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MHS EXAM L1-5 (DIFFERENCE BETWEEN HS0 AND BUSINESS ORGANIZATIONS (values…

- - - - social justice
    - - self-interest, growth through competition consumers
  - - - grassroot movements, volunerable groups
    - - consumers
  - - - multiple
    - - usually single
  - - - citizens, clents
    - - owners, shareholders
  - - - Tax, donations
    - - fees, charges
  - - - social welfare services
    - - commercial products
  - - - citizens' rights
    - - consumers' right and purchasing power
  - - - enhacing independence
    - - create dependence
  - - - well-being of people
    - - maximum profit
- - - - creation of employment
      - Enhance individual to gain both social well-being and economical independence
    - - Building up the asset
    - - means of business-like practice
    - - collaboration among government, NGOs, business, academic sector
  - - - Low staff productivity
      - affect competitiveness
    - - Lots of competition in open market
      - Difficulties to achieve break-even
    - - Short track record
      - difficult to compete with large private business
  - - - Balance between Welfare (achieving social goals) vs. Business Enterprise
    - - uniqueness
      - demand
    - - Needs specific training for SE owners esp. enterprise strategies with social goal
    - - Develops good will (商譽) and public image
    - - Collaboration among Government, private sector and third sector (NGOs)
- - - - centralized authority
      - vertical communication flows
  - - - decentralized authority
      - horizontal communication flows,
      - cooperation across departments
- - - - ethnic, gender, age profile
- - - - Extrinsic Factors
        
        Prevent dissatisfaction
        
        do not lead to positive satisfaction for long-term
        
        absent :arrow_right:dissatisfaction
        
        examples
        
        Salaries
        
        Fringe benefits
        
        Company policies and administrative policies
        
        Physical Working conditions
        
        Interpersonal relations
        
        Job Security
      - Intrinsic Factors
        
        enhance satisfaction
        
        promotes positive satisfaction.
        
        motivate the employees for a superior performance
        
        intrinsically rewarding
        
        examples
        
        Recognition
        
        Status
        
        Sense of personal achievement
        
        Growth and promotional opportunities
        
        Responsibility
        
        Meaningfulness / Stimulus of the work
    - - Managers must ensure the adequacy of the hygiene factors to avoid employee dissatisfaction
      - work is stimulating and rewarding
      - improve work-quality
      - utilize the employee’s skills and competencies to achieve the best
  - - - high level of effort :arrow_right: high level of performance
      - influence by
        
        skills
        
        resources
        
        information
        
        support
    - - perception about certain level of performance results in attainment of certain rewards
      - high level of performance :arrow_right: high level of attainment of outcome
      - influence by
        
        the authority to judge their performance fairly
        
        Simplicity of rewarding system
    - - judgment on the value of the reward
      - expected reward
    - - providing them training, supervision, resources and support
      - correlation of their effort with the aimed performance
      - understand the reward system
      - understand more about employees’ judgement of the values of the reward
      - motivation level should be continually assessed
  - - - individual’s motivation level
      - positive correlation between individual’s motivation level, fairness and justice practiced by the managers
      - implications
        
        what others get in their comparison
        
        fair workload & requirement
        
        To reduce the inequity either by distorting inputs and/or outputs psychologically
        
        directly altering inputs and/or outputs