectives
- Define HRM
- This could look like a HRM implementing a strategy such as TRAINING employees; improving skill and experience will increase employee morale and therefore job satisfaction. With an increase of job satisfaction, employees are motivated to work harder which allows a business to produce goods and services at a faster pace, fulfilling the bus obj of improving efficiency.
DOT POINT 2
What is motivation
Motivation is the need or desire that directs, energises and sustains a person’s behaviour
Key principles of the following theories of motivation
- Hierarchy of needs theory (Maslow)
- Goal setting theory (Locke and Latham)
- Four Drive Theory (Lawrence and Nohria)
Maslow’s Hierarchy of needs theory
Suggests people are motivated by five fundamental needs which they strive to fulfil in an sequential order; where once they satisfy the first need it no longer serves to motivate and the next ranked need becomes the source of motivation. The needs are…
- Physiological
- Safety
- Social
- Esteem
- Self-actualisation
Physiological needs
Basic needs such as rest, food, water and warmth
- Workplace/Management satisfies these needs through: satisfactory pay for survival
- (Basic outside of work needs are satisfied = motivated to come to work)
- E.g Qantas provide rest breaks for flight crews to ensure wellbeing during LONG flights
Safety needs
The need for safety, shelter and security
- Workplace satisfies these needs through : Safe working conditions and job security through OH&S policies (Occupational health + safety)
- (increasing stability = more motivated to come to work)
- E.g Qantas applies workplace safety through strict adherence to aviation safety regulations
Social needs
The need for love, belonging, intimate relationships and friends
- Workplace satisfies these needs through : Teamwork, involvement in decision-making and supportive management
- (building closer r/s = morale)
- E.g Qantas has established support networks such as mentorship programs
Esteem needs
The need for self-esteem, power, control and recognition
- Workplace satisfies these needs through : (RRP) Recognition, Responsibility and Promotion
- (feeling valued)
- E.g Qantas uses recognition programs to reward outstanding employees such as their internal awards
Self-actualisation needs
The need for development, creativity and growth
- Workplace satisfies these needs through : Employee involvement in decision-making, Creative + interesting jobs and opportunities for advancement
- (achieving one’s full potential)
- E.g Qantas have professional development opportunities including leadership training and international career opportunities
Strengths of Maslow’s theory
- Allows management to develop an understanding of individual needs - all employees are different and they all have specific needs
- Allows management to be aware that employees will be at different stages of development and that they will need to be motivated using a variety of methods
- The theory is easy to understand - most managers should be able to make use of the Hierarchy of Needs and employees should be able to relate to it
Weaknesses of Maslow’s theory
- Assumes all employees are motivated in the same order = lack of personalisation
- A manager making use of the theory may struggle to identify what stage each individual employee is at - this can make it difficult to determine an appropriate strategy to motivate each employee
- May be time consuming for a manager to determine the level of each employee, and may be time consuming to implement different strategies
Locke and Latham’s Goal Setting Theory
Focuses on the process of setting and attaining goals that incorporate 5 principles which improves employee performance + hence overall success of business. The principles are…
Five principles of goal setting
- Clarity
- Challenge
- Commitment
- Task complexity
- Feedback
Clarity
Measurable goals should be clear, specific and measurable, that have no AMBIGUITY and employees know what’s expected of them; specific goals improve motivation
- In addition, goals should be developed in a time frame, so there is a clear end date for the goal to be achieved
- E.g Qantas have sustainability goals that clearly outline the objective of the commitment to net-zero carbon emissions by 2050 and reducing emissions by 25% by 2030
Challenge
Goals should be difficult to increase motivation which leads to higher determination, as employees have to work hard to achieve them. This allows for skill development + aligns with business objectives
- Well-thought out goals give employees drive and a sense of satisfaction that they are getting the best out of themselves
- E.g Qantas have developed a sustainability innovation that involves investing in alternative fuels to cut carbon emissions. challenge as environmentally-conscious = expensive
Commitment
Employees should be involved in setting their goal; the greater the input from the employee, the more likely they will commit
- A good goal can be set collaboratively which ensures that management can help align the goal with business objectives, yet the employee is likely to take more ownership of the goal and become more committed.
- E.g Qantas allows regular updates from Qantas executives to align with the company’s long-term goals
Task complexity
Finding a balance between a goal being complex to motivate yet should not overwhelm employees and therefore demotivate them
- They should ultimately be achievable and straight forward enough that employees feel they can fulfil them. Employees should receive adequate TRAINING (possibly through a mentor) and TIME to achieve their goals
- E.g Qantas provide pilots, cabin crew, and ground employees with continuous training on safety, customer service, and sustainability practises to ensure they have the necessary resources and support to meet the challenging goals
Feedback
Managers should provide ongoing, regular and supportive feedback (can be formal or informal)
- Feedback provides opportunities to offer recognition for progress achieved, to make adjustments, and to ensure expectations are clear and that employees are on track
- E.g Qantas apply customer satisfaction metrics, meaning they collect passenger feedback to improve services
Strengths of Locke and Lathams Goal setting theory
- Setting clear, specific and challenging but not overwhelming goals, will motivate employees and improve their peformance, therefore contributing to the achievement of business objectives
- Employees may be more motivated to complete tasks if work goals align with their personal interests/goals
- Better relationships between management and employees may occur as managers work with each employee to collaboratively set goals and provide feedback
Weaknesses of Locke and Lathams Goal setting theory
- Setting too many goals or goals that are too vague can lead to poor peformance or stress employees - can become demotivating
- Employees may focus too intently on their goals that they ignore other aspects of their job
- Failing to meet a goal could be detrimental to an employee’s confidence
- Setting goals and providing feedback to each employee can be time consuming for management
Lawrence and Nohria Four Drive theory
The four drive theory is a motivation theory that suggests that employees strive to fulfil four fundamental needs. The needs are…
