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.
Recruitment
Recruitment
www.Fish4jobs.com;
The site was a very easy and accessible one to use. When you first visit the site you are presented an area where you can type in the job title you are looking for just how far you are willing to travel and they will highlight the jobs you may be interested in this feature makes the site very useful in the hunt for jobs. The site gives you the option to brows different locations for different jobs, browse different business sectors so that you can get a better idea of just what area you want to get into. The site also offers you the option to select to increase your knowledge about a certain job with training this training will help widen your job opportunities also making you more employable.(fish4jobs,online)
Advantages and disadvantages for online recruitment;
Advantages;
• It’s a faster way to full out an application
• The job is open to more people as it is posted online
• There are job hunting companies that will send your online applications to potential employees
• Easier to compare different results online rather than on paper
• Easier to filter through when checking each application as you can filter people who answered a certain way to certain questions.
Disadvantages:
• Impossible to tell what people are really like without a face to face
• Hard to tell if people are just answering the way they think you want the questions answered
• Anybody can get a hold of an application
• It is not limited to just persons in the local area
• You can’t set a personal criteria if the application is on the internet
A physiological contract is a contract that is shared between an employer and an employee this contract will bring certain obligations to the table these obligations come in the form of unwritten promises such as in appraisals where an employee’s target is to complete all of his or her training before the next appraisal this is seen as an unwritten obligation that the employee has to the employer. The employer will also have obligations to the employee make sure that the employee has good usable tools and a good working environment.
Reference;
Available on: www.Fish4jobs.com Accessed on: [10th March 2010]
www.Fish4jobs.com;
The site was a very easy and accessible one to use. When you first visit the site you are presented an area where you can type in the job title you are looking for just how far you are willing to travel and they will highlight the jobs you may be interested in this feature makes the site very useful in the hunt for jobs. The site gives you the option to brows different locations for different jobs, browse different business sectors so that you can get a better idea of just what area you want to get into. The site also offers you the option to select to increase your knowledge about a certain job with training this training will help widen your job opportunities also making you more employable.(fish4jobs,online)
Advantages and disadvantages for online recruitment;
Advantages;
• It’s a faster way to full out an application
• The job is open to more people as it is posted online
• There are job hunting companies that will send your online applications to potential employees
• Easier to compare different results online rather than on paper
• Easier to filter through when checking each application as you can filter people who answered a certain way to certain questions.
Disadvantages:
• Impossible to tell what people are really like without a face to face
• Hard to tell if people are just answering the way they think you want the questions answered
• Anybody can get a hold of an application
• It is not limited to just persons in the local area
• You can’t set a personal criteria if the application is on the internet
A physiological contract is a contract that is shared between an employer and an employee this contract will bring certain obligations to the table these obligations come in the form of unwritten promises such as in appraisals where an employee’s target is to complete all of his or her training before the next appraisal this is seen as an unwritten obligation that the employee has to the employer. The employer will also have obligations to the employee make sure that the employee has good usable tools and a good working environment.
Reference;
Available on: www.Fish4jobs.com Accessed on: [10th March 2010]
HR
HR
HR plans are vital to any and every organisation these HR plans are needed to run a business successfully without these plans then the business will fail and cease to exist.
Human Resources plans;
- Recruitment and Selection
- Training and re-training
- Career progression
- Transfers and redeployment
- Early retirement
- Succession planning
- Expected skills shortages
- Anticipated redundancies
- Retention difficulties
If human resources do not have these plans set up then as you can see the business will not have any recruitment and selection programme for any new employees that wish to join the business this will mean the business will lose out on possible good employees. There will be no training for the already employed employees which means they will not be able to use any new equipment that may take their industry by storm as they will not be able to receive the necessary training to use it. Without HR plans there will be a lot of things a business would not be able to do which would mean the business is likely to fail.
Person specification for a university lecturer;
Appearance: clean cut and respectable
Attainments: Qualifications necessary;
- Postgraduate diploma in economics and statistics
GCSE level;
- Maths
- English
Self description: A general intelligence and grasp of new concepts is required for this position and an increased special aptitude when dealing with facts and figures. A keen interest in new methods of teaching and a wilingness to develope ones teaching styles.
Ifluence: the abbility to influnce those around you and to influnce your students.
Circumstances: Readyness to work on weekends if neccessary.
If waitrose were to open a new branch in high wycombe these are the five questions that would need to be delt with;(wordpress,online)
1)Impact on others physical make-up, appearance, speech and manner.
2)Acquired qualifications education, vocational training, work experience.
3)Innate abilities quickness of comprehension and aptitude for learning.
