Motivation
What are the differences between the content theories and the process theories?
Content Theories:
-Maslow's Need Hierarchy Theory
-Herzberg Two Factor Theory
-ERG Theory
-Achievement Motivation Theory
Process Theories:
-Goal Setting Theory
-Vroom's Expectancy Theory
-Adam's Equity Theory
-Poter's Performance Satisfaction Model
Content theories focus on ‘what’ motivates individuals. They are concerned with the specific things that motivate human behaviour. One content theory is Herzberg’s two-factor theory. Herzberg firstly suggests that there are hygiene factors that motivate people. They do not give positive satisfaction, although their absence will cause dissatisfaction. For example, ones working conditions and relationships with other employees at work. He then says that the second factor is motivators, which do give positive satisfaction. These are things like, achievement, recognition and the challenge of work itself. The hygiene factors identified by Herzberg are the foundation of employee motivation. They alone are insufficient to motivate employees, however they are required in order for them to reach the motivators factor. An employee cannot be motivated unless hygiene factors are fulfilled.
The second content theory covered is that of Maslow’s hierarchy of needs, Maslow believed that the lower needs (physiology and safety etc) needed to be at least partially covered before the higher needs (such as ego and self actualization) could be activated. (Edpsycinteractive, 2007)He believed that once one set of needs was at least partly satisfied people would begin to be motivated by needs from the next category. Maslow also believed that people were often motivated by more than one set of needs at a time and that they place varying importance on different needs. This means that someone could be motivated by their basic need for food, shelter and comfort but may override these needs by refusing to do a job which contradicts their personal values.
Process theories look at ‘how’ something motivates someone. Locke and Latham (1990) came up with a process theory called Goal Setting Theory. They placed much value on setting goals and regarded it imperative in order to motivate employees. Locke and Latham suggested that difficult goals will lead to higher performance than easier goals as they test an individual’s ability as much as possible, whereas easier goals will lead to employees feeling unchallenged. In a similar way, they believed that specific tasks such as ‘improve sales by X%’ are more effective than ‘try your best to improve sales’ as there is something specific to work towards. Commitment of an individual is also essential and they must be given feedback so they are fully aware of their results.
The expectancy theory is also looked at as part of the process theories. The expectancy theory states that there is a positive correlation between efforts and performance, “the greater the effort the greater the reward”. The expectancy theory tells us that if an employee wants to achieve a high outcome they must put in the appropriate effort to achieve it, a lack of effort will result in a lack of reward. Each individual will be motivated by different outcomes/rewards so the effort put into the performance is related to the reward whether the reward is self satisfaction or that of a bonus etc.
Research
Primary
After carrying out both primary and secondary research into HSBC and John Lewis, comparisons can be made between the businesses methods of motivation and motivational theories. Primary research was conducted in the form of interviews with staff and questionnaires given to staff, in which questions were designed based on what motivates them and how it motivates them.
During an interview with an employee at HSBC, several questions were asked to do with motivation. Some of the answers were as follows:
• Employee of HSBC- “I enjoy challenging tasks as they give me a chance to ‘shine’. Being given simple tasks makes me feel like I get all the ‘extra’ jobs”
• Employee of HSBC- “When my boss tells me that my target is to deal with a certain amount of customers in a day, I naturally work better”
• Employee of HSBC- “The more work I put into a task, the more self satisfaction I get. It is more likely I will be rewarded by performing better and I expect from praise my boss when I know I have done well”
Here are some of the questions and answers taken from a questionnaire completed by a John Lewis employee,
1. Where would you place yourself in the pyramid shown?
• I would place myself in the esteem section as i feel the sections below have all been filled by the work place and the money and benefits i receive from john Lewis.
2. From the five given sections which would you say is the most important and how does John Lewis for full this need?
• I would say safety is the most important to me as it gives me job security which means I can provide for my family. John Lewis gives me job security by giving me yearly Appraisal meetings, in these meetings they give me feedback on the work I am doing whether there are good areas or areas I need to improve upon, this meeting also allows me to forward any questions or ideas I might have. This makes me motivated as it shows that they are a company that cares.
