Podcast
Questions and Answers
The Latin word for 'to move' is ______, which is the root of the word motivation.
The Latin word for 'to move' is ______, which is the root of the word motivation.
Movere
According to ______'s Hierarchy of Needs Theory, self-actualization is the highest level of need.
According to ______'s Hierarchy of Needs Theory, self-actualization is the highest level of need.
Maslow's
In ______ 2 factors Theory, hygiene factors are basic elements that prevent dissatisfaction.
In ______ 2 factors Theory, hygiene factors are basic elements that prevent dissatisfaction.
Herzberg
The ______ Expectancy Theory states that an employee's motivation is an outcome of how an individual wants a reward.
The ______ Expectancy Theory states that an employee's motivation is an outcome of how an individual wants a reward.
The ______ 3 Needs Theory proposes that employees are motivated by three types of needs: achievement, power, and affiliation.
The ______ 3 Needs Theory proposes that employees are motivated by three types of needs: achievement, power, and affiliation.
Intrinsic motivation is driven by factors such as ______ and personal growth.
Intrinsic motivation is driven by factors such as ______ and personal growth.
Extrinsic motivation is driven by factors such as ______ and job security.
Extrinsic motivation is driven by factors such as ______ and job security.
According to ______'s theory, valence refers to the expected outcome after achieving goals.
According to ______'s theory, valence refers to the expected outcome after achieving goals.
Characteristics of high motivation include taking ______ and having a comprehensive work.
Characteristics of high motivation include taking ______ and having a comprehensive work.
Employee motivation strategies include ______ and incentives such as pay bonuses and awards.
Employee motivation strategies include ______ and incentives such as pay bonuses and awards.
The Hawthorne Study revealed the importance of ______ factors in the workplace.
The Hawthorne Study revealed the importance of ______ factors in the workplace.
The Hawthorne effect states that people modify their behavior when they know they are being ______.
The Hawthorne effect states that people modify their behavior when they know they are being ______.
The need for ______ relations in an organization focuses on employee needs, motivation, and satisfaction.
The need for ______ relations in an organization focuses on employee needs, motivation, and satisfaction.
Job Analysis is the process of defining job responsibilities, skill prerequisites, and identifying the ideal candidate for a specific ______.
Job Analysis is the process of defining job responsibilities, skill prerequisites, and identifying the ideal candidate for a specific ______.
The evolution of HRM includes the era of ______ management from 1914-1939.
The evolution of HRM includes the era of ______ management from 1914-1939.
The modern era of HRM, from 1990 onwards, focuses on ______ capital, which refers to the collective talent and potential of an organization's workforce.
The modern era of HRM, from 1990 onwards, focuses on ______ capital, which refers to the collective talent and potential of an organization's workforce.
The process of identifying and recruiting candidates is known as ______.
The process of identifying and recruiting candidates is known as ______.
Setting goals and providing feedback are key components of ______ management.
Setting goals and providing feedback are key components of ______ management.
Compensation falls under the category of ______ and development.
Compensation falls under the category of ______ and development.
The first step in the HRM process is ______.
The first step in the HRM process is ______.
A major aspect of motivating employees involves ______ their performance.
A major aspect of motivating employees involves ______ their performance.
According to Max Weber, the division of labor breaks complex work into ______ jobs.
According to Max Weber, the division of labor breaks complex work into ______ jobs.
The importance of hiring based on merit, not favoritism, is emphasized in Weber’s concept of ______.
The importance of hiring based on merit, not favoritism, is emphasized in Weber’s concept of ______.
Henry Fayol proposed ______ principles of management to guide organizational practices.
Henry Fayol proposed ______ principles of management to guide organizational practices.
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Study Notes
Training and Development Methods
- Experiential Learning: Engaging in activities that provide practical experience.
- Seminars/Conferences: Events for sharing knowledge and networking among professionals.
- Case Studies: In-depth investigations of specific subjects or scenarios to derive insights.
- Management Games: Simulated environments to practice decision-making and management skills.
- Role Play: Engaging in acting out scenarios to develop interpersonal skills.
- Behavior Modelling: Learning through observing and imitating others’ behaviors.
- OJT (On-the-Job Training): Training that occurs in the work environment.
- Apprenticeship: A system combining practical training with classroom instruction.
- Classroom Instruction: Structured learning in a formal educational setting.
- Simulation: Realistic scenarios created for training purposes to enhance decision-making.
Factors Influencing Training and Development
- Top Management Support: Commitment from leadership is crucial for training initiatives.
