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19 Cards in this Set
- Front
- Back
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Money and the workplaccw |
-reward of $ to people; oldest -exchange of labour for $ & benefits |
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Us and Money |
-relates to our need, our emotin and our self concept |
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Meaning of money |
-varies from one person toanother -from men to women |
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Experts take on money |
-belive $ is more important then previosly belived |
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OB and Money |
-see $ as more than an exchange -fullfill a variety of needs and influence emotions |
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4 Financial Reward Practices |
Membership and Seniority
Job Status Competencies Task Performance |
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Job Evaulation |
systematicallty rating the worth of jobs within an organization -measruing required -skills, effort, responsiblity and work conditions |
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3 Types of organization rewards |
1. Gainsharing 2. Employee Share Ownership plan -Share options 3. Profit sharing |
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Evaluating these awards |
-ESOP -gives ownership -Profit-less ownership -main problem is employess see week connections |
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Improving Reward |
-performance come under attach for discouraging creativetiy -distancing management from employees -measning from jobs |
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5 way to improve rewards |
1. Link reward to performance 2. Ensure that reward are relevants 3. Use team rewards for interdependent jobs 4. Ensure rewards are valued 5. Watch our for unintended consequence (pizza delivery) |
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Job design |
-the process of assigning task to a job -including teh interdependency of those task with other jobs -way to work more efficient -employees are not motivated |
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Job |
-a set of task |
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Job specialization |
-the result of division of labour in which each job includes a subset of the task required to complete the product or service |
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Job specialization advantages |
improve work efficiency spend less time changing activities specialized job; less physical or mental skill short work cyulce-more practice spceific aptitude/skill can be matched |
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Job specialization -dis |
-jobs become tedious -emplyee abseetism and turnover -reduce quality -undermine worker potential |
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Scientific Managment |
-systematicall y portioning work into smallest elements -streamline task to achieve maximum efficiency -Fred Kinsly Taylor -detailed procedures and work practices |
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Motivator-hygene theory |
-motivated by growth and esteem -not low level need |
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Job Design and Motivator |
1. Motivator -hygene theory 2. Job characteristic model 3. Skill variety 4. Task Identity |
