Chapter 8 " Motivation: From Concepts to Applications"

Card Set Information

Chapter 8 " Motivation: From Concepts to Applications"
2011-06-06 03:53:21
Chapter MGMT

Chapter 8 " Motivation: From Concepts to Applications"
Show Answers:

  1. The way the elements in a job are organized
    job design
  2. 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)
  3. The degree to which a job requires a variety of different activities
    skill variety
  4. The degree to which a job requires completion of a whole and identifiable piece of work
    task significance
  5. 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 in out.
  6. 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.
  7. A predictive index that suggests the motivating potential in a job
    motivating potential score (MPS)
  8. The periodic shifting of an employee from one task to another
    job rotation
  9. The vertical expansion of jobs, which increases the degree to which the worker controls the planning, execution, and evaluation of the work
    job enrichment
  10. Flexible work hours
  11. An arrangement that allows two or more individuals to split a traditional 40-hour-a-week job.
    job sharing
  12. Working from home at least two days a week on a computer that is linked to the employer's office
  13. A participative process that uses the input of employees and is intended to increase employee commitment to an organization's success
    employee involvement
  14. A process in which subordinates share a significant degree of decision-making power with their immediate superiors.
    participative management
  15. A system in which workers participate in organizational decision making through a small group of representative employees
    representative participation
  16. A pay plan that bases a portion of an employee's pay on some individual and/ or organizational measure of performance
    variable-pay program
  17. A pay plan in which workers are paid a fixed sum of each unit of production completed.
    piece-rate pay plan
  18. A pay plan based on performance appraisal ratings
    merit-based pay plan
  19. A pay plan that rewards employees for recent performance rather than historical performance
  20. A pay plan that sets pay levels on the basis on how many skills employees have or how many jobs they can do.
    skill-based pay
  21. An organization wide program that distributes compensation based on some established formula designed around a company's profitability
    profit-sharing plan
  22. A formula-based group incentive plan
  23. 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)
  24. 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