Theme 1 - section 4 ( managing people)

Question 1

employees are an ……….. to a business

Answer 1

Asset, they are something a business has tha is valuable.

Question 2

employees are also a …………… to a business

Answer 2

Cost, they recive remuneration payment for the work they do.

Question 3

What is remuneration

Answer 3

Wages or salarys

Question 4

What is a wage ?

Answer 4

Money paid to a worker based on how much work thay have done.

Question 5

What is a salary ?

Answer 5

A fixed amount of money that an emplyee recives monthly.

Question 6

What is dismissal ?

Answer 6

When an employee has breached their contract of employment.

Question 7

What is redundancy ?

Answer 7

when the employees job is no longer required.

Question 8

What does it mean to ahve a flexible workforce ?

Answer 8

having employees that are multi skilled so they can perform a variety of tasks.

Question 9

Full-time or Part-time Contracts:

Answer 9

Agreements where employees work either the full number of weekly hours (usually around 35–40) or fewer hours (part-time).

Question 10

Zero-Hour Contracts:

Answer 10

Contracts where the employer does not guarantee any set hours; workers are called in when needed.

Question 11

Permanent or Temporary Contracts:

Answer 11

Permanent contracts have no end date, while temporary contracts are for a fixed time or project.

Question 12

Shift Work:

Answer 12

Working hours are split into shifts (e.g. morning, evening, night) to cover different times of the day.

Question 13

Home Working:

Answer 13

Employees work from home instead of commuting to a workplace.

Question 14

Flexible Hours:

Answer 14

Employees can choose when to start and finish work, within agreed limits.

Question 15

Outsourcing:

Answer 15

Hiring another business to perform tasks or services that could be done internally (e.g. customer service or cleaning).

Question 16

why is employer - employee relationships important

Answer 16

Helps maximisethe cooperation and minimises the potential for conflict between these two groups. It can increase employee motivation and productivity, whilst also increasing profits for the business.

Question 17

What is individual barganing ?

Answer 17

Employers pay employees what they think he / she is worth to the firm.

Question 18

What is collective barganing ?

Answer 18

when a group of employees is represented by workforce representatives, these negotiate with emplyers on factors such as pay and working conditions.

Question 19

7 stages of recruitment.

Answer 19

1) Identify vacancy
2) write a job description / specification
3) advertise job
4) process applications
5) shortlist most suitable candidates
6) asses most suitable candidate
7) appoint most suitable candidate

Question 20

Methods of assesment when hiring new employees.

Answer 20

• Interveiws
• Assesment days
• In tray exercises ( given a senario which they play a
  member of staff )

Question 21

What are amplitude tests

Answer 21

testing how good someone is at comepleting a task

Question 22

what are psychometric tests

Answer 22

assesing someones personality

Question 23

What is internal recruitment ?

Answer 23

When a business recruits someone whos already works for them.

Question 24

what is external recruitment ?

Answer 24

when someone is recruited from outside the business.

Question 25

Internal recruitment pros

Answer 25

- candidate already knows the business. - short and cheap process - motivates other workers to go for promotion

Question 26

Internal recruitment cons

Answer 26

- Leaves vacancy in other department - Can cause resentment amoung employees who arent selected.

Question 27

External recruitment pros

Answer 27

- brings in new and fresh ideas - brings in experiance from other organisations - Larger number of applicants

Question 28

external recruitment cons

Answer 28

- Long and expensive process - Candidates need a longer induction process - candidates at recruitment may not be representative of what their like at work.

Question 29

What is induction training

Answer 29

When an employee is introduced to the business on factors such as its history and backround, and is familiarrised with key policies and procedures.

Question 30

What is on job training

Answer 30

when a new worker is trained by an experianced worker in the workplace.

Question 31

what is off job training

Answer 31

studying part time at local collages.

