MGT 291 Exam 1 Questions and Correct
Answers
Job Specialization
breaking jobs down into small component tasks and standardizing them across all workers doing
those jobs
Basic alternative to job specialization
job rotation
job enlargement
job enrichment
job rotation
moving working from one job to another
job enlargement
gives workers more tasks to perform
job enrichment
gives employees more tasks and more control over them
job characteristics theory
uses five motivational properties of tasks and three critical psychological to improve outcomes
skill variety, task identity, task significance, autonomy, feedback
skill variety
,degree to which the job requires a variety of activities with different skills and talents needed
task identity
degree to which the job has a beginning and an end with a tangible outcome
Task significance
the degree to which the job affects the lives of other people
Autonomy
degree to which the job allows freedom to schedule the work and procedures for carrying it out
Feedback
the degree to which the job activities gives clear info about the effectiveness of the individual's
performance
Formula for MPS (motivating potential score)
Participation
Entails giving employees a voice
Empowerment
enabling workers to set their goals, make decisions, and solve problems
Ways to empower people include
articulating a clear vision,
modeling successful behaviors, Sending positive messages, giving feedback
Variable work schedules
, compressed work schedule: working a full time job in less than five days
Extended work schedules
work schedule that requires relatively long periods of work and long periods of paid time off
Flexible work schedules
give employees more personal control over the hours they work
Alternative workplace
Telecommuting: when employees work off-site. This reduces absenteeism and turnover
incentive system
plans in which employees can earn additional compensation in return for certain types of
performance
indirect compensation
employee benefits provided as a form of compansation
perquisites
Special privileges awarded to selected members of an organization, usually top managers
awards
awards are used for outstanding performance
One thing that you noticed from the survey is that employees' growth need strength tends
to consistently be quite high. What does this mean to your job redesign initiative?
Answers
Job Specialization
breaking jobs down into small component tasks and standardizing them across all workers doing
those jobs
Basic alternative to job specialization
job rotation
job enlargement
job enrichment
job rotation
moving working from one job to another
job enlargement
gives workers more tasks to perform
job enrichment
gives employees more tasks and more control over them
job characteristics theory
uses five motivational properties of tasks and three critical psychological to improve outcomes
skill variety, task identity, task significance, autonomy, feedback
skill variety
,degree to which the job requires a variety of activities with different skills and talents needed
task identity
degree to which the job has a beginning and an end with a tangible outcome
Task significance
the degree to which the job affects the lives of other people
Autonomy
degree to which the job allows freedom to schedule the work and procedures for carrying it out
Feedback
the degree to which the job activities gives clear info about the effectiveness of the individual's
performance
Formula for MPS (motivating potential score)
Participation
Entails giving employees a voice
Empowerment
enabling workers to set their goals, make decisions, and solve problems
Ways to empower people include
articulating a clear vision,
modeling successful behaviors, Sending positive messages, giving feedback
Variable work schedules
, compressed work schedule: working a full time job in less than five days
Extended work schedules
work schedule that requires relatively long periods of work and long periods of paid time off
Flexible work schedules
give employees more personal control over the hours they work
Alternative workplace
Telecommuting: when employees work off-site. This reduces absenteeism and turnover
incentive system
plans in which employees can earn additional compensation in return for certain types of
performance
indirect compensation
employee benefits provided as a form of compansation
perquisites
Special privileges awarded to selected members of an organization, usually top managers
awards
awards are used for outstanding performance
One thing that you noticed from the survey is that employees' growth need strength tends
to consistently be quite high. What does this mean to your job redesign initiative?