4)Motivation individual goals, consistency and determination in following them up, success rate.
5)Adjustment emotional stability, ability to stand up to stress and ability to get on with people.
Reference:
Available on: http://bzowy.wordpress.com/2009/11/27/alec-rodgers-seven-point-plan-and-munro-frasers-five-fold-grading-system/ Accessed on:[5th March 2010]
HR plans are vital to any and every organisation these HR plans are needed to run a business successfully without these plans then the business will fail and cease to exist.
Human Resources plans;
- Recruitment and Selection
- Training and re-training
- Career progression
- Transfers and redeployment
- Early retirement
- Succession planning
- Expected skills shortages
- Anticipated redundancies
- Retention difficulties
If human resources do not have these plans set up then as you can see the business will not have any recruitment and selection programme for any new employees that wish to join the business this will mean the business will lose out on possible good employees. There will be no training for the already employed employees which means they will not be able to use any new equipment that may take their industry by storm as they will not be able to receive the necessary training to use it. Without HR plans there will be a lot of things a business would not be able to do which would mean the business is likely to fail.
Person specification for a university lecturer;
Appearance: clean cut and respectable
Attainments: Qualifications necessary;
- Postgraduate diploma in economics and statistics
GCSE level;
- Maths
- English
Self description: A general intelligence and grasp of new concepts is required for this position and an increased special aptitude when dealing with facts and figures. A keen interest in new methods of teaching and a wilingness to develope ones teaching styles.
Ifluence: the abbility to influnce those around you and to influnce your students.
Circumstances: Readyness to work on weekends if neccessary.
If waitrose were to open a new branch in high wycombe these are the five questions that would need to be delt with;(wordpress,online)
1)Impact on others physical make-up, appearance, speech and manner.
2)Acquired qualifications education, vocational training, work experience.
3)Innate abilities quickness of comprehension and aptitude for learning.
4)Motivation individual goals, consistency and determination in following them up, success rate.
5)Adjustment emotional stability, ability to stand up to stress and ability to get on with people.
Reference:
Available on: http://bzowy.wordpress.com/2009/11/27/alec-rodgers-seven-point-plan-and-munro-frasers-five-fold-grading-system/ Accessed on:[5th March 2010]
Role of a line manager
Role of a line manager
What are five benefits and five drawbacks of line managers being more involved in HR activities?
Benefits;
- A link to HR practices which will help them better understand what employees need.
- Link to higher management meaning that the business will feel more connected as the managers share more interaction together
- Close to own staff allowing for the staff to feel more secure in their work
- Better able to deal with day to day matters - e.g. lateness, problems
- The line manager will be more involved with the selection process of the employees
Drawbacks;
- The line managers are not specialised in the field of HR therefore may be a burden to those who are
- Management styles may conflict between line manager and HR
- The relationship between the HR and the line manager the HR
- HR might feel like they are needing to do more to accommodate the line manager
- Line managers might too feel over worked
In order for a line manager to become a HR manager they will need to develop a lot more skills, line managers will already need to have people skills but as HR deals with very tender topics such as firing employees, sexual harassment law suits and other sensitive areas so a line manager will need to go through training to help them deal with those situations. Line managers will need to learn how to treat people in certain situations and on how to deal with conflict in an appropriate manor.(online)
The line managers in my work place are there to run the show in our department they are not worried about HR or having a lot to do within the HR department. Line managers are there to make sure the business is running and the employees are doing what they need to do and there is nothing wrong that needs fixing.
I feel that my skills will be better suited to that of a line manager, i am good with people and dealing with sensitive situations that would give me the necessary skills to be a HR manager however I feel my skills in terms of creativity and inventiveness can be best served as a line manager as I can use my creativeness to solve any problems that may occur within a working day and any situations that need resolving I will be able to figure out the best way to resolve them.
Reference;
Available on: http://www.cipd.co.uk/subjects/maneco/general/rolefrntlinemngers.htm Accessed [29th February 2010]
What are five benefits and five drawbacks of line managers being more involved in HR activities?
Benefits;
- A link to HR practices which will help them better understand what employees need.
