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Managing Employees - Coggle Diagram
Managing Employees
Goal Setting Theory
Clarity: It is important that the goals are clear and specific e.g. increased sales by 8% next quarter
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Commitment: the more committed an employee is, the more motivated they will be to work towards the goal
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Task complexity: Tasks should not be so complex that the employee doesn't expect they can achieve it
Advantages:
- Goals that are clear and specific, challenging but not overwhelming, will motivate employees and improve their performance.
- Many studies support the theory
- Higher productivity because of clear and specific goals
Disadvantages:
- Goals too vague can lead to poor performance
- Goals not challenging = demotivating
- Employees may focus all attention on goal, ignore other aspects of the job
Four Drive Theory
Drive to acquire: desire to own material goods, desire for status power and influence
Possible strategies: competitive pay, monetary rewards programs, appropriately recognising good performance, offering career advancement for high achieving employees
Drive to bond: Individual driven to seek relationships within the business, employees want to feel as though they 'belong' to the business.
Possible strategies: Set up support programs, build a culture that values sharing, structuring work in teams, social gatherings
Drive to learn: Employees desire to satisfy our curiosity, to learn new skills and to explore the world around us
Possible strategies: Interesting work, challenging work, opportunities to learn new things, ensure job/work is meaningful, support growth and learning opportunities (training and development)
Drive to defend: desire to remove threats to our safety and security and to protect what we regard as 'ours'
Possible strategies: ensure performance evaluations, set clear and transparent objectives, have resolution processes in place
Advantages: Drives work independently allowing managers and employees to be flexible in the behaviours or strategies implemented, very adaptable to complicated environments or situations,
Disadvantages: There are other drives besides the four outlined, some workplace applications involve competition between employees, which can have detrimental effects e.g. workplace lack of cooperation
Motivation strategies
Performance-related pay - the monetary compensation provided to employees relative to how their performance is assessed according to set standards
Advantages: Can provide immediate motivation, rewards the best performers in the business, clear criteria on how to achieve incentive
Disadvantages: Generates competition based culture, cause resentment from some employees, often a short term motivator
Career advancement - the assignment of more responsibilities/authority to employees or the promotion of employees to positions that bring rewards, such as increased salary, fringe benefits and increased responsibility
Advantages: Helps business retain talented employees, employees are rewarded for their past performances
Disadvantages: May cause resentment from those overlooked for promotion, lack of outside perspective brought into the business, may create rivalries as difficult to promote all employees
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Long term: Employees may see the position they would like to be in the long term and set out a career path
Investment in training - the direction of finances, or resources such as time, into the teaching of skills to employees
Advantages: shows employee business values them, help build a learning culture, help retain valued employees
Disadvantages: Often expensive, no guarantee employee will remain in business
Short term: Employees motivated because they have improved their skills and knowledge, allowing them to perform their jobs better
Long term: An ongoing investment in training creates a learning environment which can lead to long-term motivation
Support - the assistance or services provided by the business to help employees cope with difficulties that may impede their work performance
Advantages: Can improve mental wellbeing of employees, builds strong corporate culture, long term motivator
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Short term: improve short-term motivation by helping employees complete tasks or helping them through difficult times
Long term: Creating an environment where employees feel they belong, can have a positive impact on long-term motivation
Sanction - A form of penalty or discipline imposed on an employee for poor performance e.g. demotion
Advantages: Some employees respond to sanction, may bring other employees in line with policy through fear of sanction
Disadvantages: Normally only a short-term motivator, can cause resentment from employees, can cause disputes + union involved
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Workplace relations
Employees: are those that work in the business. Their role is to work towards achievement of business objectives
In workplace relations, employees are involved in:
- Negotiation of new agreements
- Voting on new agreements
- Take industrial action if needed
- They need to carry out their responsibilities
Human resource manager: is responsible for managing the relationship between employees and the business
Their role in workplace relations includes: - Represent the employer in negotiations of new wage agreements
- Participate in resolution of disputes
- Implement agreements
- Liaise with employer associations, unions and FWC
Union: are organisations that represent and offer advice to employees with workplace relations issues
Roles of the union include:
- Negotiate new wage agreements on behalf of employees
- Offer advice to employees
- Support and represent employees in disputes
- Organise industrial action e.g. strikes
Employer associations: are organisations that represent and offer advice to employers with workplace relations issues
Role of association includes:
- Negotiating new wage agreements
- Notifying and assisting employers with changes in legislation
- Advising or representing employers in workplace disputes
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Performance management strategies - process used to evaluate and improve individual and business performance
Appraisal - formal assessment of how efficiently and effectively an employee is performing their role in the business
Can; provide feedback on performance, set new goals for employees, determine promotion/demotion or termination, determine training needs for the employee
Management by objectives - MBO is a process where the manager and the employee collaboratively set clear obj.
Self-evaluation - is where an employee assesses their own performance related to predetermined objectives
Creates open dialogue with the manager where performance is discussed, can also highlight needs for training the employee feels would be helpful
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Dispute Resolution: Effective dispute resolution can help maintain good relationships with the employees
Mediation: Method whereby a third party facilitates the conversation, who helps the parties in dispute to work towards an agreement, but does not offer suggestions or solutions
Arbitration: Where both parties put their case forward to an independent third party who then makes the final decision
Grievance Procedure: A formal process where an employee and employer can resolve matters relating to complaints in the workplace.
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Typical Steps
- Employee/union rep make complaint to supervisor
- Complaints handled by middle management with respective reps (HR)
- Meeting w/ senior management and reps
- Matters referred to external party (FWC) then mediation or arbitration will take place
Training - the process of teaching staff how to do their job more efficiently and effectively by boosting their knowledge and skills
On-the-job training - is where an employee learns at their workplace, often while performing their actual job
Advantages: Cost-effective, employee gains experience on equipment they will be working on
Disadvantages: Poor habits can be passed on, Quality of trainer can vary
Off-the-job training - Occurs when employees learn skills in a location away from the workplace. It usually involves sending individuals or groups of employees to a particular specialised training institution e.g. TAFE or UNI
Advantages: Learn from specialists with experience, less interruptions from workplace issues, formally recognised qualification
Disadvantages: Expensive form of training, employees may use gain qualification to leave business, lost working time as employee is away from work
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