Question 32

pros of on job training

Answer 32

-easy to organise -lower cost of training -training is job specific

Question 33

cons of on job training

Answer 33

-trainers are not fully productive durning training -bad practices are passed on -No new ideas are brought into the business

Question 34

Pros of off job training

Answer 34

-trainers are specialists -New ideas are brought into the business -No job distractions during training

Question 35

cons of off job training

Answer 35

-can be expensive -no benfit to the business whilst training -training may not be specific to their day to day job

Question 36

what is a chain of command ?

Answer 36

the path of communication and authority up and down a hierarchy in a business.

Question 37

Business organisational structures can be ............... and have .......................... spans of control.

Answer 37

- Tall or flat - Wide or narrow

Question 38

Tall organisational structures

Answer 38

- lots of levels in their hierarcy - Long chains of command - Negatively impact communication and maybe effieciency. - Decisions and communication take a long time, with lots of paperwork included - Lots of opotunities for promotion ( employee motivation ) - managers have narrow spans of control , so they can monitor people below them more closely - If span of control is too narrow workers may feel micromanaged, and become demotivated

Question 39

Flat organisational structures

Answer 39

- Few levels in hierarchy - People given more responability + freedom ( motivating ) - Horrizontal communication can be slow due to large amounts of people at one level. - Managers have large spans of control - Hard to manage effectively ( demotivating )

Question 40

What is delayering ?

Answer 40

Removing parts of the hierarchy, in order to create a flatter structure with wider spans of control.

Question 41

Advantages of Delayering

Answer 41

- lower costs - improved efficiency and communication

Question 42

Disadvantages of Delayering

Answer 42

- high initial costs for training staff in new jobs - May have to pay for redundancys - managers become overworked if spans of control are too wide.

Question 43

Centralised organisational structure

Answer 43

when all decisions are made by senior managers at the top of the business.

Question 44

Decentralised organisational structure

Answer 44

authority is shared out to more junior employees.

Question 45

Centralised organisational structure advantages

Answer 45

- decisions are made by people with experiance - decisions are consistent as managers get a full overveiw of business. - Senior managers are not bias to oone department. - Big decisions are made quickly as they dont have to consult with anyone else

Question 46

Centralised organisational structure disadvantages

Answer 46

- Not many people expert enough for these roles - can be demotivating for employees - Reactions to change are usually slow - slow to notice customer trends

Question 47

decentralised organisational structure advantages

Answer 47

- Motivating for employees - employees can use expert knowlage of thier sector - day to day decisions can be made quickly - helps keep up with customer trends

Question 48

decentralised organisational structure disadvantages

Answer 48

- employees may not have enough experiance to make big decisions. - Inconsistencys could develop between divisions. - employees cannot see the full situation.

Question 49

When might a business use a marix organistional structure ?

Answer 49

When operations tend to be project based

Question 50

Benefits to improving employee motivation

Answer 50

- more productive - happyer work place - Work harder - Reliable and aligned with business objectives - Loyal ( decreasing labour turnover + absences ) - Customer satisfication increases - Gains a competitive advantage - good reputation for business

Question 51

Taylor’s Scientific Management

Answer 51

What it is: A theory that says workers are mainly motivated by money. What it does: Breaks work into simple, repetitive tasks and uses piece-rate pay to boost productivity.

Question 52

Maslow’s Hierarchy of Needs

Answer 52

What it is: A pyramid of human needs, from - basic (food, water, shelter clothes) - Safety ( job security, safe work environment) - Social needs ( friendship, teamwork) - Self-esteem ( achivement, recognition ) - Self actualisation ( meeting potential ) What it does: Suggests businesses must meet each level of need in order, to keep workers motivated.

Question 53

Herzberg’s Two-Factor Theory

Answer 53

What it is: A theory with two sets of factors: 1) Hygiene factors (e.g. pay, conditions) prevent dissatisfaction. 2) Motivating factors (e.g. achievement, recognition) create real motivation. What it does: Says improving motivating factors is key for long-term motivation, not just fixing poor conditions.

