Organisational Management and Behaviour Part 2 Flashcards
(223 cards)
1
Q
Define Group
A
A group is defined as two or more individuals, interacting and interdependent, who have come together to achieve particular objectives.
2
Q
What are Formal Groups?
A
Groups defined by the organization’s structure with designated work assignments establishing tasks. Examples include:
* A departmental committee
* A project team working on a marketing campaign
3
Q
What are Informal Groups?
A
Groups that are neither formally structured nor organizationally determined. Examples include:
* A study group formed by classmates
* Colleagues who eat lunch together regularly
4
Q
What is Social Identity?
A
A psychological connection we feel with others in a group, reflecting how we see ourselves and how others see us as part of a group.
5
Q
When do we feel Social Identity?
A
We feel it in different contexts:
* No connection: Students in a lecture theatre
* Situational connection: Students interacting during a power outage
* Strong connection: Students forming a study group
6
Q
Why is Social Identity important?
A
It ties to self-esteem, helps reduce uncertainty about roles and behavior, and leads to better mental health when group identity is positive.
7
Q
What is Relational Identification?
A
Connection with specific people we interact with, such as a mentor or teammate.
8
Q
What is Collective Identification?
A
Connection with the broader group’s values or characteristics, such as the marketing team or the company culture.
9
Q
Define In-group
A
The group you identify with.
10
Q
Define Out-group
A
Those you see as not part of your group.
11
Q
What is In-Group Favouritism?
A
Viewing our group more positively than others and seeing out-group members as more similar to each other.
12
Q
What is Social Identity Threat?
A
A situation where individuals fear being judged negatively based on their group membership, leading to reduced confidence, lower performance, and emotional stress.
13
Q
What are the stages of Tuckman’s Model of Group Development?
A
The stages are:
* Forming
* Storming
* Norming
* Performing
* Adjourning
14
Q
What occurs in the Forming stage of group development?
A
People join the group and experience uncertainty about the group’s purpose, structure, and leadership.
15
Q
What happens during the Storming stage?
A
Intragroup conflict arises over control and direction, leading to a clear hierarchy of leadership.
16
Q
What characterizes the Norming stage?
A
Close relationships develop, group cohesion increases, and a common set of expectations about member behavior is established.
17
Q
What is the Performing stage?
A
The group is fully functional, focusing on group tasks with an accepted structure.
18
Q
What occurs in the Adjourning stage?
A
The group prepares to disband and wraps up activities instead of focusing on task performance.
19
Q
Explain the Punctuated-Equilibrium Model.
A
It consists of phases:
* Phase 1: Inertia
* Midpoint Transition
* Phase 2: Inertia
* Final Meeting
20
Q
What are Group Properties?
A
They include:
* Roles
* Status
* Cohesiveness
* Size
* Diversity
* Norms
21
Q
Define Roles in a group context.
A
The set of expected behavior patterns associated with occupying a given position in a group.
22
Q
What is Role Conflict?
A
Conflict experienced when multiple roles are incompatible, including intra-role and inter-role conflict.
23
Q
What are Norms?
A
Accepted standards of behavior within a group that are shared by the group’s members.
24
Q
What are the common types of norms?
A
They include:
* Performance norms
* Appearance norms
* Social arrangement norms
* Resource allocation norms
25
How do norms influence emotions?
Norms dictate the experience of emotions for individuals and groups, leading to shared interpretations.
26
What is Group Status?
A socially defined rank within a group or society that influences behavior, identity, and dynamics.
27
What are the sources of status?
Sources include:
* Power
* Contribution
* Personal characteristics
28
How does group size affect group dynamics?
Large groups are better for idea generation, while small groups are more productive and action-oriented.
29
What is Social Loafing?
The tendency for individuals to expend less effort when working in a group than when alone.
30
What factors reduce social loafing?
They include:
* High work ethic
* Strong group identity
* Clear group goals
* Peer evaluation
31
What is Group Cohesiveness?
The degree to which members are attracted to the group and want to stay.
32
What is Group Diversity?
The degree to which members of the group are similar.
33
What are the effects of diversity in groups?
Early stages can lead to conflict, but long-term can foster creativity and problem-solving.
34
What is Groupthink?
A situation where the norm for consensus overrides realistic appraisal of alternatives.
35
What are the strengths of group decisions?
