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Flashcards in Unit 3 AOS 2 Deck (177)
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1

Human resource management responsibilities and how it achieves business objectives

In a business, human recourses are responsible for the organization of employees’ roles, pay and working conditions. This area can help a business achieve business objectives by ensuring employees are satisfied with their roles and working conditions. If employees were unsatisfied overall it can affect business performance and inhibit a business achieving its business objectives.

2

How does managing employees affect the business objective "make a profit" due to job satisfaction

If employees are managed accurately job satisfaction can be satisfied with employees and therefore increase job permanence this can affect the business through the reduction of hiring and training new replacement employees which in turn directly affects the objective of making a profit as expenses are reduced

3

How does managing employees affect the business objective "Increase market share" due to job satisfaction

Increased job satisfaction improves the quality of goods and services manufactured and delivered. This then affects the business by supplying quality goods that can increase satisfaction and lead to increased sales. This can then lead to increased market share due to the increase in sales

4

How does managing employees affect the business objective "Meet shareholder expectations" due to job satisfaction

Increased job satisfaction can also motivate employees to work. This can affect the business to increase sales and therefore profit allowing for shareholders to be paid higher dividends and an increase of share price.

5

How does managing employees affect the business objective "Fulfill a market need" due to job satisfaction

Increased job satisfaction can promote employees to contribute to creative and innovative ideas. This can affect the business as due to the addition of employee ideas can help the business meet customers' needs. Which is achieving fulfilling a market need

6

How does managing employees affect the business objective "Fulfill a social need" due to job satisfaction

Increased job satisfaction can increase employees' support for business initiatives. Which in turn employee input can increase the success of initiatives that aid the community or reduce waste. Which meats the requirements of fulfilling a social need.

7

Define Maslow’s hierarchy of needs

Maslow’s hierarchy of needs is a motivation theory that suggests employees have five fundamental needs which they strive to fulfill in a set order. This theory was developed by Abraham Maslow an American psychologist and professor. The needs are physiological, safety and security, social, esteem and self-actualization (lowest to highest)

8

Maslows Hierarchy of needs: Physiological needs and how it is fulfilled within a business

Maslow's theory states that physiological needs is the first tier in the hierarchy as individuals are unlikely to be motivated by other factors until their survival needs are met. Within a business, employees fulfill these requirements by using the wages they earn from work to purchase essential items, such as meals and housing. A manager can also support these needs by providing employees with a living wage (minimum income to survive) which can enable employees to meet all there survival needs and then move to the next tier of the hierarchy.

9

Maslows Hierarchy of needs: Safety and security and how it is fulfilled within a business

Maslow theory states that individuals have safety and security needs as there is a desire to avoid environments or events that pose a risk to their physical, mental or emotional health To satisfy safety needs a manager can ensure that their workplace is abiding by all OH&S regulations, employees are trained to use dangerous equipment and protective clothing is available to all employees. This minimizes hazards in the workplace and promotes physical safety. To satisfy security needs a manager can provide long-term employment contracts to enhance job security and introduce anti-discrimination policies. This reduces an employee’s anxiety regarding their job status and promotes fair treatment. Ensuring that the workplace is free from threat or danger allows employees to become motivated to fulfil the next need in the hierarchy

10

Maslows Hierarchy of needs: Social needs and how it is fulfilled within a buisness

Social needs are the desires for interpersonal relationships across all aspects of an individual's life, including within and outside of the workplace. For an employee, relationships at work may be between themselves and their peers or managers. A manager can satisfy social needs by encouraging team-based work, celebrating employee birthdays and organizing collaborative events to commemorate important milestones. By ensuring that employees feel a sense of belonging at work, managers can motivate them to fulfill the next need in the hierarchy.

11

Maslows Hierarchy of Needs: Esteem needs and how it is fulfilled within a business

Once employees gain a sense of belonging they will desire attention and independence where within a workplace seek to satisfy esteem needs through achieving a higher job status, or financial bonuses for performance A manager can fulfill the esteem needs of employees by recognizing high performance with rewards, expanding job responsibilities and promoting employees to higher positions. By fulfilling an employee's esteem needs, a manager can increase their productivity and performance as they become motivated to achieve the final need in the hierarchy.

12

Maslows Hierarchy of needs: Self-actualization and how it is fulfilled within a business

Self-actualization is the final need in Maslow’s theory as it relies on the intrinsic motivation of an individual to accomplish their goals and objectives. Where employees strive to achieve personal growth through there work. In the workplace, a manager can facilitate self-actualization by providing employees with challenging work, opportunities for skill and knowledge development and allow them to express their creativity. Through the achievement of self-actualization, employees can perform at their highest possible level which also improves the business's overall performance.

