MGMT Chapter 6 Terms
MPS (Motivating Potential)
= ((Skill Variety + Task Identity + Task Significance) ÷ 3) × Autonomy × Feedback autonomy and feedback more important
Performance Appraisal
A process in which a rater or raters evaluate the performance of another employee
360-degree Feedback
A system where feedback is gathered from supervisors, peers, subordinates, and customers
Management by Objectives (MBO)
Setting companywide goals derived from corporate strategy Determining team- and department-level goals Collaboratively setting individual-level goals that are aligned with corporate strategy Developing an action plan Periodically reviewing performance and revising goals
Growth Need Strength
The degree to which a person has higher order needs such as self esteem and self actualization
Empowerment
The removal of conditions that makes a person powerless
When Are Goals More Effective?
When they receive feedback, when they have the ability, and when they have goal commitment
Bonuses
are one-time rewards that follow specific accomplishments of employees
Fair Hearing
ensuring that there is two-way communication during the appraisal process and the employee's side of the story is heard
Job Specialization
entails breaking down jobs into their simplest components and assigning them to employees so that each person would perform a select number of tasks in a repetitive manner.
Stock Option
gives an employee the right, but not the obligation, to purchase company stocks at a predetermined price
Sales Commissions
involve rewarding sales employees with a percentage of sales volume or profits generated
Judgment Based on Evidence
involves documenting performance problems and using factual evidence as opposed to personal opinions when rating performance.
Merit Pay
involves giving employees a permanent pay raise based on past performance
Adequate Notice
involves letting employees know what criteria will be used during the appraisal
Job Rotation
involves moving employees from job to job at regular intervals
Gainsharing
is a companywide program in which employees are rewarded for performance gains compared to past performance
SMART Goal
is a goal that is specific, measurable, aggressive, realistic, and time-bound
Job Enrichment
is a job redesign technique that allows workers more control over how they perform their own tasks. This approach allows employees to take on more responsibility
Autonomy
is the degree to which a person has the freedom to decide how to perform his or her tasks.
Profit Sharing
programs involve sharing a percentage of company profits with all employees
Job Enlargement
refers to expanding the tasks performed by employees to add more variety. By giving employees several different tasks to be performed, as opposed to limiting their activities to a small number of tasks, organizations hope to reduce boredom and monotony as well as utilize human resources more effectively
Structural Empowerment
refers to the aspects of the work environment that give employees discretion, autonomy, and the ability to do their jobs effectively. The idea is that the presence of certain structural factors helps empower people, but in the end empowerment is a perception.
Goal Commitment
refers to the degree to which a person is dedicated to reaching the goal
Task Identity
refers to the degree to which a person is in charge of completing an identifiable piece of work from start to finish
Feedback
refers to the degree to which people learn how effective they are being at work
Skill Variety
refers to the extent to which the job requires a person to utilize multiple high-level skills
Task Significance
refers to whether a person's job substantially affects other people's work, health, or well-being
Job Characteristics Model
the model describes five core job dimensions leading to three critical psychological states, resulting in work-related outcomes.
Piece Rate Incentives
when employees are paid on the basis of individual output they produce