3. Would you say John Lewis allows for people to achieve all five stages?
• John Lewis does allow for all levels to be achieved however I think the higher levels can only be achieved the higher up the organization you go.
4. Do you prefer to have exact goals set for you or do you prefer lose goals to be set?
• I like exact goals to be set when I am told that to better the sales from last year we need to take X amount of money then I work harder to make that happen where as if I was just told to sell I would not feel like I am working to a target.
5. Do you expect some form of reward if you have done a particular job well?
• I expect a reward to be given to me by my managers in terms of praise for a good job, I feel the managers do this whenever the department is achieving.
Secondary
Looking on the HSBC website (http://www.jobs.hsbc.co.uk/121-365-EN/WhyJoinUs.aspx), information can be found about why it is believed people should join and work for them. A list of reasons and extra advantages of working at HSBC are given. These are as follows;
Staff enjoy coming to work because of:
• Teamwork
• Mentors
• Flexible working patterns
• Excellent training and support
• Career development
• A great working environment
And of course, in addition to a competitive salary (reviewed annually) there are some great benefits, including:
• A quarterly bonus incentive scheme if you are in a customer facing service or sales role
• A total yearly bonus that can add up to 35% to your salary for a support (non-customer facing) role
• Save as you earn (share options scheme)
• Generous holiday entitlement
• Mortgage subsidy
• A wide range of discounts and preferential terms on our products and services
• Contributory pension scheme
• Highly supportive maternity, paternity and childcare policies including discounted nursery places
• Recruit-a-Friend bonus of £500-£750
After collecting secondary research from the John Lewis website there are a large amount of benefits (JohnLewis, 2008);
• John Lewis employees receive a large amount of holiday based on the amount of days per a week they are contracted to be working.
• Employees receive an annual bonus which in 2007 was 22%
• John Lewis employees receive a great pension package which will ensure them with a healthy sum of money for their retirement.
• After working for a pre designated amount of time John Lewis employees can receive up to 25% discount from John Lewis stores and 12.5% from Waitrose stores.
• After working with John Lewis for a pre designated amount of time employees are entitled to six months paid holiday and there will still be a job waiting for them when they return to their work place.
• John Lewis employees can expect rewards in forms of a Pbop award which is given to outstanding employees each month.
• John Lewis also has many discounts from stores and other businesses for example, 20% off gym memberships.
• John Lewis employees can claim subsidy of up to £60 from any classes they attend for example salsa.
In conclusion motivation within the work place is one of the most vital areas involved in keeping a business functioning at the highest level. If the employees are motivated to keep producing high quality work then the customer satisfaction will be through the roof and the customers will keep coming back for more.
Reference;
Edpsycinteractive (2007) Maslow [online] Available from:
http://www.edpsycinteractive.org/topics/regsys/maslow.html [Accessed on 4th December 2009]
HSBC Motivation [online] Available from: http://www.jobs.hsbc.co.uk/121-365-EN/WhyJoinUs.aspx [Accessed on 1st December 2009]
HSBC history [online] Available from:
http://www.hsbc.com/1/2/about [Accessed on 5th December 2009]
John Lewis history [online] Available from: http://www.johnlewispartnership.co.uk/Display.aspx?&MasterId=6b960ba1-51a6-44e1-b06b-f0b6813e6bc5&NavigationId=735 [Accessed on 4th December 2009]
Herzberg’s two factor: Management and organizational behaviour. Laurie J. Mullins. Published by Pearson Ltd 2007.
Maslow’s hierarchy of needs: Management and organizational behaviour. Laurie J. Mullins. Published by Pearson Ltd 2007.
Wednesday, 5 May 2010
Communication and Involvement
Communication and Involvement
Employee participation is where an employee will participate in a group activity for example if there were team building exercises taking place an employee would be participating in this as long as he or she was in a group taking part the participation however is entirely up to that employee, even though they are in the group they may just sit back and do what they are told however involvement from an employee will mean that they are imputing ideas and solutions to problems they are taking a certain amount of responsibility upon themselves within the group the involvement will mean that they standout more within the group and they will generally be more appreciated for their involvement rather than just participating.