- Link to higher management meaning that the business will feel more connected as the managers share more interaction together
- Close to own staff allowing for the staff to feel more secure in their work
- Better able to deal with day to day matters - e.g. lateness, problems
- The line manager will be more involved with the selection process of the employees
Drawbacks;
- The line managers are not specialised in the field of HR therefore may be a burden to those who are
- Management styles may conflict between line manager and HR
- The relationship between the HR and the line manager the HR
- HR might feel like they are needing to do more to accommodate the line manager
- Line managers might too feel over worked
In order for a line manager to become a HR manager they will need to develop a lot more skills, line managers will already need to have people skills but as HR deals with very tender topics such as firing employees, sexual harassment law suits and other sensitive areas so a line manager will need to go through training to help them deal with those situations. Line managers will need to learn how to treat people in certain situations and on how to deal with conflict in an appropriate manor.(online)
The line managers in my work place are there to run the show in our department they are not worried about HR or having a lot to do within the HR department. Line managers are there to make sure the business is running and the employees are doing what they need to do and there is nothing wrong that needs fixing.
I feel that my skills will be better suited to that of a line manager, i am good with people and dealing with sensitive situations that would give me the necessary skills to be a HR manager however I feel my skills in terms of creativity and inventiveness can be best served as a line manager as I can use my creativeness to solve any problems that may occur within a working day and any situations that need resolving I will be able to figure out the best way to resolve them.
Reference;
Available on: http://www.cipd.co.uk/subjects/maneco/general/rolefrntlinemngers.htm Accessed [29th February 2010]
Team working
Team working
For our people and organisation assignment I worked in a team which proved to be very successful. The success came when the work was submitted and a passing grade was received, this showed that the team worked well together. The reason for the team performing together so well was that there was more than one type of person working in the team according to Belbins team roles theory; I was the ideas man who came up with all the ideas and strategies. Matt was the research man finding out just what we needed to know to complete this task. Hassan very much took on the role of the completer finisher; he made sure that everything was finished and ready to go. This is the reason that the team working was so successful.
Belbins team roles;
Travis Barker – Plant
Matt Hayhurst – research investigator
Hasan Ozersay – Completer Finisher
Based on the Tuckman theory the team was very effective although the final outcome took some time to reach. The team in the forming stage of the assignment was very polite but as we have spent time together outside of the team the forming and Norming stages were over fairly quickly, however the team did struggle to get through the Norming stages due to the lack of communication within the team. It took till the final week of the task for the team to finally break into the performing section of the stages of team development, the team came together and we put each section of the assignment together and this is when we reached the performing stage as this is when we came together and completed the task which shot us into the adjourning stage were the team disbanded and we had finished the assignment.
For our people and organisation assignment I worked in a team which proved to be very successful. The success came when the work was submitted and a passing grade was received, this showed that the team worked well together. The reason for the team performing together so well was that there was more than one type of person working in the team according to Belbins team roles theory; I was the ideas man who came up with all the ideas and strategies. Matt was the research man finding out just what we needed to know to complete this task. Hassan very much took on the role of the completer finisher; he made sure that everything was finished and ready to go. This is the reason that the team working was so successful.
Belbins team roles;
Travis Barker – Plant
Matt Hayhurst – research investigator
Hasan Ozersay – Completer Finisher
Based on the Tuckman theory the team was very effective although the final outcome took some time to reach. The team in the forming stage of the assignment was very polite but as we have spent time together outside of the team the forming and Norming stages were over fairly quickly, however the team did struggle to get through the Norming stages due to the lack of communication within the team. It took till the final week of the task for the team to finally break into the performing section of the stages of team development, the team came together and we put each section of the assignment together and this is when we reached the performing stage as this is when we came together and completed the task which shot us into the adjourning stage were the team disbanded and we had finished the assignment.
Organisation and management
Organisation and management
Case study 1: (classical theory)
A call centre that employees over 300 employees to answer the phone calls for a delivery company to handle any complaints. There is evidence of classical theory when you closer inspect how each call is answered, scientific management has greatly come into play for this “there is only one best way”. When the company receives a phone call and that phone call is directed to an employee from the call centre that employee has been given a strict dialogue to follow this dialogue is the evidence of classical theory using scientific management to aid the employee in doing the job in the best possible way. (Andrew, 1997)
Case study 2: (Humans theory)
A local John Lewis branch uses human’s theory to help motivate their employees to a more predictive ob performance the way in which this is done is by using Maslow’s need hierarchy. This shows just where employees need motivating and this is evident in John Lewis for example they have suggestion boxes where employees can write down suggestions and they can chose to leave it anonymous or sign it and these ideas will be taken into consideration giving the employee a feeling of self actualisation.
The contrasting organisations mean that it is impossible to try and place them in the same situation but each case study uses its style or classical theory and human theory well. The call centre implements its scientific management style very well and uses it in a correct manor which will not cause any negative reaction from employees.
