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Criado por Iris Freiberger
mais de 5 anos atrás
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Questão | Responda |
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 |
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