Sunrise Manufacturing Ltd specialises in electronics assembly in Taiwan. The company recently implemented a new production system using scientific management, with workers trained to perform specific operations and paid based on units completed.
Define the term 'scientific management'.
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Global Solutions Inc provides IT consulting services worldwide. GSI's management noticed declining employee satisfaction despite competitive salaries. An analysis revealed issues with human needs including workplace relationships and recognition programmes.
State two types of human need in Maslow's hierarchy.
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Southern Cross Airlines operates flights across Australia and New Zealand. Despite offering competitive pay and benefits, staff turnover remains high. Management discovered that employees feel their work lacks motivators such as challenge and recognition.
Define the term 'motivators'.
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Global Textile Manufacturing, based in Bangladesh, employs 5,000 workers in its production facilities. The company experienced a labour retention rate of just 82% in 2024, leading to increased training costs.
Define the term 'labour retention'.
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Pacific Shipping Ltd, operating from Singapore, manages cargo vessels. During 2024, PSL recorded especially high labour turnover, affecting its operations.
State two consequences of high labour turnover.
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India Technology Services Ltd makes use of internal recruitment, regularly promoting existing staff to fill managerial positions and advertising opportunities through internal communications channels.
Define the term 'internal recruitment'.
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South African Sales Ltd rewards its sales team with performance-based pay, awarding a percentage of sales revenue in addition to the base salary.
State two types of performance-based pay.
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At Perth Real Estate, employees receive annual bonuses and regular pay increases based on performance, but recent surveys show high dissatisfaction despite competitive compensation.
Describe one limitation of relying on financial rewards according to Herzberg.
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Mountain View Hotels operates a chain of boutique resorts in popular hiking destinations. Known for its eco-friendly approach and personalised service, the company prides itself on its dedicated workforce. However, recent employee feedback highlighted issues such as a lack of career progression, inconsistent appraisal processes, and low morale among new hires.
To address these concerns, Mountain View’s management is considering a more structured approach to appraisals to ensure employees feel recognised and valued. Additionally, they plan to integrate Vroom’s Expectancy Theory into their motivational strategies and revamp their recruitment processes to attract candidates who align better with the company’s culture and values.
Analyse two benefits and one drawback of applying Vroom’s Expectancy Theory to motivate employees at Mountain View Hotels.
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Mountain View Hotels operates a chain of boutique resorts in popular hiking destinations. Known for its eco-friendly approach and personalised service, the company prides itself on its dedicated workforce. However, recent employee feedback highlighted issues such as a lack of career progression, inconsistent appraisal processes, and low morale among new hires.
To address these concerns, Mountain View’s management is considering a more structured approach to appraisals to ensure employees feel recognised and valued. Additionally, they plan to integrate Vroom’s Expectancy Theory into their motivational strategies and revamp their recruitment processes to attract candidates who align better with the company’s culture and values.
Describe two ways Mountain View Hotels could improve its recruitment processes to attract motivated employees.
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Taste Good Catering is a family-run business specialising in providing event catering services. Recently, the company has faced high staff turnover, especially among part-time employees who find the work repetitive and demanding. The management has primarily relied on financial incentives like bonuses and overtime pay to motivate staff. However, productivity levels have stagnated, and complaints about long hours and lack of recognition have increased.
The company is now considering introducing non-financial rewards, such as employee recognition programmes and offering flexible working hours, to address these issues and improve employee motivation. Taste Good’s management believes this approach may also enhance customer satisfaction by fostering a more engaged and enthusiastic workforce.
Explain one advantage and one disadvantage of using financial rewards to motivate employees at Taste Good Catering.
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Taste Good Catering is a family-run business specialising in providing event catering services. Recently, the company has faced high staff turnover, especially among part-time employees who find the work repetitive and demanding. The management has primarily relied on financial incentives like bonuses and overtime pay to motivate staff. However, productivity levels have stagnated, and complaints about long hours and lack of recognition have increased.
The company is now considering introducing non-financial rewards, such as employee recognition programmes and offering flexible working hours, to address these issues and improve employee motivation. Taste Good’s management believes this approach may also enhance customer satisfaction by fostering a more engaged and enthusiastic workforce.
Analyse two benefits and one drawback of implementing employee recognition programmes at TasteGood Catering.
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Green Harvest Farms, a mid-sized agricultural company, has experienced challenges with employee motivation. The management has traditionally relied on Herzberg’s hygiene factors, such as competitive wages and safe working conditions, to prevent dissatisfaction. However, these measures have not significantly increased productivity or innovation among workers.
The company is now considering integrating motivators, such as offering training programmes and providing recognition for outstanding performance, to improve employee engagement. Managers hope that fostering a sense of accomplishment and opportunities for growth will drive innovation and improve overall productivity.
Explain one advantage and one disadvantage of relying on Herzberg’s hygiene factors to address motivation issues at Green Harvest Farms.
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Green Harvest Farms, a mid-sized agricultural company, has experienced challenges with employee motivation. The management has traditionally relied on Herzberg’s hygiene factors, such as competitive wages and safe working conditions, to prevent dissatisfaction. However, these measures have not significantly increased productivity or innovation among workers.
The company is now considering integrating motivators, such as offering training programmes and providing recognition for outstanding performance, to improve employee engagement. Managers hope that fostering a sense of accomplishment and opportunities for growth will drive innovation and improve overall productivity.
Describe two non-financial strategies Green Harvest Farms could use to motivate employees.
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