Chapter 16: Individuals and job design Flashcards
What is a psychological contract?
The set of expectations held by an individual about working relationships with the organisation. A healthy one balances contributions made by an employee and inducements received in return.
What are contributions, and what are inducements?
A person offers contributions, or valued work activities, such as effort, time, creativity and loyalty.
Inducements are things of value that the organisation gives to the individual, such as pay, training, opportunities for growth and fringe benefits.
What is QWL?
Quality of work life (QWL) describes the overall quality of human experiences in the workplace, as this affects their overall lives. It affects quality of life. Good management can increase both.
What is the spillover-crossover model?
Spillover: process that happen at the intra-individual level (i.e. bringing work emotions back home)
Crossover: process that happens at the inter-individual level (i.e. transferring feelings of stress or fatigue to partner)
What is job satisfaction?
A measure of QWL - The degree to which an individual feels positively or negatively about a job. This is correlated with absenteeism and turnover, both of which influence HR.
Monetary rewards may not always be the answer to improving this.
What is job involvement, and what is organisational commitment?
Job involvement is defined as the extent to which an individual is dedicated to a job.
Organisational commitment is defined as the loyalty of an individual to the organisation.
What is job performance?
Job performance is the quantity and quality of task accomplishment by an individual or group.
Performance = ability x support x effort
This about that maths and maximisation of each term.
What is job design?
Job design is the allocation of specific work tasks to individuals and groups
What are the four different job designs?
Job simplification involves standardising work procedures and employing people in well-defined and highly specialised tasks.
Job rotation increases task variety by periodically shifting workers between jobs involving different tasks.
Job enlargement increases task variety by combining into one job two or more tasks previously assigned to separate workers
Job enrichment increases job depth by adding work planning and evaluating duties normally performed by a supervisor.
