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POM > Chapter 7: Job Design and Delegation > Flashcards

Chapter 7: Job Design and Delegation Flashcards

(71 cards)

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0
Q

Organisational designs should support and facilitate

A

Employees doing work efficiently and effectively

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1
Q

The challenges of organisational designs are

A

Keep employees connected

Managing global structural issues

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2
Q

A major structural design challenger is

A

Offering flexibility

Keeping widely dispersed, mobile employees connected to the organisation

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3
Q

Employees should be connected to

A

The organisation

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4
Q

What tools help organisations and employees stay connected?

A

Mobile computing

Communication technology

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5
Q

Mobile computing, with wireless network enable

A

Email
Calendar
Contacts

Access to:
Corporate database
Company intranets

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6
Q

Communication technology include

A

Videoconferencing

Using broadband and webcams

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7
Q

What is the constantly changing encryption code to log into corporate network?

A

Key fobs

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8
Q

What can you get from corporate network

A

Email

Company data

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9
Q

Mobile phones can switch

A

Seamlessly between cellular networks and corporate Wi-Fi connections

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10
Q

Flexibility allows doing work

A

Anywhere

anytime

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11
Q

An issue in flexibility is

A

Security

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12
Q

To ensure security companies need to

A

Protect their important and sensitive information

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13
Q

What is used to ensure security

A

Software

Disabling devices

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14
Q

Organisations worldwide have similar

A

Structure

Strategies

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15
Q

Organsiations worldwide have different

A

Behaviour

Which maintains cultural uniqueness

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16
Q

Cultural implications may affect

A

Structural design elements

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17
Q

Structural design elements are

A

Formalization

Mechanistic structure

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18
Q

Formalization is less important in

A

Economically developed countries

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19
Q

Economically developed countries have

A

Employees with higher levels of
Professional education
Skills

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20
Q

People who accept mechanistic structures have

A

High power distance

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21
Q

Countries that have high power distance include

A

Greece
France
Most Latin America

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22
Q

Formalization refers to

A

Rules

Bureaucratic mechanisms

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23
Q

No matter what, design should help

A

Support and facilitate organisation members to carry it work
Help employees do work most effectively and efficiently

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24
An organisation structure is simply
A means to an end
25
Job satisfaction is
The motivation from performing job components that provide rewards to employees needs
26
Routine tasks
Have little inherent satisfaction
27
Job design uses
Motivational theories | To structure work
28
Job design aims to improve
Satisfaction | Productivity
29
Job design refers to
The way tasks are combined to complete jobs
30
There are different combinations hence
Variety of job designs
31
The 4 major approaches to job design are
Job simplification Job rotation Job enlargement Job enrichment
32
In job simplification, job holders
``` Small no. of tasks to perform Tasks are narrow Simple Repetitive Standardized ```
33
What are the advantages of job simplification?
``` Increase efficiency Worker interchangeable (little training, skill judgement required) ```
34
What are the disadvantages of job simplification
Reduce job satisfaction | Boring, narrow, repetitive tasks
35
Job rotation is
Periodically shifting workers Through set of jobs In a planned sequence Increases the number of different tasks Without increasing complexity of job
36
Advantages of job rotation are
Reduces boredom Facilitates cross training Allow for employee development
37
The disadvantages of job rotation are
Increased training costs | Decrease productivity by moving worker to new task
38
Job enlargement is also known as
Broadening job scope
39
Job enlargement is the
Allocation of wider variety to a job
40
The purpose of job enlargement is to
Make it more challenging and stimulating
41
The success of job broadening is
Limited because a few more similar tasks does not make it challenging
42
Job enrichment is the process of
Expanding a person's responsibilities
43
When someone's responsibilities are expanded, work becomes
Challenging | Satisfying
44
A persons responsibilities are expanded;
Specialized tasks are expanded
45
Expansion of specialised tasks allows
Greater decision making responsibility Autonomy Increased job depth
46
Job depth is
the degree to which individuals can plan and control the work involved in their jobs
47
A guide to job enrichment is the
job characteristics model
48
The 3 elements of the jcm are
Core job characteristics Critical psychological states Outcomes
49
The core job characteristics are
``` Skill variety Task identity Task significance Autonomy Feedback ```
50
Skill variety is the
Extent to which a job entails | Number of activities that require different skills
51
Task identity is
The degree to which the job allow the completion of a major identifiable piece of work Instead of just a fragment
52
Task significant is
The extent to which the worker sees job output | As having important impact on others
53
Autonomy is
The amount of discretion allowed in Determining schedules and work methods To achieve require output
54
Feedback is
The degree to which the job provides Clear Timely information about performance results
55
What are the critical psychological states workers would experience?
Work is meaningful Know that they are responsible for outcomes Actually finding out about results
56
The outcomes are
High internal work motivation High quality work performance high satisfaction with work Low absenteeism and turnover
57
When are work teams used?
When work is designed around groups instead of individuals
58
The two work teams are
Integrated work teams | Autonomous work teams
59
Integrated work teams
Accomplish many tasks Make specific assignments to members Rotate jobs among themselves Have supervisor overseeing
60
Integrated work teams are used in
Building maintenance | Construction
61
Autonomous teams have
Given goal to achieve Wider range of discretion Free to determine work assignments, rest breaks, Inspection procedures Select their own members Supervisory positions become less important
62
Work schedules increase
Job satisfaction and motivation | By employees meeting their needs (personal and work)
63
The work schedules are
Flexitime Compressed workweek Job sharing Telecommuting
64
Flexitime is known as
Flexible working hours
65
Flexitime is a work schedule that
Specifies certain core hours when individuals are expected to be on job Allows flexibility in starting and quitting times as long as the work the total number is required hours per day
66
Compressed workweek is a
Work schedule whereby employees work four 10-hr days Instead of 5 8hr days Maintain full time weekly hours
67
Job sharing is a
Work practice in which 2 or more people share a full time job Total hours worked add up to a full time position
68
Job sharing is used to
Avoid employee layoffs | During economic downturns
69
Telecommuting is an
Arrangement that allows employees to perform regular work duties from home or at another location
70
Telecommuting implies that workers
commute to work by electronic means

POM (16 decks)

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