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29 Cards in this Set
- Front
- Back
- 3rd side (hint)
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Autonomy
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Extent of individual freedom and discretion in the work and its scheduling.
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Chap 6
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Business process re-engineering (BPR)
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Measures for improving such activities as product development, customer service, and service delivery.
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Chap 6
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Competencies
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Individual capabilities that can be linked to enhanced performance by individuals or teams.
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Chap 6
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Compressed workweek
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Schedule in which a full week’s work is accomplished in fewer than 5 8-hour days.
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Chap 6
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Duty
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Larger work segment composed of several tasks that are performed by an individual.
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Chap 6
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Feedback
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Amount of information employees receive about how well or how poorly they have performed.
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Chap 6
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Flextime
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Scheduling arrangement in which employees work a set number of hours a day but vary starting and ending times.
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Chap 6
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Job
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Grouping of tasks, duties, and responsibilities that constitutes the total work assignment for employees.
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Chap 6
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Job analysis
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Systematic way of gathering and analyzing information about the content, context, and human requirements of jobs.
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Chap 6
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Job description
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Identification of the tasks, duties, and responsibilities of a job.
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Chap 6
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Job design
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Organizing tasks, duties, and responsibilities into a productive unit of work.
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Chap 6
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Job enlargement
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Broadening the scope of a job by expanding the number of different tasks to be performed.
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Chap 6
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Job enrichment
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Increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job.
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Chap 6
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Job rotation
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Process of shifting a person from job to job.
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Chap 6
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Job sharing
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Scheduling arrangement in which two employees perform the work of one full-time job.
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Chap 6
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Job specifications
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The knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily.
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Chap 6
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Marginal job functions
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Duties that are part of a job but are incidental or ancillary to the purpose and nature of the job.
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Chap 6
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Performance standards
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Indicators of what the job accomplishes and how performance is measured in key areas of the job description.
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Chap 6
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Person/job fit
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Matching characteristics of people with characteristics of jobs.
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Chap 6
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Responsibilities
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Obligations to perform certain tasks and duties.
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Chap 6
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Self-directed team
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Organizational team composed of individuals who are assigned a cluster of tasks, duties and responsibilities to be accomplished.
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Chap 6
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Skill variety
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Extent to which the work requires several different activities for successful completion.
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Chap 6
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Special-purpose team
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Organizational team formed to address specific problems, improve work processes, and enhance product and service quality.
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Chap 6
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Task
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Distinct, identifiable work activity composed of motions.
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Chap 6
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Task identity
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Extent to which the job includes a “whole” identifiable unit of work that is carried out from start to finish and that results in a visible outcome.
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Chap 6
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Task significance
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Impact the job has on other people.
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Chap 6
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Virtual team
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Organizational team composed of individuals who are geographically separated but linked by communications technology.
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Chap 6
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Work
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Effort directed toward accomplishing results.
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Chap 6
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Workflow analysis
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Study of the way work (inputs, activities, and outputs) moves through an organization.
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Chap 6
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