Chapter 7

SMART goals

- specific: - measurable: - achievable - reasonable - timeable

Job characteristics model

An approach to job design aims to identify characteristics that make jobs intrinsically motivating and the consequences of those characteristics

Social information processing model

An approach to job design based on the idea that information from other people and employees' own past behaviors influence employees' perceptions of and responses to the design of their jobs.

Job Crafting

Employees proactively modifying the tasks that comprise their jobs, how they view their jobs, and/or who they interact with while performing their jobs.

Job enlargement

Increasing the number of tasks an employee performs but keeping all of the tasks at the same level of difficulty and responsibility; also called horizontal job loading.

Task significance

The extent to which a job has an impact on their lives or work of other people in or out of the organization

Task identity

The extent to which a job involves performing a whole piece of work from its beginning to its end

Skill variety

The extent to which a job requires an employee to use a number of different skills, abilities, or talents

Experienced responsibility for work outcomes

The extent to which employees feel personally responsible or accountable for their job performance

Feedback

The extent to which performing a job provides an employee with clear information about his or her effectiveness

Job design

The process of linking specific tasks to specific jobs and deciding what techniques, equipment, and procedures should be used to perform those tasks.

Goal

What an individual is trying to accomplish through his or her behavior and actions

Autonomy

the degree to which a job allows an employee the freedom and independence to schedule work and decide how to carry it out

Knowledge of results

the degree to which employees know how well they perform their jobs on a continuous basis.

Management by objectives (MBO)

A goal setting process in which a manager meets with his or her supervisor to set goals and evacuate the extent to which previously set goals have been achieved.

Motivating potential score (MPS)

A measure of the overall potential of a job to foster intrinsic motivation

Scientific management

A set of principles and practices designed to increase the performance of individual employees by stressing job simplification and specialization

Job specialization

The assignment of employees to perform small simple tasks.

Job simplification

The breaking up of the work that needs to performed in an organization into the smallest identifiable tasks

Experienced meaningfulness of the work

The degree to which employees feel their jobs are important, worthwhile, and meaningful

Job enrichment

increasing an employee's responsibility and control over his or her work; also called vertical job loading