304 ch8.txt

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tuchiyama10
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199884
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304 ch8.txt
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2013-02-11 22:02:52
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  1. Job design
    The way the elements in a job are organized
  2. Job characteristics model (JCM)
    • 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
  3. Skill variety
    The degree to which a job requires a variety of different activities
  4. Task identity
    The degree to which a job requires completion of a whole and identifiable piece of work
  5. Task significance
    The degree to which a job has a substantial impact on the lives or work of other people
  6. 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 but used in carrying it out
  7. 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
  8. Motivating potential score (MPS)
    A predictive index that suggests the motivating potential in a job
  9. Job rotation
    The periodic shifting of an employee from one task to another
  10. Job enrichment
    The vertical expansion of jobs, which increases the degree to which the worker controls the planning, execution, and evaluation of the work
  11. Flextime
    Flexible work hours
  12. Job sharing
    An arrangement that allows two or more individuals to split a traditional 40-hours/week job
  13. Telecommuting
    Working from home at least 2 days a week on a computer that is linked to the employer’s office
  14. Employee involvement
    A participative process that uses the input of employees and is intended to increase employee commitment to an org’s success
  15. Participative management
    A process in which subordinates share a significant degree of decision-making power with their immediate supervisors
  16. Representative participation
    A system in which workers participate in org decision making through a small group of representative employees
  17. Variable-pay program
    A pay plan that bases a portion of an employee’s pay on some individual and/or org measure of performance
  18. Piece-rate pay plan
    A pay plan in which workers are paid a fixed sum for each unit of production completed
  19. Merit-based pay plan
    A pay plan based on performance appraisal ratings
  20. Bonus
    A pay plan that rewards employees for recent performance rather than historical performance
  21. Skill-based pay
    A pay plan that sets pay levels on the basis of how many skills employees have or how many jobs they can do
  22. Profit-sharing plan
    An org-wide program that distributes compensation based on some established formula designed around a company’s profitability
  23. Gainsharing
    A formula-based group incentive plan
  24. Employee stock ownership plan (ESOP)
    A company-established benefits plan in which employees acquire stock, often at below-market prices, as part of their benefits
  25. Flexible benefits
    A benefits plan that allows each employee to put together a benefits package individually tailored to his or her own needs and situation

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