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BUAD309 Final
Chapter 8
| Question | Answer |
|---|---|
| Skill variety(JCM) | degree to which the job incorporates a number of different skills and talents |
| Task identity (JCM) | degree to which the job requires the completion of a whole and identifiable piece of work |
| Task Significance: (JCM) | how the job impacts the lives of others |
| autonomy (JCM) | identifies how much freedom and independence the worker has over the job |
| feedback (JCM) | how much the job generates direct and clear information about the worker’s performance |
| Flex time (alt. work arrangements) | Flextime allows employees to choose the hours they work within a defined period of time. 43% of US full-time workforce has flexible arrival and departure schedule |
| Job sharing (alte. work arrangements) | Job Sharing allows two or more individuals to split traditional 40-hour/week job. 19% of large organizations offer job sharing, but it’s difficult to find compatible partners |
| Telecommuting | Telecommuting allows workers to work from home at least 2 days a week on a computer linked to the employer’s office. 35% of organizations allow part time; 21% offer full time telecommuting |
| Establishing pay structure (rewards) | Internal pay equity:Worth of the job to the organization External pay equity:Competitiveness of an organization’s pay relative to elsewhere in its industry |
| Piece rate pay (how to pay) | Pays a fixed sum of money for each unit of production completed. For example: Ballpark workers selling peanuts and soda get $1 for each bag of peanuts and soda sold. |
| Merit-based pay (how to pay) | Pays for individual performance based on performance appraisal results. If appraisals are designed correctly, workers performing at a high level will get more pay. |
| Bonuses (how to pay) | Pay a lump sum at the end of a designated period of time based on individual and/or organizational performance. |
| Skill based pay (how to pay) | Pays based on the number of skills employees have or the number of jobs they can do |
| Profit sharing plans (how to pay) | Pays out a portion of the organization’s profitability. It is an organization-wide program and is based on a predetermined formula. |
| Gainsharing (how to pay) | Pays for improvements in group productivity from one period to another. It is a group incentive plan. |
| Employee stock ownership plans (how to pay) | Provides each employee with the opportunity to acquire stock as part of their benefit package. |
| Flexible benefits | Flexible benefits give individual rewards by allowing each employee to choose the compensation package that best satisfies his or her current needs and situations. |
| Employee recognition programs | Employee rewards need to be intrinsic and extrinsic. Employee recognition programs are a good method of intrinsic rewards. |
| characteristics of employee recognition programs | rewards range from a thank-you to publicized formal programs.Advantages-they are inexpensive and effective.they can be politically motivated and if they are perceived to be applied unfairly, they can cause more harm than good. |
| Managerial implications | Recognize individual differences Use goals and feedback Allow employees to participate in decisions that affect them Link rewards to performance Check the system for equity |
Created by:
rbmooney
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