Motivating Behavior with Work and Rewards Vocabulary (chapter 6)

Flashcards on Motivating Behavior with Work and Rewards

Job Design

How organizations define and structure jobs to enhance employee performance.

Job Specialization

Breaking jobs into small, standardized tasks across workers; can lead to boredom and job dissatisfaction.

Job Rotation

Systematically moving workers from one job to another to reduce monotony, but doesn't fully address boredom.

Job Enlargement

Giving workers more tasks to perform.

Job Enrichment

Giving workers more tasks and control over how to perform them.

Participation

Giving employees a voice in decisions about their work, administrative matters, and product quality.

Empowerment

Enabling workers to set goals, make decisions, and solve problems within their responsibility.

Compressed Work Schedule

Employees work full-time hours in fewer days.

Job Sharing

Two or more part-time employees share one full-time job.

Extended Work Schedule

Work schedule with long work periods followed by extended paid time off.

Flexible Work Schedule (Flextime)

Gives employees control over their daily work hours.

Telecommuting

Employees work off-site for part of their time.

Goal

A desirable objective used to manage motivation and enhance employee performance.

Goal Difficulty

Extent to which a goal is challenging and requires effort.

Goal Specificity

Clarity and precision of a goal.

Goal Acceptance

The degree to which a person accepts a goal as their own.

Goal Commitment

The degree to which a person is personally invested in reaching a goal

Management by Objectives (MBO)

Collaborative goal-setting where organizational goals cascade down.

Performance Appraisal

Process of measuring, evaluating, documenting, and communicating an employee's work behaviors.

Performance Management

Ongoing process that includes performance appraisal, recognizing, coaching, and training employees.

360-Degree Feedback

Performance feedback from all sides of the organization

Balanced Scorecard (BSC)

Structured performance management identifying financial/nonfinancial measures.

Reward System

All components involved in allocating compensation and benefits to employees.

Surface Value

Objective worth of a reward.

Symbolic Value

Subjective and personal worth of a reward.

Compensation Package

Money, incentives, benefits, privileges, and awards provided to employees.

Incentive Systems

Plans where employees earn extra compensation for certain performance.

Indirect Compensation

Employee benefits as a form of compensation.

Perquisites

Special privileges for select organizational members, usually top managers.

Employee Recognition

Explicit acknowledgment and praise for desired behaviors/outcomes

Flexible Reward Systems

Systems allowing employees to choose benefits that best suit their needs

Pay Transparency

Policy where exact amounts of employee compensation are public knowledge.