HR Study Guide CH4.csv

Differences in human characteristics and composition in an organization.

Effort directed toward accomplishing results.

Study of the way work (inputs, activities, and outputs) moves through an organization.

Grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee.

Measures for improving such activities as product development, customer service, and service delivery.

Organizing tasks, duties, responsibilities, and other elements into a productive unit of work.

Someone who is not an employee, but a temporary or part-time worker for a specific period of time and type of work.

Matching characteristics of people with characteristics of jobs.

Broadening the scope of a job by expanding the number of different tasks to be performed.

Increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job.

Process of shifting a person from job to job.

Scheduling arrangement in which two employees perform the work of one full-time job.

Extent to which the work requires several different activities for successful completion.

Extent to which the job includes a "whole" identifiable unit of work that is carried out from start to finish and that results in a visible outcome.

Impact the job has on other people.

Extent of individual freedom and discretion in the work and its scheduling.

The amount of information employees receive about how well or how poorly they have performed.

Organizational team formed to address specific problems, improve work processes, and enhance the overall quality of products and services.

Organizational team composed of individuals who are assigned a cluster of tasks, duties, and responsibilities to be accomplished.

Organizational team composed of individuals who are separated geographically but linked by communications technology.

Employees work with technology via electronic, telecommunications, and Internet means.

A workweek in which a full week's work is accomplished in fewer than five 8-hour days.

Scheduling arrangement in which employees work a set number of hours a day but vary starting and ending time.

Systemic way of gathering and analyzing information about the content, context, and human requirements of jobs.

Distinct, identifiable work activity composed of motions.

Work segment composed of several tasks that are performed by an individual.

Obligations to perform certain tasks and duties.

Individual capabilities that can be linked to enhanced performance by individuals or teams.

Duties that are part of a job but are incidental or ancillary to the purpose and nature of the job.

Identification of the tasks, duties, and responsibilities of a job.

The knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily.

Indicators of what the job accomplishes and how performance is measured in key areas of the job description.