Scientific management (pros and cons);
Pros;
• It does generate efficiency within the work place
• Training became very simple and therefore very cheap
• It was easier to find the right person for the job so the recruitment process became easier
• The pay was increased
• It was easy to identify an employee not performing to the necessary standard so there was less chance of employees slacking off.
Cons;
• Boredom and alienation
• Employees not fit for their purpose where treated poorly and/or fired
• Often resulted in poor quality
• In modern days this system can be considered obsolete due to some of the acts now in place for example the disability act.
• piece rates created divisions between younger and older workers
In conclusion scientific management if used in the correct manor can be a very useful tool in a business environment as it may aid the companies efficiency.
Referencing;
Andrew, F. (1997), Today: Organisation and management. Hollow Publishing, Chapel Hill.
Case study 1: (classical theory)
A call centre that employees over 300 employees to answer the phone calls for a delivery company to handle any complaints. There is evidence of classical theory when you closer inspect how each call is answered, scientific management has greatly come into play for this “there is only one best way”. When the company receives a phone call and that phone call is directed to an employee from the call centre that employee has been given a strict dialogue to follow this dialogue is the evidence of classical theory using scientific management to aid the employee in doing the job in the best possible way. (Andrew, 1997)
Case study 2: (Humans theory)
A local John Lewis branch uses human’s theory to help motivate their employees to a more predictive ob performance the way in which this is done is by using Maslow’s need hierarchy. This shows just where employees need motivating and this is evident in John Lewis for example they have suggestion boxes where employees can write down suggestions and they can chose to leave it anonymous or sign it and these ideas will be taken into consideration giving the employee a feeling of self actualisation.
The contrasting organisations mean that it is impossible to try and place them in the same situation but each case study uses its style or classical theory and human theory well. The call centre implements its scientific management style very well and uses it in a correct manor which will not cause any negative reaction from employees.
Scientific management (pros and cons);
Pros;
• It does generate efficiency within the work place
• Training became very simple and therefore very cheap
• It was easier to find the right person for the job so the recruitment process became easier
• The pay was increased
• It was easy to identify an employee not performing to the necessary standard so there was less chance of employees slacking off.
Cons;
• Boredom and alienation
• Employees not fit for their purpose where treated poorly and/or fired
• Often resulted in poor quality
• In modern days this system can be considered obsolete due to some of the acts now in place for example the disability act.
• piece rates created divisions between younger and older workers
In conclusion scientific management if used in the correct manor can be a very useful tool in a business environment as it may aid the companies efficiency.
Referencing;
Andrew, F. (1997), Today: Organisation and management. Hollow Publishing, Chapel Hill.
5% idea 95% effort
5% idea 95% effort
Nixo Nicholas – letter box choc, set up in 2007;
Nixo set up his first business at the age of 22, he has now gone on to be a successful entrepreneur. He has set up a business that distributes chocolate gifts that can be sent through the postal system. He has also managed to successfully obtain patented packaging worldwide for his unique packaging design. His business letter box choc was launched in Feburary 2009 on an international scale in over 20 countries:
UKTI named them as one of the top success stories of 2009
All localised suppliers and manufacturing in the country where these letter box chocs are being used and sold. He got to know his investors which meant they felt safe within the way the business is being run and they have now generated a £1.5 million turn over since February; this gained them some PR in the daily mirror on Monday as well as from trade shows – ISM (international sweet market).
Seeing how Nixo Nicholas has built this company from the ground up has really shown me that it is an achievable feet to make something from nothing, turn water into wine. I have always wanted to eventually own my own business and listening to Nixo Nicholas has shown me what i need to do to get my own business going.
Nixo Nicholas – letter box choc, set up in 2007;
Nixo set up his first business at the age of 22, he has now gone on to be a successful entrepreneur. He has set up a business that distributes chocolate gifts that can be sent through the postal system. He has also managed to successfully obtain patented packaging worldwide for his unique packaging design. His business letter box choc was launched in Feburary 2009 on an international scale in over 20 countries:
UKTI named them as one of the top success stories of 2009
All localised suppliers and manufacturing in the country where these letter box chocs are being used and sold. He got to know his investors which meant they felt safe within the way the business is being run and they have now generated a £1.5 million turn over since February; this gained them some PR in the daily mirror on Monday as well as from trade shows – ISM (international sweet market).
Seeing how Nixo Nicholas has built this company from the ground up has really shown me that it is an achievable feet to make something from nothing, turn water into wine. I have always wanted to eventually own my own business and listening to Nixo Nicholas has shown me what i need to do to get my own business going.
Personality
Personality
Nature or nurture?
