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Flashcards in week 6 Deck (15):
1

job characteristics model

- any job may be described by 5 core job dimensions

-> skill variety
--> requires different activities and skills

-> task identity
--> degree to which a task requires completion

-> task significance
--> degree to which it has a substantial impact on the lives of other ppl

-> autonomy
--> degree to which job provides freedom, independence and discretion in scheduling work and procedures

-> feedback
--> clear information abt effectiveness of performance

- first 3, are important to meaningful work

- core dimensions can be conbined into motivating potential score (mps)

jcm = higher and more satisfying job experience

- not consistent in different cultures

2

job rotation

- cross training

- strengths
-> reduce boredom
-> increase motivation

- weakness
-> disruption
-> reduce efficiencies
-> requires extra time

3

relational job design

- make jobs more pro-socially motivationg

-> connect employees with the beneficiaries of work

-> meet beneficiaries

4

job sharing

- 2 or more people splitting a 40 hour job

-> declining in use
-> difficult to find compatible pairs
-> increase flexibility can increase motivation and satisfaction where 40 week job is not practical

5

telecommuting

- working at home atleast 2 days a week
- is popular in some, discouraged in others

- advantage
-> large labour pool
-> high productivity
-> improved morale
-> reduce office space costs

- disadvantage
-> less supervision of employees
-> hard for teamwork
-> difficult to evaluate non-quantitative performance
-> employee not noticed for efforts

6

participative management

- employee involvement program

-> joint decision making
-> acts as a solution for poor morale and low productivity
-> trust and confidence must exist
-> yielded mixed results

7

representative participation

- employee involvement program

-> workers are represented by a small group of employees

- almost every country in western europe requires representative participation

- 2 most common
-> work councils
-> board representatives

8

how important is pay

- complex process that entails balancing

- internal equity
-> worth of the job to org.

- external equity
-> competitiveness of an organisations pay relative to another org.

- higher pay = better qualified and highly motivated who may stay with firm for longer

9

variable pay programs

- piece rate plan
- merit based pay
- bonuses
- profit sharing
- employee stock ownership plans

10

piece rate plan

- no base salary
- only pay for what he she produces

-> financial risk

11

merit based pay

- pay for individual performance based on performance appraisal ratings

-> merit pool fluctuates
-> union resistance
-> annual performance appraisals

12

bonuses

- annual bonus is a significant component of total compensation for jobs

- downside
-> employee pay is more vulnerable to cuts
-> takes bonuses for granted

- adv.
-> bonsues reward employees for recent perf. rather than historical performance

13

profit sharing

- distribute compensation based on some formula centered around profit.

- employees have a feeling of psychological ownership

14

employee stock ownership plans

- benefit plan in which employees acquire stock, at below market prices
- as part of benefit

- positive
-> increase employee satisfaction
-> can reduce unethical behaviour

15

flexible benefits

- turns into motivators
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