VCE Business Management Question Thread!

[Callum@1373]

How might diversity of employees be relevant to motivation and job satisfaction?


Can't find a text book answer anywhere! If anyone could give me a good answer it would be greatly appreciated!

I guess that a diverse range of employees makes for a working environment of people with different experiences and backgrounds. This may mean greater job satisfaction because there are more interesting people to talk to and work with, sharing ideas and experiences in a collaborative way? Also, a diverse range of employees may make for a diverse range of skills in a workplace, hence work is more likely to be achieved as other employees can give help and assistance, allowing for greater job satisfaction.

As for motivation, a diverse workplace may mean that younger employees are motivated to work to a similar standard to that of more senior and experienced workers. On the other hand, senior workers may be motivated to work productively and show off their skill set in order to be a role model for younger employees.

Hope that helps?!

[AlexMarks]

I'm in 99% Sac Average. Feeling gooooood 

[pinklemonade]

From Maslow and Lockes theory, which one is better to motivate part time workers to become full time workers? and explain

[Callum@1373]

From Maslow and Lockes theory, which one is better to motivate part time workers to become full time workers? and explain

Hmmmm...I would definitely pick Maslow's theory.

This is probably because Lockes is only setting challenging goals - which may motivate employees but not necessarily motivate them to undergo new tasks which may involve them moving to full-time work. Also, moving from part-time to full-time work is completely personal, what I mean is it is completely up to an employee and is specific for them. Locke's theory is a bit if a 'one size fits all' theory, which won't allow for the individualisation needed.

But Maslow's will mean employees can be treated individually and on a personal basis. This is probably a good thing because it means they get their own feelings heard and also maslows theory stipulates that career advancement is a motivating factor - which could be used to guide employees to make the shift from part time to full time work

[Royalli]

Does anyone know how to compare job analysis/job design with recruitment and selection? I thought this was quite an odd question, but it's been given to us as revision.
All I have is that they are both part of the establishing phase in the employment cycle.
Thanks in advance!

[Adiamond]

Hello Royalli!
Job analysis is the phase in which the organisation will analyse the actual work required for the job that needs to get done. The organisation needs to determine the exact nature of the job before they can recruit the right person for it. The job analysis is actually made up of the job description (What an employee would need to do) and the job specification (list of the optimal employee specifications)
A job description would include:

• Actual job activities
• The equipment necessary for completion
• The working conditions

Whereas thejob design concentrates on the work required for the job to be completed. Job design would detail the number, kind and variety of tasks that individual employees perform in their jobs. Job design takes the satisfaction of the employee into consideration (so that instead of designing a job to do one repetitive task an employer may have two people switch every so often so that the task does not get too boring).

I know that this may have been confusing but i'm here to explain it more if you need.

[Callum@1373]

Does anyone know how to compare job analysis/job design with recruitment and selection? I thought this was quite an odd question, but it's been given to us as revision.
All I have is that they are both part of the establishing phase in the employment cycle.
Thanks in advance!

The other answer wasn't very clear at all, but here is an answer 

Similarities[/b
- Both strategies of the establishment phase of the employment cycle
- Both involve looking at how the current job is being performed and use it as a guide for developing job specification/interview questions
- They both are necessary to having the most suitable candidate hired

Differences
- A job design doesn't deal with any specific applicants, but selection does
- A job design is typically conducted before a selection process
- Selection is done by looking at an applicants skills, a job analysis is completed by looking at a current employees skills

[pinklemonade]

Could someone please help me answer this question....

Explain how the Selection process and recruitment process would assist an organisation in hiring the right person?

[Callum@1373]

Could someone please help me answer this question....

Explain how the Selection process and recruitment process would assist an organisation in hiring the right person?

I'll split it up into recruitment and selection for clarity...

Recruitment will assist an organisation to hire the most appropriate candidate as they will be able to determine whether internal or external recruitment is needed. For example, if the new employee needed to be very familiar with an organisation products/services as well as culture, an organisation will recruit internally as it would be an employee already acquainted with an organisation. However, if the new position required an applicant to potentially bring new ideas into an organisation or have qualifications that are not currently present in it's employees, then external recruitment would be necessary to recruit the most suitable applicant.

Selection will form a multistep process involving screening/shortlisting applicants, conducting interviews, and carrying out background checks. If applicants are short listed, then an organisation  can ensure that it will be only looking at applicants who have met prerequisite degrees and qualifications needed for a job as illustrated in its job design, hence an appropriate employee will be found. If an interview is conducted, an employer will be able to get greater insight into an applicants personality, motivation, and past experiences, thus ensuring that the characteristics of the new employee for the job are seeked for applicants. Also, carrying out background checks will involve contacting an applicants previous employers/teachers. In doing so, an organisation will have primary data on that applicants work and history, ensuring that they are valued highly and have not lied about any information that was necessary for the job. Hence, the most appropriate candidate for the job will be identified.

Hope that helps! : )

[calculatedrisk]

What's the difference between collective bargaining and enterprise bargaining??

[Callum@1373]

@calculatedrisk, please disregard the above answer as it is not correct (no hard feelings Royalli, it is just incorrect)

There is no difference between enterprise bargaining and collective bargaining. They are synonymous for each other. This is because the word 'enterprise' was used previously in a centralised system to mean an organisation, and the word 'collective' just means between members of an organisation, thus they are the same.

Just a tip though, you can feel free to use which ever one you prefer, but for simplicity I would use the same term (even though they have the same meanings) in an answer, otherwise it will seem rushed/ambiguous.

Royalli, please refrain from posting incorrect answers as it may mislead someone into losing marks on a SAC, which is the anti-purpose of this thread : )

[Rob16]

Is retrenchment and redundancy the same thing?

[calculatedrisk]

Is retrenchment and redundancy the same thing?

My teacher kept stressing that they are essentially the same thing, it's just a matter of wording. 'An employee is said to be "retrenched" when his or her job becomes redundant.' From what I gather, it's a really subtle difference you don't have to worry about.

[iClinton]

Don't quite understand this question -
The relationship to business objectives and business strategy (Chapter 11 key knowledge 1)
If a sac question asked you that, how would you go about answering the question ?

[Callum@1373]

Don't quite understand this question -
The relationship to business objectives and business strategy (Chapter 11 key knowledge 1)
If a sac question asked you that, how would you go about answering the question ?

Depends on what topic it is asking you to find the relationship to business obj's and strategy?

But otherwise, strategies are set by management which aim to achieve the objective...

e.g

Objective: Gain 20% Market Share
Strategy: Grow business into other states of Australia