8 - Motivation Application

• Job design is the way the elements in a job are organized.
• The job characteristics model is a model that proposes that any job can be described in terms of five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback.
• Skill variety is the degree to which a job requires a variety of different activities.
• Task identity The degree to which a job requires completion of a whole and identifiable piece of work.
• Task significance is the degree to which a job has a substantial impact on the lives or work of other people.
• Autonomy is the degree to which a job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out.
• Feedback is the degree to which carrying out the work activities required by a job results in the individual obtaining direct and clear information about the effectiveness of his or her performance.
• Motivating Potential Score is a predictive index that suggests the motivating potential in a job.
• Job rotation is the periodic shifting of an employee from one task to another.
• Job enrichment is the vertical expansion of jobs, which increases the degree to which the worker controls the planning, execution, and evaluation of the work.
• Job sharing is an arrangement that allows two or more individuals to split a traditional 40-hour-a-week job.
• Telecommuting refers to working from home at least two days a week on a computer that is linked to the employer’s office.
• Employee involvement is a participative process that uses employees’ input to increase their commitment to the organization’s success.
• Participative management is a process in which subordinates share a significant degree of decision-making power with their immediate superiors.
• Representative participation is a system in which workers participate in organizational decision making through a small group of representative employees.
• The variable - pay program is a pay plan that bases a portion of an employee’s pay on some individual and/or organizational measure of performance.
• A piece - rate pay plan is pay plan in which workers are paid a fixed sum for each unit of production completed.
• A merit - based pay plan is a pay plan based on performance appraisal ratings.
• Bonus is a pay plan that rewards employees for recent performance rather than historical performance.
• Profit - sharing plan is an organization wide program that distributes compensation based on some established formula designed around a company’s profitability.
• Gainsharing is a formula-based group incentive plan that uses improvements in group productivity from one period to another to determine the total amount of money allocated.
• Skill - based pay is a pay plan that sets pay levels on the basis of how many skills employees have or how many jobs they can do.
• Employee stock ownership plan is a company-established benefits plan in which employees acquire stock, often at below-market prices, as part of their benefits.
• Flexible benefits is a benefits plan that allows each employee to put together a benefits package individually tailored to his or her own needs and situation.