HND 人力资源2.doc

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1、如有侵权，请联系网站删除，仅供学习与交流HND 人力资源2【精品文档】第 6 页1Explain the validity of one process and more content theory of motivation and assess their applicability to scenarios that exist within Scotia Airways.Maslows Hierarchy of Needs Theory： Human needs can be classified into 5 levels, which can be portrayed in th

2、e shape of pyramid. In different stage of life, people will show their different urges to different levels of needs. Normally speaking, the main power of motivation usually comes from the most imperious needs level at present.It includes basic or physiological needs, safely and security needs, socia

3、l needs, self-esteem needs, self-fulfilment needs. Basic or physiological needs is water sleep sex etc.Safely and security needs is security of body, of employment,of property,etc.Social needs is friendship, family.Self-esteem needs is self-esteem confidence,etc.Self-fulfilment needs is creativity,

4、morality,etc.The high level is Self-fulfilment.Middle level are social needs self-esteem. Lower level are basic or physiological and Safely and security needs.The thing that can motivate staffs is the thing that they want to get. In this case whentheinvestorsfirstdecidedtosetupScotiaAirways,theyhada

5、clearidea thatbusinesstravelwasagrowtharea.Theysetaboutappointinga managementteamwhoseexperienceandexpertisewasfirmlygroundedinthe budgetaviationmarket,it offer more chance about job and meet security of employment due toFutureopportunitiesseemlikelyastheEUandUKgovernmentrelax theircontroloverthelic

6、ensingofairlineprovision.ScotiaAirwayshasbeenabletoretainthemanagementteamthatwere broughttothebusinessin1996.Thevastmajorityofstaffhavealsoremained. It is the security of the employment and of friendship.Thetargetsforscaleofprovision,passengervolumeandmarket sharearedeterminedbyseniormanagers,andmi

7、ddleandjuniormanagersand employeesthenpopulatethedetailsintotheplan.It is benefit for staff acquire the satisfaction of achieve. So based on the above, Scotia Airways meet lower level needs and middle level needs, but dont meet higher level needs.Vrooms Expectancy Theory : It states that an individu

8、al tends to act in a certain way, in the expectation that the act will be followed by a given outcome, and according to the attractiveness of that outcome. Vroom maintain that high levels of effort lead to high performance and high performance will lead to the attainment of reward.If the reward is d

9、esire outcomes, staff will have effort again. High motivation consist of high expectancy ,high instrumentality and high valence. But Scotia Airway dont use this theory.TheinvestorsinScotiaAirwayshavesetanambitiousprogrammefor expansionoverthenext5yearstoincludelonghauldestinations.Some membersofthem

10、anagementteamandmanyworkersareconcernedthatthe changeinstrategywillchangetheethosandcultureofthebusiness.Because of this expansion plan as outcome is not positive for the individual, not a personal desire and does not reflect the above relationship, so staffs views are not uniform.2Given the range a

11、nd complexity of challenges faced by the management of Scotia Airways, summarise methods that could be implement to improve job performance and justify how each provides added value to the organization.In this case, TheinvestorsinScotiaAirwayshavesetanambitiousprogrammefor expansionoverthenext5years

12、toincludelonghauldestinations.Some membersofthemanagementteamandmanyworkersareconcernedthatthe changeinstrategywillchangetheethosandcultureofthebusiness.They meet the resistance of expansion and revolution.Other problem is coordination between branches.So the following manner can solve these problem

13、.Team-working：The interdependency relationship that exits in a org that will facilitate improved performance, especially in service industry.Team-working in favor of the outbreak of the potential to help the companys development.Empowerment：Authorizing staff to make decisions on such as resource all

14、ocation, operating problem solving and during customer interaction will improve the efficiency and quality of working.Advisable authorization in favor of self-management subsidiaries and reduce force of higher manager.Training： Every employee should have appropriate training before or during working

15、. This is much more important when an org is newly developed or in the process of expansion.When the expansion of revolution, training staff to unify their thinking.Target-setting： A series of determined SMART targets to motivate andcontrol employees.Setting objective.The objective should be SMART-s