Organisations can involve employees in the company’s decision making in many ways; the organisation could have a suggestion box which will allow for employees to enter their idea and put them forward to the managers these ideas could help change the company or a leave can be taken from Sainsbury book where they let their employees run a branch for a given amount of time or they were given a chance to submit their ideas to the head boards in the local areas. However this idea can be very extreme. Appraisals are a good way to encourage employees to come up with new ideas and maybe present them at these appraisal meetings. These ideas could help companies realise mistakes and correct them and the employees are the best people to turn to as they know exactly what goes on in there branch and they know what needs fixing.
Some organisations are now using social networking sites to communicate with their current employees or to possibly recruit some new ones. Social networking sites such as facebook are being used by businesses to try and increase that businesses practicality. Businesses can use social networking sites to post any new information for example maybe an upcoming picnic that current employees are invited too, they will also use these websites for advertisement whether it is advertising a new product or promotion within their store right through to advertising that the store is looking for new employees all of these things are available on social networking sites, these sites can also help businesses network with each other as now many businesses posses profiles on these networking websites.
Employee participation is where an employee will participate in a group activity for example if there were team building exercises taking place an employee would be participating in this as long as he or she was in a group taking part the participation however is entirely up to that employee, even though they are in the group they may just sit back and do what they are told however involvement from an employee will mean that they are imputing ideas and solutions to problems they are taking a certain amount of responsibility upon themselves within the group the involvement will mean that they standout more within the group and they will generally be more appreciated for their involvement rather than just participating.
Organisations can involve employees in the company’s decision making in many ways; the organisation could have a suggestion box which will allow for employees to enter their idea and put them forward to the managers these ideas could help change the company or a leave can be taken from Sainsbury book where they let their employees run a branch for a given amount of time or they were given a chance to submit their ideas to the head boards in the local areas. However this idea can be very extreme. Appraisals are a good way to encourage employees to come up with new ideas and maybe present them at these appraisal meetings. These ideas could help companies realise mistakes and correct them and the employees are the best people to turn to as they know exactly what goes on in there branch and they know what needs fixing.
Some organisations are now using social networking sites to communicate with their current employees or to possibly recruit some new ones. Social networking sites such as facebook are being used by businesses to try and increase that businesses practicality. Businesses can use social networking sites to post any new information for example maybe an upcoming picnic that current employees are invited too, they will also use these websites for advertisement whether it is advertising a new product or promotion within their store right through to advertising that the store is looking for new employees all of these things are available on social networking sites, these sites can also help businesses network with each other as now many businesses posses profiles on these networking websites.
Reward
Reward
In my current working environment we are rewarded both financially and none financially both rewards are proven to be very motivating.
Financially we are rewarded through annual bonuses that will differ according to how well the company has performed as a whole this will obviously be a very motivating factor as the better we perform the higher the bonus would be and the better reward we will receive. None financial rewards can also be received, these can be in the form of a Pbop this is a reward that can be given to an employee by a manager for any outstanding effort they put into their work this award is then written about in the weekly newspaper presented at every branch across the UK. So both of these rewards financial and none financial boost great motivation and allow for us as employees to feel appreciated.
Chief executives bonus should be directly linked with how well their business performs if the team that this person is in charge of does not perform then the bonus they receive should be directly linked to the performance as they have not performed well for the company therefore the company should not greatly reward them. However as a chief executive there is a great deal of responsibility and others poor performance may not be directly linkable to the chief executive.
Three financial and non financial ways of rewarding a primary school teacher;
Financial;
- Annual bonus, this will be a way to motivate them throughout the year
- Pay reviews this will mean they will work hard toward there next pay review
- Appraisals where there is a chance to increase your pay if you have any new and creative suggestions
None financial;
- Through better working facilities
- Teaching awards that can be given out
Recognition from the head teacher for any outstanding work
In my current working environment we are rewarded both financially and none financially both rewards are proven to be very motivating.
