‭Motivating employees‬

‭ .‬
1 ‭ hat is motivation?‬
W
‭2.‬ ‭List 4 factors that affect motivation at work‬
‭3.‬ ‭List 4 benefits of a well-motivated workforce‬
‭4.‬ ‭What is the motivational theory related to money?‬
‭a.‬ ‭What are the advantages and disadvantages?‬
‭5.‬ ‭List the levels of hierarchy in Maslow’s theory of motivation (From must met first to‬
‭the next one)‬
‭a.‬ ‭What are the advantages and disadvantages?‬
‭6.‬ ‭What are the two factors of motivation that is in Herzberg’s motivational theory?‬
‭(Which one needs to be met first?)‬
‭a.‬ ‭List some examples from each factor‬
‭7.‬ ‭What are the two types of wages?‬
‭a.‬ ‭What are the advantages and disadvantages?‬
‭8.‬ ‭Define salary‬
‭a.‬ ‭What are the advantages and disadvantages‬
‭9.‬ ‭What are the advantages and disadvantages of commission payment?‬
‭10.‬‭Define bonus scheme‬
‭a.‬ ‭What are the advantages and disadvantages?‬
‭11.‬‭Define fringe benefits‬
‭a.‬ ‭What are the advantages and disadvantages‬
‭12.‬‭How does profit sharing lead to unhappy shareholders?‬
‭13.‬‭Define Job satisfaction‬
‭14.‬‭Explain how job rotation motivates employees‬
‭a.‬ ‭What workplace is most suited for job rotation‬
‭15.‬‭Define job enlargement‬
‭16.‬‭What is the difference between job enlargement and job enrichment?‬
‭a.‬ ‭Does it involve training, how does it motivate workers?‬
‭17.‬‭How does team working fufill job satisfaction?‬
‭18.‬‭How do training and promotion affect the workers motivation?‬

‭Answers‬
‭1.‬ ‭Factors that influence the workers to achieve business goals‬

‭2.‬ ‭Money, Promotion, Job security, Training, Status, Responsibilities, Work environment‬

‭3.‬ L
‭ ow level of absenteeism, Low labour turnover, Higher levels of productivity,‬
‭Improved efficiency, Better quality of goods and services‬

‭4.‬ ‭F.W Taylor’s theory of money‬

‭a.‬ ‭Reduces inefficiency, Makes workers do tasks more quickly, Higher level of‬
‭products (Piece rate system)‬
 ‭b.‬ I‭deas were too simplistic, If employees are unfulfilled with their work they‬
‭won’t be motivated by higher wages, If employees can’t be measured,‬
‭problems arise‬

‭5.‬ P
‭ hysical needs, Security needs, Social needs, Esteem needs, Self-actualization‬
‭needs‬
‭a.‬ ‭It is possible for managers to fulfiill most of the needs, Easier to set goals‬
‭b.‬ ‭Difficult to know when employees have their needs met and what next level‬
‭needs to be focused on, Doesn’t include money as a need, Self-actualization‬
‭is rarely achieved‬

‭6.‬ ‭Hygiene factors and Motivating factors - Hygiene factors need to be met first‬
‭a.‬
‭Hygiene Factors:‬ ‭Motivating factors‬
‭●‬ ‭Work environment‬ ‭●‬ ‭Promotion‬
‭●‬ ‭Relationship with other‬ ‭●‬ ‭Fringe benefits‬
‭●‬ ‭Responsibilities‬ ‭●‬ ‭Achievements‬
‭●‬ ‭Work conditions‬ ‭●‬ ‭Recognition‬
‭●‬ ‭Salary and wages‬ ‭●‬ ‭Work itself‬
‭●‬ ‭Company policies‬