Nature is the idea that humans have developed their personalities and traits from the environment they grew up in. If a person grew up in a male dominated environment for example and all boys school then according to the nature argument that person will have more male traits and behave in a more male orientated way. This theory is sometimes proven when a girl from a young age is raised solely by her farther some girls will develop more masculine tendencies rather than if she was raised by her mother.
The nurture argument states that it is not the environment you are raised in but how you are raised so going back to the previous argument about the little girl being raised by her single parent father, in the nature theory due to the environment she grew up in she developed male traits however according to the nurture theory she could have grown up in the same circumstances and still kept all her femininity if her father had raised her exactly how her mother would have. (Nature, online)
Personality tests;
The summary that has been gained from participating in these two tests is that I have learnt a great deal about the way in which my brain functions and reacts to everyday situations, I have learnt that I am an extrovert rather than an introvert, an extrovert is considered to be somebody who is very outgoing and very creative. An introvert is considered to be someone who is very shy and receding.
After taking the two tests, I can now compare them and my findings.
Both tests showed practically the same results both agreeing that I was a risk taker who was outgoing in touch with his artistic side and was a very creative ideas person who keeps a cool head in high pressure situations.(BBC,online)
However the way in which these results were presented was very different , the first test I took the results were shown in written for explaining in great detail where I score highly and where I score less highly . Whereas the second test displayed my results on a very informative video, I agree with both of the tests and there results I think that is 100% me and who I am.(initforlife,online)
Yes I would be happy for such a test to be used as a selection tool as these testes are designed to find out exactly how you function in everyday situations and these tests will be able to indicate whether or not you as a person will be able to perform to the necessary level the job requires you to.
In conclusion I feel that personality tests are very thorough and they help identify a candidates key features that can help the business and help that person in the job they are about to undertake.
References;
Available on: http://genealogy.about.com/cs/geneticgenealogy/a/nature_nurture.htm Accessed on:[ 18th February 2010]
Available on: http://www.bbc.co.uk/science/humanbody/mind/surveys/whatamilike/index.shtml Accessed on:[ 18th February 2010]
Available on: www.initforlife.com/home/tm.asp Accessed on:[ 18th February 2010]
Nature or nurture?
Nature is the idea that humans have developed their personalities and traits from the environment they grew up in. If a person grew up in a male dominated environment for example and all boys school then according to the nature argument that person will have more male traits and behave in a more male orientated way. This theory is sometimes proven when a girl from a young age is raised solely by her farther some girls will develop more masculine tendencies rather than if she was raised by her mother.
The nurture argument states that it is not the environment you are raised in but how you are raised so going back to the previous argument about the little girl being raised by her single parent father, in the nature theory due to the environment she grew up in she developed male traits however according to the nurture theory she could have grown up in the same circumstances and still kept all her femininity if her father had raised her exactly how her mother would have. (Nature, online)
Personality tests;
The summary that has been gained from participating in these two tests is that I have learnt a great deal about the way in which my brain functions and reacts to everyday situations, I have learnt that I am an extrovert rather than an introvert, an extrovert is considered to be somebody who is very outgoing and very creative. An introvert is considered to be someone who is very shy and receding.
After taking the two tests, I can now compare them and my findings.
Both tests showed practically the same results both agreeing that I was a risk taker who was outgoing in touch with his artistic side and was a very creative ideas person who keeps a cool head in high pressure situations.(BBC,online)
However the way in which these results were presented was very different , the first test I took the results were shown in written for explaining in great detail where I score highly and where I score less highly . Whereas the second test displayed my results on a very informative video, I agree with both of the tests and there results I think that is 100% me and who I am.(initforlife,online)
Yes I would be happy for such a test to be used as a selection tool as these testes are designed to find out exactly how you function in everyday situations and these tests will be able to indicate whether or not you as a person will be able to perform to the necessary level the job requires you to.
In conclusion I feel that personality tests are very thorough and they help identify a candidates key features that can help the business and help that person in the job they are about to undertake.
References;
Available on: http://genealogy.about.com/cs/geneticgenealogy/a/nature_nurture.htm Accessed on:[ 18th February 2010]
Available on: http://www.bbc.co.uk/science/humanbody/mind/surveys/whatamilike/index.shtml Accessed on:[ 18th February 2010]
Available on: www.initforlife.com/home/tm.asp Accessed on:[ 18th February 2010]
Power and Conflict
Power and conflict
I was part of a group to help raise money for McMillan cancer research. What this entailed was selling tea or coffee and biscuits to help raise money for cancer research. The target goal we set was to raise £500 however we did not achieve this goal, we did however manage to raise £334 which was given to the McMillan cancer research charity. There were some conflicts within the group that could link to the failure to achieve our pre-set target of £500, There were a lot of arguments in the planning process where conflicts in ideas kept coming up. These small conflicts were dealt with in a democratic way where any conflicting ideas were put to a vote within the group.
