Chapter 6

Question 1

Breaking down tasks to their simplest components and assigning them to employees so that each person would perform few tasks in a repetitive manner.

Example: McDonald’s workers

Answer 1

What is job specialization?

Question 2

Moving employees from job to job at regular intervals.

Example maids

Answer 2

Job Rotation

Question 3

Expanding the tasks performed by employees to add more variety.

Answer 3

Job Enlargement

Question 4

A job redesign technique allowing workers more control over how they perform their own tasks.

Answer 4

Job enrichment

Question 5

Proactive changes employees make in their own job descriptions.

Answer 5

Job Crafting

Question 6

Five core job dimensions leading to three critical psychological states, which lead to work related outcomes.

Answer 6

Job characteristic model

Question 7

Skill Variety: The extent your which the job requires a person to utilize multiple high level skills.

Task Identity: The degree to which a person is in charge of completing an identifiable piece of work from start to finish.

Task Significance: whether a persons job substantially affects other people’s work, health and well being.

Autonomy: The degree to which people have the freedom to decide how to perform their tasks.

Feedback: The degree to which people learn how effective they are being at work.

Answer 7

Core job characteristics

Question 8

1. Variety of tasks and skill required - is this person qualified?
2. Task identity -are the tasks easily identifiable?
3. Significance - Does this have a meaningful impact?
4. Autonomy -Do the tasks have freedom?
5. Feedback- Does the task provide feedback ?

Answer 8

Which job characteristics might lower employee turnover ?

Question 9

According to this formula autonomy and feedback are the most important elements in deciding motivating potential compared to skill variety task identity or task significance.

Answer 9

MPS=[(Skill Variety+ Task Identity + Task Significance)\3]x Autonomy x Feedback

Question 10

Research has shown that the desire for the five core job characteristics are not universal. one factor that affects how much of these characteristics people want or need is growth strength.

The degree to which a person has higher order needs, such as self esteem and self actualization.

Answer 10

Growth Need Strength

Question 11

The removal of conditions that make a person powerless.

It motivates employees through job design and it extends the idea of autonomy.

Answer 11

Empowerment

Question 12

The aspects of the work environment that give employees discretion and autonomy and enable them to do their jobs effectively.

Answer 12

Structural Empowerment

Question 13

One of the most influential theories of motivating. It improves performance by at least 20/25%

Answer 13

Goal Setting Theory

Question 14

1. Specific
2. Measurable- increasing sells to a region by 10%
3. Agressive (stretch goals )requires to make people work harder and smarter
4. Realistic - if a goal is impossible to reach it will have no motivational value.
5. Time bound -“by December of the current fiscal year”

Answer 14

Smart Goals

Question 15

1. Goals gives us direction
2. The goals tells you what to focus on and make you think outside the box
   3.goals energize people
   4 goals provide a challenge

Answer 15

Why do smart goals motivate ?

Question 16

1. Feedback- employees should receive feedback on the progress they are making toward goal accomplishment
2. Ability-Employees should have the skills knowledge and abilities to reach their goals
3. Goal commitment-refers to the degree to which a person is dedicated to reaching the goal.

Answer 16

When are goals more effective ?

Question 17

Learning decreases, adaptability declines and single mindedness develops , and ethical problems increase.

Answer 17

Are there downsides to goal setting ?

Question 18

1. Setting companywide goals derived from corporate strategy
2. determining team and department level goals
3. collaboratively setting individual level goals that are aligned with corporate strategy
4. developing an action plan
5. periodically reviewing performance and revising.

Answer 18

MB0(Management by Objectiveness)

Question 19

The collection of tool methods and procedures aiming to improve employee performance.

Answer 19

What is performance management ?

Question 20

A process in which employee performance is measured.

Answer 20

What is performance appraisal?

Question 21

A system where feedback is gathered from supervisions peers subordinates and sometimes even customers

Rather=Supervisior has

Answer 21

360 degree feedback

Question 22

Adequate notice - Letting employees know what criteria will be used during the appraisal.

Fair hearing - Enauring that there’s is two way communication during the appraisals process and the employees side of the story is heard

Judgement based on evidence - Documenting performance problems and using factual evidence .

Answer 22

What makes an effective appraisal system? I’m

Question 23

Before the meeting(Ask the person to complete a self appraisal complete the performance appraisal form avoid recency bias and handle the logistics)

During the meeting (Be sure to recognize effective performance give employees plenty of opportunities to talk show empathy and support set goals and create an action plan)

After the meeting(Continue to give the employees periodic a frequency that follow through on the goals that were set
)

Answer 23

Conducting an effective performance appraisal meeting

Question 24

Liking, leniency, and stereotypes

Answer 24

Managing potential by performance appraisals

Question 25

Perhaps the most tangible way in which companies put motivational theories into action is my instituting infinitive sustems. incentive are reward systems that Tie pay to performance

Answer 25

Performance incentives

Question 26

1. Piece rate incentives -
   Payments to employees made on the basis of their individual output
2. Bonuses- What time are you boys that follow specific accomplishments of employees
   3.Merit Pay -Giving employees a permanent pay raise based on past performance
   4.Rewarding sales employees with a percentage of sales volume or profits generated
   5.Employee recognition -awards awards plaques are other symbolic methods of recognition that convey appreciation for employee contribution
   6.Team Bonuses
   7.Gainsharing- A companywide program in which employees are rewarded for performance gains as compared to past performance
3. Profit Sharing- Programs involving sharing a percentage of a company profits with all employees
4. Stock Option- Giving an employee the right but not the obligation to purchase company stocks at a predetermined price.

Answer 26

Motivating employees performance incentive