They provide:
* More information
* Greater diversity of perspectives
* Better creativity
* Greater acceptance of decisions
36
What are the weaknesses of group decisions?
They can be:
* Time-consuming
* Prone to conformity pressure
* Dominated by vocal members
* Ambiguous responsibility
37
What is Groupshift?
The phenomenon where group decisions become more extreme than initial individual positions.
38
What is Brainstorming?
An idea-generation process encouraging any and all alternatives while withholding criticism.
39
What is the Nominal Group Technique?
A decision-making process that restricts discussion to encourage independent thinking.
40
What is the key takeaway regarding group properties?
Key properties include roles, norms, status, size, cohesiveness, and diversity.
41
Fill in the blank: Group decision-making offers more input, creativity, and _______.
acceptance
42
What are the main reasons for the popularity of teams?
Teams combine complementary skills, are more flexible and responsive, foster collaboration, and shape a team-oriented mindset.
43
What is the primary distinction between a work group and a work team?
A work group interacts to share information and make decisions, while a work team coordinates efforts for shared goals and has mutual accountability.
44
What is the output of a work team compared to a work group?
Output > sum of individual efforts (positive synergy) for teams; Output = sum of individual contributions for groups.
45
What are some types of work teams?
* Problem-solving teams
* Self-managed teams
* Cross-functional teams
* Virtual teams
* Multi-team systems (MTS)
46
What is a Multi-Team System (MTS)?
Multiple interdependent teams working toward a shared goal, focusing on subtasks with a need for coordination.
47
What factors impact team effectiveness?
* Contextual factors
* Leadership & structure
* Climate of trust
* Performance evaluation & rewards
* Composition of team members
* Role allocation
* Diversity & preferences
48
What is the ideal team size for effectiveness?
5–9 members.
49
Fill in the blank: Teams need a mix of task, social, and _______.
boundary-spanning roles.
50
What are the characteristics of an effective team?
* Common purpose & plan
* Specific goals
* Team efficacy
* Team identity
* Cohesion
* Mental models
51
True or False: All groups are teams.
False.
52
What can lead to social loafing in teams?
Individuals hiding in group work.
53
What is a potential drawback of teamwork?
Can introduce conflicts, communication issues, and meeting fatigue.
54
When should teams NOT be used?
* If the work is simple
* If goals are individual
* If members are not interdependent
55
How can individual contributions be recognized in teams?
* Individual contributions
* Team-based behaviors
56
What is the role of leadership in team effectiveness?
Leadership style and engagement shape collaboration and team dynamics.
57
What is the impact of diversity on team performance?
A mix of skills and backgrounds can enhance performance, but too much divergence in personality or values can create tension.
58
What is reflexivity in the context of team processes?
The ability to reflect and adapt as needed.
59
What is the purpose of team identity?
Members align with team goals, which builds stronger identity.
60
Fill in the blank: High-performing teams agree on _______ and strategy.
mission.
61
What is the effect of emotional stability on team dynamics?
Helps teams manage constructive conflict.
62
What is Zappos' peer-to-peer reward system called?
Zappos Dollars.
63
What should managers consider when forming teams?
Members’ preferences for teamwork.
64
What is the definition of POWER?
Power is the capacity A has to influence B so that B acts in accordance with A’s wishes.
65
What is a key characteristic of power?
Power is potential—it may or may not be used.
66
What shapes dependence in a power relationship?
Dependence is shaped by alternatives and the value of the resource.
67
What is the difference between Leadership and Power?
Leadership requires goal alignment; Power requires dependence, not goal alignment.
68
What are the two main categories of power?
Formal Power and Personal Power.
69
What is Formal Power?
Power that comes from position in the organisation.
70
What is Personal Power?
Power that comes from individual characteristics.
71
What are the five bases of Formal Power?
* Coercive Power
* Reward Power
* Legitimate Power
* Expert Power
* Referent Power
72
What is Coercive Power?
Power based on fear; threat of punishment or withholding.
73
What is Reward Power?
Power based on control over valued outcomes.
74
What is Legitimate Power?
Power based on formal authority and role.
75
What is Expert Power?
Influence through knowledge or skill.
76
What is Referent Power?
Influence based on admiration, respect, or likability.
77
Which type of power is more effective?
Personal Power, particularly Expert and Referent powers.
78
What is the general postulate regarding Dependence?
The greater B’s dependence on A, the more power A has over B.
79
What creates Dependence?
