Org B - Ch 8

Front 1

What is job specialization?

Back 1

Simplifying a job by reducing the number of elements or activities performed by a job holder. Normally involves more repetitive activities with short work cycles. (pg. 224)

Front 2

Work simplification?

Back 2

Also called job specialization, simplification of work tasks and/or reducing the number of tasks a single worker performs. (pg. 224)

Front 3

What are the advantages of specialization/simplification?

Back 3

Advantages:
Learning time is reduced
Workers don’t spend time changing jobs
Increased proficiency
New Technologies are more compatible with specialized jobs
Supervisors have more control over employee behavior
PowerPoint slides Chapter 8 – slide 2; also pg. 227)

Front 4

What are the disadvantages of specialization/simplification?

Back 4

Workers often can’t control the pace of the work
Repetitiveness can lead to boredom and poor quality. It also may result in health problems
Workers only use a narrow set of skills. They may be able to do more
Since workers see only a small part of the process, they may not be able to solve problems or improve productivity/quality very effectively
Workers often experience low social interaction
Workers may not be encouraged to think on the job
(PowerPoint slides Chapter 8 – slide 3; also pg. 229)

Front 5

What is job enrichment?

Back 5

Changing a job to significantly increase the level of variety, autonomy, and responsibility. Job enrichment involves changes in the content of the job, rather than just adding more of the same activities. (pg. 230)

Front 6

7 Motivating Factors of Meaningful Job Changes

Back 6

Accountability
Achievement
Control over resources
Feedback
Personal Growth and Development
Work Pace
Client Relationships

Front 7

Job enlargement?

Back 7

nvolves making a job more complex by combining elements to increase the number of activities performed by each worker through horizontal expansion or horizontal loading, the opposite of work simplification. (pg. 224)

Front 8

What are the key dimensions of the job characteristics model?

Back 8

Job redesign methods  Core job dimensions  Personal values  Psychological states  Work outcomes

Front 9

What are the key dimensions of the job characteristics model?
- Work outcomes

Back 9

Dependable performance
Good attendance
High satisfaction with work
Spontaneous and innovative behaviors
(See Exhibit 8.4 pg. 233 and Chapter 8 Slide 5)

Front 10

How can alternative work schedules increase productivity?

Back 10

Allows for the demand of workers more leisure time; this work schedule contributes to the quality of life at work by being more consistent with the unique circumstance of workers and the non-work demands of their lives. By allowing employees more quality time outside of work, they are able to focus on the tasks at work with more focus.
(pg. 238)

Front 11

What are the key dimensions of the job characteristics model?
- Job Scope
- Job breadth
- Job depth

Back 11

- job scope - the characteristics or attributes associated with a job, as defined by its breadth and depth
- job breadth - one of the dimensions of the job scope that refers to teh number of different activites performed by a job holder
- the degree of decision making or control the worker exercises over how the job is to be performed.