16) In the job characteristics model, ________ refers to the degree to which a job requires completion of a whole and identifiable piece of work. Show A) task significance B) skill variety C) autonomy D) task identity 17) In the job characteristics model, task significance refers to the degree to which a job ________. A) provides freedom, independence, and discretion to the individual in carrying out the work B) requires a variety of activities and uses a number of different employee skills and talents C) requires completion of a whole and identifiable piece of work D) has a substantial impact on the lives or work of other people 18) Coworkers Bob and Tom were comparing checks on Friday. Bob saw that Tom's was significantly larger, which made Bob unhappy. Which theory best explains Bob's reaction? A) Maslow's hierarchy of needs theory B) Herzberg's two-factor theory C) Adams' equity theory D) Vroom's expectancy theory 19) After seeing Tom's paycheck, Bob decided their inputs were nearly identical but Tom's check was much larger. Bob decided to take action to make things fairer in his mind. He is most likely to ________. A) increase the quantity of his production B) focus on the quality of his production C) reduce his effort at work D) find another person to compare checks with 20) In the expectancy theory, ________ is the degree to which the individual believes that performing at a particular level is instrumental in attaining the desired outcome. A) expectancy B) valence C) performance-reward linkage D) effort-performance linkage 21) In the expectancy theory, ________ is the importance that the individual places on the potential outcome or reward that can be achieved on the job. A) expectancy B) valence C) instrumentality D) saliency 22) Temporary workers are often motivated by ________. A) autonomy in their work and flexibility in their schedules B) the opportunity to become regular, full-time employees C) the ability to change assignments frequently D) recognition and responsibility 23) The use of employee recognition programs as motivational tools is consistent with the ________ theory. A) hierarchy of needs B) reinforcement C) three-factor D) expectancy 24) Which one of the following is true about motivating unique groups of workers? A) Higher pay is the only reward that is important to low-skilled, minimum-wage employees. B) Flexible work arrangements have shown a strong link with high motivation levels. C) Money and promotions are typically low on the priority list of professionals. D) For most temp workers, the freedom they get from their temporary status is the main motivator.
Learning Outcomes
There are three broad theories of good job design related to human motivation: job relevance, job enlargement, and job enrichment. In order for employees to have a sense of accomplishment in their work, “the job needs to be designed so that the tasks have a clear purpose and relate to the company mission.” After all, “good job design incorporates tasks that relate to organizational goals and values into every job description.” Job RelevanceSignificance and relevance isn’t just for high-performance individuals and senior executives. To avoid turnover and engagement issues, this factor should be designed in at every level and length of tenure, from new hire to veteran. With a focus on specialization and standardization—“man as a machine”—scientific management yielded productivity and profit/wage gains, but at a cost. Although specialization can increase quality and productivity, it can also result in boredom and create a sense of alienation that depresses productivity and job satisfaction. Job Enlargement Job EnrichmentThe theory of job enrichment is attributed to Frederick Herzberg, who famously stated that “if you want people to do a good job, give them a good job to do.” Herzberg believed that “employee satisfaction can be enhanced through ‘job enrichment’–the addition of different tasks associated with a job that provides greater involvement and interaction with that job.” Specifically, he proposed that: “the job must use the full ability of the employee and provide them with sufficient challenge and any employee who demonstrates an increasing level of ability should be given correspondingly increasing levels of responsibility.” The Job Characteristics TheoryAccording to DeCenzo, et.al., Herzberg “suggests expanding the content of a job with opportunities for personal growth, advancement, responsibility, interesting work, recognition and achievement to create more opportunities for job satisfaction and motivation.” Organizational psychologists J. Richard Hackman and Greg Oldham built on Herzberg’s theories, developing a job design model (referred to as the job characteristics theory or JCT) based on the following five job characteristics:
For a reverse—bottom up—perspective on job design, watch Yale School of Management Organizational Behavior professor Dr. Amy Wrzesniewski’s “Job Crafting” presentation at Google You can view the transcript for “Job Crafting” here (opens in new window). Contribute!Did you have an idea for improving this content? We’d love your input. Improve this pageLearn More
In order to continue enjoying our site, we ask that you confirm your identity as a human. Thank you very much for your cooperation. |
What refers to the degree to which a person is in charge of completing an identifiable piece of work from start to finish?
Postagens relacionadas
direito autoral © 2024 aprendervalor Inc.