* Importance
* Scarcity
* Non-substitutability
80
What does Importance refer to in the context of power?
It refers to whether others need what you control.
81
What does Scarcity refer to in the context of power?
It refers to whether what you control is hard to find.
82
What does Non-substitutability refer to in the context of power?
It refers to whether others can replace what you offer.
83
What are the nine Power Tactics?
* Legitimacy
* Rational persuasion
* Inspirational appeals
* Consultation
* Exchange
* Personal appeals
* Ingratiation
* Pressure
* Coalitions
84
What is Rational Persuasion?
Using logic and facts to persuade.
85
What is Inspirational Appeals?
Developing emotional commitment by appealing to values or ideals.
86
What is Consultation in power tactics?
Involving others in decision-making to increase support.
87
What is the effect of using Pressure as a power tactic?
Pressure tends to backfire and is typically the least effective.
88
What factors affect the effectiveness of Power Tactics?
* Sequencing of Tactics
* Political Skill
* Organizational Culture
* Audience
89
What are the negative effects of Power?
* Increases focus on self-interest
* Encourages objectification of others
* Makes relationships feel less important
90
What is the relationship between power and sexual harassment?
Sexual Harassment is an abuse of power, often initiated by those in authority.
91
What is the definition of Organisational politics?
Activities that influence the distribution of advantages and resources within the organisation.
92
What are some reasons why politics happens in organizations?
* People seek influence
* Conflicting goals & interests
* Limited resources
* Ambiguity in performance and rules
93
What are some negative reactions to organisational politics?
* Decreased job satisfaction
* Increased stress & anxiety
* Perceived unfairness
94
What is Impression Management (IM)?
Efforts to shape how others perceive us.
95
What are the key considerations when engaging in organizational politics?
* What is your motive?
* Is it worth the risk?
* Could it harm others?
* Does it align with fairness and justice?
96
What is a key takeaway about power?
Power is about dependence; those who control valued, scarce, and non-substitutable resources hold power.
97
Fill in the blank: Politics is ______ in action.
[power]
98
What is motivation?
The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.
99
What are the three components of motivation?
* Intensity
* Direction
* Persistence
100
What does intensity refer to in motivation?
How hard does a person work to perform a chosen behaviour?
101
What does direction refer to in motivation?
Which behaviours or activities does a person choose to perform?
102
What does persistence refer to in motivation?
How long does a person keep trying to perform a behaviour successfully?
103
Define intrinsic motivation.
Due to internal factors; the self-desire to seek out new things and challenges, analyze one's capacity, observe, and gain knowledge.
104
Define extrinsic motivation.
Due to external factors; the performance of an activity in order to attain a desired outcome, driven by rewards.
105
Give an example of intrinsic motivation.
Solving a problem for fun or learning a new skill because it’s fulfilling.
106
Give an example of extrinsic motivation.
Studying to get a high grade or working overtime for a bonus.
107
What is Maslow’s Hierarchy of Needs?
A theory that ranks human needs from physiological to self-actualization.
108
What are the five levels of needs in Maslow’s Hierarchy?
* Physiological
* Safety
* Social belongingness
* Esteem
* Self-actualization
109
What are lower-order needs in Maslow’s Hierarchy?
Physiological and safety needs, which are satisfied externally.
110
What are higher-order needs in Maslow’s Hierarchy?
Social, esteem, and self-actualization needs, which are satisfied internally.
111
What is Herzberg’s Two-Factor Theory?
A theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction.
112
What are the two categories of factors in Herzberg’s theory?
* Motivators (intrinsic)
* Hygiene factors (extrinsic)
113
What are examples of intrinsic factors according to Herzberg?
* Achievement
* Recognition
* Responsibility
* Growth
114
What are examples of extrinsic factors according to Herzberg?
* Pay
* Policies
* Supervision
* Conditions
115
What is McClelland’s Theory of Needs?
Focuses on learned needs beyond basic survival: achievement, power, and affiliation.
116
What are the three types of needs in McClelland’s Theory?
* Need for achievement
* Need for power
* Need for affiliation
117
What is Goal-Setting Theory?
A theory that specific and difficult goals, with feedback, lead to higher performance.
118
What does SMART stand for in goal-setting?
* Specific
* Measurable
* Attainable
* Results Oriented
* Time bound
119
What is reinforcement theory?
A behavioral theory that focuses on how behavior is shaped by consequences.
