ch 6 designing a motivating work environment

Question 1

job specialization

Answer 1

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

Question 2

job rotation

Answer 2

moving employees from job to job at regular intervals
- job monotony can be relieved

Question 3

job enlargement

Answer 3

expanding the tasks performed by employees to add more variety
- helps reduce boredom and monotony and utilize human resources more effectively

Question 4

job enrichment

Answer 4

allows workers more control over how they perform their own tasks
- allows employees to take on more responsibility

Question 5

job characteristics model

Answer 5

five core job dimensions leading to three critical psychological states, resulting in work-related outcomes

Question 6

five core job characteristics

Answer 6

• skill variety
• task identity
• task significance
• autonomy
• feedback

Question 7

3 psychological states

Answer 7

• meaningfulness
• responsibility
• knowledge of results

Question 8

5 outcomes

Answer 8

• motivation
• performance
• satisfaction
• absenteeism
• turnover

Question 9

skill variety

Answer 9

the extent to which the job requires a person to utilize multiple high-level skills

Question 10

task identity

Answer 10

the degree to which a person is in charge of completing an identifiable piece of work from start to finish

Question 11

task significance

Answer 11

whether a person’s job substantially affects other people’s work, health, or well-being

Question 12

autonomy

Answer 12

the degree to which a person has the freedom to decide how to perform his or her tasks

Question 13

feedback

Answer 13

the degree to which people learn how effective they are being at work

Question 14

formula to calculate the motivating potential of a given job

Answer 14

MPS = ((skill variety + task identity + task significance) / 3) x autonomy x feedback

Question 15

empowerment

Answer 15

the removal of conditions that make a person powerless
- employees have the ability to make decisions and perform their jobs effectively if management removes certain barriers

Question 16

growth need strength

Answer 16

the degree to which a person has higher order needs, such as self-esteem and self-actualization

Question 17

structural empowerment

Answer 17

aspects of the work environment that give employees discretion, autonomy, and the ability to do their jobs effectively

Question 18

five aspects of structural empowerment

Answer 18

• decision authority
• leadership style
• organizational structure
• access to info
• organizational climate

Question 19

4 aspects of felt empowerment

Answer 19

• the work is meaningful
• feeling confident that one can perform the job
• having discretion and autonomy at work
• ability to influence how the company operates

Question 20

SMART goals

Answer 20

specific
measurable
aggressive
realistic
time-bound

Question 21

4 reasons why goals motivate

Answer 21

• energize
• give direction
• provide challenge
• make you think outside the box

Question 22

three conditions that contribute to effectiveness of goals

Answer 22

• feedback
• ability
• goal commitment

Question 23

downsides of goal setting

Answer 23

• learning decreases
• adaptability declines
• single mindedness develops
• ethical problems increase

Question 24

management by objectives (MBO)

Answer 24

a systematic approach to ensure that individual and organizational goals are aligned

Question 25

5 step process of MBO

Answer 25

1. setting companywide goals derived from corporate strategy 2. determining team- and department-level goals 3. collaboratively setting individual-level goals that are aligned with corporate strategy 4. developing an action plan 5. periodically reviewing performance and revising goals

Question 26

performance appraisal

Answer 26

a formal, companywide process of providing feedback to employees - a rater or raters evaluate the performance of an employee

Question 27

360-degree feedback system

Answer 27

feedback is gathered from supervisors, peers, subordinates, and sometimes customers, and shared with the employee for developmental purposes

Question 28

3 characteristics of an effective appraisal system

Answer 28

- adequate notice - fair hearing - judgment based on evidence

Question 29

most important component of a performance appraisal

Answer 29

performance appraisal meeting

Question 30

biases in performance appraisals

Answer 30

- liking - leniency - stereotypes

Question 31

piece rate incentives

Answer 31

employees are paid on the basis of individual output they produce

Question 32

bonuses

Answer 32

one-time rewards that follow specific accomplishments of employees

Question 33

merit pay

Answer 33

giving employees a permanent pay raise based on past performance

Question 34

sales commissions

Answer 34

rewarding sales employees with a percentage of sales volume or profits generated

Question 35

gainsharing

Answer 35

company wide program in which employees are rewarded for performance gains compared to past performance

Question 36

profit sharing

Answer 36

sharing a percentage of company profits with all employees

Question 37

stock options

Answer 37

gives an employee the right, but not the obligation, to purchase company stocks at a predetermined price

Question 38

performance incentives

Answer 38

- piece rate systems - individual bonuses - merit pay - sales commissions - awards - team bonuses - gainsharing - profit sharing - stock options