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HRM > Chapter 8: Applied Motivation > Flashcards

Chapter 8: Applied Motivation Flashcards

1
Q

Designed jobs give internal rewards

A

Job Characteristics Model

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2
Q

The periodic shifting of an employee from one task to another

A

Job Rotation

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3
Q

Increasing the degree to which the worker controls the planning, execution, and evaluation of the work

A

Job Enrichment

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4
Q

Designing work so employees are motivated to promote the well-being of the organization’s beneficiaries

A

Relational Job Design

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5
Q

Alternative Work Arrangements

A
  • Flextime
  • Job Sharing
  • Telecommuting
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6
Q

A participative process that uses the input of employees to increase their commitment to the organization’s success

A

Employee Involvement

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7
Q

Two types of Employee Involvement

A
  • Participative Management

- Representative Participation

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8
Q

Subordinates share a significant degree of decision-making power with superiors

A

Participative Management

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9
Q

Workers are represented by a small group of employees who participate in decisions affecting personnel

A

Representative Participation

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10
Q

Consistent with participative management

A

Theory Y

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11
Q

Consistent with the more autocratic style of managing

A

Theory X

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12
Q

Employee involvement programs could provide intrinsic motivation by increasing opportunities for growth, responsibility, and involvement in the work itself

A

Two-factor theory

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13
Q

Major strategic rewards decisions

A

-What to pay employees
-How to pay individual employees
-What benefits to offer
-How to construct employee
recognition programs

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14
Q

The worth of the job to the organization

A

Internal Equity

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15
Q

The external competitiveness of an organization’s pay relative to pay elsewhere in its industry

A

External Equity

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16
Q

Base a portion of the pay on a given measure of performance

A

Variable-Pay Programs

17
Q

Seven types of Variable-Pay Programs

A
  • Piece-rate pay plan
  • Merit-based pay
  • Bonuses
  • Skill-based pay
  • Profit-sharing plans
  • Gainsharing
  • Employee-stock ownership plan (ESOP)
18
Q

Workers are paid a fixed sum for each unit of production completed

A

Piece-Rate Pay

19
Q

Pay is based on individual performance appraisal ratings

A

Merit-Based Pay

20
Q

Rewards employees for recent performance

A

Bonuses

21
Q

Pay is based on skills acquired instead of job title or rank – doesn’t address the level of performance

A

Skill-Based Pay

22
Q

Organization-wide programs that distribute compensation based on an established formula designed around profitability

A

Profit-Sharing Plans

23
Q

Compensation based on sharing of gains from improved productivity

A

Gainsharing

24
Q

Plans in which employees acquire stock, often at below-market prices

A

Employee Stock Ownership Plans (ESOPs)

25
Q

Can be as simple as a spontaneous comment
Can be formalized in a program
Recognition is the most powerful workplace motivator – and the least expensive – but fairness is important

A

Employee recognition programs

26
Q

Job Characteristics Model

A
  • Skill variety
  • Task identity
  • Task significance
  • Autonomy
  • Feedback
27
Q

Is the degree to which a job requires different activities using specialized skill and talents

A

Skill Variety

28
Q

Is the degree to which a job requires completion of a whole and identifiable piece of work

A

Task Identity

29
Q

Is the degree to which a job affects the lives or work of other people

A

Task Significance

30
Q

Is the degree to which a job provides the worker freedom, independence, and discretion in scheduling work and determining the procedures for carrying it out

A

Autonomy

31
Q

Is the degree to which carrying out work activities generates direct and clear information about your own performance

A

Feedback

HRM (7 decks)

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