| autonomy | The degree to which a jobgives employees the freedom, independence,and discretion to schedule theirwork and determine the proceduresused in completing it.
|
 |
|
|
| Bbalanced scorecard | A reward systemthat pays bonuses to executives forimproved measurements on a compositeof financial, customer, internal process,and employee factors.
|
|
|
|
| Ggainsharing plan | A reward systemthat rewards team members for reducingcosts and increasing labour efficiencyin their work process.
|
|
|
|
| Job characteristics model | A job design model that relates the motivational properties of jobs to specific personal and organizational consequences of those properties.
|
|
|
|
| Job design | The process of assigning tasks to a job, including the interdependency of those tasks with other jobs.
|
|
|
|
| Job enlargement | Increasing the numberof tasks employees perform within their job.
|
|
|
|
| Job enrichment | Employees are given more responsibility for scheduling,coordinating, and planning their own work.
|
|
|
|
| Job evaluation | Systematically evaluating the worth of jobs within an organization by measuring their required skill, effort, responsibility, and working conditions. Job evaluation results create a hierarchy of job worth.
|
|
|
|
| Job rotation | The practice of moving employees from one job to another.
|
|
|
|
| Job specialization | The result of division of labour in which each job includes a subset of the tasks required to complete the product or service.
|
|
|
|
| Mental imagery | Mentally practising a task and visualizing its successful completion.
|
|
|
|
| motivator–hygiene theory | Herzberg's theory stating that employees are primarily motivated by growth and esteem needs, not by lower-level needs.
|
|
|
|
| profit-sharing plans | A reward system that pays bonuses to employees based on the previous year's level of corporate profits.
|
|
|
|
| scientific management | Involves systematically partitioning work into its smallest elements and standardizing tasks to achieve maximum efficiency.
|
|
|
|
| self-leadership | The process of influencing oneself to establish the selfdirection and self-motivation needed to perform a task.
|
|
|
|
| self-talk | Talking to ourselves about our own thoughts or actions for the purpose of increasing our self-confidence and navigating through decisions in a future event.
|
|
|
|
| skill variety | The extent to which employees must use different skills and talents to perform tasks within their job.
|
|
|
|
| stock options | A reward system that gives employees the right to purchase company shares at a future date at a predetermined price.
|
|
|
|
| task identity | The degree to which a job requires completion of a whole or an identifiable piece of work.
|
|
|
|
| task significance | The degree to which the job has a substantial impact on the organization and/or larger society.
|