front 1 Bonus, | back 1 an extra reward given to employees for reaching a certain target |
front 2 Commission, | back 2 "salespeople are given a % of the selling price if they make a sale. |
front 3 Profit Sharing | back 3 employees get rewarded with a % of the firms profits annually" |
front 4 Contract of employment, | back 4 A contract is an agreement between employee and employer setting out terms and conditions of a job. |
front 5 Democratic management, | back 5 Leader consults with employees before making decision - two way communication |
front 6 Dismissal, | back 6 End of employement due to underperformance or breaking company regulations |
front 7 Dismissal, | back 7 an employer brings an employment contract to an end, |
front 8 Diversity and equality policies, | back 8 outlines how a business will avoid discrimination against employees, and create a safe and inclusive workplace |
front 9 Empowerment, | back 9 delegation of some authority and responsibility to employees and involving them in the decision-making process |
front 10 External recruitment, | back 10 Hiring an employee for a post not currently employed by the business |
front 11 Fringe benefit, | back 11 an extra benefit in addition to an employee's money wage or salary, for example a company car, private healthcare, etc. |
front 12 Functions of management, | back 12 Planning, Commanding, Controlling, Organising and co-ordinating |
front 13 Herzberg's Hygiene Factors, | back 13 "basic employee needs which must be fulfilled before employees can be motivated |
front 14 Induction training, | back 14 Training to familairise new employees with the workplace, co workers and procedures |
front 15 Internal recuitment, | back 15 Hiring an employee for a post currently employed by the business in another post |
front 16 Job description, | back 16 Duties and responsibilities of a postion |
front 17 Job enrichment, | back 17 employees are given additional responsibility in their day to day tasks which often involved more training or development. |
front 18 Job Redesign, | back 18 Restructuring the elements including tasks, duties and responsibilities of a specific job in order to make it more encouraging and inspiring for the employees or |
front 19 Labour productivity, | back 19 Labour productivity – output per worker measured by Output/no. of workers |
front 20 Labour turnover, | back 20 is the amount of employees leaving a business in a year and is calculated as a share of the total workforce |
front 21 Lassez-Faire management , | back 21 A "hand's off" approach to management where most decisions and responisbility are delegated to employeeds |
front 22 Legal Minimum Wage, | back 22 Government sets the lowest pay rate for workers within a country |
front 23 Maslow's Hierarchy of needs, | back 23 ranked human needs in order from survival needs to self actualisation |
front 24 Mayo, | back 24 Recommended working in teams, greater consultation between workers and managers and allowing greater control over the daily lives of employees to improve motivation |
front 25 McClelland/Vroom Expectancy Theory, | back 25 Expectancy theory based on valence, expectancy and instrumentality connecting employee efforts to rewards in order to improve motivation. |
front 26 McGregor's management Roles, | back 26 Management attitudes to employees - theory X sees employees as lazy and irresponsible, theory y as hardworking and responsible |
front 27 Mintzberg's Roles of Management, | back 27 Mintzberg identified 10 roles common to all managers under three categories, interpersonal, informational and decisional roles |
front 28 Motivation | back 28 Motivation is the reason why employees work hard and effectively for a business |
front 29 Off the job training, | back 29 Training off site at a college or specialist training location |
front 30 On the job training, | back 30 Training at the workplace under the direction of an experienced employee |
front 31 Performance Related Pay, | back 31 A bonus scheme used to motivate employees for above average performance |
front 32 Person specifications, | back 32 description of the qualifications, skills, experience, knowledge and other attributes (selection criteria) which a candidate must possess to perform the job duties. |
front 33 Recruitment and Selection, | back 33 Finding and choosing the correct candidate for the vacant job post |
front 34 Redundancy | back 34 Losing employment as the postion no longer exists - for example after a factory is closed |
front 35 Salary, | back 35 fixed payment usually paid monthly |
front 36 Span of control, | back 36 No of subordinates who report to each manager/supervisor |
front 37 Staff morale, | back 37 attitude, satisfaction and overall outlook of employees towards an organization or a business. |
front 38 Taylor, | back 38 viewed workers as machines – they more you pay they harder they will work. |
front 39 Team working, | back 39 – group of employees are given responsibility for a specific project, department or unit of work. |
front 40 Trade Union, | back 40 Organisation of employees who aim to improve the pay and conditions of their members |
front 41 Training, | back 41 improving the knowledge and skills of employees so they perform their jobs more effectively. |
front 42 Unfair dismissal, | back 42 Ending a work contract without proper or legal justification. |
front 43 Wages, | back 43 payment for work, usually paid weekly |
front 44 Worker participation, | back 44 o any process in the company that allows workers to exert influence over their work or their working conditions. |
front 45 Employment Agencies | back 45 an agency that helps find jobs for persons seeking employment or assists employers in finding people to fill positions that are open. |
front 46 Online Recruitment | back 46 Some specialist businesses offer online recruitment services – such as Jobtrain and HireServe – and they assist businesses in preparing an effective online advertisement for the vacant positions. (Chap 12) |
front 47 Multiskilling and flexibility | back 47 Multi-skilling is the training of employees in more than one skill set. |
front 48 Trade Union | back 48 an organisation of working people with the aim of improving the pay and working conditions of their members and providing them with support and legal services. |
front 49 Collective Bargaining | back 49 negotiating the terms of employment between an employer and a group of workers who are usually represented by a trade union representative |
front 50 Mc Gregors Theory X and Y Managers | back 50 Theory X and Theory Y are theories of human work motivation and management created by Douglas McGregor. presents a pessimistic view of employees’ nature and behaviour at work, that employees are inherently lazy and avoid work. Theory Y Presents an optimistic view of the employees’ nature and behaviour at work so workers enjoy completing tasks and seek responsibility. |