Ch 6 Applied Performance Practices

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knowledge of results

an awareness of the work outcomes based on information from the job itself

One issue with membership and seniority-based rewards is that they

do not directly motivate job performance

self-determination

employees feel that they have freedom, independence and discretion over their work activities

impact

employees view themselves as active participants in the organization; they believe their decisions and actions have an influence on the company's success

Which core job characteristic affects experienced responsibility for work outcomes?

autonomy

Which rewards system motivates employees to learn new skills?

competency-based

natural grouping

naturally groups tasks together to complete an entire product; forming natural work units

_________ is the degree to which a job requires completion of a whole or identifiable piece of work, such as assembling an entire broadband modem rather than just soldering in the circuity.

task identity

________ is the process of assigning tasks to a job

job design

Studies have shown that performance-based rewards

will motivate most employees but only under the right conditions

autonomy

a key ingredient for intrinsic motivation; freedom, independence, and discretion in scheduling the work determining the procedures to be used to complete the work

skill-based pay

a more specific variation of competency-based rewards in which people receive higher pay determined by their master of measurable skills

task analyzability

how much the job can be performed using known procedures and rules

task variability

how predictable the job duties are from one day to the nest

Employees at CyberTech perform repetitive jobs that have resulted in boredom as well as repetitive strain injury. Technology makes it difficult to combine existing jobs, but the company wants to make employees more multiskilled. Which of the following would be best help CyberTech to improve this situation?

introduce job rotation

Team rewards are better than individual rewards when employees work in highly interdependent jobs because

it is difficult to measure individual performance in these situations

What type of reward system uses job evaluation?

job status-based rewards

One of the disadvantages of membership and seniority-based rewards is that they

may weaken job performance by generating continuance rather than effective commitment

Which of the psychological empowerment dimensions is possessed by employees when they care about their work and believe that what they do is important?

meaning

growth need strength

refers to an individual's need for personal growth and development, such as work that offers challenges, cognitive stimulation, learning, and independent thought and action

Which are included under constructive thought strategies in self-leadership?

self-talk and mental imagery

Most job evaluation methods use what three criteria to determine the "worth" of a job within the organization?

skill/effort required, working conditions, and level of responsiblity

self-leadership

specific cognitive and behavioral strategies to achieve personal goals and standards through self-direction and self-motivation

experienced meaningfulness

the belief that one's work is worthwhile and important; skill variety, task identity, and task significance directly contribute to it

skill variety

the extent to which employees must use different skills and talents to perform tasks within their jobs

task interdependence

the extent to which team members must share materials, information, or expertise in order to perform their jobs

self-talk

the process of talking to ourselves about our own thoughts or actions

job specialization

the result of a division of labor, in which work is subdivided into separate jobs assigned to different people

cycle time

time required to complete the task before starting over with another item or client

Our strategy to support psychological empowerment is to enhance ________, which refers to changing the workplace conditions or environment.

structural empowerment

job enrichment

the practice of giving employees more responsibility for scheduling, coordinating, and planning their own work

job enlargement

the practice of increasing the number and variety of related tasks assigned to a job

scientific management

the practice of systematically partitioning work into its smallest elements and standardizing tasks to achieve maximum efficiency

mental imagery

the process of mentally practicing a task and visualizing its successful completion

Which is an individual reward?

commision

commisions

pay depends on the sales volume they generate

psychological empowerment

a perceptual and emotional state in which people experience more self-determination, meaning, competence, and impact regarding their role in the organization

job characteristics model

a job design model that relates the motivational properties of jobs to specific personal and organizational consequences of those properties

employee stock ownership plan (ESOP)

a reward system that encourages employees to buy company stock

stock options

a reward system that gives employees the right to purchase company stock at a future date at a predetermined price

profit-sharing plan

a reward system that pays bonuses to employees on the basis of the previous year's level of corporate profits

experienced responsbility

a sense of being personally accountable for the work outcomes; autonomy directly contributes to feelings of this

gainsharing plan

a team-based reward that calculates bonuses from the work unit's cost savings and productivity improvement

Which motivates employees to continuously learn skills that will keep them employed?

competency-based rewards

competence

employees are confident about their ability to perform the work well and have a capacity to grow with new challenges

meaning

employees care about their work and believe that what they do is important

Which work environment factors would support self-leadership?

employees have some degree of autonomy

One disadvantage of job specialization is that

employees often do not see where their job fits in the overall production output

A reward system that calculates bonuses from the work's unit's cost savings and productivity improvement is known as a

gainsharing plan

People in countries that have __________ tend to have high levels of respect and priority for money.

high power distance

establishing client relationships

involves putting employees in direct contact with their clients rather than using another job group or the supervisor as the liaison between the employee and customer

Which rewards system represents the largest portion of most individuals' paychecks?

membership/seniority-based

The term "golden handcuffs" is most applicable to which of the types of rewards?

membership/seniority-based rewards

Men and women view the meaning of money differently in that

men view money as a symbol of status

For rewards to be relevant, they should be tied to

performance within the employee's control

One of the limitations of ESOPs, profit-sharing plans and stock options s that they

provide a weak link between individual effort and company and/or stock performamce

Empowerment includes which four characteristics?

self-determination, meaning, competence, and impact

Catrina decided to do a more enjoyable task after completing a task that she disliked. This instance is an example of

self-reinforcement

Which does scientific management include?

systematically dividing a job into its smallest possible elements and assigning these divided tasks to employees who are best qualified to perform them

job evaluation

systematically rating the worth of jobs within an organization by measuring the required skill, effort, responsibility, and working conditions

task significance

the degree to which a job has a substantial impact on the organization and/or larger society

task identity

the degree to which a job requires completion of a whole or an identifiable piece of work

job feedback

the degree to which employees can tell how well they are doing from direct sensory information from the job itself


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