- Commitment from Specialists and Generalists: Involvement from various levels of staff is essential.
- Technological Advances: Innovative technologies enhance learning opportunities.
- Organizational Complexity: Affects the design and implementation of training programs.
- Learning Style: Individual preferences for learning impact training effectiveness.
21st Century Employees Skills
- Problem Solving: Critical thinking and innovative solution generation for complex issues.
- Knowing How to Learn: Self-directed acquisition of knowledge and skills through various means, including technology.
- Sociability: Effective interpersonal communication, teamwork, and adaptability.
- Self-Management: Emotional regulation, time management, and personal accountability.
- Leadership: Empowering others, clear communication, and team cohesion.
Motivation in Management
- Definition of Motivation: Derived from the Latin word "movere" meaning to move; a psychological drive toward objectives.
- Types of Motivation:
- Intrinsic: Self-fulfillment and satisfaction from the task itself.
- Extrinsic: Motivation triggered by external rewards.
Motivation Theories
- Maslow’s Hierarchy of Needs Theory: Defines a hierarchy from basic physical needs to self-actualization.
- Herzberg’s Two-Factor Theory: Distinguishes between hygiene factors (extrinsic, e.g., pay) and motivators (intrinsic, e.g., achievement).
- Vroom’s Expectancy Theory: Motivation depends on expected outcomes linked to effort, performance, and rewards.
- McClelland’s Three Needs Theory: Focuses on needs for achievement, power, and affiliation among employees.
Characteristics of High Motivation
- High personal responsibility and risk-taking.
- Goal-oriented with a comprehensive work focus.
- Responsive to feedback and continuously seeking opportunities.
Employee Motivation Strategies
- Job Design: Implementing job rotation, enlargement, and enrichment.
- Incentives: Utilizing bonuses, awards, and further training opportunities.
- Empowerment: Allowing flexibility in tasks and schedules.
- Attitude Adjustment: Learning to cope with unpleasant job aspects by managing expectations.
Compensation Management
- Remuneration: Encompasses financial and non-financial benefits offered to employees.
- Compensation: Monetary payments made for services rendered or injuries suffered.
- Wages vs. Salary: Wages are hourly/daily payments; salary is regular, typically monthly, including benefits.
Factors Influencing Compensation Management
- Internal Factors:
- Financial Strength: Determines the ability to offer competitive compensation.
- Employee Worth: Performance directly correlates with salary adjustments.
- Internal Equity: Fairness in compensation among similar roles.
- Job Complexity: Adjust compensation based on skills and responsibilities.
- Company Policy: Governed by the established pay structure.
- External Factors:
- Labor Market Dynamics: Influences wage levels based on demand for skills.
Human Resource Management Process
- Recruitment: Attracting candidates for employment.
- Selection: Choosing the most suitable candidates.
- Training: Developing employees' skills.
- Performance Assessment: Evaluating employee performance.
- Motivation: Implementing strategies to engage employees.
- Compensation: Providing appropriate remuneration.
- Labor Relations: Maintaining healthy relationships with employees.
- Welfare and Safety: Ensuring employee well-being.
- Compliance: Adhering to labor laws and regulations.
Functional/Classical Approach to Management
- Focus on achieving objectives through scientific methods for task optimization.
- Emphasis on systematic observation and analysis versus common rules of thumb.
- Collaboration with employees to ensure work aligns with scientific principles.
Features of Bureaucratic Structure
- Division of Labor: Simplification of complex work into manageable tasks.
- Hierarchy of Authority: Clear chain of command to direct activities.
- Framework of Rules: Coordination of efforts via established regulations.
- Impersonality: Objective hiring processes favor competence over favoritism.
- Formal Selection: Based on technical qualifications and training.
Hawthorne Studies
- Hawthorne Effect: Employees modify behavior when being observed, leading to increased productivity.
- Importance of social dynamics and employee morale in workplace behavior.
- Highlighted the necessity of focusing on employee needs to enhance motivation and satisfaction.
Evolution of HRM
- 1890-1913: Welfare officers focused on employee support.
- 1914-1939: Labor management aimed at coordinating the workforce.
- 1945-1979: Personnel management emphasized administrative functions.
- 1980-1990: HRM introduced proactive employee development strategies.
- 1990 onwards: Concept of human capital emphasized the workforce's collective talent and potential.
Job Analysis
- Clarifies job responsibilities, required skills, and ideal candidate profiles for specific roles.
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