Business

• Human resource management


  The effective management of the formal relationship between the employer and employees
• Human resource manager


  Coordinates all the activities involved in acquiring, developing, maintaining and terminating employees from a business's human resources
• In larger businesses the human resource manager is responsible
• Importance of a HR manager

  • Work as part of a team to ensure the business has appropriate employees, with appropriate skills to carry out various duties needed in locations at the required times
  • Successful management of employees should contribute to meeting business objectives
• Hierarchy of Needs


  • Physiological
  • Safety (or security)
  • Social
  • Esteem
  • Self-actualisation
• Hierarchy of Needs


  • Most basic needs are situated at the bottom of the hierarchy, progressing to higher level needs at the top
  • Each need will act as a source of motivation while it remains unsatisfied
  • An employee's needs at a specific stage must be fulfilled before they can move up to the next level
  • Once a particular need is satisfied it is no longer a motivator
• Strengths of Maslow's Hierarchy of Needs

  • Allows management to develop an understanding of individual needs
  • Allows management to be aware that employees will be at different stages of development and that they will need to be motivated using a variety of methods
• Weaknesses of Maslow's Hierarchy of Needs

  • Very simplistic and one motivation strategy should be able to satisfy several needs at the same time
  • Only a theory, not supported by empirical evidence and the stages in the hierarchy do not apply to all individuals
• Goal Setting Theory


  Employees are motivated to achieve goals, specific and challenging goals lead to better performance than vague goals or goals that were too easy to achieve
• Principles of Goal Setting

  • Clarity
  • Challenge
  • Commitment
  • Feedback
  • Complexity
• Strengths of Locke and Latham's Goal Setting Theory


  • Many studies support the theory
  • Staff will perform at a higher standard due to their clear and specific goals, leading to a higher rate of productivity
• Weaknesses of Locke and Latham's Goal Setting Theory

  • Employees may focus so intently on their goals that they ignore other aspects of their job
  • Setting goals that are too vague can lead to poor performance, goals that are not challenging (or that are overwhelming) can become demotivating
• Four Drives of Lawrence and Nohria's Theory

  • Drive to acquire
  • Drive to bond
  • Drive to learn
  • Drive to defend
• Drive to acquire


  Can be expanded to include achievement as a means of identifying and including the desire for non-material things, such as status and influence. 1. clearly expressing the expectations of the business, particularly in relation to the ways in which work performance will be evaluated 2.establishing high levels of performance as the norm, and the standard by which all employees are judged and rewarded.
• Drive to bond


  Most commonly expressed through a sense of belonging, 1. Employees will be encouraged to trust and support each other 2Personal friendships between employees will be fostered and supported.
• Drive to learn


  Encompasses the need to understand the world around us, to be challenged mentally and be faced with interesting and varied experiences, 1.employees feel that they are gaining additional skills and valuable experience as they go about their daily work, 2.opportunities to learn new skills are provided on a regular and ongoing basis
• Drive to defend


  Ensuring that the work environment is safe and non-threatening, with high levels of trust between employees and management, motivation comes from removing fears and insecurities from 1.the workplace, the workplace is welcoming and supportive, and intimidation is not used as a management technique. 2.managers treat all employees fairly and are seen to do so consistently
• Strengths of Lawrence and Nohria's Four Drive Theory

  • The drives work independently, allowing management and employees to be flexible in the behaviors or strategies selected or implemented
  • Four Drive Theory is very adaptable to complicated or intricate environments or situations
• Weaknesses of Lawrence and Nohria's Four Drive Theory

  • Other drives besides the four outlined by Lawrence and Nohria may exist, these don't necessarily explain all the individual characteristics that may motivate a person
  • Some of the workplace applications involve competition between employees, which can have detrimental effects; for example, a workplace may suffer from a lack of cooperation or a lack of information sharing
• Short/Long term effects


  • Short term
  • Long term
• Performance-related pay


  The monetary compensation provided to employees relative to how their performance is assessed according to set standards
• Performance-related pay (short term)


  Pay increases and bonuses provide an immediate and tangible reward for effort and/or commitment to the business
• Performance-related pay (long term)


  Profit sharing and gainsharing tend to provide longer-term motivation, as the rewards may take a number of years to be achieved
• Advantages of performance-related pay

  • Provides a financial reward to employees
  • Directly related to improved performance
• Disadvantages of performance-related pay

  • Not all employees will be motivated by pay
  • Other employees doing similar work may expect similar rewards, even if their performance is not as good, leading to jealousy, conflict and lower morale
• 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 responsibilities
• Career advancement (short term)

  The opportunity to move into a more challenging or stimulating position, with some supervisory or managerial responsibilities
• Career advancement (long term)

  Career advancement also satisfies some of the four drives. Satisfying these drives can affect long-term motivation by encouraging the employee to remain with the organization, and not seek opportunities elsewhere
• Advantages of career advancement

  • Can provide a means of retaining valuable employees
  • Will satisfy employees who desire a sense of achievement or extra responsibility
• Disadvantages of career advancement

  • Promotion positions cannot just be created - they have to have some purpose
  • Employees may be promoted beyond their capacity
• Investment in training


  The direction of finances, or resources such as time, into the teaching of skills to employees
• Investment in training (short term)

  Highly skilled jobs will usually pay more, so naturally employees will take the opportunity to take on additional training in the short term to give them access to those types of jobs
• Investment in training (long term)

  Investment in training can also affect long-term motivation of employees. In terms of Maslow's hierarchy, successful completion of additional training supports the esteem needed by providing the employee with a sense of accomplishment
• Advantages of investment in training

  • May improve employee retention as staff loyalty and motivation are improved
  • Indicates to the employee that the business values their contribution, and that the business will support them in advancing their careers
• Disadvantages of investment in training

  • Unless there are sufficient jobs within the business requiring higher levels skills may be wasted
  • A business may be unable to afford the costs of training
• Support strategies


  The assistance or services (such as counseling and mentoring) provided by the business to help employees cope with difficulties that may impede their work performance
• Support strategies (short term)

  Providing support and encouragement for employees can motivate them to do better
• Support strategies (long term)

  A supportive workplace can have a positive effect on the employee's long-term motivation, as it encourages a sense of loyalty, and willingness to remain in that work environment
• Advantages of support strategies

  • Many forms of support, such as encouragement can be provided with little to no cost
  • Services such as counseling and mentoring should help employees to develop meaningful professional relationships
• Disadvantages of support strategies

  • It may be difficult to find reasons to support and encourage some employees
  • Requires a business to have a positive corporate culture