ACING BUSMHR 3200 EXAMS: ESSENTIAL QUESTIONS
AND ANSWERS FOR THE A+.
scientific management
is the kind of management which conducts a business or affairs by standards established by facts or
truths gained through systematic observation, experiment, or reasoning
job enlargement
-involves putting more variety into a worker's job by combining specialized tasks of comparable
difficulty; horizontal loading
-In the long term, does not have a significant lasting effect on job performance
job rotation
-calls for moving employees from one specialized job to another
-Increased engagement and motivation -by providing employees with a broader perspective of the
organization
-Increased worker flexibility and easier -scheduling because employees are cross-trained to perform
different jobs
-A vehicle to increase employees' -knowledge and abilities, thus improving an employee's promotibility
and building a pipeline of internal talent
job enrichment
entails modifying a job such that an employee has the opportunity to experience achievement,
recognition, stimulating work, responsibility, and advancement; vertical loading- giving workers more
autonomy and responsibility
job characteristics model
-goal is to promote high intrinsic motivation by designing jobs that possess the five core job
characteristics:
-skill variety
-task identity
-task significance
-autonomy
-feedback
skill variety
the extent to which the job requires an individual to perform a variety of tasks that require him or her to
use different skills and abilities
task identify
the extent to which the job requires an individual to perform a whole or completely identifiable piece of
work; task identity is high when a person works on a product or project from beginning to end and sees
a tangible result
, task significance
the extent to which the job affects the lives of other people within or outside the organization
autonomy
the extent to which the job enables an individual to experience freedom, independence, and discretion
in both scheduling and determining the procedures used in completing the job
feedback
the extent to which an individual receives direct and clear information about how effectively he or she is
performing the job.
Three person factors that moderate how individuals respond to job enrichment
-Knowledge and skill
-Growth and need strength (representing the desire to grow and develop as an individual)
-Context satisfaction (representing the extent to which employees are satisfied with various aspects of
their job, such as satisfaction with pay, coworkers, and supervision)
bottom-up approach
-Job crafting: defined as the physical and cognitive changes individuals make in the task or relational
boundaries of their work; employees are viewed as job crafters because they are expected to define
their own job boundaries
-This approach to job design represents the pro-active and adaptive employee behavior aimed at
changing tasks, relationships, and cognitions associated with one's job
Idiosyncratic Deals (I-Deals)
represent employee terms individuals negotiates for themselves, taking myriad forms from flexible
schedules to career development
roles
set of expected behavior for a particular position
group role
set of expected behaviors for members of a group as a whole
task roles
enable work group to define, clarify, and pursue a common purpose-keep group on track
Maintenance roles
foster supportive and constructive interpersonal relationships-keep group together
norm
AND ANSWERS FOR THE A+.
scientific management
is the kind of management which conducts a business or affairs by standards established by facts or
truths gained through systematic observation, experiment, or reasoning
job enlargement
-involves putting more variety into a worker's job by combining specialized tasks of comparable
difficulty; horizontal loading
-In the long term, does not have a significant lasting effect on job performance
job rotation
-calls for moving employees from one specialized job to another
-Increased engagement and motivation -by providing employees with a broader perspective of the
organization
-Increased worker flexibility and easier -scheduling because employees are cross-trained to perform
different jobs
-A vehicle to increase employees' -knowledge and abilities, thus improving an employee's promotibility
and building a pipeline of internal talent
job enrichment
entails modifying a job such that an employee has the opportunity to experience achievement,
recognition, stimulating work, responsibility, and advancement; vertical loading- giving workers more
autonomy and responsibility
job characteristics model
-goal is to promote high intrinsic motivation by designing jobs that possess the five core job
characteristics:
-skill variety
-task identity
-task significance
-autonomy
-feedback
skill variety
the extent to which the job requires an individual to perform a variety of tasks that require him or her to
use different skills and abilities
task identify
the extent to which the job requires an individual to perform a whole or completely identifiable piece of
work; task identity is high when a person works on a product or project from beginning to end and sees
a tangible result
, task significance
the extent to which the job affects the lives of other people within or outside the organization
autonomy
the extent to which the job enables an individual to experience freedom, independence, and discretion
in both scheduling and determining the procedures used in completing the job
feedback
the extent to which an individual receives direct and clear information about how effectively he or she is
performing the job.
Three person factors that moderate how individuals respond to job enrichment
-Knowledge and skill
-Growth and need strength (representing the desire to grow and develop as an individual)
-Context satisfaction (representing the extent to which employees are satisfied with various aspects of
their job, such as satisfaction with pay, coworkers, and supervision)
bottom-up approach
-Job crafting: defined as the physical and cognitive changes individuals make in the task or relational
boundaries of their work; employees are viewed as job crafters because they are expected to define
their own job boundaries
-This approach to job design represents the pro-active and adaptive employee behavior aimed at
changing tasks, relationships, and cognitions associated with one's job
Idiosyncratic Deals (I-Deals)
represent employee terms individuals negotiates for themselves, taking myriad forms from flexible
schedules to career development
roles
set of expected behavior for a particular position
group role
set of expected behaviors for members of a group as a whole
task roles
enable work group to define, clarify, and pursue a common purpose-keep group on track
Maintenance roles
foster supportive and constructive interpersonal relationships-keep group together
norm
