________: degree to which job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out.
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Merit
________- based pay: pay plan based on performance appraisal ratings.
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Feedback
________: degree to which carrying out the work activities required by a job results in the individual obtaining direct and clear information about the effectiveness of his /her performance.
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Participative management
________: process in which subordinates share a significant degree of decision- making power with their immediate superiors.
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Flexi time
________: flexible work hours, hours a week are obligatory but can be chosen when to invest those hours.
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Bonuses
________: pay plan that rewards employees for recent performance rather than historical performance.
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Profit sharing
________ plan: organization- wide program that distributes compensation based on some established formula designed around a companys profitability.
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Skill variety
________: degree to a which a job requires a variety of different activities.
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Skill
________- based pay: pay plan that sets pay levels on the basis of how many skills employees have or how many jobs they can do.
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Task significance
________: degree to which job has substantial impact on the lives or work of other people.
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characteristics model
Job ________ (JCM): model that proposes that any job can be described in terms of five core job dimensions: skill variety, task identity, task significance, autonomy and feedback.
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Piece rate
________ pay: pay plan in which workers are paid a fixed sum for each unit of production completed.
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Rewards
________ are intrinsic in the form of employee recognition.
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potential score
Motivating ________ (MPS): predictive index that suggests the motivating potential in a job.
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Task identity
________: degree to which a job requires completion of a whole and identifiable piece of work.
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Representative participation
________: system in which workers participate in organizational decision making through a small group of representative employees.
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individual employees
How to pay: rewarding ________ through variable- pay programs.
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Job design
Way the elements in a job are organized
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Job characteristics model (JCM)
Model that proposes that any job can be described in terms of five core job dimensions: skill variety, task identity, task significance, autonomy and feedback
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Skill variety
Degree to a which a job requires a variety of different activities
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Task identity
Degree to which a job requires completion of a whole and identifiable piece of work
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Task significance
Degree to which job has substantial impact on the lives or work of other people
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Autonomy
Degree to which job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out
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Feedback
Degree to which carrying out the work activities required by a job results in the individual obtaining direct and clear information about the effectiveness of his/her performance
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Motivating potential score (MPS)
Predictive index that suggests the motivating potential in a job
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Job rotation
Periodic shifting of an employee from one task to another
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Job enrichment
Vertical expansion of jobs, which increases the degree to which the worker controls the planning, execution and evaluation of work
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Relational job design
Making employees see the effects their job
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Employee involvement
Participative process that uses the input of employees and is intended to increase employee commitment to an organization’s success
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Variable-pay program
Pay plan that bases a portion of an employee’s pay on some individual and/or organizational measure of performance
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Flexible benefits
Benefits plan that allows each employee to put together a benefits package individually tailored to their own individual needs and situation
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