‭7.‬ ‭Piece rate and Hourly wage rate‬

‭a.‬
‭Hourly wage rate:‬ ‭Piece rate‬
‭Advantages‬ ‭Advantages‬
‭●‬ ‭Employees can‬ ‭●‬ ‭Encourages‬
‭work overtime to‬ ‭workers to work‬
‭earn more money‬ ‭faster and‬
‭●‬ ‭Workers know how‬ ‭produce more‬
‭much they need to‬ ‭goods‬
‭work for to earn the‬ ‭Disadvantges‬
‭amount‬ ‭●‬ ‭Workers would‬
‭Disadvantages‬ ‭focus on quantity‬
‭●‬ ‭Good and bad‬ ‭over quality‬
‭workers get payed‬ ‭●‬ ‭Workers who are‬
‭the same amount‬ ‭more careful and‬
‭of money‬ ‭work slower will‬
‭●‬ ‭Supervisors are‬ ‭not be earning as‬
‭needed to keep‬ ‭much‬
‭check of the‬
‭workers this costs‬
‭money‬
‭●‬ ‭A clocking in‬
‭system is needed‬
‭to check the‬
‭employees work‬
‭time‬
‭8.‬ A
‭ n annual payment to specific grades and types of staff, not based on hours worked‬
‭or output‬
‭a.‬
‭Advantages‬ ‭Disadvantages‬
‭●‬ T
‭ hey do not get‬ ‭●‬ ‭Salary is not‬
‭payed if they‬ ‭linked to efforts‬
‭overtimed‬ ‭or the amount‬
‭produced‬

‭9.‬
‭Advantages‬ ‭Disadvantages‬
‭●‬ P
‭ ay is linked to‬ ‭●‬ ‭Workers are‬
‭value of goods sold‬ ‭never sure hw‬
‭much they earn‬

‭10.‬‭An additional reward payed to workers if they achieve goals set by the boss,‬
‭performance related pay.‬
‭a.‬
‭Advantages‬ ‭Disadvantages‬
‭●‬ L
‭ inked to‬ ‭●‬ ‭If target is‬
‭performancee‬ ‭unrealistic,it can‬
‭be demotivating‬

‭11.‬‭Non-financial rewards used to recruit and retain workers and recognise certain‬
‭employees’ status‬
‭a.‬
‭Advantages‬ ‭Disadvantages‬
‭●‬ H
‭ elps recruitment‬ ‭●‬ ‭Linked to status‬
‭and retaining‬ ‭and not‬
‭performance‬

‭12.‬‭Profit sharing could lead to less money for dividends meaning less meaning is given‬
‭to the shareholders of the business. This may cause shareholders to not want to‬
‭continue to buy shares from the company.‬

‭13.‬‭How content and happy a person is with their job.‬

‭14.‬‭It increases variety if the job, this may be used mostly in factories with huge‬
‭production lines.‬

‭15.‬‭Where extra tasks are added of the same level of work on a worker’s job description.‬

‭16.‬‭Job enlargement adds tasks that are on the same level, job enrichment gives more‬
‭skill and responsibility for the worker. One makes the job more interesting and the‬
‭other makes the worker feel trusted.‬
 ‭17.‬‭Workers decide on things as a group together, this gives the employees some‬
‭responsibility and a sense of control.‬

‭18.‬‭Training gives the employees a sense of growth and that their work is being valued,‬
‭promotion gives the employees a chance of self-actualization1‬

‭Organization and Management‬

‭1.‬ ‭Define organizational structure‬
‭a.‬ ‭What is hierarchy?‬
‭2.‬ ‭What are the benefits of an organizational chart?‬
‭3.‬ ‭What is the difference between chain of command and span of control?‬
‭4.‬ ‭What are the advantages and disadvantages of a short chain of command?‬
‭5.‬ ‭What are the advantages and disadvantages of a long chain of command?‬
‭6.‬ ‭What factors affect the size of the span of control?‬
‭7.‬ ‭What is delayering?‬
‭a.‬ ‭What are the advantages and disadvantages‬
‭8.‬ ‭The advantages of delegation for a manager‬
‭a.‬ ‭Why might a manager not delegate?‬
‭9.‬ ‭Advantages of delegation for subordinates‬
‭10.‬‭What are the functions of a manager?‬
‭11.‬‭Difference between autocratic and democratic leadership‬
‭a.‬ ‭Advantages and disadvantages of both‬
‭12.‬‭Why is laisez-faire not the best option?‬
‭13.‬‭Define trade union‬
‭a.‬ ‭The role of trade unions‬
‭b.‬ ‭What are the advantages and disadvantages?‬
‭c.‬ ‭Are there advantages for the employer?‬

‭Answers‬
‭1.‬ ‭Levels of management and division of responsibilities within a company‬
‭a.‬ ‭Refers to the levels of management in any organisation‬

‭2.‬ T
‭ he chart shows how everybody is linked together and which allows employees to be‬
‭aware of their communication channel‬
‭a.‬ ‭Everyone can see who they take orders from and who they control‬
‭b.‬ ‭Gives people a sense of belonging‬

