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Questions and Answers
Which of the following best explains why higher paychecks can enhance self-evaluation?
Which of the following best explains why higher paychecks can enhance self-evaluation?
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What is a primary disadvantage of seniority-based reward systems in the context of motivating job performance?
What is a primary disadvantage of seniority-based reward systems in the context of motivating job performance?
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What is a key advantage of job evaluation within a job-status based reward system?
What is a key advantage of job evaluation within a job-status based reward system?
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Which of the following is a primary benefit of adopting a competency-based reward system?
Which of the following is a primary benefit of adopting a competency-based reward system?
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How do organizational rewards such as ESOPs (Employee Stock Ownership Plans) benefit companies?
How do organizational rewards such as ESOPs (Employee Stock Ownership Plans) benefit companies?
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Within the context of the workplace, money is BEST described as:
Within the context of the workplace, money is BEST described as:
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A strong 'money ethic' in an individual is characterized by the belief that money is:
A strong 'money ethic' in an individual is characterized by the belief that money is:
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How does the perception of the meaning of money tend to differ between individuals in cultures with high power distance and those in egalitarian cultures?
How does the perception of the meaning of money tend to differ between individuals in cultures with high power distance and those in egalitarian cultures?
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The idea of monetary intelligence suggests that people may view and use money in many different ways. Which of these options is MOST likely to be one of them?
The idea of monetary intelligence suggests that people may view and use money in many different ways. Which of these options is MOST likely to be one of them?
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Which statement is most likely to be TRUE regarding the motivating aspect of money?
Which statement is most likely to be TRUE regarding the motivating aspect of money?
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What is a primary benefit of using ESOPs and stock options as organizational rewards?
What is a primary benefit of using ESOPs and stock options as organizational rewards?
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According to the content, how can firms improve the effectiveness of organizational rewards?
According to the content, how can firms improve the effectiveness of organizational rewards?
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What negative consequence does the content associate with high job specialization?
What negative consequence does the content associate with high job specialization?
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What is the core idea behind scientific management, as introduced in the content?
What is the core idea behind scientific management, as introduced in the content?
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According to the content, what is a key factor to consider when designing jobs?
According to the content, what is a key factor to consider when designing jobs?
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Which aspect of the Job Characteristics Model contributes to high intrinsic motivation?
Which aspect of the Job Characteristics Model contributes to high intrinsic motivation?
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What is a key benefit of frequent job rotation?
What is a key benefit of frequent job rotation?
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Which characteristic denotes the need for creativity and judgment in a job?
Which characteristic denotes the need for creativity and judgment in a job?
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What does job enlargement primarily aim to achieve?
What does job enlargement primarily aim to achieve?
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What is the impact of task interdependence in a job?
What is the impact of task interdependence in a job?
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Study Notes
Chapter Six: Applied Performance Practices
- This chapter focuses on various performance-based rewards and practices within an organizational context.
- Different types of financial rewards are categorized, and their advantages and disadvantages are outlined.
- Money at work is examined as a form of exchange for labor, related to needs and self-concept, and interpreted as a tool or a drug.
- Motivational factors in monetary rewards and their impact on employees' performance and well-being are discussed.
- Various reward systems categorized as Membership/Seniority, Job Status, Competency, and Performance-based are examined.
- Membership/Seniority-based rewards are analyzed as pay for tenure, while also potentially impeding performance. Job Status-based rewards are tied to job evaluation and associated perks, influencing employee motivation via competition.
- Competency-based rewards motivate skill development and promote valuable employee attributes.
- Performance-based rewards, encompassing individual (bonuses, commissions) and team (gain-sharing) systems, are connected to productivity and organizational success. These rewards, especially profit sharing and ESOPs, also connect employee wellbeing with organizational prosperity.
- Techniques for improving reward effectiveness involve linking rewards to performance, ensuring relevance, valuing the rewards with employee preferences in mind, and anticipating unintended consequences.
- Job specialization is explored, detailing its benefits and drawbacks in improving efficiency versus employee motivation. Scientific management approach to work efficiency via specialized task breakdown is detailed and contrasted with potential employee dissatisfaction consequences.
Job Design
- Effective job design balances work efficiency and motivation by encompassing various aspects.
- Work efficiency is enhanced through techniques like division of labor and short cycle time but potential downsides are reviewed concerning employee motivation.
- The job characteristics model clarifies the relationship between job design and employee motivation, outlining core characteristics, critical psychological states, and resultant outcomes, all impacting work motivation, growth satisfaction, general job satisfaction. This model highlights individual differences in knowledge, skills, context satisfaction, and growth needs strength.
Job Enrichment
- Job enrichment increases employees' responsibility in scheduling, coordinating, and planning work, contrasted with alternative approaches like job enlargement or job rotation..
- Techniques include natural grouping of jobs, establishing client relationships, and empowering employees.
Psychological Empowerment
- Psychological empowerment is a perceptual and emotional state where employees feel a sense of self-determination, meaning, competence, and impact in their work.
- This chapter details factors supporting empowerment, encompassing individual competencies for job performance, job design considerations like autonomy, task identification, job feedback, and organizational considerations like resource availability, learning environment, and trust.
Self-Leadership
- Self-leadership encompasses the cognitive and behavioral strategies employed by individuals to achieve personal goals. Self-leadership enhances self-direction and motivation through varied, conceptual strategies like personal goal setting, constructive thought patterns, designing natural rewards, and self-monitoring to achieve desired goals and improved performance.
- Predictable factors of successful self-leadership, including individual characteristics like conscientiousness and extroversion (and self-esteem, self-efficacy, internal locus, and organizational factors like autonomy and effective leadership.
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Description
This quiz explores Chapter Six's content on applied performance practices within organizations. It covers different types of financial rewards, their pros and cons, and their influence on employee motivation and performance. The chapter also discusses various reward systems such as Membership/Seniority, Job Status, Competency, and Performance-based rewards.