However on the day of the event there was a large conflict between two members of the group where there was verbal abuse from both of the parties involved which caused them both to abandon the event which meant the group suddenly found itself two members down and the other members became very stretched and rushed off their feet trying to help compensate for the two members who found themselves in a large conflict over the placement of the advertising posters. To handle the conflict I was sent in as a peace maker and talked to the two persons involved in the conflict and get them calmed down and focused back on the event, they returned to their tables to help raise the money eventually raised.
Coercive power - This is the power to force someone to do something against their will. It is often physical although other threats may be used. For example, A Large chain of coffee stores forcing a small family owned coffee store out of business forcing them to sell.
Reward power - One of the main reasons we work is for the money we need to conduct our lives. There are many more forms of reward -- in fact anything desirable can be a reward, from a million dollar yacht to a pat on the back. For example an employee will be motivated to do a better job if there is a reward as an incentive, employee of the month is a perfect example of this.
Expert power - When I have knowledge and skill that someone else requires, then I have Expert power. For example a chef is needed to prepare food for customers due to his expert power.
Legitimate power - Legitimate power is that which is invested in a role. Kings, policemen and managers all have legitimate power. The legitimacy may come from a higher power, often one with coercive power. For example a police officer will have legitimate power which means they will be respected in a higher regard due to their uniform and title.
Referent power - This is the power from another person liking you or wanting to be like you. It is the power of charisma and fame and is wielded by all celebrities (by definition) as well as more local social leaders. This is generally a role model where persons will try to emulate there hero’s. (phillip,1993)
5 strategies that can be used to overcome conflict at work;
1. Human resource management policies and procedures, these policies can be used to resolve conflicts.
2. Ensure good communications, consultation and involvement in decision making between everyone involved.
3. Clarify goals and objectives and ensure everyone is clear as to what is expected of them in relation to their job.
4. Ensure that employees have the chance to air grievances and have a grievance policy and procedure.
5. Ensure that there is a disciplinary procedure which everyone is aware of, this will help to see exactly what happened.
The conflict previously stated will be very suitable for this question, where the two parties in question were in conflict over the placement of the advertisement. The strategy that was used to calm this situation was to ensure that the employees had their chance to air their grievances, after both persons said what they had to say in a controlled environment we were able to get back to the event that was starting to get out of control.
This conflict resolution worked very well under the extreme circumstances and any other of the strategies would only have hindered the event further.
In conclusion there will always be conflict within the work place and everyday life however there are methods to overcoming these conflicts.
Power can be view and used in many different was, but power is earned, therefore if someone is in a position of power they are there for a reason and hopefully the power they have will not be used to abuse.
References;
Phillip, V. (1993), Managerial power, verge publishing, west Holbrooke
I was part of a group to help raise money for McMillan cancer research. What this entailed was selling tea or coffee and biscuits to help raise money for cancer research. The target goal we set was to raise £500 however we did not achieve this goal, we did however manage to raise £334 which was given to the McMillan cancer research charity. There were some conflicts within the group that could link to the failure to achieve our pre-set target of £500, There were a lot of arguments in the planning process where conflicts in ideas kept coming up. These small conflicts were dealt with in a democratic way where any conflicting ideas were put to a vote within the group.
However on the day of the event there was a large conflict between two members of the group where there was verbal abuse from both of the parties involved which caused them both to abandon the event which meant the group suddenly found itself two members down and the other members became very stretched and rushed off their feet trying to help compensate for the two members who found themselves in a large conflict over the placement of the advertising posters. To handle the conflict I was sent in as a peace maker and talked to the two persons involved in the conflict and get them calmed down and focused back on the event, they returned to their tables to help raise the money eventually raised.
Coercive power - This is the power to force someone to do something against their will. It is often physical although other threats may be used. For example, A Large chain of coffee stores forcing a small family owned coffee store out of business forcing them to sell.
Reward power - One of the main reasons we work is for the money we need to conduct our lives. There are many more forms of reward -- in fact anything desirable can be a reward, from a million dollar yacht to a pat on the back. For example an employee will be motivated to do a better job if there is a reward as an incentive, employee of the month is a perfect example of this.
Expert power - When I have knowledge and skill that someone else requires, then I have Expert power. For example a chef is needed to prepare food for customers due to his expert power.