Financially we are rewarded through annual bonuses that will differ according to how well the company has performed as a whole this will obviously be a very motivating factor as the better we perform the higher the bonus would be and the better reward we will receive. None financial rewards can also be received, these can be in the form of a Pbop this is a reward that can be given to an employee by a manager for any outstanding effort they put into their work this award is then written about in the weekly newspaper presented at every branch across the UK. So both of these rewards financial and none financial boost great motivation and allow for us as employees to feel appreciated.
Chief executives bonus should be directly linked with how well their business performs if the team that this person is in charge of does not perform then the bonus they receive should be directly linked to the performance as they have not performed well for the company therefore the company should not greatly reward them. However as a chief executive there is a great deal of responsibility and others poor performance may not be directly linkable to the chief executive.
Three financial and non financial ways of rewarding a primary school teacher;
Financial;
- Annual bonus, this will be a way to motivate them throughout the year
- Pay reviews this will mean they will work hard toward there next pay review
- Appraisals where there is a chance to increase your pay if you have any new and creative suggestions
None financial;
- Through better working facilities
- Teaching awards that can be given out
Recognition from the head teacher for any outstanding work
Training and development
Training and development
One week induction programme, allowing new graduates to get to know the work area and allow them to understand just what rules and regulations that will need to be followed. For this exercise I will use John Lewis as bases and write up an induction programme as if they were entering the John Lewis work force.
Monday:
Firstly the new graduates will meet at 10:00am in the training room facility located within the John Lewis store, from here they will be given a brief talk from the Directing Manager of the store, this talk will include just how the store was started, what the store is publicly achieving and what the store hopes to achieve in the future.
This talk will be followed by some questions and answers, this will give the new graduates a chance to interact with the DM and also give them a chance to ask any questions about the store or their role within the store.
After this lunch will be provided for the graduates
After the lunch the graduates will be taken back to the training room where they will be asked to complete some personality testes and they will then be asked to return to the same training room the next day, at 9:00am.
Tuesday, 9:00am:
The results of the personality tests will be given out and this will indicate just which personalities belong to which graduates.
With this information we can then split them into groups and when in there groups they will take part in some team building activities so that they can get to know each other these team building activates will go on throughout the day and will allow for the graduates to interact with each other. After each activity the teams will be changed so that everyone has a chance to work together.
There will also be breaks for lunch and tea. These activities should last through till about 5:00pm
Wednesday, 10:00am:
The graduates will be given a briefing on the health and safety rules that apply in John Lewis and they will also be shown where they need to go if there is a fire.
After these run downs of the rules and regulations there will be a break for lunch then the graduates will be given a tour of their future working environment where they will have a chance to meet some of the people they will be working closely with.
Thursday, 10:00am:
Role plays will be conducted showing how an employee should behave in given situations and exactly how they should not behave in given situations. The graduates will be asked to sketch how they feel the uniform should be worn and how they feel the uniform should not be worn.
After the employees lunch they will be asked to come up with a few questions tomorrow where they can interview an employee and also they will be asked to present feedback on there induction training.
Friday, 12:00am:
Firstly the managers will interview the graduates finding out all the information they require. This information includes feedback on how they feel the induction week went and what could have been done differently.
Next the graduates will have a chance to interview an employee at John Lewis giving them a chance to see what they can expect when they start working there in the future.
One week induction programme, allowing new graduates to get to know the work area and allow them to understand just what rules and regulations that will need to be followed. For this exercise I will use John Lewis as bases and write up an induction programme as if they were entering the John Lewis work force.
Monday:
Firstly the new graduates will meet at 10:00am in the training room facility located within the John Lewis store, from here they will be given a brief talk from the Directing Manager of the store, this talk will include just how the store was started, what the store is publicly achieving and what the store hopes to achieve in the future.
This talk will be followed by some questions and answers, this will give the new graduates a chance to interact with the DM and also give them a chance to ask any questions about the store or their role within the store.
After this lunch will be provided for the graduates
After the lunch the graduates will be taken back to the training room where they will be asked to complete some personality testes and they will then be asked to return to the same training room the next day, at 9:00am.
