Unit 4, Outcome 1 assessment task A: structured questions
Suggested answers
Question 1
Define the term ‘human resource management’.
The human resources area is a functional area of the
organisation. Human resource management can be defined as
those responsibilities that relate to the management of
employees or staff in order to increase both employee and
organisational efficiency. It includes areas such as recruitment
and selection, training, employee relations and performance
management.
Marking guide: 1 mark for a definition.
1 mark
Question 2
Describe the relationship between the human resource
function and business objectives and strategy.
The relationship between the human resource function and
business objectives and business strategy is that often the
difference between one organisation and another can be
attributed to its staff. Therefore, it is important for an
organisation to attract, retain and reward the best employees. A
productive and motivated workforce can ensure that the
organisation is able to achieve its business objectives and
strategic plans. Human resource management is at the
strategic level of the organisation.
Marking guide: 1 mark for identification that HRM is at the
strategic level, 2 marks for explaining the link to business
objectives, 3 marks for an explanation of objectives and
strategy.
3 marks
Question 3
Identify two employee expectations and two employer
expectations. Explain how these employee and employer
expectations could be in conflict.
Two employee expectations are: (1) to be paid a fair wage or
salary and (2) to gain job satisfaction with the tasks and work
that they complete. Two expectations of employers are: (1) that
employees will complete their work and tasks to an acceptable
standard and (2) that the employees will act in a professional
manner.
While the expectations of both are clear, there can be some
conflict in expectations between employees and employers. For
example, employees may feel that their pay and conditions are
not enough for the amount or type of work they do; on the other
hand, employers may believe that the employees are not
working hard enough for the wage they receive.
Marking guide: 1 mark for two employee expectations. Others
include: finishing work on time; having flexible hours and
conditions; opportunities to improve skills and promotion.
1 mark for two employer expectations. Others include: work is
completed by the set deadline; customers and clients are
treated well; employees are committed to the organisation;
employees work cooperatively with others. 1 mark for how they
may be in conflict with each other.
3 marks
Question 4
a. Describe Edwin Locke’s goal-setting theory. Compare
and contrast this with Maslow’s hierarchy of needs.
Edwin Locke’s goal-setting theory is a motivational
technique that is concerned with the effect that setting
goals has on a person’s performance. There are two
factors that should be taken into account: goal difficulty and
goal specificity. If the goals that are set are clear and
explicit and employees have a say in these, then they are
more likely to have a commitment to the organisation (as
their goals align with those of their department and the
organisation) and to completion of their work tasks.
Maslow’s hierarchy of needs relates to a theory of
motivation that establishes that individuals have needs that
can be categorised in the form of a hierarchy. From the
bottom up, the hierarchy of needs starts with basic
physiological needs, such as water, food and safety, and
moves up to higher level needs, such as self-actualisation
and personal development. This theory recognises that the
each level of an individual’s needs must be satisfied before
the next level of needs acts as the motivator.
The two theories are similar in that Locke’s goal setting and
Maslow’s higher order needs relate to individuals and how
they can be self-motivated regarding their work. Locke’s
theory focuses on the need for explicit and clear goals
whereas Maslow’s theory is based on sociology and
psychology; therefore, some of these needs, such as
physiological and security needs, are not goal specific.
Maslow’s theory also argues that unless these basic or
lower order needs are met then people, including
employees, cannot move to a higher level and be motivated
regarding their work.
Marking guide: 1 mark for an explanation of each theory (2
marks), 1 mark for a comparison of the two theories, 1
mark for explaining how the two theories contrast.
b. Using Locke’s theory, describe strategies that Sara
could use to improve staff motivation and job
satisfaction.
Sara could use Locke’s theory to improve motivation and
job satisfaction by allowing employees and their managers
to develop a set of clear goals and objectives. If these
goals are set and are challenging without being too difficult
to attain and are specific, it will allow employees to have a
focus and be clear about what they need to complete. If
goals and tasks are set, then employees may feel that they
have something to work towards and, therefore, job
satisfaction and motivation should improve.
Marking guide: 1 mark for explaining a link between the use
of Locke’s theory and motivation, 2 marks for explaining
how Locke’s theory can be used to improve motivation.
4 + 3 = 7 marks