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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.
Merit
________- based pay: pay plan based on performance appraisal ratings.
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.
Participative management
________: process in which subordinates share a significant degree of decision- making power with their immediate superiors.
Flexi time
________: flexible work hours, hours a week are obligatory but can be chosen when to invest those hours.
Bonuses
________: pay plan that rewards employees for recent performance rather than historical performance.
Profit sharing
________ plan: organization- wide program that distributes compensation based on some established formula designed around a companys profitability.
Skill variety
________: degree to a which a job requires a variety of different activities.
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.
Task significance
________: degree to which job has substantial impact on the lives or work of other people.
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.
Piece rate
________ pay: pay plan in which workers are paid a fixed sum for each unit of production completed.
Rewards
________ are intrinsic in the form of employee recognition.
potential score
Motivating ________ (MPS): predictive index that suggests the motivating potential in a job.
Task identity
________: degree to which a job requires completion of a whole and identifiable piece of work.
Representative participation
________: system in which workers participate in organizational decision making through a small group of representative employees.
individual employees
How to pay: rewarding ________ through variable- pay programs.
Job design
Way the elements in a job are organized
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
Skill variety
Degree to a which a job requires a variety of different activities
Task identity
Degree to which a job requires completion of a whole and identifiable piece of work
Task significance
Degree to which job has substantial impact on the lives or work of other people
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
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
Motivating potential score (MPS)
Predictive index that suggests the motivating potential in a job
Job rotation
Periodic shifting of an employee from one task to another
Job enrichment
Vertical expansion of jobs, which increases the degree to which the worker controls the planning, execution and evaluation of work
Relational job design
Making employees see the effects their job
Employee involvement
Participative process that uses the input of employees and is intended to increase employee commitment to an organization’s success
Variable-pay program
Pay plan that bases a portion of an employee’s pay on some individual and/or organizational measure of performance
Flexible benefits
Benefits plan that allows each employee to put together a benefits package individually tailored to their own individual needs and situation
Note 
Flashcard (23)