Tuesday, 9:00am:
The results of the personality tests will be given out and this will indicate just which personalities belong to which graduates.
With this information we can then split them into groups and when in there groups they will take part in some team building activities so that they can get to know each other these team building activates will go on throughout the day and will allow for the graduates to interact with each other. After each activity the teams will be changed so that everyone has a chance to work together.
There will also be breaks for lunch and tea. These activities should last through till about 5:00pm
Wednesday, 10:00am:
The graduates will be given a briefing on the health and safety rules that apply in John Lewis and they will also be shown where they need to go if there is a fire.
After these run downs of the rules and regulations there will be a break for lunch then the graduates will be given a tour of their future working environment where they will have a chance to meet some of the people they will be working closely with.
Thursday, 10:00am:
Role plays will be conducted showing how an employee should behave in given situations and exactly how they should not behave in given situations. The graduates will be asked to sketch how they feel the uniform should be worn and how they feel the uniform should not be worn.
After the employees lunch they will be asked to come up with a few questions tomorrow where they can interview an employee and also they will be asked to present feedback on there induction training.
Friday, 12:00am:
Firstly the managers will interview the graduates finding out all the information they require. This information includes feedback on how they feel the induction week went and what could have been done differently.
Next the graduates will have a chance to interview an employee at John Lewis giving them a chance to see what they can expect when they start working there in the future.
Performance management
Performance management
Appraisals at work;
In a recent appraisal I was told that my line manager would be retiring and therefore I would be getting a new line manager, this was covered briefly where I had a chance to meet and talk with my new line manager. Then in the appraisal it was discussed how I perform at work and any areas I excel in and any areas where I could use improvement this helped me to understand my position within the business and where I can work on to improve my standing within the business. Targets were set where it was agreed that by the next appraisal all training will have been completed and up to date. These were the outputs that came from the meeting giving me more to achieve within the working environment, the appraisal was very effective as I now know areas where I need improvement but also my stronger areas that if can use to help others.
There are many skills required to be a mentor, great knowledge of what you are teaching is required, a air of self confidence is also required, for confidence in yourself will give the student confidence in you. Mentors greatest skill is that of a leader they will need to be able to lead and show just what needs to be done, these are all skills of mentors.
In the work place I see the full time staff as mentors as they have been through everything and come out alive there for they know what needs to be done to get out alive, I use all their knowledge to learn and grow myself. Mentors are important if you do not have a mentor learning the tricks of the trade will be hard as you will need to pick things up for yourself, I am lucky in the sense that I have many mentors who’s knowledge has helped my thus far.
Appraisals at work;
In a recent appraisal I was told that my line manager would be retiring and therefore I would be getting a new line manager, this was covered briefly where I had a chance to meet and talk with my new line manager. Then in the appraisal it was discussed how I perform at work and any areas I excel in and any areas where I could use improvement this helped me to understand my position within the business and where I can work on to improve my standing within the business. Targets were set where it was agreed that by the next appraisal all training will have been completed and up to date. These were the outputs that came from the meeting giving me more to achieve within the working environment, the appraisal was very effective as I now know areas where I need improvement but also my stronger areas that if can use to help others.
There are many skills required to be a mentor, great knowledge of what you are teaching is required, a air of self confidence is also required, for confidence in yourself will give the student confidence in you. Mentors greatest skill is that of a leader they will need to be able to lead and show just what needs to be done, these are all skills of mentors.
In the work place I see the full time staff as mentors as they have been through everything and come out alive there for they know what needs to be done to get out alive, I use all their knowledge to learn and grow myself. Mentors are important if you do not have a mentor learning the tricks of the trade will be hard as you will need to pick things up for yourself, I am lucky in the sense that I have many mentors who’s knowledge has helped my thus far.