Question 54

Mayo’s Human Relations Theory

Answer 54

What it is: A theory that says workers are motivated by social needs and feeling valued. What it does: Highlights the importance of good communication, teamwork, and attention from managers in motivating staff.

Question 55

Methods of non financial motivation

Answer 55

1) Job Enrichment 2) Job Rotation 3) Job Enlargement 4) Empowerment 5) Team Working 6) Flexible Working 7) Delegation 8) Consultation

Question 56

Job Enrichment

Answer 56

Giving employees more challenging and meaningful tasks. → Makes work more interesting and helps develop skills.

Question 57

Job Rotation

Answer 57

Employees switch between different tasks. → Reduces boredom and increases skill variety.

Question 58

Job Enlargement

Answer 58

Adding more tasks at the same level to a job. → Makes work more varied and less repetitive.

Question 59

Empowerment

Answer 59

Giving employees more control and responsibility over their work. → Increases motivation and confidence.

Question 60

Team Working

Answer 60

Letting employees work in groups to achieve goals. → Boosts social interaction and shared responsibility.

Question 61

Flexible Working

Answer 61

Allowing staff to choose when or where they work (e.g. working from home). → Helps improve work-life balance and job satisfaction.

Question 62

Delegation

Answer 62

Giving employees authority to make decisions or take on tasks. → Builds trust, responsibility, and confidence.

Question 63

Consultation

Answer 63

Asking employees for their ideas or feedback before making decisions. → Makes staff feel valued and more involved in the business.

Question 64

Finacial methods of motivation.

Answer 64

1) Peicework 2) Commision 3) Performance related pay 4) Bonus schemes 5) profit sharing

Question 65

Piece Rate

Answer 65

Paying workers per unit they produce. → Encourages higher output, but can reduce quality.

Question 66

Commission

Answer 66

Extra pay based on the value of sales made (common in sales jobs). → Rewards high performance and effort.

Question 67

Bonus

Answer 67

An extra lump sum given for good performance (e.g. hitting targets). → Motivates employees to work harder for rewards.

Question 68

Profit Sharing

Answer 68

Employees get a share of the company’s profits. → Encourages them to care about the business’s success.

Question 69

Performance-Related Pay (PRP)

Answer 69

Pay increases or bonuses linked to how well an employee performs. → Rewards individual achievement and effort.

Question 70

Salaries and Wages ensure.....

Answer 70

Basic regular pay (weekly or monthly). → Ensures financial security and can attract/retain staff.

Question 71

Non financial incentives are what type of motivation ?

Answer 71

Long term

Question 72

What are leaders ?

Answer 72

Leaders have a vision which they share with others , while pushing them in the right direction.

Question 73

What are managers ?

Answer 73

Managers make decisions that effect the day to day running of a business.

Question 74

Good managers should have .......

Answer 74

Leadership skills, to motivate employees to work for them.

Question 75

Types of leadership styles

Answer 75

1) autocratic 2) Paternalistic 3) Democratic 4) Laissez faire 5) Transformational

Question 76

Autocratic Leadership

Answer 76

The leader makes all decisions without asking employees. → Quick decisions, but workers may feel ignored or demotivated.

Question 77

Democratic Leadership

Answer 77

The leader involves employees in decision-making. → Staff feel valued, which can improve motivation and creativity.

Question 78

Laissez-Faire Leadership

Answer 78

The leader gives employees freedom to make their own decisions. → Works well with experienced or creative teams, but may lack direction.

Question 79

Paternalistic Leadership

Answer 79

The leader acts like a ‘parent’, making decisions but also caring for employees' well-being. → Staff may feel supported, but still have limited input.

Question 80

Transformational Leadership

Answer 80

The leader inspires and motivates staff with a clear vision and big goals, that drastically change a business. → Encourages creativity, hard work, and commitment.