120
What are the four types of reinforcement?
* Positive reinforcement
* Negative reinforcement
* No reinforcement
* Punishment
121
What is Expectancy Theory?
A theory that the strength of a tendency to act depends on the expectation that the act will lead to a given outcome and the attractiveness of that outcome.
122
What are the three key relationships in Expectancy Theory?
* Expectancy (Effort → Performance)
* Instrumentality (Performance → Reward)
* Valence (Reward → Personal goals)
123
What is self-efficacy?
Belief in your ability to succeed at a task.
124
What are the sources of self-efficacy?
* Enactive mastery
* Vicarious modeling
* Verbal persuasion
* Arousal
125
What is Self-Determination Theory?
A theory stating that extrinsic rewards for previously intrinsic behaviors can decrease overall motivation if perceived as controlling.
126
What are the three key components of Self-Determination Theory?
* Autonomy
* Competence
* Relatedness
127
What is Equity Theory?
A theory that examines how people judge fairness by comparing their input-outcome ratio to others.
128
What are the four types of referents in Equity Theory?
* Self-inside
* Self-outside
* Other-inside
* Other-outside
129
What is the effect of informational rewards on motivation?
Increases motivation
## Footnote
Informational rewards provide positive feedback that enhances intrinsic motivation.
130
What is the effect of controlling rewards on motivation?
Decreases motivation
## Footnote
Controlling rewards can undermine intrinsic motivation by creating pressure or external control.
131
What is self-concordance?
We’re more motivated by goals that align with our values
## Footnote
Self-concordance refers to the degree to which personal goals are consistent with one's values and interests.
132
What does Equity Theory explain?
How we judge fairness
## Footnote
Equity Theory suggests that individuals assess fairness by comparing their input-outcome ratios with others.
133
What are the four types of referents in Equity Theory?
* Self–inside
* Self–outside
* Other–inside
* Other–outside
## Footnote
These referents help individuals evaluate their own equity in comparison to others.
134
What happens if equity is perceived in the workplace?
Motivation will be high and performance steady
## Footnote
A sense of equity leads to sustained motivation and stable performance levels.
135
What happens if inequity is perceived?
Motivation will be diverted to restoring equity
## Footnote
Individuals may change their behavior or perceptions to address perceived inequities.
136
List ways to restore equity according to Equity Theory.
* Change inputs
* Change outcomes
* Distort perceptions of self
* Leave the field
## Footnote
These strategies help individuals cope with perceived inequities.
137
What is Organizational Justice?
An overall perception of what is fair in the workplace
## Footnote
Organizational Justice encompasses how employees perceive fairness in treatment and outcomes.
138
What are the four dimensions employees evaluate in Organizational Justice?
* Distributive Justice
* Procedural Justice
* Informational Justice
* Interpersonal Justice
## Footnote
Each dimension addresses different aspects of fairness in the workplace.
139
What is the relationship between outcomes feeling unfair and process communication?
Process & communication matter more
## Footnote
When outcomes are perceived as unfair, clear communication about processes can mitigate negative feelings.
140
What does research say about Distributive Justice?
It leads to satisfaction with pay/outcomes
## Footnote
Fair distribution of rewards is crucial for employee satisfaction.
141
What does Procedural Justice influence?
Trust, retention, performance
## Footnote
Fair procedures enhance trust and can improve employee retention and performance.
142
What is Interactional Justice related to?
Supervisor relationships
## Footnote
The quality of interpersonal interactions affects how fair employees feel they are treated.
143
What are some tips for managers to ensure fairness?
* Be consistent and unbiased
* Explain decisions clearly
* Treat employees with dignity and empathy
## Footnote
These practices help foster a fair work environment.
144
What are the five levels of Maslow’s Hierarchy?
* Physiological needs
* Safety needs
* Love and belonging
* Esteem needs
* Self-actualization
## Footnote
Maslow's Hierarchy outlines the progression of human needs from basic to advanced.
145
What does Herzberg’s Two-Factor Theory distinguish between?
* Motivators
* Hygiene factors
## Footnote
Motivators lead to job satisfaction, while hygiene factors prevent dissatisfaction.
146
What does McClelland’s Theory focus on?
Needs for achievement, power, affiliation
## Footnote
This theory emphasizes the different needs that motivate individuals in a work context.
147
What is the essence of Goal-Setting Theory?
