Bus Mhr 400: Jan 31

Front 1

What are the 5 core job dimension in the Job Characteristic Model?

Back 1

1.) Skill Variety - The degree to which the job requires a variety of different activities so the worker can use a number of different skills and talents

2.) Task Identity - The degree to which the job requires completion of a whole and identifiable piece of work

3.) Task Significance - The degree to which the job has a substantial impact on the lives or work of other people

4.) Autonomy - The degree to which the job provides substantial freedom, independence, and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying out the work

5.) Feedback - The degree to which carrying out the work activities required by the job results in the individual obtaining direct and clear information about the effectiveness of their performance

Front 2

Within the Job Characteristic Model, which critical psychological state and personal work outcome does each dimension lead too?

Back 2

1. Skill Variety - Exp. meaningfulness of the work

2.) Task Identity - Exp. meaningfulness of the work

3.) Task Significance - Exp. meaningfulness of the work

4.) Autonomy - Exp. responsibility for outcomes of the work

5.) Feedback - Knowledge of the actual results of work activities

*All dimension lead to these Work Outcomes:
1.) High internal motivation
2.) High Quality work performance
3.) High Satisfaction with work
4.) Low absenteeism and turnover

Front 3

What are 3 types of job redesign and briefly describe each.

Back 3

1.) Job Rotation - periodically shift people to a new job

2.) Job Enlargement - Increase the number and variety of tasks that an individual performs

3.) Job Enrichment - Increase the degree to which the worker controls the planning, execution, and evaluation of the work.

Front 4

Explain Job Rotation through its:
-strengths
-indirect benefits
-drawbacks

Back 4

Stengths
-reduces boredom
-Increase motivation
-Helps employees better understand organization

Indirect Benefits
-flexibility in scheduling
-adapting to changes
-filing in vacancies

Drawbacks
-Training costs increased
-productivity/efficiency reduced
-disruption

Front 5

What are 5 Job Enrichment Techniques?

Back 5

1.) Opening Feedback Channels = lets employees know how they are performing at their jobs

2.) Expanding jobs vertically - gives employees responsibilities and control that were formally reserved for management

3.) Est. client relationships - creates the direct relationships between workers and their clients

4.) Forming Natural Work Units - creates an identifiable and meaningful whole for tasks done by an employee

5.) Combining Tasks - takes existing and fractionalized tasks and puts them together to form a new and larger module of work

Front 6

Which core job dimension(s) does each job enrichment technique lead too?

Back 6

1.) Opening feedback channels - feedback

2.) Expanding jobs vertically - autonomy

3.) Est. client relationships - skill variety, autonomy, and feedback

4.) Forming Nat. Work Units - task identity and task significance

5.) Combine tasks - skill variety and task identity

Front 7

What are 3 common alt. work arrangements?

Back 7

1.) Flextime
2.) Job sharing
3.) Telecommuting

Front 8

What are the 5 benefits for Flextime?

Back 8

1.) Reduced absenteeism
2.) Increased Productivity
3.) Reduced Overtime Expenses
4.) Reduced Hostility toward management
5.) Reduced traffic around work sites

Front 9

What are the benefits of Telecommuting?

Back 9

1.) Larger labor pool to select from
2.) Higher productivity
3.) Less turnover
4.) Improved morale
5.) Reduced office space costs

Front 10

What are some drawbacks of Telecommuting?

Back 10

1.) Less direct supervision
2.) More difficult to coordinate teamwork
3.) Increase in isolation and job dissatisfaction

Front 11

What are the 2 types of Employee Involvement Programs?

Back 11

1.) Participative Management - Joint decision making, subordinates share in decision making with their superiors. Used for poor morale and low productivity
Need:
-Employees are involved in decisions that are relevant to them(dont just involve them for the sake of it)
-Employees have the competence and knowledge to make a useful contribution (employees will only be frustrated if they dont)
-Participation is not a substitute for trust

2.) Representative Management - Small group of employees that represent the greater workforce
Types:
-Suggestion systems
-Quality circles
-Self managed teams

Front 12

5 Question to ask when diagnosing Motivational Problems

Back 12

1.) We're goals and expectations clearly communicated and understood
2.) Does the person receive timely feedback to know where they stand
3.) Does the person have the needed skills, knowledge, ability, and self-efficacy
4.) Is the desired behavior rewarded? Does the person perceive that instrumentality? Is that reward valued?
5.) Is the job designed to maximize core job dimensions