13

Define Social needs

are the desires for a sense of belonging and friendship amongst groups.

14

Define Esteem needs

are the desires to feel important, valuable and respected

15

Define Self-actualisation

is the realization of one’s full potential through creativity and personal growth.

16

The advantages and disadvantages of Maslow’s hierarchy of needs: Buisness

Advantages: • Can give managers a clear path to motivate employees. • Can help a manager to determine which level is motivating an employee. • Employees who reach self-actualization can improve business performance to a higher degree. Disadvantages: • Can be difficult to measure if employee needs are being satisfied. • Assumes all employees are motivated in the same order.

17

The advantages and disadvantages of Maslow’s hierarchy of needs: Time

Advantages: • Motivation can occur quickly when employees move up the hierarchy Disadvantages: • It may be time-consuming for a manager to determine the level of each individual employee. • It can be time-consuming to implement different strategies for individual employees.

18

The advantages and disadvantages of Maslow’s hierarchy of needs: Money

Advantages: • Satisfying safety and security and social needs typically does not increase business expenses. Disadvantages: • Satisfying physiological and esteem needs may increase business expenses.

19

The advantages and disadvantages of Maslow’s hierarchy of needs: Employee

Advantages: • Employees can work in an engaging an environment that allows them to reach their full potential. Disadvantages: • Not all employees will be motivated by the same needs at once. • Assumes that there are no other core needs which can motivate employees

20

What are the 5 stages of Maslows Hierarchy of needs?

physiological safety and security social esteem self-actualization (lowest to highest)

21

What is the four drive theory

The 4-Drive Theory developed in 2002 by Lawrence and Nohria states that for Employee Motivation there are four main drives that motivate employees that within a business can create a motivating workplace. The four drives are: drive to learn,acquire, defend, bond

22

What are the 4 drives of the four drive theory

1. drive to acquire 2. drive to bond 3. drive to learn 4. drive to defend

23

Define drive to acquire and how it effects employees and how managers can implement this drive

The drive to acquire is the desire to achieve rewards and high status. Employees with a drive to acquire are motivated to receive both financial rewards and non-financial rewards for their work. r In business, a manager can increase employee motivation and fulfill the drive to acquire by rewarding employees that contribute to business objectives.

24

Define drive to drive to bondand how it effects employees and how managers can implement this drive

The drive to bond is the desire to participate in social interactions and feel a sense of belonging. Employees with a drive to bond are motivated to engage in social activities with others to develop positive relationships. Within a business, a manager can motivate employees and fulfil the drive to bond by developing an inclusive environment and encouraging employees to work with each other.

25

Define drive to learn and how it effects employees and how managers can implement this drive

The drive to learn is the desire to gain knowledge, skills, and experience. Employees with a drive to learn are motivated to improve their capabilities at work through training, mentoring and taking on new tasks. In business, a manager can motivate employees and fulfill the drive to learn by implementing programs that educate and upskill them.

26

Define drive to defend and how it effects employees and how managers can implement this drive

The drive to defend is the desire to protect personal security as well as the values of a business. The drive to defend can motivate employees in two different ways. Firstly, employees are motivated on an individual level to protect themselves from harm. Employees desire to preserve their own safety by ensuring they receive fair treatment, have job security, and trustworthy managers. Secondly, employees are motivated on a collective level to protect a business from harm. A business can motivate employees and fulfil the drive to defend by aligning their vision and policies with employee values. In addition, managers should lead by example, treat employees fairly and aim to increase levels of trust. This can then encourage employees to identify with the values of the business.

27

Rewards that fulfil the drive to acquire include:

Financial:

• Bonuses for reaching performance goals.

• Raise in wage.

• Increase in salary due to promotion.

Non-Financial:

• Clear pathways for promotion.

• Prestigious job titles.

• Increase in range of responsibilities and tasks

28

Activities that can develop employee knowledge and drive to learn include:

• Conducting internal and external training seminars and courses. • Pairing junior employees with a senior mentor. • Allowing employees to regularly take on different types of tasks. • Sponsoring employees to pursue further qualifications, such as a university degree.

29

Define safety and security needs

individuals have safety and security needs as there is a desire to avoid environments or events that pose a risk to their physical, mental or emotional health

30

Physiological needs

the basic needs of an individual to live with appropriate living standards.