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Human Resource Mgmt 11th Ed. Chapter 6


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Extent of individual freedom and discretion in the work and its scheduling.
Business process re-engineering (BPR)
Measures for improving such activities as product development, customer service, and service delivery.
Individual capabilities that can be linked to enhanced performance by individuals or teams.
Compressed workweek
Schedule in which a full week’s work is accomplished in fewer than 5 8-hour days.
Larger work segment composed of several tasks that are performed by an individual.
Amount of information employees receive about how well or how poorly they have performed.
Scheduling arrangement in which employees work a set number of hours a day but vary starting and ending times.
Grouping of tasks, duties, and responsibilities that constitutes the total work assignment for employees.
Job analysis
Systematic way of gathering and analyzing information about the content, context, and human requirements of jobs.
Job description
Identification of the tasks, duties, and responsibilities of a job.
Job design
Organizing tasks, duties, and responsibilities into a productive unit of work.
Job enlargement
Broadening the scope of a job by expanding the number of different tasks to be performed.
Job enrichment
Increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job.
Job rotation
Process of shifting a person from job to job.
Job sharing
Scheduling arrangement in which two employees perform the work of one full-time job.
Job specifications
The knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily.
Marginal job functions
Duties that are part of a job but are incidental or ancillary to the purpose and nature of the job.
Performance standards
Indicators of what the job accomplishes and how performance is measured in key areas of the job description.
Person/job fit
Matching characteristics of people with characteristics of jobs.
Obligations to perform certain tasks and duties.
Self-directed team
Organizational team composed of individuals who are assigned a cluster of tasks, duties and responsibilities to be accomplished.
Skill variety
Extent to which the work requires several different activities for successful completion.
Special-purpose team
Organizational team formed to address specific problems, improve work processes, and enhance product and service quality.
Distinct, identifiable work activity composed of motions.
Task identity
Extent to which the job includes a “whole” identifiable unit of work that is carried out from start to finish and that results in a visible outcome.
Task significance
Impact the job has on other people.
Virtual team
Organizational team composed of individuals who are geographically separated but linked by communications technology.
Effort directed toward accomplishing results.
Workflow analysis
Study of the way work (inputs, activities, and outputs) moves through an organization.

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