Chapter 8 " Motivation: From Concepts to Applications"

The way the elements in a job are organized

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

The degree to which a job requires a variety of different activities

The degree to which a job requires completion of a whole and identifiable piece of work

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.

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.

A predictive index that suggests the motivating potential in a job

The periodic shifting of an employee from one task to another

The vertical expansion of jobs, which increases the degree to which the worker controls the planning, execution, and evaluation of the work

Flexible work hours

An arrangement that allows two or more individuals to split a traditional 40-hour-a-week job.

Working from home at least two days a week on a computer that is linked to the employer's office

A participative process that uses the input of employees and is intended to increase employee commitment to an organization's success

A process in which subordinates share a significant degree of decision-making power with their immediate superiors.

A system in which workers participate in organizational decision making through a small group of representative employees

A pay plan that bases a portion of an employee's pay on some individual and/ or organizational measure of performance

A pay plan in which workers are paid a fixed sum of each unit of production completed.

A pay plan based on performance appraisal ratings

A pay plan that rewards employees for recent performance rather than historical performance

A pay plan that sets pay levels on the basis on how many skills employees have or how many jobs they can do.

An organization wide program that distributes compensation based on some established formula designed around a company's profitability

A formula-based group incentive plan

A company-established benefits plan in which employees acquire stock, often at below-market prices, as part of their benefits

A benefits plan that allows each employee to put together a benefits package individually tailored to his or her own needs and situation