Legitimate power - Legitimate power is that which is invested in a role. Kings, policemen and managers all have legitimate power. The legitimacy may come from a higher power, often one with coercive power. For example a police officer will have legitimate power which means they will be respected in a higher regard due to their uniform and title.
Referent power - This is the power from another person liking you or wanting to be like you. It is the power of charisma and fame and is wielded by all celebrities (by definition) as well as more local social leaders. This is generally a role model where persons will try to emulate there hero’s. (phillip,1993)
5 strategies that can be used to overcome conflict at work;
1. Human resource management policies and procedures, these policies can be used to resolve conflicts.
2. Ensure good communications, consultation and involvement in decision making between everyone involved.
3. Clarify goals and objectives and ensure everyone is clear as to what is expected of them in relation to their job.
4. Ensure that employees have the chance to air grievances and have a grievance policy and procedure.
5. Ensure that there is a disciplinary procedure which everyone is aware of, this will help to see exactly what happened.
The conflict previously stated will be very suitable for this question, where the two parties in question were in conflict over the placement of the advertisement. The strategy that was used to calm this situation was to ensure that the employees had their chance to air their grievances, after both persons said what they had to say in a controlled environment we were able to get back to the event that was starting to get out of control.
This conflict resolution worked very well under the extreme circumstances and any other of the strategies would only have hindered the event further.
In conclusion there will always be conflict within the work place and everyday life however there are methods to overcoming these conflicts.
Power can be view and used in many different was, but power is earned, therefore if someone is in a position of power they are there for a reason and hopefully the power they have will not be used to abuse.
References;
Phillip, V. (1993), Managerial power, verge publishing, west Holbrooke
Leadership vs. Management
What makes a leader?
A Leader is someone who inspires the uninspired, they motivate the employees to become better and more skilled at what they do and they can make the working force put more effort into every task that falls into their hands, whether it is serving the food to actually preparing it.
What makes a manager?
A manager is someone who will control certain things within a business; they will implement policies that the employees will need to follow. The manager will also be the recipient of any praise for good work and also any negative feedback following any bad performances.
The difference between the leadership and management styles is that the managers will be the persons looking over the employees and make sure that they are each doing there required job, whereas the leadership styles will be someone who will motivate those around them to improve themselves and their work.
The Managerial Grid is based on two behavioural dimensions:
• Concern for People - This is the degree to which a leader considers the needs of team members, their interests, and areas of personal development when deciding how best to accomplish a task
• Concern for Production - This is the degree to which a leader emphasizes concrete objectives, organizational efficiency and high productivity when deciding how best to accomplish a task.
Using the axis to plot leadership 'concerns for production' versus 'concerns for people', Blake and Mouton defined the following five leadership styles; (Stewart, 1997)
Some of the management staff where I previously worked were much more focused on the concern for production rather than the concern for people. This indicates that this particular management style would place them on the produce or perish end of the scale.
This working environment was not suitable if the employee wishes to grow as a member of that business and gain possible promotion.
Nelson Mandela was elected president of the republic of South Africa after serving 27 years in prison, when elected he achieved something that many thought impossible at the time. He managed to unite South Africans by using his leadership skills to bring the nation together, using his leadership he brought the end of most racism in South Africa.
Now that he has stepped down there is no longer the leadership Nelson Mandela brought to South Africa and the country is starting to take a turn for the worst with rolling blackouts and power cuts and an increase in racial attacks and general crime. Nelsons leadership is being missed in the new South Africa, and it will require another leader like him to get South Africa back on track.
In conclusion the management side of business is to make sure that the work required is being completed and the employees are controlled by policies and rules. Whereas leadership is needed to keep people motivated a good leader has the power to inspire those around him to do great things exactly like Nelson Mandela did for South Africa.
References;
Stewart, p. (1997), Managerial grid. Life space Publishing, Chapel Hill, North Carolina.
organisational culture
Organisational culture
John Lewis uses the iceberg model to help better understand the visible and hidden aspects of a successful organisation.
The visible aspects are things such as;
• Management styles
• Uniforms
• First appearance
• Language
• Atmosphere
Whereas the hidden aspects comes down to the core of the business;
• Values and beliefs
• Power and politics
• Norms of behaviour
Visible aspects of John Lewis are obvious from the moment you step into any branch across the UK, they have a clear dress code that all of the employees adhere too. This dress code is a formal one that shows that the employees respect themselves and the customers that they will be serving. The atmosphere in John Lewis branches is often a fun flowing one where the employees and customers are interacting well together.