16、pecific,measurable,attainable,realisitic,time-specific. It is good for unity.Endeavoring the same objective is conducive development of company.3Explain why the introduction of teamworking is fundamental to the achievement of the goals of Scotia Airways and identify the main costs and benefits they

17、may encounter as result. The main value of team is their ability to assemble and empower employees to coordinate together, and use their talents to improve the organization. In teamworking, organisation will be clearly structured, and more fully participating in decisions and planning how work will

18、be performed. It also benefits the employees motivation and job satisfaction.Teamworking always can improve coordination/communication, staff development, conflict management quality and productivity.This is a virtuous cycle. For example, Members cooperate with each other in the team,and it improves

19、 coordination/communication ,because better coordination/communication can get better efficiency, it can improve quality and efficiency. Good coordination also is good for improving staff development. When staffs achieve goals, they will happy together. It helps to reduce conflict management.The las

20、t result is that companys productivity get improvement largely.But, team also takes some problem.Teamwork may have an unintended effect of fermenting hostility toward the managerial goal of making the teams fully self-managing. The conflicts between individual and team objectives.For example,Some me

21、mbersofthemanagementteamandmanyworkersareconcernedthatthe changeinstrategywillchangetheethosandcultureofthebusiness.Teamworking is not an one-day work, it will cost a long period of training.When company expand, it must adopt more team. But a good team must been trained ,it has to lots of spending.S

22、upervision should be applied in every stage of team process.In this case, a lot of things are decided by only Rosa.Because some team process dont apply, it isnt good to authorize.At another aspect,it increase managements cost.4Identify three factors that could impact upon team cohesion and performan

23、ce within Scotia Airways and assess their potential impact.These can improve cohesion selection of appropriate supervisor, team size, trust and effective delegationSelection of appropriate supervisor: A successful always have wise leader. The wise leader can release the potential power of team at th

24、e most. In this case, RosaDallevicisin overallcharge,assistedbyherlong-termcolleague,AzimIshtiaq.Shehasalso employedthesamepersonalassistant,KatrinWright,sinceshejoinedScotia andthishashelpedpromoteconsistencyandcontinuity. They are sensible leader. Rose alsoastrong anddecisivemanager. Though they d

25、ont create some value directly, staffs have enough enthusiasm and motivation due to appropriate supervisor.Team size: The size is the smaller the better normally. In this case Scotia Airwayshasbeenanincreaseinstaffinglevels,an increaseinbudgetsandanincreaseincapitalinvestment.Itcurrentlyemploysexecu

26、tivesand managersinmarketing,finance,HRandflightoperationswith operationalandadministrativestaffwithin eachdepartment. To expand the size appropriately is benefit to allow company adapt the trend in the future when company expands. Team always consist of simple people.In team they can release their

27、ability better. If team size is excessive ,it will take force in finance and also isnt good to management.In this article, Scotia Airways dont have the performance of team. They can make improvements in this aspect.Trust: Trust is good for improve team cohesion and performance. If a team discredit e

28、ach other ,it will disband quickly. In this case, Acultureoftrusthasbeen emphasisedanddevelopedbyboththemanagementandworkersandthishasservedtoenhancetheeffectiveness,efficiencyandoverallperformanceofthebusiness. It will boost Scotia Airways s staffs enthusiasm when trust has been a culture in compan

29、y.Effective delegation:It helps higher managers better administrate company.If higher managers deal with all things, he will be tired and have more error-prone. Therefore, it is important to delegate effectively. In this case, Thetargetsforscaleofprovision,passengervolumeandmarket sharearedetermined

30、byseniormanagers,andmiddleandjuniormanagersand employeesthenpopulatethedetailsintotheplan.It promotes efficiency.As far as Im considered these strategies can improve cohesiveness and performance, learning from mistakes and listening to others.Learning from mistakes can shortcoming and avoid the same mistakes in the future. Listening to others can get information that we dont have, sometime ,we get inspiration from the words of others.