Specific, challenging goals = better performance
## Footnote
Clear and challenging goals enhance motivation and performance.
148
What does Reinforcement Theory state about behavior?
Behavior is shaped by consequences
## Footnote
Positive and negative reinforcements influence future behaviors.
149
What does Social Learning Theory suggest?
We learn by observing others
## Footnote
This theory emphasizes the role of observation in learning behaviors.
150
What is the Expectancy Theory formula?
Effort → performance → reward → personal goal
## Footnote
This theory posits that motivation is based on the expected outcomes of efforts.
151
What does Self-Efficacy Theory highlight?
Belief in your own ability boosts motivation
## Footnote
Higher self-efficacy leads to increased motivation and better performance.
152
What are the three components of Self-Determination Theory?
* Autonomy
* Competence
* Relatedness
## Footnote
These components are essential for fostering intrinsic motivation.
153
What does Equity Theory and Organizational Justice emphasize?
Motivation is shaped by perceived fairness in outcomes, processes, and treatment
## Footnote
Fairness perceptions significantly impact employee motivation and engagement.
154
What is Motivation?
The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.
155
What are the levels of Maslow’s Hierarchy of Needs?
* Physiological needs
* Safety needs
* Love and belongingness
* Esteem needs
* Self-actualization
156
What does Herzberg’s Two-Factor Theory differentiate between?
* Hygiene factors
* Motivators
157
What are the three needs in McClelland’s Theory of Needs?
* Need for achievement
* Need for affiliation
* Need for power
158
What is the focus of Self-Determination Theory (SDT)?
Intrinsic vs. extrinsic motivation; importance of autonomy, competence, and relatedness.
159
What does Goal-Setting Theory emphasize?
Specific and challenging goals enhance performance.
160
What is the Expectancy Theory?
Effort → Performance → Outcome; focus on perceived linkages.
161
What does Equity Theory propose?
Motivation through perceived fairness in reward distribution.
162
What is job design?
The process of defining the way work will be performed and the tasks, roles, and responsibilities that are required.
163
Why does job design matter?
Well-designed jobs can enhance employee motivation, satisfaction, and performance.
164
What are the core dimensions of the Job Characteristics Model?
* Skill variety
* Task identity
* Task significance
* Autonomy
* Feedback
165
What is skill variety?
The degree to which a job requires a variety of different activities so the worker can use a number of different skills and talents.
166
Give an example of high skill variety.
A marketing specialist who creates campaign strategies, designs graphics, writes promotional content, and analyzes data.
167
What is task identity?
The degree to which a job requires completion of a whole and identifiable piece of work.
168
Give an example of high task identity.
A carpenter who designs, builds, and finishes an entire piece of custom furniture.
169
What is task significance?
The degree to which a job has an impact on the lives or work of other people.
170
Give an example of high task significance.
A nurse whose daily work directly improves patients' health and well-being.
171
What is autonomy in job design?
The degree to which a job provides the worker freedom, independence, and discretion with scheduling and planning their work.
172
Give an example of high autonomy.
A freelance graphic designer who decides how, when, and where to complete client projects.
173
What is feedback in the context of job design?
The degree to which carrying out the work activities generates direct and clear information about the worker’s own performance.
174
What is the Motivating Potential Score (MPS)?
A measure of the overall motivating potential of a job.
175
What are the main approaches to job redesign?
* Job rotation
* Job enlargement
* Job enrichment
176
What is job rotation?
Periodic shifting of employees between tasks with similar skill levels (cross-training).
177
What is job enlargement?
Expanding the number of tasks an employee performs at the same responsibility level.
178
What is job enrichment?
Increasing the depth of a job by adding more responsibility, autonomy, and opportunities for personal growth.
179
What does relational job design aim to achieve?
To make jobs more pro-socially motivating by connecting employees with the beneficiaries of their work.
180
What is the significance of task significance in motivation?
Higher task significance increases job performance by enhancing employees’ perception of positive social impact.
181
What are flexible work arrangements?
Adjustments to when, where, and how employees work (e.g., flexitime, job sharing, remote work).
182
What is flextime?
Employees choose arrival and departure times within a fixed range.
183
What is job sharing?
Two or more employees share the responsibilities of one traditional full-time job.
184
What are the benefits of remote work?
* Greater flexibility
* Access to global talent
* Environmental benefits
185
What is employee involvement?
A participative process that uses employees’ input to strengthen their commitment.
