How can organisations positively influence employees behaviour?
- Encourage employees to adopt best practice
- Motivating employees to improve productivity
- Motivating employees to improve quality
- Preventing mistakes
- Limit malfeasance
- Encourage ethical acting
- Motivate managers to make decisions in best interests of company
What ways can control be used in an organisation?
- Structure
- Targets
- Supervision
- Culture
- Self-control
- Systems
- Processes
- Policies
What are the different types of organisational control?
- Personal centralised control - likely to be found in small owner-managed organisations
- Bureaucratic control - controls will be based on formalised rules
- Output control - based on measurement of outputs and results achieved
- Clan/Cultural control - development of employees through strong identification with management goals
What issues can arise from the scientific management school of control?
- Motivation problems
- Quality problems
- Little understanding of people
What factors must be in place for control based on trust to work?
- Manager must be confident that employee has competency to complete task
- Objective must be clear and agreed by both parties
- Employee must be motivated to work hard and use initiative
What are the benefits of a performance appraisal system to the individual?
- Feedback and assessment of competence
- Identifies good work done
- Provides basis for remuneration
- May be used as an opportunity to discuss future prospects and ambitions
- Identifies training and development needs
What are the benefits of a performance appraisal system to the organisation?
- Assesses competence of employees and identifies areas for improvement
- Provides a fair process for reward decisions
- Helps identify and formulate training needs
- Improves communication
- Provides clear targets linked to corporate objectives
- Provides basis for HR planning
- Monitors recruitment and induction process against results
What is the formal process of performance appraisal (TARA)?
- Targets
- Actual results monitored
- Review
- Action plan
What are the different approaches to performance appraisal?
- Ranking system - formal structure. individuals assessed on 1-5 scale
- Unstructured format - essay/short answer to grade employees
- Self-rating - individuals rate themselves
- 360 approach - individual appraises the manager
What must be included as part of an effective appraisal system?
- Be applied fairly and consistently
- Have commitment and support from senior managers
- Be carried out with serious intent
- Relate to the main objectives
- Be clearly understood by all parties
- Be cost effective to operate
What are the 2 types of reward?
- Intrinsic rewards - arise from the performance of the job itself, include feeling of satisfaction
- Extrinsic rewards - separate from job itself and dependent on decisions of others
What should reward systems be?
- Fair and consistent
- Sufficient enough to attract and retain staff
- Maintain and improve levels of employee performance
- Reward progression and promotion
- Comply with legislation and regulation
- Control salary costs
What are some of the different incentive schemes?
- Performance related pay (PRP)
- Piecework
- Points system
- Commission
- Bonus scheme
- Profit sharing
What may targets include?
- Volume of work produced
- Knowledge of work
- Quality of work
- Management skills
- Personal skills
What responsibilities do managers have when setting targets?
- Agree department targets
- Staff targets achievable
- Targets are measurable and possible
- Balance between needs of department and individual
- Apply control system and discuss progression regularly
- Ensure continual review and appraisal of results
What are the 8 key objectives Drucker suggests?
- Profitability
- Innovation
- Market standing
- Productivity
- Financial and physical resources
- managerial performance and development
- Worker performance and attitude
- Public responsibility
What is Kaplan and Norton’s balanced scorecard?
Performance management tool that measures strategic control of overall organisation
What are the main benefits of the balanced scorecard?
- Avoids management reliance on short-termist/incomplete financial measures
- Managers identify problems earlier
- Success measures in line with organisational goals
- Assist stakeholders in evaluating the firm
What are the drawbacks of the balanced scorecard?
- Doesn’t provide a single overview of performance
- No clear relation with shareholder analysis
- May give conflicting signals and confuse management
- Implementation requires a substantial shift in corporate culture
What are the benefits of mentoring?
- Faster career progress
- Excellent value for money
- Enhances company image
- Improved motivation
What should a mentor do?
- Give practical support and advice
-Give technical, ethical and general business guidance - Help with development of skills
- Impartial sounding board
- Good guide
- Role model
What is coaching?
- Enhances performance with a specific goal in mind
- 1 to 1 basis
- Encourages people to improve performance
- Carried out by more senior person
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Chapter 1 - Concept of business ecosystems33
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Chapter 2 - Alternative approaches to models21
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Chapter 3 - Business models in digital ecosystems16
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Chapter 4 - Leadership and management63
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Chapter 6 - Controlling Performance part 222
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Chapter 5 - Controlling performance part 128
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Chapter 7 - Building, leading and managing teams20
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Chapter 8 - managing organisational relationships32
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Chapter 9 - Concept of project management29
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Chapter 10 - Project Management - tools and techniques42
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Chapter 11 - Project leadership13
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Section A (1-3) Mistakes23
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Section B (4-8) Mistakes42
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Section C (9-11) Mistakes20
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Mock exam mistakes78
