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Unit 2 - Human Resources - Coggle Diagram

- - - - helps managers to find the more suitable motivation method for their labor force. Helps them in making decisions and since it allows them to understand how things work within the company, it enables them to make the most out of the business
    - - helps the workforce to understand their role in the company, the expectations, the type of motivation that will thrive
- - - - Functions
      - Region
      - Product
  - - - Cons→ communications and decision-making is pretty slow since there’s a lot more of bureaucracy, less innovative
      - Pros → less margin for human error, less pressure on lower-level workers since they’re not that accountable (their manager could take care of the issue if necessary)
      - more power and delegation flows through; more specific roles
    - - Cons → more space for human error since there’s less control of people’s work and workers tend to step out of their job function to solve problems, harder to climb up (competition)
      - People are more accountable
      - Pros → communications and decision-making happen way faster, innovative
  - - - Context
      - Sequence
      - Reason/emotion
- - - - it comes from the person, they motivate themselves. When someone is content with their own work.
    - - satisfaction that comes from the external environment, as payment, or by giving positive feedback, benefits
- - - - motivate the group
      - model to follow and be admired
      - The direction to follow
      - More informal
      - innovators/creative
      - Related to change
      - A natural ability/trait some people have
      - May disobey to do the right thing (like a hero)
      - Respected, therefore obeyed
    - - May not motivate/inspire
      - Have to follow rules and obey
      - Delegate jobs
      - organize the group
      - Get things done
      - Official position
      - Skilled and qualified for the job
      - Solve problems
      - Obeyed due to the status
  - - - Monitor: collects significant data
      - Disseminator: their job is to pass on the received information within the company
      - Spokesperson: connects the company with external businesses
    - - Entrepreneur: look for new opportunities
      - Disturbance Handler: handles difficult tasks/problems
      - Resource Allocator: manages resources
      - Negotiator: leads negotiations in and out of the business
    - - Figurehead: symbol of a leader
      - Leader: provides motivation and training to subordinates
      - Liaison: bridge the gaps between one sector and the other
- - - - Recruitment: need workers, analyse the job needed, determine its reward package, job statement to send to applicants, identify the ideal personal, place the job offer in a job pool.
      - Selection: shortlist (compare and select possible employees), test them and interview them, send them the offer. If they accept the offer they receive info about the company + job and they’re in.
  - - - Also, when us consider the improvements in transportation, geographic boundaries start to fall as we can go farther and faster.
      - Advent of web-based, device-independent software and data-driven work, ample access to internet services through Wi-Fi, plugged-in and/or 4G --> it' s become easier to work from anywhere.
      - As companies start to move from being bureaucratic to more task-based, we see that for a lot of job roles, it' s about whether you do it well and better. Led --> a great flux of labor mobility, --> people can work from different places and in different places.
    - - DEMOGRAPHIC Advents in accessibility and human rights have allowed more sections of society to be economically active and participate in the labor pool. Diversity is now a hot topic among companies.
      - WORK-LIFE BALANCE People wish to work in companies where they will be given opportunities to life their life better and to enjoy their personal life more. It' s not " all work and no fun " anymore!
      - GEOGRAPHIC Technology broke down a lot of geographic boundaries, allowing you to hire people from all over the world, aside from allowing your team to be multinational.
      - SUSTAINABILITY Respecting our environment and society is now a standard for companies. People won 't work in places that will do harm to where they live and to who they live with
    - - OFFSHORING Costs are different everywhere you go. You can use this to your advantage! As a business, you need to reduce your costs as much as possible, since this will result in more revenue for you at the end of the day. When you offshore, you send part of your operations to another country, either to reduce costs or to take advantage of a certain job pool.
      - RESHORING You keep all operations in your home location. This may be due to added costs, cultural differences, or even bureaucratic problems. This, in turn, will affect your worker availability and might require you to dismiss a whole operation, which can cause deep losses.
      - OUTSOURCING Sometimes, you might not have the necessary skills or capital to undergo a certain task. This is where outsourcing comes in. In outsourcing, you "hire " another company to take over a certain task or sector from your company
- - - - Strength of Trade Union is based:
        
        its size
        
        whether it is recognized legally
  - - - Negotiate: discuss to find the most fair option for both sides
      - Go slow: when workers keep doing their work but minimally, doing the less possible
      - Work to rule: when workers only do their work based exactly on what is in the employment contract
      - Strike action: the most extreme industrial action, workers simply stop working for a period of time.
      - Overtime bans: workers refuse to work more than the established amount of hours set for each week
    - - Negotiation: try to find the most adequate solution considering both sides
      - Public relations: employers use social media to obtain supporters and weaken the union in question
      - Threats of redundancy: threat to dismiss employees, could result in intensification of the union’s anger or poor image to the company
      - Changes of contract: could increase work rates and implement overtime working. Considering work to rule and overtime bans.
      - Closure: very extreme and it leads to no-profit for employers and redundancy to workers. Used only if the unions’ demands lead to great loss for the company.
      - Lock-out: short-term closure for workers not to be paid, which could increase insatisfaction and (workers) could put pressure on the union to come to an agreement
    - - We fear failure
      - We fear losing valuable things
      - Self-consciousness
      - Fear of the unknown
      - Lack of information regarding the need
      - Comfort zone is nice :)
    - - What does it mean to change in your case?
      - Recognize the causes
      - Comprehend the process
      - Lead the change
      - Use project teams and leaders
      - Promote and empower your helpers