Reward
Motivation and Job Design
Alt. Work Schedules
Performance Management
100
Do they improve performance? Do they affect intrinsic motivation?
What is the 2 principle issues with Paying for Performance?
100
Process of planning and specifying job tasks and work arrangements
What is Job Design?
100
When an employee works less than 40 hours a week.
What is a part-time job?
100
"the process of managing performance measurement and the variety of human resource decisions associated with such measurement”
What is Performance Management
200
positively valued work outcomes that the individual receives directly as a result of task performance
What is the definition of extrinsic reward?
200
Increases task variety by periodically shifting workers among jobs involving different tasks
What is Job Rotation?
200
Allows a full time job to be completed in fewer than the standard five days.
What is a compressed workweek?
200
evaluative, development
What is 2 types of Performance Management Purpose
300
How performance incentives affect one's desire for the reward object
What is unfamiliar principle issue with paying for performance?
300
Builds high-content jobs that involves planning and evaluating duties normally done by supervisors
What is Job Enrichment?
300
Work done at home or from a remote location using computers, tablets, and smart devices.
What is telecommuting?
300
Step 1: Identify clear and measurable goals Step 2: Measure performance to assess progress Step 3: Provide feedback and coaching on performance results Step 4: Use performance appraisal for human resource management decision
What is Process of Performance Management
400
It results with bad attitudes, intentions to quit and impact on mental health
What does pay dissatisfaction result in?
400
Increases task variety by combining into one job, two or more tasks that were previously assigned to separate workers
What is Job Enlargement?
400
Giving individuals some amount of choice in scheduling their daily work hours.
What is flexible working hours?
400
By emphasizing individual accountability for past results, traditional appraisals give short shrift to improving current performance and developing talent for the future. That can hinder long-term competitiveness.
What is The Performance Management Revolution Problem
500
Kohn concluded that rewards increase engagement (current activity) but decreases re-engagement (persistence)
What did Kohn conclude from the survey results?
500
The extent to which people feel confident that they are able to carry out a more broader and proactive role, beyond traditional prescribed technical requirements
What is Role Breadth Self-Efficacy?
500
One full-time job split up between two or more people who divide the work according to agreed upon hours.
What is job sharing?
500
To better support employee development, many organizations are dropping or radically changing their annual review systems in favor of giving people less formal, more frequent feedback that follows the natural cycle of work.
What is The Performance Management Revolution Solution
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