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31 Cards in this Set
- Front
- Back
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Motivation |
The individual, internal process that directs, energises and sustains a person’s behaviour. |
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Need |
A personal requirement |
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Hierarchy of needs |
Maslow’s sequence of human needs in the order of their importance. |
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The HR role ensures that management practices lead to motivated staff by: |
- Recognising individual differences - Matching people to jobs - Strategic goal setting to achieve organisational objectives - Creating individual/equitable reward systems - Linking rewards to performance - Acknowledging importance of both financial and non-financial incentives |
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Motivation-hygiene theory |
Idea the satisfaction and dissatisfaction are caused by separate sets of factors. |
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(HR) Human Resource Manager |
A manager who coordinates all the activities involved in acquiring, developing, maintaining and terminating employees from an organisation’s human resources. |
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Centralised |
Governments and tribunals control the process of wage determination. |
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Advantages of the centralised system |
-Centralised wage fixing provides a degree of comparative wage justice and equality for workers employed by different employers. -Governments have greater control over wage outcomes through policies such as wage indexation, and so can maintain better management of the economy. -Stability and predictability are enhanced because one set of rules and procedures applies to all industries and organisations. |
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Disadvantages of the centralised system |
-A centralised system does not provide enough opportunities for individual businesses to provide improvements in employment conditions in return for productivity gains. (e.g. small business) -Large unions are favoured because they have the money and resources to mount expensive legal cases before industrial tribunals. -There is less incentive for a participative approach to management, because decisions on wages and conditions are not made within the organisation. |
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Centralised Features |
-Determination of minimum pay & conditions for particular jobs in industries. -Industry based awards to determine ‘safety net’ conditions and pay rates by particular industries. -Linked to union negotiation between workers & employers. -Right to protest working conditions. -Use of conciliation or arbitration |
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Decentralised |
Exists when employees are able to negotiate agreements with employers in individual workplaces. |
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Advantages of the decentralised system |
-There is less flexibility to introduce employment conditions that take into account the individual characteristics of each workplace. -Greater communication between employers and employees can improve staff motivation through the development of a greater cooperative spirit. -Greater effort and contribution to productivity improvements by employees can be rewarded. |
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Disadvantages of the decentralised system |
-There is likely to be a greater inequality between the wages of skilled and unskilled workers, as unskilled workers have less bargaining power. -Government has less control over wages, making management of the economy more difficult. -With less involvement of centralised tribunals, industrial disputes could drag on for longer periods. |
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Decentralised Features |
-Each individual enterprise with its own productivity requirements. -Flexible workplace arrangements. -Awards as ‘safety nets’ NOT essential ingredient. (must be met but wages are generally above the award) -Right to union representation BUT restrictions |
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Award |
A legally binding agreement that sets out minimum wages and conditions for a group of employees. (industry) (job) |
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Advantages of Award |
-Centralised wage-fixing = fair and equitable wage for workers. -Reduced industrial disputes as entire industry is covered with no favouritism for individual employers. -Stability and predictability for all industry workers |
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Disadvantages of Award |
-Less flexible system -No recognition for productivity gains -Less incentive for more participative management approach by human resource department. |
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The 10 National Employment Standards |
1. Maximum weekly hours of regular work 2. The right to request flexible work arrangements 3. Parental leave and related entitlements 4. Annual leave 5. Personal, carer's and compassionate leave 6. Community service leave 7. Long-service leave 8. Public holidays 9. Notice of termination and redundancy pay 10. Provision of a Fair Work Information Statement, which details the rights and entitlements of employees, and how to seek advice and assistance if required |
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Collective agreement (workplace) |
A negotiated agreement between an employer and a union or a group of employees |
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Advantages of a collective agreement |
-Wages and conditions assist -Have a union to assist with negotiation |
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Disadvantages of a collective agreement |
-Still need to meet industry Award minimum wages and conditions -Potential for increase disputes |
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Individual contract (individual ER agreements) |
Covers those employees who are not under any Award or collective/enterprise agreements |
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Advantages of a individual contract |
-Increases capacity to negotiate wages and conditions -Increases potential for increased wages for skilled workers |
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Disadvantages of a individual contract |
-Increased rivalry between workers of similar skill level -Difficult for unskilled workers to negotiate well |
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Role of the human resource manager |
- Negotiation of employment agreements with employees and their representatives - Training of staff and other managers - Implementation of the agreement - Dealing with disputes |
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Negotiating employment agreements |
1. Be aware of all relevant Awards and legal requirements. 2. Ensure all relevant information is available to employee representatives. 3. Consult widely. 4. Keep an open mind. 5. Keep the big picture in mind. 6. Exercise care with the wording of the agreement. 7. Lodge the agreement. |
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What activities does an HR manager undertake to negotiate agreements with employees? |
- Negotiate employment with union - Train other department managers to implement agreements in areas of responsibility - Ensure key terms of ‘collective agreements’ are fully implemented - Keep abreast of industrial legislation changes -Be an active participant in settlement of disputes or conflict |
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Arbitration |
Occurs when a ‘judge’ (such as a commissioner of the Fair Work Commission) or a panel of ‘judges’ hears both arguments in a dispute in a more formal court-like setting and determines the outcome. |
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Benefits of effective employee relations |
- Superior overall organisational performance (in sales, growth, market share and customer satisfaction) - Success in international markets - Fewer industrial disputes - Higher productivity - More effective enterprise agreements - Fewer workplace accidents - Lower staff turnover and absenteeism |
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Centralised VS Decentralised employee relations (differences) |
Centralised: -No link of conditions to productivity -Little flexibility for individual worker circumstances. -Strong government intervention - determine standards for each industry. Decentralised: -Stronger link between productivity and terms and conditions of employment. -Greater flexibility to adapt to workplace situations. |
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Centralised VS Decentralised employee relations (similarities) |
- Both deal with terms (wages) and conditions of employment. - Both can use awards as the minimum terms and conditions of employment as the legal requirement for both industry and collective agreements. - Unions have played a vital role in both systems (greater role in centralised but diminished power for decentralised) |
