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Questions and Answers
What is the primary goal of job enlargement?
Which dimension of empowerment relates to employees feeling their work is important?
Which of the following is NOT a factor supporting empowerment?
What is a characteristic of job enrichment?
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Self-leadership is primarily focused on which of the following aspects?
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What is one primary benefit of job specialization according to Frederick Winslow Taylor?
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Which of the following is NOT a problem associated with job specialization?
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How did KPMG aim to increase task significance among its staff?
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What does job rotation primarily aim to minimize?
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What aspect of the Job Characteristics Model involves social interaction with coworkers?
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What is one major consequence of job specialization that can affect work quality?
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Frederick Winslow Taylor is best known for advocating which of the following concepts?
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Which of the following contributes to increasing workforce skill variety?
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Which element of self-leadership primarily focuses on the ability to monitor one's own progress towards goals?
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What is required for effective personal goal setting in self-leadership?
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Which practice involves visualizing successful task completion and anticipating obstacles?
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Which factor is not an individual predictor of self-leadership?
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What is the purpose of designing natural rewards in the context of self-leadership?
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What is one of the advantages of membership/seniority-based rewards?
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How do men and women generally perceive money differently?
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What is one of the advantages of competency-based rewards?
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Which of the following is a disadvantage of job status-based rewards?
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What is a disadvantage of competency-based pay?
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What culturally influenced attitude towards money is seen in nurturing cultures?
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What do ESOPs and share options promote within an organization?
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How does Lee Valley Tools distribute its profit-sharing among employees?
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Which characteristic can lead to less turnover with seniority-based rewards?
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What effect does job evaluation have within a rewards system?
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What is a key consideration when designing jobs in an organization?
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Which of the following perceptions of money is often stronger in cultures with high power distance?
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What should organizations beware of when implementing rewards?
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What can be a potential negative consequence of seniority-based rewards?
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Which of the following is an example of performance-based rewards?
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What can be a potential problem with organizational rewards?
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Study Notes
Meaning of Money at Work
- Money has various meanings and implications for individuals and society.
- Cultural differences influence how money is perceived and valued.
- High power distance cultures prioritize money, while nurturing cultures may be less open about discussing wealth.
Membership/Seniority Based Rewards
- Fixed wages and seniority-based rewards offer stability and predictability but can also lack performance motivation.
- Advantages include attracting applicants and reducing turnover.
- Disadvantages include deterring poor performers from leaving, potentially leading to "golden handcuffs" and a lack of performance-based incentives.
Job Status-Based Rewards
- Job evaluation and status-based perks may encourage competition for promotions and reduce pay discrimination.
- This system can reinforce a hierarchical structure and encourage employees to exaggerate their duties and hoard resources.
Competency-Based Rewards
- Two types: competency-based pay bands, defined by skills and knowledge demonstrated by employees, and skill-based rewards, based on the number of specific skill modules mastered.
- Motivates learning new skills but can be complex to implement.
- Potentially subjective assessments and higher training costs are potential disadvantages.
Performance-Based Rewards
- Include individual rewards like bonuses, piece rates, and commissions.
- Team rewards often include bonuses and gain-sharing plans.
- Organizational rewards include organizational bonuses, ESOPs, share options, and profit-sharing.
- ESOPs and share options can create an "ownership culture."
- Profit-sharing aligns employee compensation with the company's financial performance.
- Organizational rewards may have a weak P-to-O link (performance to outcome), meaning the connection between individual effort and reward may be less direct.
Improving Reward Effectiveness
- Linking rewards to performance is crucial.
- Rewards should be relevant to employees' needs and aspirations.
- Team rewards are effective when jobs are interdependent.
- Ensuring rewards are valued by employees is vital.
- Unintended consequences of reward systems should be considered.
Job Design
- The process of assigning tasks to a job and defining the interdependency of those tasks with other jobs.
- Organizations aim to design jobs that are efficient and motivate employees.
Job Specialization and Scientific Management
- Focuses on breaking down work into specialized tasks to improve efficiency, reduce training time, and facilitate better person-job matching.
- Introduced by Frederick Winslow Taylor, known as "scientific management."
- Problems arise from reduced motivation, higher turnover, and potential for decreased work quality.
Job Characteristics Model
- A framework that identifies five core job characteristics influencing employee motivation.
- These characteristics are skill variety, task identity, task significance, autonomy, and feedback.
Increasing Task Significance at KPMG
- KPMG implemented initiatives to increase task significance awareness by showcasing the firm's contributions to society through videos and posters.
- This helps employees understand the broader impact of their work.
Other Job Characteristics
- Social characteristics like task interdependence and feedback from others influence employee motivation and job satisfaction.
- Information processing demands, such as high task variability and analyzability, also contribute to job design.
Job Rotation
- Regularly moving employees from one job to another.
- Offers benefits such as increased skill variety, reduced repetitive strain injury, and a multi-skilled workforce.
Job Enlargement
- Expanding an existing job by adding more tasks.
- An example is a video journalist who performs a variety of tasks related to video production.
Job Enrichment
- Giving employees more responsibility for scheduling, coordinating, and planning their work.
- Natural grouping involves combining interdependent tasks into one job (e.g., assembling an entire product).
- Establishing client relationships involves giving employees direct contact and responsibility for specific clients.
Dimensions of Empowerment
- Four key dimensions:
- Self-determination: Employees believe they have freedom and discretion in their work.
- Meaning: Employees perceive their work as important and valuable.
- Competence: Employees possess confidence in their abilities and self-efficacy.
- Impact: Employees feel their contributions influence success.
Supporting Empowerment
- Individual factors include possessing the required competencies, being able to perform the work, and being able to handle decision-making demands.
- Job design factors include autonomy, task identity, task significance, and job feedback.
- Organizational factors include resources, learning orientation, and trust.
Self-Leadership
- The process of influencing oneself to establish self-direction and self-motivation needed to perform a task.
- Draws on concepts from goal setting, social cognitive theory, and sports psychology.
Elements of Self-Leadership
- Personal goal setting: Establishing goals for one's own work effort.
- Constructive thought patterns: Using positive self-talk and mental imagery to enhance self-efficacy.
- Designing natural rewards: Making the job more motivating by finding intrinsic rewards.
- Self-monitoring: Keeping track of progress toward self-set goals and utilizing feedback.
- Self-reinforcement: Providing personal rewards for achieving self-set goals.
Predictors of Self-Leadership
- Individual factors: Higher levels of conscientiousness, extroversion, self-esteem, self-efficacy, and internal locus of control.
- Organizational factors: Job autonomy, participative and trustworthy leadership, and measurement-oriented culture.
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Description
Explore the complexities of money's meaning and its cultural implications in the workplace. This quiz also covers various reward systems, including membership, job status, and competency-based rewards, highlighting their advantages and disadvantages. Test your knowledge on how these concepts influence employee motivation and organizational behavior.