The hidden aspects of John Lewis show just why they are such a successful business, the values and beliefs of John Lewis are that the customer is always right and that customer service is first priority. The belief is that all of the employees are working for each other as John Lewis is a unique business where all of its employees are also partners in the ownership of John Lewis.(online)
What is meant by the following phrases?
A power culture – Handy describes power culture as a web, he states that this describes the distribution of power from the centre of the web to the outer reaches of the web.
A role culture - This has been typified as a Greek temple and has often been stereotyped as portraying bureaucracy in its purest form. The apex of the temple is where the decision making takes place; the pillars of the temple reflect the functional units of the organisation which have to implement the decisions from the apex.(online)
A task culture - The culture is represented best by a net or lattice work. There is close liaison between departments, functions and specialities, liaison, communication and integration are the means whereby the organisation can anticipate and adapt to change quickly.
A person culture - This is characteristic of the consensus model of management, where the individuals within the structure determine collectively the path which the organisation pursues. This will be the most evident in smaller businesses.
Trying to classify a business into one of the four cultures is a problem as many of the successful businesses will put more than just one of these culture types into action in there working environment therefore they cannot be classified into just one of the four types of cultures indicated above.
I feel that John Lewis provides a strong culture both hidden and visible. I feel that to customers John Lewis is viewed as a very successful company that produces a very good visible culture, i chose John Lewis because i also know that they also produce a very good hidden culture with excellent ethics and personal views.
In conclusion i have found that it is impossible to expect a business to follow just one of the four cultures, power, role, task and person, for they will need aspects of all to become a company that is held in high regard.
Also within the research for the visible and hidden cultures, it is my own view that the visible culture is much more vital to a business as the customers will keep coming to the store if a good visible culture is presented to them.
References;
John Lewis (online)
Available on: http://www.johnlewis.com/ Accessed: [17th January 2010]
Handy (online)
Availableon:
http://www.lindsay-sherwin.co.uk/guide_managing_change/html_overview/05_culture_handy.htm
Accessed on:[18th January 2010]
John Lewis uses the iceberg model to help better understand the visible and hidden aspects of a successful organisation.
The visible aspects are things such as;
• Management styles
• Uniforms
• First appearance
• Language
• Atmosphere
Whereas the hidden aspects comes down to the core of the business;
• Values and beliefs
• Power and politics
• Norms of behaviour
Visible aspects of John Lewis are obvious from the moment you step into any branch across the UK, they have a clear dress code that all of the employees adhere too. This dress code is a formal one that shows that the employees respect themselves and the customers that they will be serving. The atmosphere in John Lewis branches is often a fun flowing one where the employees and customers are interacting well together.
The hidden aspects of John Lewis show just why they are such a successful business, the values and beliefs of John Lewis are that the customer is always right and that customer service is first priority. The belief is that all of the employees are working for each other as John Lewis is a unique business where all of its employees are also partners in the ownership of John Lewis.(online)
What is meant by the following phrases?
A power culture – Handy describes power culture as a web, he states that this describes the distribution of power from the centre of the web to the outer reaches of the web.
A role culture - This has been typified as a Greek temple and has often been stereotyped as portraying bureaucracy in its purest form. The apex of the temple is where the decision making takes place; the pillars of the temple reflect the functional units of the organisation which have to implement the decisions from the apex.(online)
A task culture - The culture is represented best by a net or lattice work. There is close liaison between departments, functions and specialities, liaison, communication and integration are the means whereby the organisation can anticipate and adapt to change quickly.
A person culture - This is characteristic of the consensus model of management, where the individuals within the structure determine collectively the path which the organisation pursues. This will be the most evident in smaller businesses.
Trying to classify a business into one of the four cultures is a problem as many of the successful businesses will put more than just one of these culture types into action in there working environment therefore they cannot be classified into just one of the four types of cultures indicated above.
I feel that John Lewis provides a strong culture both hidden and visible. I feel that to customers John Lewis is viewed as a very successful company that produces a very good visible culture, i chose John Lewis because i also know that they also produce a very good hidden culture with excellent ethics and personal views.
In conclusion i have found that it is impossible to expect a business to follow just one of the four cultures, power, role, task and person, for they will need aspects of all to become a company that is held in high regard.
Also within the research for the visible and hidden cultures, it is my own view that the visible culture is much more vital to a business as the customers will keep coming to the store if a good visible culture is presented to them.
References;
John Lewis (online)
Available on: http://www.johnlewis.com/ Accessed: [17th January 2010]
Handy (online)
Availableon:
http://www.lindsay-sherwin.co.uk/guide_managing_change/html_overview/05_culture_handy.htm
Accessed on:[18th January 2010]
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