Chapter 8 Flashcards
the way the elements in a job are organized
job design
a model proposing that any job can be described in terms of five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback
job characteristics model
the degree to which a job requires a variety of different activities
skill variety
the degree to which a job requires completion of a whole and identifiable piece of work
task identity
the degree to which a job has substantial impact on the lives or work of other people
task significance
the degree to which a job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out
autonomy
the degree to which carrying out the work activities required by a job results in the individual obtaining direct and clear information about the effectiveness of his or her performance
feedback
a predictive index that suggests the motivating potential in a job
motivating potential score
the periodic shifting of an employee from one task to another
job rotation
adding high-level responsibilities to a job to increase intrinsic motivation
job enrichment
constructing job so employees see the positive difference they can make in the lives of others directly through their work
relational job design
flexible work hours
flextime
working from home at least 2 days a week through virtual devices that are linked to the employer’s office
telecommuting
the worth of the job to the organization
internal equity
the competitiveness of an organization’s pay relative to pay in its industry
external equity
a participative process that uses the input of employees to increase employee commitment to organizational success
employee involvement and participation
a process i which subordinates share a significant degree of decision-making power with their immediate superiors
participative management
a system in which workers participate in organizational decision-making through a small group of representative employees
representative participation
a pay plan that bases a portion or all of an employee’s pay on some individual and/or organizational measure of performance
variable-pay program
a pay plan in which workers are paid a fixed sum for each unit of production completed
piece-rate pay plan
a pay plan based on performance appraisal ratings
merit-based pay plan
a pay plan that rewards employees for recent performance rather than historical performance
bonus
an organization-wide program that distributes compensation based on some established formula designed around a company’s profitability
profit-sharing plan
a company-established benefits plan in which employees acquire stock, often at below-market prices, as part of their benefits
employee stock ownership plan
a benefits plan that allows each employee to put together a benefits package tailored to his or her own needs and situation
flexible benefits
a plan to encourage specific employee behaviors by formally appreciating specific employee contributions
employee recognition program
