Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

COM 220 > Chapter 6 > Flashcards

Chapter 6 Flashcards

1
Q

Piece-rate

A

A pay system in which individual workers are paid a certain sum of money for each unit of production completed

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Wage incentive plans

A

Various systems that link pay to performance on production jobs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Why are wage incentive plans great?

A
  • They increase employees’ productivity

- Decrease turnover

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

What are potential problems with wage incentive plans?

A
  • Lowered quality
  • Differential opportunity
  • Reduced Cooperation
  • Incompatible Job Design
  • Restriction of Productivity
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Restriction of Productivity

A

The artificial limitation of work output that can ovcur under wage incentive plans

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Merit pay plans

A

Systems that attempt to link pay to performance on white-collar jobs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

What are potential problems with merit pay plans?

A
  • Low discrimination
  • Small increases
  • Pay secrecy (should inform employees of the average raise received by those doing similar work)
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Lump sum bonus

A

Merit pay that is awarded in a single payment and not built into base pay

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Profit sharing

A

The return of some company profit to employees in the form of a cash bonus or a retirement supplement

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Employee stock ownership plans (ESOPs)

A

Incentive plans that allow employees to own a set amount of a company’s shares and provide employees with a stake in the company’s future earnings and success

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Gainsharing

A

A group pay incentive plan based on productivity or performance improvements over which the workforce has some control

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Skill-based pay

A

A system in which people are paid according to the number of job skills they have acquired

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Job design

A

The structure, content and configuration of a person’s work tasks and roles

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Job scope

A

The breadth and depth of a job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Breadth

A

The number of different activities performed on a job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Depth

A

The degree of discretion or control a worker has over how work tasks are performed

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Job rotation

A

Rotating employees to different tasks and jobs in an organization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

Job Characteristics Model

A

There are several key characteristics of jobs that influence the psychological state of workers, which in turn leads to certain outcomes.

19
Q

Core Job Charcteristics

A
  • Skill Variety
  • Autonomy
  • Task significance
  • Task identity
  • Feedback
20
Q

Skill variety

A

The opportunity to do a verity of job activities using various skills and talents

21
Q

Autonomy

A

The freedom to schedule one’s own work activities and decide work procedures

22
Q

Task significance

A

The impact that a job has on other people

23
Q

Task identity

A

The extent to which a job involves doing a complete piece of work, from beginning to end

24
Q

Feedback

A

Information about the effectiveness of one’s work performance

25
Q

Growth need strength

A

The extent to which people desire to achieve higher-order need satisfaction by performing their jobs

26
Q

Job enrichment

A

The design of jobs to enhance intrinsic motivation, quality of working life, and job involvement

27
Q

Job involvement

A

A cognitive state of psychological identification with one’s job and the importance of work to one’s total self-image

28
Q

Potential problems with Job Enrichment

A
  • Poor diagnosis
  • Lack of desire or skill
  • Demand for rewards
  • Union Resistance
29
Q

Job enlargement

A

Increasing job breadth by giving employees more tasks at the same level to perform but leaving other core characteristics unchanged

30
Q

Work design characteristics

A

Attributes of the task, job, and social and organizational environment

31
Q

Task charateristics

A

How the work itself is accomplished and the range and nature of tasks associated with a particular job

32
Q

Knowledge characteristics

A

The kinds of knowledge, skill and ability demands that are placed on an individual as a function of what is done on the job

33
Q

Social characteristics

A

The interpersonal and social aspects of work

34
Q

Contextual characteristics

A

The context within which work is performed, including the physical and environmental contexts

35
Q

Relational architechture of jobs

A

The structural properties of work that shape employees’ opportunities to connect and interact with other people

36
Q

Prosocial motivation

A

The desire to expend effort to benefit other people

37
Q

Management by Objectives (MBO)

A

An elaborate, systematic, ongoing program designed to facilitate goal establishment, goal accomplishment and employee development

38
Q

How to do MBO

A
  1. Manager meets workers to develop employee objectives- specific, quantifiable, put in writing
  2. Periodic meeting to monitor employee progress
  3. Appraisal meeting to evaluate extent to which objectives were or weren’t accomplished
  4. Repeat
39
Q

Flexible work arrangements

A

Work options that permit flexibility in terms of “where” and/or “when” work is completed

40
Q

Flex-time

A

An alternative work schedule in which arrival and departure times are flexible

41
Q

Compressed workweek

A

An alternative work schedule in which employees work fewer than the normal five days a week but still put in a normal number of hours per week

42
Q

Job sharing

A

An alternative schedule in which two part-time employees divide the work of a full-time job

43
Q

Work sharing

A

Reducing the number of hours employees work to avoid layoffs when there is a reduction in normal business activity

44
Q

Telecommuting

A

A system by which employees are able to work at remote locations but stay in touch with their offices through the use of information and communication technology

COM 220 (9 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions