Chapter 8 - Motivation from Concepts to Applications Flashcards
The way the elements in a job are organized.
Job Design
A model that proposes 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 (JCM)
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 a 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 (MPS)
The periodic shifting of an employee from one task to another.
Job Rotation
Constructing jobs so employees see the positive difference they can make in the lives of others directly through their work.
Relational Job Design
An arrangement that allows two or more individuals to split a traditional 40-hour-a-week job.
Job Sharing
Working from home at least 2 days a week on a computer that is linked to the employer’s office.
Telecommuting
A participative process that uses the input of employees to increase employee commitment to organizational success.
Employee Involvement and Participation (EIP)
A process in 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 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 (ESOP)
A benefits plan that allows each employee to put together a benefits package individually 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
