17487425
Beschreibung
Karteikarten von Iris Freiberger, aktualisiert more than 1 year ago
|
Erstellt von Iris Freiberger
vor mehr als 5 Jahre
|
|
| Frage | Antworten |
| job design | process of linking specific tasks to specific jobs deciding what techniques and procedures should be used to perform task |
| scientific management | set of principles designed to increase performance job simplification and specialisation |
| job simplification | breaking up of work into smallest identifiable tasks |
| job specialisation | assignment of employees to perform small and simple tasks |
| time and motion studies | how long it takes to perform a task and best way to perform it |
| job enlargement | increasing number of tasks but keeping all tasks at same level of difficulty and responsibility horizontal job loading |
| job enrichment | increase responsibility and control vertical job loading |
| job characteristics model | aim is to identify characteristics that make jobs intrinsically motivating |
| skill variety | extent to which job requires use of diff. skills, abilities and talent |
| task identity | extent to which jobs involves performing a whole piece of work from beginning to end |
| task significance | extent to which job has impact on loves of other people |
| autonomy | degree to which job allows freedom and independence to schedule work and decide how to carry it out |
| feedback | extent to which job provides employee with clear info about his/her effectiveness |
| job crafting | employee modifies tasks that compromise their jobs, how they view them and who they interact with while performing it |
| motivating potential score (MPS) | measure of overall potential of a job to foster intrinsic motivation |
| experienced meaningfulness of the work | degree to which employees feel their jobs are important, worthwhile and meaningful |
| experienced responsibility for work outcome | extent to which employees feel personally responsible for their job performance |
| knowledge of results | degree to which employee knows how well they perform their jobs on a continuous basis |
| social information processing model | info from other people and employees´ past behaviours influence employees´perceptions to design of job |
| contingent workers | employees hired on temporary basis to fill need for labour (can change over time) |
| organisational objectives | overarching purpose of an organisation |
| social identity theory | how individuals use the groups they are members of to define themselves |
| goal | what an individual is trying to accomplish |
| goal-setting theory | identifying types of goals that are most effective in producing high levels of motivation and performance |
| management by objectives (MBO) | goal-setting process in which manager meets with with supervisor to set and evaluate goals |
Möchten Sie mit GoConqr kostenlos Ihre eigenen Karteikarten erstellen? Mehr erfahren.