186
What is participative management?
Joint decision-making where subordinates share significant decision power with superiors.
187
What does representative participation entail?
Redistribution of power through employee representation in organizational decision-making.
188
What are the components of a reward system?
* What to pay
* How to pay
* What benefits to offer
* Recognition programs
189
What is the goal of establishing a pay structure?
Set pay levels that balance fairness inside the organization and competitiveness in the market.
190
What is the purpose of establishing a pay structure?
To determine compensation levels based on internal job value and external market competitiveness
## Footnote
A pay structure balances fairness inside the organization with competitiveness in the market
191
What is internal equity in the context of pay structure?
Pay reflects the relative worth of jobs within the organization
## Footnote
Determined through job evaluation processes such as ranking and point systems
192
What is external equity in the context of pay structure?
Competitiveness of pay compared to similar jobs in the external labor market
## Footnote
Determined through market pay surveys
193
What are the three strategic pay positioning options?
* Lead the market
* Match the market
* Lag the market
194
What is the trade-off of offering higher pay?
Improves attraction and retention but increases labor costs
195
What is variable pay?
A portion of an employee’s pay based on individual, group, or organizational performance
## Footnote
It helps reduce expenses when organizational performance is lower than usual
196
What are the advantages of piece-rate pay?
* Direct link between effort and earnings
* Strong incentive for productivity and efficiency
197
What are the limitations of piece-rate pay?
* May compromise quality for quantity
* Not feasible for complex, service-oriented, or team-based roles
198
What is merit-based pay?
Pay raises based on individual performance appraisal ratings
199
What are the advantages of merit-based pay?
* Rewards individual excellence
* Strengthens perceived link between performance and reward
200
What are the limitations of merit-based pay?
* Highly dependent on fair performance appraisal processes
* Budget constraints may limit differentiation
201
What are bonuses in the context of pay?
One-time rewards for achieving short-term performance goals
202
What are the advantages of bonuses?
* Immediate, tangible reward for recent achievements
* Flexible, aligns rewards with business performance cycles
203
What are the limitations of bonuses?
* May lose motivational impact if expected as entitlement
* Creates income instability if business results fluctuate
204
What are profit-sharing plans?
Organization-wide sharing of company profits with employees
205
What are the advantages of profit-sharing plans?
* Encourages collective ownership and teamwork
* Aligns employee goals with company success
206
What are the limitations of profit-sharing plans?
* Disconnect between individual effort and collective rewards
* External factors can reduce payouts
207
What are employee share/stock ownership plans?
Employees receive or purchase company shares as part of their compensation
208
What are the advantages of employee share/stock ownership plans?
* Strengthens long-term commitment and retention
* Ties employee wealth directly to company success
209
What are the limitations of employee share/stock ownership plans?
* Stock price volatility can weaken perceived link between effort and reward
* Employees may feel disconnected if organizational performance does not match stock performance
210
What are flexible benefits?
Benefits that allow employees to tailor their benefits package to meet their individual needs
211
Why are flexible benefits important?
Employees have diverse needs based on age, health, marital status, dependants, and financial goals
212
How do flexible benefits relate to motivation?
Rewards (benefits) should match individual goals to maximize motivation
213
What is the Expectancy Theory model?
* Expectancy
* Instrumentality
* Valence
214
What are intrinsic rewards?
Employee recognition programs that acknowledge contributions through praise, awards, and public recognition
215
Why does recognition matter in the workplace?
Builds self-esteem, self-efficacy, and job satisfaction
216
What are the advantages of employee recognition programs?
* Highly motivating
* Cost-effective
217
What are the challenges of employee recognition programs?
* Risk of perceived favoritism if criteria are unclear
* Effectiveness depends on fairness, consistency, and transparency
218
What is the Job Characteristics Model?
A model that includes skill variety, task identity, task significance, autonomy, and feedback to improve motivation, satisfaction, and performance
219
What are flexible work arrangements?
* Flexitime
* Job sharing
* Remote work
220
What are the benefits of flexible work arrangements?
* Provide greater autonomy
* Better work–life balance
* Enhance satisfaction, reduce absenteeism, and improve retention
221
What are employee involvement programs?
* Participative Management
* Representative Participation
222
What is the role of employee involvement programs?
Increases autonomy, ownership, and intrinsic motivation
223
What is the main takeaway regarding reward systems?
Balance internal and external equity to attract and retain talent