Equal Opportunities
Equality is something we have when everyone is treated as equals, whether it is at school or work or even just walking down the street. New equality legislation has been brought in to make sure that there is no inequality in the work place; this means that people are not allowed to be treated differently in relation to their sex, religion, race or sexual preference. Equality legislation has given the business world a level playing field meaning people will be promoted to higher senior positions based upon their skill and achievements rather than other factors. Whereas diversity focuses more on having diversity in the work place so that there is not just one dominating group, diversity allows for a selection of different people to work together making the work place a more socially acceptable environment also this diverse group of employees will also aid in expanding the businesses market as there will now be a more diverse customer range due to the diversity of the employees.
Margaret Mountford
Pros and cons for Margaret Mountfords views on her positional offer to join the city boards(hang,online);
Pros;
• If women are not awarded for their merit then their chances for failure are greatly increased, allowing for the board to be put under pressure
• Standing up for women asking them not just to be counted as numbers
• Making sure that women are taken seriously when it comes to positions of great power
Cons;
• She may have been offered the role due to her merits but due to ego felt the role was only offered to her due to the fact that she is of the female sex
• Making women less likely to gain promotion as their merits would come under great scrutiny
• A position of power was turned down
Stereotyping the younger and older generation;
When thinking about the younger generation and the attitude to the work place the stereotype that tends to be drawn up is;
- Low effort into the job
- Tends to be unpunctual
- Tends to pick the easy route
- Leaves jobs half done
- Tends to see work as more of a social environment
- Could show less respect to the customers
Whereas when we think of the older generation at work we often find ourselves stereotyping;
- There frailty and there for inability to perform certain jobs
- Their failure to grasp new cutting edge technology
- Increased health risk at work
- The hours they are able to work
- The equipment they may not be able to use
In conclusion equality in work is a very important thing as this means that no favouritism is presented with dealing with situations inside of the work place, it also means that chances for promotion will be based on merit rather than sex or race or religion etc. Diversity in the work place also allows for a wider consumer range due to the employees diversity and making the diverse range of customers feel more comfortable.
Reference;
http://business.timesonline.co.uk/tol/business/career_and_jobs/article6830916.ece
Margaret Mountford
Pros and cons for Margaret Mountfords views on her positional offer to join the city boards(hang,online);
Pros;
• If women are not awarded for their merit then their chances for failure are greatly increased, allowing for the board to be put under pressure
• Standing up for women asking them not just to be counted as numbers
• Making sure that women are taken seriously when it comes to positions of great power
Cons;
• She may have been offered the role due to her merits but due to ego felt the role was only offered to her due to the fact that she is of the female sex
• Making women less likely to gain promotion as their merits would come under great scrutiny
• A position of power was turned down
Stereotyping the younger and older generation;
When thinking about the younger generation and the attitude to the work place the stereotype that tends to be drawn up is;
- Low effort into the job
- Tends to be unpunctual
- Tends to pick the easy route
- Leaves jobs half done
- Tends to see work as more of a social environment
- Could show less respect to the customers
Whereas when we think of the older generation at work we often find ourselves stereotyping;
- There frailty and there for inability to perform certain jobs
- Their failure to grasp new cutting edge technology
- Increased health risk at work
- The hours they are able to work
- The equipment they may not be able to use
In conclusion equality in work is a very important thing as this means that no favouritism is presented with dealing with situations inside of the work place, it also means that chances for promotion will be based on merit rather than sex or race or religion etc. Diversity in the work place also allows for a wider consumer range due to the employees diversity and making the diverse range of customers feel more comfortable.
Reference;
http://business.timesonline.co.uk/tol/business/career_and_jobs/article6830916.ece
Selection
Selection
Selection methods;
1. Role plays – Demonstrations,
Role plays are generally used after the potential employee has already completed a few other selection methods like an interview. Role plays will be used to see how the potential employee reacts to things that may happen on the job.
Pros;
• Employers can witness firsthand how that potential employee would handle potential situations
• Employers can put the employee in extreme circumstances to see if the correct procedure is carried out
• Employee can show just what they have to offer
Cons;
• It’s not a real life situation so it’s never an exact reflection of what may happen
• It’s a controlled environment and situation so there is no chance of it getting out of control
2. Interviews –
Interviews tend to happen either at the very beginning of the selection or toward the end, interviews are used so the employer can get to know a bit more about the potential employee and the employee can ask any questions they would like to ask.
