3023 chap 8

• 1. Skill Variety- the degree to which a job requires a variety of different activites so the worker can use a number of different skills and talent
• 2.Task Identity-the degree to which a job requires completion of a whole and identifiable piece of work.
• 3. Task significance- the degree to which a job has pact on the lives or work of other people.
• 4.Autonomy-the degree to which a job provides the worker freedom, independence, and discretion in scheduling the work and determing the procedures in carryin it out.
• 5.Feedback-the degree to which carrying out work activities generates direct and clear information about your peformance.

A predictive index that suggests the motivating potential in a job

of the periodic shifting of an employee from take to another with similar skill requirements at the same organizational level. also called cross training.

• Flextime-employees must work a specific number ofhours per week, but are free to vary their hours of work within certain limits.drawback is not applicable to every job
• Job Sharing-allows two or more individuals to plit a traditional 40 hour a week job. drawback from managements perspective is finding compatible pairs of employees who successfully coordinate the intricacies of one job.
• Telecomuting-refers working at home at least 2 days a week on a computer linked to the employers
• 3 categories
• routine info handling tasks, mobile activities and professional and other knowledgeable related tasks.
• downside=direct supervision

• joint decision making
• which subbordinates sare a significant degree of decision making power with their immediate superiors.

most widely legislated form of employee involvement around the world. Redistribute power within an organization putting labor on a more equal footing with the interest of management and stockholder by letting workers be rep by a small group of employees who actually participate.

• Piece rate pay- means of compensating production workers by paying a fixed sum for each unit of production completed. harder you work, more you earn.
• Merit based pay- pays for individual performance based on peformance appraisal rating.
• Bonuses- a significant component of total compensation for many jobs.
• Skill Based Pay- (competency based or knowledge-based pay- an alt to job based pay that bases pay level on how many skills employees have or how many jobs they can do.
• Profit sharing plans- organizationwide programs that distributes compensation based on some established formula designed around a companys profitability.
• Gainsharing- formual based group incentive plan that used improvements in group productivity from one period to another determin the total amount of money allocated.
• Employee stock ownership plan-company establised benefit plan which employees acquire stock often a below market prices as part of their benefits.

• individualize rewards by allowing each employee to choose the compensation package the best satisfies his or her current needs and situationl
• MODULAR PLANS- predesigned packages or modules of benefits each of which meets te needs of specific group of employees.
• CORE PLUS PLANS- consist of a core essential benefits and menulike slection of others from which employees can select.
• FLEXIBLE SPENDING PLANS-allow employees to set aside pretax dollars up to dollar amount offered in the plan to pay for particular benefits, such as health care and dental preminums.