3023 chap 8

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3023 chap 8
2011-10-25 00:27:27
3023 chap

3023 chap 8
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  1. Job Characteristics Model
    developed by richard hackman and greg oldham
    • 1. Skill Variety- the degree to which a job requires a variety of different activites so the worker can use a number of different skills and talent
    • 2.Task Identity-the degree to which a job requires completion of a whole and identifiable piece of work.
    • 3. Task significance- the degree to which a job has pact on the lives or work of other people.
    • 4.Autonomy-the degree to which a job provides the worker freedom, independence, and discretion in scheduling the work and determing the procedures in carryin it out.
    • 5.Feedback-the degree to which carrying out work activities generates direct and clear information about your peformance.
  2. MPS
    motivating potential score
    A predictive index that suggests the motivating potential in a job
  3. job rotation
    of the periodic shifting of an employee from take to another with similar skill requirements at the same organizational level. also called cross training.
  4. Types of Alternative Work
    • Flextime-employees must work a specific number ofhours per week, but are free to vary their hours of work within certain limits.drawback is not applicable to every job
    • Job Sharing-allows two or more individuals to plit a traditional 40 hour a week job. drawback from managements perspective is finding compatible pairs of employees who successfully coordinate the intricacies of one job.
    • Telecomuting-refers working at home at least 2 days a week on a computer linked to the employers
    • 3 categories
    • routine info handling tasks, mobile activities and professional and other knowledgeable related tasks.
    • downside=direct supervision
  5. Participative Management
    • joint decision making
    • which subbordinates sare a significant degree of decision making power with their immediate superiors.
  6. represenative particpation
    most widely legislated form of employee involvement around the world. Redistribute power within an organization putting labor on a more equal footing with the interest of management and stockholder by letting workers be rep by a small group of employees who actually participate.
  7. Types of Variable Pay Programs
    • Piece rate pay- means of compensating production workers by paying a fixed sum for each unit of production completed. harder you work, more you earn.
    • Merit based pay- pays for individual performance based on peformance appraisal rating.
    • Bonuses- a significant component of total compensation for many jobs.
    • Skill Based Pay- (competency based or knowledge-based pay- an alt to job based pay that bases pay level on how many skills employees have or how many jobs they can do.
    • Profit sharing plans- organizationwide programs that distributes compensation based on some established formula designed around a companys profitability.
    • Gainsharing- formual based group incentive plan that used improvements in group productivity from one period to another determin the total amount of money allocated.
    • Employee stock ownership plan-company establised benefit plan which employees acquire stock often a below market prices as part of their benefits.
  8. Types of Flexible Benefits Plan
    • individualize rewards by allowing each employee to choose the compensation package the best satisfies his or her current needs and situationl
    • MODULAR PLANS- predesigned packages or modules of benefits each of which meets te needs of specific group of employees.
    • CORE PLUS PLANS- consist of a core essential benefits and menulike slection of others from which employees can select.
    • FLEXIBLE SPENDING PLANS-allow employees to set aside pretax dollars up to dollar amount offered in the plan to pay for particular benefits, such as health care and dental preminums.