BUSINESS SAC 2

maslows hireachy of needs

theory suggests that some needs have a higher priority than other needs

• physological: job, pay,income

• saftey: pay, safe working conditions, job security, OHS

• social: teamwork, social activites

• esteem: recognition, delegation, empowerment

• self actulisation: career advancement, promotion

maslows hireachy - strenghts + limitations

• strenghts - gives manager clear structure to motivate, helps employees progress and reach full potential

• limitations - assumes all employees are motivated by the same needs in the same order

• ignores that other things may motivate employees

locke and lathams goal setting theory

argues that goals and intentions drive human behaviour determined by values and beliefs by a 5 goal settting principle

clarity

challenge

commitment

complexity

feedback

locke and lathams strenghts and weaknesses

• strenghts - simple and easy to implement, individual and specific approach, builds manager and employee relationship leading to job satisfaction due to regular progress reports

• limitations - time consuming to implement as goals need to be discussed individually

• monitoring goals may be difficult

lawrence and nohiras 4 drive theory

research that shows four underlying drives of humans and those drives are the only drives central to an understanding of human life

drive to aquire - promotion, pay (renumeration)

drive to bond - team building, feeling valued and included in business

drive to learn - mentoring, training and development

drive to defend - defend the company, values and beliefs

lawrence and nohiras 4 drive theory - strenghts and limitation

• strenghts - manager can target specific drives for certain employees, can motivate all employees by using all four together

• limitations - not all employees value the same drives, identifying individual drives take time, drive to aquire has a strong emphasis on money and materalistic things

training

process of developing skills and knowledge for employees

motivational strategies

peformance related pay

salary or wages system based on how well an employee performs

• strenghts - direct reward for short term motivation, goal focused, attracts highly skilled workers

• weaknesses - becomes competitive, hard to focus on broader team and business goals, potential conflict/ selfishness

motivational strategies

career advancement

prospect of developing your career through being promoted or taking on new roles

strenghts - very personal goal focused, typically beneficial for long term motivation based on improved knowledge and developed skills, promotional reward

limitations - can be demotivating if career advancement options are not avaliable, only works if employees are motivated by promotion

motivational strategies

investment in training

the business pays for training programs to develop the individual employees, or group of employees and knowledge to make them more efficent in their roles

strenghts - usually very targeted at business objectives, often leads to productivity gains if employees feel increased confidence in their role.

limitations - can be financially expensive, loss of productivity when employee is being trained

motivational strategies

support

where a business provides individual assistance and services designed to help employees cope with problems affecting their work perfromance

strenghts - employee feels valued and respected by the business, manager is invloved in the motivational focus

limitations - may take a long time, can be expensive

motivational strategies

sanction

punishment for failure to meet or comply with a business objective

strengths - can be powerful

limitations - builds resistance and fear

Training

on the job

teaching skills and knowledge that are needed for employees to peform a specific job within the workplace

strenghts - cheaper to operate, recieve first hand knowledge of the business

limitations - may learn bad tricks, ability to broaden knowledge is lacking

training

off the job

recieving training from a place outside the workplace

strenghts - may develop broader social networks, quality of training may be higher

limitations - can be expensive, knowledge may not apply directly to your workplace

performance management strategies

employee objectives

targets an employee and their manager agree on to manage employee peformance

performance management strategies

business objectives

predetermined targets a business plans to achieve in a set in a period of time

to make a profit

increase market share

improve effectiveness

furfill a market need

furfill a social need

meet shareholder expectations

performance management strategies

appraisals

evaluating an employee based on their performance.

strenghts - effective tool for improving employee productivity, can raise individual self esteem

limitations - employees may loose confidence if they feel they were evaluated too harshly and loose trust in the business

performance management strategies

self eveluation

carrying out personal self assestments based on a set of agreed criteria

strengths - cost effective, allows employee to take an active role in their assesment

limitations - employees may not asess their peformance fairly, it can cause conflict if your manager has a different opinion

performance management strategies

employee obeservation

behaviours demonstrated through daily peformance of work roles

strengths - employee can recieve positive attributes and boost confidence

limitations - productivity can be negativley affected if employee feels targeted or unfaily assesed

Termination Managment (voluntary)

resignation

process where an employee gives notice to their employer of the intention to stop working for the business

Termination Managment (voluntary)

retirment

leaving the workforce entirely at the end of ones working life

Termination Managment (involuntary)

redudancy

when a business decides a position is no longer necessary to be done by an employee and terminates the employee

Termination Managment (voluntary)

dismissal

when a workers position is terminated due to their performance being unsatisfactory or indulging in serious misconduct worker's

transition considerations

outplacement services

councelling

skill development

resume writing

interview tecniques

job searching

transition considerations

other

farwell party

speeches

lifestyle planning

pension advice

entitlement considerations

10.5% minimum superanuation

entitlement considerations

retirement

unclaimed annual/long service leave

entitlement considerations

resignation

unclaimed long service/annual leave

entitlement considerations

redudancy

redudancy payment which is based upon years of service and annual leave/long service leave

entitlement considerations

dismissal entiltments