CH. 5: Motivation in Action Flashcards Preview

ORGANIZATIONAL BEHAVIOUR > CH. 5: Motivation in Action > Flashcards

Flashcards in CH. 5: Motivation in Action Deck (23)
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1
Q

what’s the most commonly used reward in organizations, & what else is a top priority for employees?

A

Money

- many emphasize relationships in the workplace

2
Q

portion of employee’s pay based on individual&/ organizational measure of performance

A

Variable -pay programs

3
Q

Individual- Based Incentives

A
  • Piece-rate pay plans
  • Merit Based
  • Bonuses
  • Skill- based pay
4
Q

Group- based incentives

A
  • Gainsharing: improvements in group productivity determine total amount of money to be shared
5
Q

Organizational- based incentives

A

Profit- sharing Plans

  • Employee Stock Ownership Plans (ESOP)& Stock options
  • stock options give employees right to buy stocks in company @ later date for guaranteed price
6
Q

permits each employee to create a package to suit individual needs (selections based on marital status, age, spouses’ benefits status, etc.

A

Flexible benefits plan

7
Q

To set a pay level, there needs to be a balance between

A

Internal Equity- worth of the job to organization

External Equity- competitiveness of organizations pay relative to industry standards

8
Q

Pros and cons to skill-based pay

A
  • Easier to fill staff needs (interchangeable)
  • improves communication
    BUT
  • doesn’t address level of performance
  • there may not be an immediate need for certain skills
9
Q

Organization wide programs that distribute compensation based on established formula designed around a company’s profitability

A

Profit- sharing plans

10
Q

The Job characteristic model (JcM)

A

Describes the job in terms of job dimensions:

  • Feedback
  • Autonomy
  • Task identity
  • Task significance
  • Skill variety
11
Q

4 basic emotional drive(needs) that guide people (ABCD)

A

Drive to Acquire (organizational rewards)
Drive to Bond (commitment to teamwork, frdship & openness)
Drive to Comprehend (effective job design)
Drive to Defend (performance management & resource allocation process)

12
Q

Employees are paid a fixed sum for each unit of production completed

A

Piece- rate pay plan

13
Q

Individual- based incentive plan based on performance appraisal ratings

A

Merit- based pay plans

14
Q

Individual- based incentive plan that rewards employees for recent performance rather than historical

A

Bonus

15
Q

Individual- based incentive plan that sets pay levels on the basis of how many skills employees have/ how many jobs they can do

A

Skill- based pay/ Competency/ Knowledge- based pay

16
Q

Organization- wide incentive plan in which employer shares profits w/ employees based on a predetermined formula

A

Profit- sharing plan

17
Q

A company- established benefit plan in which employees acquire stock as part of their benefits

A

Employee stock ownership plan (ESOP)

18
Q

Periodic shifting of workers from 1 task to another

- reducing boredom, increasing motivation, & helps employees understand how their work contributes to the organization

A

Job Rotation

19
Q

Vertical expansion of jobs

  • expands employee’s freedom & independence
  • Increases responsibility
  • provides feedback so individuals can assess & correct own performance
A

Job Enrichment

20
Q

Alternative Work Arrangements

A

Flextime
Job Sharing
Telework

21
Q
  • Employees work a set amount of hours but have some flexibility
  • Core period for all + flexible set of hours determined by workers
A

Flextime

22
Q

2 or more ppl splitting a 40 hour a week job

A

Job Sharing

23
Q

Employees complete work @ home, with access to smartphones, tablets, & other devices

A

Telework