Please enable JavaScript.
Coggle requires JavaScript to display documents.
BUSINESS THEME 1 - TOPIC 1.4 - MANAGING PEOPLE - Coggle Diagram
BUSINESS THEME 1 - TOPIC 1.4 - MANAGING PEOPLE
motivation in theory and practice
motivation is the art of getting people to do what you want them to do, because they want to
F.W Taylor
people are motivated by money and only money
so incentivise work with financial rewards
division of labour, piece rate pay
elton mayo
studied productivity
concluded workers are motivated by better communication and working in teams
herzberg
believes its necessary to provide strong motivational factors and ensuring there are no negative hygiene factors
motivating factors
achievement
recognition
responsibility
challenge
promotion
1 more item...
hygiene factors
company policy
supervision
relations (boss)
work conditions
pay + benefits
1 more item...
maslow
believed in a hierarchy of needs
1) physiological needs - food, water, sleep
2) safety needs - a sense of security
3) belongingness and love needs
4) esteem needs - self confidence
5) self actualisation - morality
financial incentives
piece rate pay
commission
bonus
profit share
performance related pay
non financial incentives
delegation - handing responsibility over
consultation - discussions with employees
flexible working
job enrichment - mixing up tasks
team working
leadership styles
leaders are people who drive and influence a group of people to achieve goals
autocratic
managers make own decisions without consulting work force - taylors theory
pros
full control of decision making
employees have little input
good in crisis situations
top down communication
cons
employees feel undervalued
demotivated staff
employees become unproductive
democratic
the manager encourages the workforce to join in the decision making process
pros
encourages feedback
encourages delegation
motivated workers
cons
decisions take a long time
paternalistic
similar approach to autocratic but decisions are made with the employees best interest - mayo + maslows view
pros
manager does whats best for workers
workforce treated like family
loyalty
cons
little delegation
employees have little influence
laissez-faire
theres no one at the top, let it be
pros
manager provides little direction
employees determine everything
used when employees are skilled
cons
no incentive to work hard
confusing
low productivity
approaches to staffing
two views to staff
an asset
where the business treats the workers as a resource that needs to be invested in, in order for the biggest return
firms may provide...
permanent work
a nice work environment
training
opportunity for promotion
a cost
where the business views staff like any other expense that's incurred in creating the product or service
firms may provide...
zero-hour contracts
minimum wage
lack of training
financial incentives
1 more item...
flexible working
a business can reduce staffing costs by creating more flexible working
multiskiling
- training employees to undertake several roles
part-time staff
- employed in times of high demand but they work short hours and aren't well trained
temporary staff
- employed for a specific period of time but aren't well trained
flexible hours
- where the staff vary the hours they work to meet the needs of the business and their needs
zero-hours contracts
- where the business does not guarantee the employee work. This can make employees demotivated
homeworking
- reduces the costs of the premises but staff may be less productive
outsourcing
- using another business to supply components or services
pros
cons
workers may feel left out
lower productivity
less trained staff
lower costs
staff called when needed
better work-life balance
dismal
occurs when an employer makes someone leave their job due to dissatisfaction with their performance
redundancy
is where employees leave because they're no longer needed. Firms have to pay compensation and its normally due to changes in tech or firms shutting down
organisational design
organisational structure shows how employees are organised in a business
the
hierarchy
of a business is the order or levels of management in it from its lowest to highest rank
chain of command
is the line of authority from the top down to the bottom of the organisation
span of control
is the number of employees directly under a manager
a
wide span of control
means employees have greater decision making powers
a
narrow span of control
means employees have fewer decision making powers and they're closely supervised
tall structure
pros
promotion opportunities
narrow span of control
cons
less team feeling
decisions take longer
messages can get distorted
flat structure
pros
fewer mangers needed
more creativity
quicker communication
teamwork
cons
unorganised
less promotion
larger span of control (workload)
mistakes due to more delegation
centralized structure
head office makes all decisions and local branch managers have little power
pros
more experienced decision making
decisions are for the companies good
cons
stops creativity
staff feel left out
less delegation and motivation
matrix structure
teams are different departments are created to run different projects to focus on different products
pros
improved communication
could help with motivation
encourages idea sharing
breaks down department barriers
cons
conflicting messages
takes time to get used too
members may have divided loyalties
decentralized structure
managers in local branches given more decision-making power
pros
could motivate workers
local managers have local knowledge
cons
slower decision making
less economies of scale
recruitment, selection and training
this is the process of finding and hiring the best qualified candidate for a job opening in a timely and effective manner
internal recruitment
is promoting from within
pros
cheaper than advertising
fast to advertise
motivation for current employees
candidates already know the company
cons
precludes new + fresh thinking from being brought into the business
discourages diversity
external recruitment
is employing from outside
pros
new ideas + skills
more candidates
cons
takes time
expensive
training
- the process whereby an individual acquires new skills + knowledge or improves on ones they already have
off the job training
structured training e.g uni
pros
provided by industry experts
may offer accreditation
cons
time consuming
expensive
takes time off work train
on the job training
training that takes place whilst doing the job
pros
less time consuming
cost effective
cons
reliant on another employee training
possible bad training
could make mistakes on job