‭3.‬ C
‭ hain of command refers to the number of channels and how instructions are passed‬
‭down from senior management to subordinates, while span of control refers to the‬
‭number of subordinates working under a manager‬
‭4.‬ ‭Advanatges‬
‭a.‬ ‭Communication and decision making is quicker‬
‭b.‬ ‭Span of control will be wider encouraging managers to delegate more‬
‭c.‬ ‭Fewer levels of management, allowing top managers to know subordinates‬
‭Disadvantages‬
‭d.‬ ‭Errors can be made because there are less people to pass the information‬
‭down to check‬
‭e.‬ ‭Managers could lose control over what the subordinates are doing‬

‭5.‬ ‭Advantages‬
‭a.‬ ‭Managers have more control over their subordinates‬
‭b.‬ ‭Reduced errors‬
‭Disadvantages‬
‭c.‬ ‭Employees may feel untrusted because they are watched over by‬
‭management‬
‭d.‬ ‭Communication is slower‬

‭6.‬ a
‭ . Difficulty of the job‬
‭b. The experience and skill of the workers‬
‭c. The size of the business‬
‭d. The level of hierarchy‬
‭e. The management style‬

‭7.‬ R
‭ educing the size of the hierarchy by removing one or more levels, normally the‬
‭middle management.‬
‭a.‬ ‭Advantages‬
‭-‬ ‭Reduces cost‬
‭-‬ ‭Communication is quicker because chain of command is cut short‬
‭-‬ ‭Senior management can get to know subordinates‬
‭-‬ ‭Delegation helps motivation‬
‭b.‬ ‭Disadvantages‬
‭-‬ ‭More workload for managers, quality decreases‬
‭-‬ ‭Must pay redundancy payments‬
‭-‬ ‭Reduce effective management of subordinates‬

‭8.‬ ‭Advantages‬
‭-‬ ‭Less likely to make mistakes with subordinate’s help‬
‭-‬ ‭Able to focus on more important tasks‬
‭-‬ ‭Can measure the success of staff easily‬
‭A manager might not delegate because he doesn’t trust his staff or that they‬
‭are afraid they will fail the task and want to control everything. They may also‬
‭be afraid the subordinates do a better job and make them feel insecure.‬

‭9.‬ -‭ Work becomes more interesting, motivating‬

‭- Feels trust from manager‬
‭- Training‬
 ‭10.‬‭Planning‬
‭Organising‬
‭Communicating‬
‭Controlling‬
‭Coordinating‬

‭11.‬‭Autocratic leadership is where the manager controls everything, makes every‬

‭decision and expects to be followed. While democratic leadership gets other‬
‭employees involved in the decision making process.‬
‭a.‬
‭Autocratic‬ ‭Democratic‬
‭Advantages‬ ‭Advantages‬
‭●‬ ‭Quick decision‬ ‭●‬ ‭Better results‬
‭making‬ ‭and new ideas‬
‭Disadvantges‬
‭Disadvantages‬ ‭●‬ ‭Unpopular‬
‭●‬ ‭No opportunity for‬ ‭decision such as‬
‭employee insight,‬ ‭redundancy‬
‭demotivating‬ ‭cannot be made‬

‭12.‬‭Unlikely for a business with a quick decision making process and is not suited for‬
‭decisions about redundancies.‬

‭13.‬‭A group of employees who have grouped together to protect their interests.‬
‭a.‬ ‭Negotiating with employers to improve pay‬
‭b.‬ ‭Resolving conflict‬
‭c.‬ ‭Providing legal support‬
‭d.‬ ‭Providing services such as holiday schemes‬

‭Recruitment, selection and training‬

‭ .‬
1 ‭ hat is the role of HR?‬
W
‭2.‬ ‭What is recruitment?‬
‭3.‬ ‭Define job analysis‬
‭4.‬ ‭What are the advantages and disadvantages of internal recruitment?‬
‭5.‬ ‭What are the advantages and disadvantages of external recruitment?‬
‭6.‬ ‭Define the contract of employment‬
‭7.‬ ‭What are the advantages and disadvantages for an employer of part-time‬
‭employees?‬
‭8.‬ ‭What are the advantages and disadvantages of employing a full time employee?‬
‭9.‬ ‭Why is training important?‬
‭10.‬‭What are the three types of training?‬
‭a.‬ ‭What are the advantages and disadvantages of each type?‬
‭11.‬‭Why might a business need to downsize the workforce?‬
 ‭ 2.‬‭Define dismissal‬
1
‭13.‬‭Define redundancy‬
‭14.‬‭What areas are employees protected in?‬

