Management Theories: Mayo and Herzberg

<p>Elements that can cause dissatisfaction if not present. (B)</p> Signup and view all the answers

<p>They thrived on increased attention from supervisors. (C)</p> Signup and view all the answers

<p>The motivation to set and reach challenging goals (C)</p> Signup and view all the answers

<p>To gain respect and self-esteem through influence (B)</p> Signup and view all the answers

<p>The individual's desire for the reward (A)</p> Signup and view all the answers

<p>Promoting teamwork within the organization (A)</p> Signup and view all the answers

<p>They must see a clear link between effort and performance (C)</p> Signup and view all the answers

<p>Setting realistic and challenging targets for them to aim for (D)</p> Signup and view all the answers

<p>It incorporates the concepts of valence, expectancy, and performance (B)</p> Signup and view all the answers

<p>Involving them in decision-making and providing responsibilities (C)</p> Signup and view all the answers

<p>$880 (C)</p> Signup and view all the answers

<p>Cost-effective with no supervisor needed (B)</p> Signup and view all the answers

<p>Discouragement of team collaboration (B)</p> Signup and view all the answers

<p>A payment made when employees have reached or surpassed targets (A)</p> Signup and view all the answers

<p>Can damage team spirit due to rivalry (B)</p> Signup and view all the answers

<p>Links rewards to company's profit, aligning employee and owner goals (D)</p> Signup and view all the answers

<p>Provides job security to employees (B)</p> Signup and view all the answers

<p>A system of staff appraisal (B)</p> Signup and view all the answers

<p>It helps to create a person specification. (D)</p> Signup and view all the answers

<p>Pay scale (B)</p> Signup and view all the answers

<p>Job title and location (C)</p> Signup and view all the answers

<p>Preparing a job advertisement (C)</p> Signup and view all the answers

<p>To select candidates based on their CVs and qualifications. (A)</p> Signup and view all the answers

<p>It defines the duties and responsibilities of the job. (D)</p> Signup and view all the answers

<p>Placement and costs involved with the advertising media. (A)</p> Signup and view all the answers

<p>How to apply and the deadline. (C)</p> Signup and view all the answers

<p>The job is no longer needed. (A)</p> Signup and view all the answers

<p>Number of employees leaving multiplied by 100 and divided by the average number of employees. (D)</p> Signup and view all the answers

<p>Introduction of new ideas and practices. (A)</p> Signup and view all the answers

<p>Effective team management and leadership. (C)</p> Signup and view all the answers

<p>Forecasting the required number and skills of workers. (B)</p> Signup and view all the answers

<p>Higher recruitment and training costs. (D)</p> Signup and view all the answers

<p>Employee satisfaction surveys. (C)</p> Signup and view all the answers

<p>To provide financial support during transition. (B)</p> Signup and view all the answers

<p>It helps employees to settle into their job quickly. (A)</p> Signup and view all the answers

<p>The productivity of the trainer may decrease. (D)</p> Signup and view all the answers

<p>It typically leads to recognized qualifications. (A)</p> Signup and view all the answers

<p>It often includes guidance from skilled co-workers. (C)</p> Signup and view all the answers

<p>Training quality may suffer due to a lack of commitment. (B)</p> Signup and view all the answers

<p>It can be quite costly, due to external trainers. (A)</p> Signup and view all the answers

<p>It requires no oversight from experienced trainers. (D)</p> Signup and view all the answers

<p>A new employee is informed about legal issues relevant to the factory. (C)</p> Signup and view all the answers

Improved worker productivity is not solely driven by changes in working conditions but by factors like increased attention and involvement.

Factors that directly increase job satisfaction & drive workers to achieve more in their work.

Factors that, if absent, demotivate employees but do not increase motivation if present.

Productivity is not solely determined by working conditions, but rather by social needs, communication, and teamwork.

Herzberg's theory that motivation comes from motivators (like recognition) and not purely from hygiene factors (like salary).

Theory proposing that individual behavior and effort are driven by three motivational needs: achievement, power, and affiliation.

Desire to accomplish challenging goals and excel; individuals are driven by producing results better than expected.

Desire for influence and control over others; individuals seek positions of authority and leadership.

Desire for social connections, teamwork, and belonging; individuals value being liked and respected by others.

Theory suggesting that employee behavior is influenced by their beliefs about the likely outcomes of their actions.

The belief that increased effort will lead to improved performance.

The value or attractiveness of a reward to an employee.

Key drivers for individuals' behavior, as well as managers' strategies.

A payment made to a salesperson based on a percentage of their sales, usually calculated on the total value of goods or services sold.

A bonus system that rewards employees for exceeding performance targets, often based on individual performance appraisals.

A bonus scheme where employees receive a portion of the company's profits, usually calculated based on their salary.

The fixed amount of money an employee receives regularly, regardless of performance or sales.

The process of establishing specific, measurable, achievable, relevant, and time-bound goals for employees.

A formal evaluation of an employee's performance, usually conducted annually, to assess their strengths, weaknesses, and potential.

The rate at which employees leave a company and are replaced by new ones.

Advantages of a commission-based system include cost-effectiveness (no need for a supervisor), employee motivation, and time consciousness. Employees are incentivized to work harder to earn more.

A detailed document outlining the duties, responsibilities, and requirements of a specific job.

A document describing the skills, qualifications, and experience needed for a particular job.

Where a company looks for potential candidates for a job.

A public notice promoting a job vacancy, attracting potential candidates.

The process of selecting the most suitable candidates from a pool of applicants.

Standards used to evaluate candidates and determine their suitability for a job.

A document summarizing a person's skills, qualifications, and work experience.

The name or title given to a specific job position.

When a job is no longer needed, the employee doing that job is made redundant due to a permanent decrease in demand or resource depletion. This is not the worker's fault.

A payment or benefits provided by the employer to a redundant worker. It helps them transition to new employment.

The rate at which employees leave an organization. It's calculated by dividing the number of departing employees by the average number of employees and multiplying by 100.

High labour turnover can signal problems like low morale, poor recruitment, bad leadership, or better job opportunities elsewhere. It's a warning sign for the company.

High turnover can occasionally be positive. For example, it might help replace low-skilled staff, bring in new ideas, or facilitate downsizing by not replacing departing employees.

Analyzing and predicting the number of workers and their skills needed to achieve organizational goals. It considers both internal and external factors.

Internal factors affecting workforce planning include current and future skill needs, vacancies, and departmental expansions or reductions.

External factors affecting workforce planning include the broader labor market, economic conditions, and legal regulations.

A structured program to onboard new employees, helping them learn the company's practices, culture, and job-specific skills.

Learning directly at the work station, guided by experienced colleagues. It involves hands-on experience and practical knowledge.

Formal training outside the workplace, typically at schools or dedicated training centers.

Reduces time to settle into the role, familiarizes employees with the business, promotes quick learning, and increases employee awareness of safety and regulations.

Reduces the trainer's productivity as they dedicate time to training, potential for inconsistent quality if the trainer isn't a good teacher, and risks to the company's reputation due to trainee mistakes.

Provides a structured learning environment, minimizes impact on daily work output, reduces the risk of trainee mistakes harming the business, and can lead to recognized qualifications.

Can be expensive due to external trainers' fees, reduces the trainee's output during training, and may risk the trainee learning bad habits from the trainer.

On-the-job training is suitable for unskilled and semi-skilled employees who can learn by observing and practicing under supervision.