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34 Cards in this Set
- Front
- Back
5 core dimensions of Job Characteristic Model |
Skill variety Task Identity Task Significance Autonomy Feedback |
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Period shifting of an employee from one task to another |
Job Rotation |
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Increasing the number and variety of tasks |
Job enlargement |
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Increasing the degree to which the worker controls the planning, execution and evaluation of work |
Job enrichment |
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Alternate Work Arrangements |
Flextime Job Sharing Telecommuting |
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How can jobs be redesigned |
Job rotation Job enlargement Job enrichment |
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Some discretion over when worker starts and leaves |
Flextime |
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Two or more individuals split a traditional job |
Job sharing |
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Work remotely at least two days per week |
Telecommuting |
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A participative process that uses the input of employees to increase their commitment to the organization's success |
Employee involvement |
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Two types of employee involvement |
Participative management Representative participation |
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Subordinates share a significant degree of decision making power with superiors |
Participative management |
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Required conditions of participative management |
Issues must be relevant Employees must be competent and knowledgeable All parties must act in good faith |
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Workers are represented by small groups of employees who participate in decision affecting personnel |
Representative Management |
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Representative management |
Work councils Board membership |
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Major strategic rewards decisions |
What to pay employees How to pay individual employees What benefits to offer Employee Recognition Program |
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Worth of the job to the organization |
Internal equity |
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External competitiveness of an organizations pay relative to pay elsewhere in its indusry |
External equity |
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Need to establish a pay structure Balance between internal and external equity Strategic decision with trade offs |
What to pay employees |
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Bases a portion of the pay of a given measure of performance HOW TO PAY INDIVIDUAL EMPLOYEES |
Piece-Rate Pay Merit-Based Pay Bonuses Skill-Based Pay Profit-sharing plans Gainsharing GainsharingEmployee stock ownership plans Employee stock ownership plans
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Workers are paid a fixed sum for each unit of production completed |
Piece-Rate Pay |
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Pay is based on individual performance appraisal ratings |
Merit-Based Pay |
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Rewards employees for recent performance |
Bonuses |
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Pay is based on skills acquired instead of job title or rank |
Skill-Based Pay |
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Organization-wide programs that distribute compensation based on an established formula designed around profitability |
Profit-sharing plans |
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Compensation based on sharing of gains from improved productivity |
Gainsharing |
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Plans in which employees acquire stock often at below market prices |
Employee stock ownership plans |
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Each employee creates a benefit package tailored to their own needs and situation |
What benefits to offer |
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What benefits to offer |
Modular plans Core-plus plans Flexible spending plans |
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Pre designed packages to meet the needs of a specific group |
Modular plans |
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Core of essential benefits a d menu of options to choose from |
Core-plus plans |
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Full choice from menu of options |
Flexible spending plans |
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How to recognize employees |
Employee recognition programs |
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Most powerful workplace motivator and the least expensive |
Recognition |