procedures to be used in carrying it out. (it creates responsibility for outcomes) e. Feedback – the degree to which carrying out the work activities required by the job results in the individual obtaining direct and clear information about the effectiveness of his or her performance. (it provides the knowledge of results) Compressed Workweek – a four-day week, with employees working 10 hours a day; or nine days of work over two weeks. Flextime – an arrangement where employees work during a common core period each day but can form their total workday from a flexible set of hours outside the core. Job Sharing – the practice of having two or more people split a 40-hour-a-week job. Telecommuting – an arrangement where employees do their work at home on a computer that is linked to their office. Research shows that four basic emotional drives (needs) guide individuals: • Drive to acquire (reward system) – sharply differentiate good performers from average and poor performers; tie rewards clearly to performance. • Drive to bond (culture) – foster mutual reliance and friendship among co-workers; value collaboration and teamwork; encourage sharing of best practices. • Drive to comprehend (job design) – design jobs that have distinct and important roles in the organization; design jobs that are meaningful and foster a sense of contribution to the organization. • Drive to defend (performance management and recourse allocation process) – increase the transparency of all processes; emphasize their fairness.
This is the end of the preview.
access the rest of the document.
Organizational studies and human resource management, Working time, Flexible spending account