Chapter 8: From Concepts to Applications of Motivation Flashcards
job design
the way the elements in a job are organized
job characteristics model
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
skill variety
the degree to which a job requires a variety of different activities
task significance
the degree to which a job has a substantial impact on the lives or work of other people
autonomy
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
feedback
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
motivating potential score
a predictive that suggests the motivating potential in a job
job rotation
the periodic shifting of an employee from one task to another
job enrichment
adding high level responsibilities to a job to increase intrinsic motivation
relational job design
constructing jobs so employees see the positive difference they can make in the lives of others directly through their work
flextime
flexible work hours (generally go in and work 2 days a week in the office)
job sharing
an arrangement that allows two or more individuals to split a traditional 40 hour a week job
telecommuting
working from home at least 2 days a week through virtual devices that are linked to the employer’s office
employee involvement and participation
a participative process that uses the input of employees to increase the employee commitment to organizational success
participative management
a process in which subordinates share a significant degree to decision making power with their immediate superiors
representative participation
a system in which workers participate in organizational decision making through a small group of representative employees
variable pay program
a play plan that bases a portion or all of an employee’s pay on some individual and/or organizational measure of performance
piece-rate pay plan
a play plan in which workers are paid a fixed sum for each unit of production completed
merit based pay plan
a pay plan based on performance appraisal ratings
bonus
a pay plan that rewards employees for recent performance rather than historical performance
profit sharing plan
an organization wide program that distributes compensation based on some established formula designed around a company’s profitability
employment stock ownership plan
a company established benefits plan in which employees acquire stock, often at below-market prices, as part of their benefits
flexible benefits
a benefits plan that allows each employee to put together a benefits package tailored to his or her own needs and situation
employee recognition program
a plan to encourage specific employee behaviors by formally appreciating specific employee contributions
