ch 6 designing a motivating work environment Flashcards
(38 cards)
job specialization
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
job rotation
moving employees from job to job at regular intervals
- job monotony can be relieved
job enlargement
expanding the tasks performed by employees to add more variety
- helps reduce boredom and monotony and utilize human resources more effectively
job enrichment
allows workers more control over how they perform their own tasks
- allows employees to take on more responsibility
job characteristics model
five core job dimensions leading to three critical psychological states, resulting in work-related outcomes
five core job characteristics
- skill variety
- task identity
- task significance
- autonomy
- feedback
3 psychological states
- meaningfulness
- responsibility
- knowledge of results
5 outcomes
- motivation
- performance
- satisfaction
- absenteeism
- turnover
skill variety
the extent to which the job requires a person to utilize multiple high-level skills
task identity
the degree to which a person is in charge of completing an identifiable piece of work from start to finish
task significance
whether a person’s job substantially affects other people’s work, health, or well-being
autonomy
the degree to which a person has the freedom to decide how to perform his or her tasks
feedback
the degree to which people learn how effective they are being at work
formula to calculate the motivating potential of a given job
MPS = ((skill variety + task identity + task significance) / 3) x autonomy x feedback
empowerment
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
growth need strength
the degree to which a person has higher order needs, such as self-esteem and self-actualization
structural empowerment
aspects of the work environment that give employees discretion, autonomy, and the ability to do their jobs effectively
five aspects of structural empowerment
- decision authority
- leadership style
- organizational structure
- access to info
- organizational climate
4 aspects of felt empowerment
- 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
SMART goals
specific
measurable
aggressive
realistic
time-bound
4 reasons why goals motivate
- energize
- give direction
- provide challenge
- make you think outside the box
three conditions that contribute to effectiveness of goals
- feedback
- ability
- goal commitment
downsides of goal setting
- learning decreases
- adaptability declines
- single mindedness develops
- ethical problems increase
management by objectives (MBO)
a systematic approach to ensure that individual and organizational goals are aligned