Pros;
• You can ask direct questions to the employee to gather the exact information you require
• You will be able to spend some one on one time with the employee so you will be able to asses there personality
• Employees can find answers to any questions
Cons;
• The employee may be shy there for they would behave differently in an interview
• The interview is not a true reflection on how that employee would perform doing the job
3. Tests –
Testes are usually used just before the interview stage of job applications this is so that the results of the tests can be used in the interview to gage what type of worker that potential employee will be.
Pros;
• You can analyse exact detailed data
• The questions are tailor made to what you require
Cons;
• The employee may just answer the test how they feel you want it answered.
I was involved in an interview for a job in a local store and the interview that was taken was an incredibly effective one, the interview allowed for me to showcase my best features and allow the potential employer just what I had to offer. The interview also allowed them to see just what my personality is like and just how that personality would fit into the work place. It was also an effective interview as the questions I had were answered and I felt a lot more confident about my chances at securing a job.
In the interview with my fellow university about how advantageous they feel that personality tests are the result was pretty clear. They felt that personality tests where very useful in the selection process for jobs as it would be crazy to have a department where everyone had the same personality things would never get done and the chances of conflict are greater increased. Personality testes will help ensure that there is a balance between personalities.
The only recommendation that I have for my current work place in their selection method is hold more than one selection day, have the potentials come back for a second day so that you can truly gage how they would behave in the work place and you can get to know them a lot better and you can see how they interact with the other people who are being interviewed also.
In conclusion the selection methods can be used to help select the best possible candidate for the job however there are some flaws in the selection methods therefore the more selection methods you can use the higher the chance of selecting the best possible employee.
Selection methods;
1. Role plays – Demonstrations,
Role plays are generally used after the potential employee has already completed a few other selection methods like an interview. Role plays will be used to see how the potential employee reacts to things that may happen on the job.
Pros;
• Employers can witness firsthand how that potential employee would handle potential situations
• Employers can put the employee in extreme circumstances to see if the correct procedure is carried out
• Employee can show just what they have to offer
Cons;
• It’s not a real life situation so it’s never an exact reflection of what may happen
• It’s a controlled environment and situation so there is no chance of it getting out of control
2. Interviews –
Interviews tend to happen either at the very beginning of the selection or toward the end, interviews are used so the employer can get to know a bit more about the potential employee and the employee can ask any questions they would like to ask.
Pros;
• You can ask direct questions to the employee to gather the exact information you require
• You will be able to spend some one on one time with the employee so you will be able to asses there personality
• Employees can find answers to any questions
Cons;
• The employee may be shy there for they would behave differently in an interview
• The interview is not a true reflection on how that employee would perform doing the job
3. Tests –
Testes are usually used just before the interview stage of job applications this is so that the results of the tests can be used in the interview to gage what type of worker that potential employee will be.
Pros;
• You can analyse exact detailed data
• The questions are tailor made to what you require
Cons;
• The employee may just answer the test how they feel you want it answered.
I was involved in an interview for a job in a local store and the interview that was taken was an incredibly effective one, the interview allowed for me to showcase my best features and allow the potential employer just what I had to offer. The interview also allowed them to see just what my personality is like and just how that personality would fit into the work place. It was also an effective interview as the questions I had were answered and I felt a lot more confident about my chances at securing a job.
In the interview with my fellow university about how advantageous they feel that personality tests are the result was pretty clear. They felt that personality tests where very useful in the selection process for jobs as it would be crazy to have a department where everyone had the same personality things would never get done and the chances of conflict are greater increased. Personality testes will help ensure that there is a balance between personalities.
The only recommendation that I have for my current work place in their selection method is hold more than one selection day, have the potentials come back for a second day so that you can truly gage how they would behave in the work place and you can get to know them a lot better and you can see how they interact with the other people who are being interviewed also.
In conclusion the selection methods can be used to help select the best possible candidate for the job however there are some flaws in the selection methods therefore the more selection methods you can use the higher the chance of selecting the best possible employee.
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