1.4

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  • Created by: verityjoy
  • Created on: 29-02-24 15:31
a business should invest into training because
better productivity
more motivation
lower labour turnover
better quality
less supervision
1 of 53
a problem with Maslow's theory was that
research was done on professionals and might not represent all jobs
2 of 53
a problem with Maslow's hierarchy of need is that
not everyone's need might satisfy in his order
3 of 53
a problem with Mayo's motivation theory is that it might not be possible to align worker and managerial goals. true or false?
true
4 of 53
advantages of a centralised business
all stores appear the same
economies of scale
control of employees
5 of 53
advantages of a decentralised business
empowered local staff
local experiences taken into account
more responsive to change
6 of 53
advantages of collective bargaining
fairer negotiations
rules more likely to be obeyed by both parties
negotiations can be cheap
7 of 53
advantages of hard HR
easy to adapt the size/composition of workforce
lower costs (particularly in the short term)
control over employees
8 of 53
advantages of soft HR
skilled and adaptable workforce
high staff retention
good reputation
9 of 53
close supervision, greater specialisation, and opportunity for promotion are all aspects of a ____ organisational structure
tall
10 of 53
decision made by both local and senior managers are aspects of a ____ business
decentralised
11 of 53
decisions made by only senior mangers is an aspect of a ____ business
centralised
12 of 53
differences in communication between hard and soft HR?
hard HR = top down communication
soft HR = 2 way communication
13 of 53
disadvantages of a centralised business
local conditions are ignored
employees may be demotivated
slow change
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disadvantages of a decentralised business
local staff may be inexperienced
limited economies of scale
brand image may not be consistent
15 of 53
disadvantages of a flat organisational structure
more stress for managers
poor communication quality
difficult to monitor employees
lack of promotion
16 of 53
disadvantages of a tall organisational structure
slow communication/decision making
higher overheads
less delegation
17 of 53
disadvantages of collective bargaining
negotiations can be long and expensive
may not represent everybody
failure to reach agreement can lead to industrial action
18 of 53
dismissal is when staff are let go due to
misconduct or insufficient work
19 of 53
what is autocratic leadership style?
decisions are made at the top of the hierarchy, associated with hard HR, likely to be adopted with unskilled workers and during a period of crisis or rapid trade
20 of 53
what is democratic leadership style?
leader consults employees but still makes the final decision. associated with soft HR, requires a skilled workforce where employees can contribute, more informed decisions and change is more likely to be implemented easier
21 of 53
what is laissez-faire leadership style?
allows the team to make decisions and complete work without supervision. associated with entrepreneurial culture, requires experienced staff, high degree of responsibility and empowerment, inappropriate at times of change.
22 of 53
what is paternalistic leadership style?
a leader that acts in a fatherly way toward a workforce, decisions are based on needs of the workforce as well as business, leader is likely to explain why a decision is neccesary
23 of 53
Herzburg believed that hygiene factors like pay and working conditions caused ____, and motivators like responsibility and recognition increased ____
caused dissatisfaction but didn't motivate.
increased motivation and productivity.
24 of 53
how does hard HR motivate a workforce
financial incentives
e.g. commission and piece rate
25 of 53
how does soft HR motivate a workforce
non-financial incentives
e.g. delegation, opportunities for promotion and flexible working
26 of 53
job analysis, creating job description, advertising and drawing up a short list are all part of the ____
recruitment process
27 of 53
Maslow thought that motivation can be improved by
by offering different incentives to workers, starting with basic needs like reasonable pay
28 of 53
Mayo thought the best way to motivate staff was through
human relations
e.g. paying an interest in workers, and communication and consultation
29 of 53
more stress for managers, poor communication, monitoring difficulties and lack of promotion are all drawbacks of a ____ organisational structure
wide
30 of 53
pros of external recruitment
wider candidate pool
avoids another vacancy
less likely to cause resentment
31 of 53
pros of internal recruitment
more familiar with the business
easier to ensure skills
motivate workers
less advertising costs
32 of 53
quick communication, lower overheads and employees having more responsibilities are all benefits of a ____organisational structure
wide
33 of 53
quick communication, lower overheads and increased responsibilities for workers are all aspects of a ____ organisational structure
flat
34 of 53
redundancy is when staff are let go due to
a lack of work for them to do
35 of 53
references, interview panels and assessment panels are all
job selection techniques
36 of 53
slower supervision/decision making, higher overheads and less delegation are all drawback of a ____ organisational structure
tall
37 of 53
Taylor thought ____ incentives was the best way to motivate staff
financial
38 of 53
the benefits of off the job training are
easier to concentrate
possible to learn skills that colleagues don't have
can be done outside working hours
39 of 53
the benefits of on the job training are
it is directly relevant to the job
the worker is productive while training
usually cheaper than off the job
40 of 53
tour of the site, meeting key members of staff, learning policies and health and safety are all part of
induction training
41 of 53
trade unions work to improve jobs by
ensuring job security
maximising pay
improving working conditions
42 of 53
what are some differences between managers and leaders?
Leaders: staff are an asset, Managers: staff are a cost
Leaders: plan for long term, Managers: focus on now
Leaders: visionary and risk taking, Managers: threatened by risk
43 of 53
what are the 4 types of leadership styles
Autocratic
Paternalistic
Democratic
Laissez-faire
44 of 53
what are the 5 financial incentives to improve employee performance
piecework
commission
bonus
profit shares
performance-related pay
45 of 53
what are the 8 non-financial incentives to improve employee performance
delegation
consultation
empowerment
team working
flexible working
job enrichment/rotation/enlargement
46 of 53
what are the different types of workers
part time
temporary
peripheral
47 of 53
what are the problems with Taylors motivation theory?
not everyone is motivated by money
there might not be a single best way to complete a task
48 of 53
what does leadership mean
the ability to influence and direct other people in order to meet goals
49 of 53
what is a flexible workforce?
A HR strategy that uses different types of workers to make it easier for a business to respond to fluctuations in demand
50 of 53
why is good recruitment important?
increases productivity
fewer training
less likely to leave
expensive - can't happen multiple times
51 of 53
____ and ____ approaches are ways of negotiating with management.
collective
individual
52 of 53
____, ____ and ____ are all potential causes of workplace conflict
pay
hours
job security
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Other cards in this set

Card 2

Front

a problem with Maslow's theory was that

Back

research was done on professionals and might not represent all jobs

Card 3

Front

a problem with Maslow's hierarchy of need is that

Back

Preview of the front of card 3

Card 4

Front

a problem with Mayo's motivation theory is that it might not be possible to align worker and managerial goals. true or false?

Back

Preview of the front of card 4

Card 5

Front

advantages of a centralised business

Back

Preview of the front of card 5
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