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Unit 2 Human Resrouces - Coggle Diagram

- - - - Allows a team to focus on a specific product
        
        Helps build common knowledge and can contribute to greater knowledge about the products made
- - - - Human actions are driven by a set of five basic motivational tiers; people have different needs, and some needs have to be satisfied before others can be met.
    - - Job satisfaction and dissatisfaction are driven by two separate sets of factors: hygiene factors that prevent pain or unhappiness, and motivators that create real growth and fulfilment
    - - The theory optimises workplace productivity by scientifically analysing tasks; all workers are money incentive.
  - - - Employees change jobs for a period of time to learn a new task within a work process, or broader business. Adds variety to an employee’s job and increases their skills, which can be motivating. Job rotation also helps to make the business more resilient as employees become more flexible.
    - - when the employee seeks to make a positive contribution with their work for the greater good. Seeing meaning in their work can improve the intrinsic motivation of employees, making them more productive and happier.
    - - employees’ jobs are redesigned to be more complex, and may need to improve skills and may need training. Job enrichment is considered a reward and motivating because the employee gets to improve skills and increase the challenge.
    - - giving employees greater responsibility in choosing how to perform their job and making decisions in the workplace. Empowerment creates a sense of trust from management and a sense of accomplishment and pride in the employee.
    - - Additional tasks are added to an employee’s job description, usually on the same level as the employee’s current skill set, added responsibilities, but not more complex responsibilities. Job enlargement can be motivating as it increases variety in the employee’s work.
    - - Relationships are important to human beings, people with strong ties to others are happier and healthier than those without strong ties, holds true at work as well. Collaborating in a team to solve genuine problems is one of the best ways to motivate workers, cultivate community, and increase productivity in the workplace.
  - - - Pro: Cost-effective ; Practical (role-specific) experience ; No workflow disruption
      - Con: Inconsistent teaching ; Lower initial productivity ; Safety risks
      - Ex: Coaching / mentoring ; Job Rotation ; Apprenticeship ; work under supervision ; in-house course
    - - Con: High expense ; zero immediate output ; transfer difficulty
      - Pro: Expert instruction ; Networking ; Zero daily interruption
      - Ex: Lextures and conferences ; vestibule training ; Simuatiors