‭Answers‬
‭1.‬ -‭ Recruitment and selection‬
‭- Wages and salaries‬
‭- Industrial relations‬
‭- Training programs‬
‭- Health and safety‬
‭- Redundancy and dismissal‬

‭2.‬ R
‭ ecruitment is the process from identifying that the business needs to employ‬
‭someone up to the point where applications have arrived at the business.‬

‭3.‬ ‭Identifies and records the tasks and responsibilities relating to the ob.‬

‭4.‬ ‭Advantages:‬
‭-‬ ‭Saves time and money -‬‭No need for advertising and‬‭interviewing, which‬
‭increases the efficiency of the company‬
‭-‬ ‭Person already knows business’ way of working -‬‭Saves‬‭time to introduce‬
‭the person, will not require induction training‬
‭-‬ ‭Person already known to business -‬‭Requires no interviewing‬‭saves money‬
‭and time‬
‭-‬ ‭ otivating for other employees ti see their‬‭colleagues‬‭being promoted -‬‭Urges‬
M
‭workforce to work harder, to also gain the a chance of promotion. Increases efficiency‬
‭and output‬
‭Disadvantages:‬
‭-‬ ‭No new skills and experience coming into the business -‬‭Lack of creativity‬
‭-‬ ‭Jealousy among workers -‬ ‭Employee conflict, demotivating,‬‭want to leave‬
‭because of bullying‬

‭5.‬ ‭Advantages:‬
‭-‬ ‭A more comprehensive selection of candidates -‬‭adds‬‭fresh new ideas,‬
‭may increase company’s profits, may allow business to enter a new existing market‬
‭-‬ ‭Enhance diversity in the organisation -‬‭Shows the‬‭media that the business is‬
‭not prejudice‬
‭-‬ ‭Finding a specialised candidate that suits the profile perfectly -‬‭May‬
‭increase propductivity‬
‭-‬ ‭Can help the competitiveness of the business -‬‭Increases‬‭customer choice,‬
‭drives business to push new ideas‬
‭-‬ ‭Reduce tension between employees‬
‭Disadvantages:‬
‭-‬ ‭Increased costs due to advertising -‬‭May take time‬‭until vacancy is filled,‬
‭advertising may have to be put up for a while, business may make a loss‬
 ‭-‬ ‭Additional training -‬‭This takes time, candidate may receive a wage but has done‬
‭no work from training‬
‭-‬ ‭Effects employee moral -‬‭Demotivating, no chance of‬‭promotion, lacking a level‬
‭of motivation‬

‭6.‬ A
‭ legal agreement between the employer and the employee listing the rights and‬
‭responsibilities of workers.‬

‭7.‬ ‭Advantages:‬
‭-‬ M ‭ ore flexible hours of work -‬‭Easier to ask employees‬‭to work at busier times‬
‭-‬ ‭Easier to extend business opening/operating hours by working‬
‭evenings or at weekends -‬‭Covers costs, earn more‬‭revenue‬
‭-‬ ‭Works lesser hours so employee is willing to accept lower pay -‬‭Is still‬
‭slightly over minimum wage, less costs, more profits‬
-‭ ‬ ‭Less expensive than employing and paying a full time employee‬
‭Disadvantages:‬
‭-‬ ‭Less likely to take training -‬‭May see ob as temporary,‬‭decreased experience‬
‭and efficiency‬
‭-‬ ‭Takes longer to recruit two part time workers than one full time -‬‭Spend‬
‭more money on advertising‬
‭-‬ ‭Less likely to be promoted because they have less skills -‬‭May be‬
‭demotivating‬
‭-‬ ‭More difficult to communicate, when they are not in work -‬‭Difficult to‬
‭make quick choices may not have enough people on some time‬

‭8.‬ ‭Advantages:‬
‭-‬ ‭Consistency of schedules and reliability -‬‭Employer‬‭may have more trust,‬
‭giving the worker more responsibility, motivating them‬
‭-‬ ‭Loyalty -‬‭A permanent contract means the employee‬‭is more loyal, will take the job‬
‭more seriously, increasing efficiency, will take training‬
‭-‬ ‭More likely to be promoted -‬‭Because they will have‬‭gained more skills from‬
‭staying in the job for so long‬
‭Disadvantages:‬