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POM > Chapter 7: Job Design and Delegation > Flashcards

Chapter 7: Job Design and Delegation Flashcards

0
Q

Organisational designs should support and facilitate

A

Employees doing work efficiently and effectively

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1
Q

The challenges of organisational designs are

A

Keep employees connected

Managing global structural issues

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2
Q

A major structural design challenger is

A

Offering flexibility

Keeping widely dispersed, mobile employees connected to the organisation

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3
Q

Employees should be connected to

A

The organisation

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4
Q

What tools help organisations and employees stay connected?

A

Mobile computing

Communication technology

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5
Q

Mobile computing, with wireless network enable

A

Email
Calendar
Contacts

Access to:
Corporate database
Company intranets

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6
Q

Communication technology include

A

Videoconferencing

Using broadband and webcams

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7
Q

What is the constantly changing encryption code to log into corporate network?

A

Key fobs

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8
Q

What can you get from corporate network

A

Email

Company data

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9
Q

Mobile phones can switch

A

Seamlessly between cellular networks and corporate Wi-Fi connections

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10
Q

Flexibility allows doing work

A

Anywhere

anytime

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11
Q

An issue in flexibility is

A

Security

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12
Q

To ensure security companies need to

A

Protect their important and sensitive information

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13
Q

What is used to ensure security

A

Software

Disabling devices

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14
Q

Organisations worldwide have similar

A

Structure

Strategies

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15
Q

Organsiations worldwide have different

A

Behaviour

Which maintains cultural uniqueness

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16
Q

Cultural implications may affect

A

Structural design elements

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17
Q

Structural design elements are

A

Formalization

Mechanistic structure

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18
Q

Formalization is less important in

A

Economically developed countries

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19
Q

Economically developed countries have

A

Employees with higher levels of
Professional education
Skills

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20
Q

People who accept mechanistic structures have

A

High power distance

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21
Q

Countries that have high power distance include

A

Greece
France
Most Latin America

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22
Q

Formalization refers to

A

Rules

Bureaucratic mechanisms

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23
Q

No matter what, design should help

A

Support and facilitate organisation members to carry it work
Help employees do work most effectively and efficiently

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24
Q

An organisation structure is simply

A

A means to an end

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25
Q

Job satisfaction is

A

The motivation from performing job components that provide rewards to employees needs

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26
Q

Routine tasks

A

Have little inherent satisfaction

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27
Q

Job design uses

A

Motivational theories

To structure work

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28
Q

Job design aims to improve

A

Satisfaction

Productivity

29
Q

Job design refers to

A

The way tasks are combined to complete jobs

30
Q

There are different combinations hence

A

Variety of job designs

31
Q

The 4 major approaches to job design are

A

Job simplification
Job rotation
Job enlargement
Job enrichment

32
Q

In job simplification, job holders

A 
Small no. of tasks to perform
Tasks are narrow 
Simple
Repetitive 
Standardized
33
Q

What are the advantages of job simplification?

A 
Increase efficiency 
Worker interchangeable (little training, skill judgement required)
34
Q

What are the disadvantages of job simplification

A

Reduce job satisfaction

Boring, narrow, repetitive tasks

35
Q

Job rotation is

A

Periodically shifting workers
Through set of jobs
In a planned sequence

Increases the number of different tasks
Without increasing complexity of job

36
Q

Advantages of job rotation are

A

Reduces boredom
Facilitates cross training
Allow for employee development

37
Q

The disadvantages of job rotation are

A

Increased training costs

Decrease productivity by moving worker to new task

38
Q

Job enlargement is also known as

A

Broadening job scope

39
Q

Job enlargement is the

A

Allocation of wider variety to a job

40
Q

The purpose of job enlargement is to

A

Make it more challenging and stimulating

41
Q

The success of job broadening is

A

Limited because a few more similar tasks does not make it challenging

42
Q

Job enrichment is the process of

A

Expanding a person’s responsibilities

43
Q

When someone’s responsibilities are expanded, work becomes

A

Challenging

Satisfying

44
Q

A persons responsibilities are expanded;

A

Specialized tasks are expanded

45
Q

Expansion of specialised tasks allows

A

Greater decision making responsibility
Autonomy
Increased job depth

46
Q

Job depth is

A

the degree to which individuals can plan and control the work involved in their jobs

47
Q

A guide to job enrichment is the

A

job characteristics model

48
Q

The 3 elements of the jcm are

A

Core job characteristics
Critical psychological states
Outcomes

49
Q

The core job characteristics are

A 
Skill variety
Task identity
Task significance
Autonomy
Feedback
50
Q

Skill variety is the

A

Extent to which a job entails

Number of activities that require different skills

51
Q

Task identity is

A

The degree to which the job allow the completion of a major identifiable piece of work
Instead of just a fragment

52
Q

Task significant is

A

The extent to which the worker sees job output

As having important impact on others

53
Q

Autonomy is

A

The amount of discretion allowed in
Determining schedules and work methods
To achieve require output

54
Q

Feedback is

A

The degree to which the job provides
Clear
Timely information about performance results

55
Q

What are the critical psychological states workers would experience?

A

Work is meaningful
Know that they are responsible for outcomes
Actually finding out about results

56
Q

The outcomes are

A

High internal work motivation
High quality work performance
high satisfaction with work
Low absenteeism and turnover

57
Q

When are work teams used?

A

When work is designed around groups instead of individuals

58
Q

The two work teams are

A

Integrated work teams

Autonomous work teams

59
Q

Integrated work teams

A

Accomplish many tasks
Make specific assignments to members
Rotate jobs among themselves
Have supervisor overseeing

60
Q

Integrated work teams are used in

A

Building maintenance

Construction

61
Q

Autonomous teams have

A

Given goal to achieve
Wider range of discretion
Free to determine work assignments, rest breaks, Inspection procedures
Select their own members
Supervisory positions become less important

62
Q

Work schedules increase

A

Job satisfaction and motivation

By employees meeting their needs (personal and work)

63
Q

The work schedules are

A

Flexitime
Compressed workweek
Job sharing
Telecommuting

64
Q

Flexitime is known as

A

Flexible working hours

65
Q

Flexitime is a work schedule that

A

Specifies certain core hours when individuals are expected to be on job
Allows flexibility in starting and quitting times as long as the work the total number is required hours per day

66
Q

Compressed workweek is a

A

Work schedule whereby employees work four 10-hr days
Instead of 5 8hr days

Maintain full time weekly hours

67
Q

Job sharing is a

A

Work practice in which 2 or more people share a full time job
Total hours worked add up to a full time position

68
Q

Job sharing is used to

A

Avoid employee layoffs

During economic downturns

69
Q

Telecommuting is an

A

Arrangement that allows employees to perform regular work duties from home or at another location

70
Q

Telecommuting implies that workers

A

commute to work by electronic means

POM (16 decks)

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