You should now read robbins and judge 2015 chapter 8

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You should now read Robbins and Judge (2015), Chapter 8, pp. 253-257 to learn more about alternative work arrangements. You should now watch Study Unit 3, Sections 12, 13, 14, & 17. 12. Job Characteristics Model - Overview 13. Job Characteristics Model Impact on Work Outcomes 14. Main Approaches to Job Redesign 17. Work Arrangement Alternatives (Access video via BlackBoard)
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BUS103 STUDY UNIT 3 SU3 13 Chapter 3: Employee Involvement and Rewards 3.1 Employee Involvement Do you think that your company involves you in the making of decisions? Would you like to have a say in your company’s decisions? Employee involvement is a participative process that uses employees’ input to increase their commitment to the organisation’s success. Organisations try to increase employee involvement through participative management and representative participation. 3.1.1 Participative Management Participative management programmes are programmes where subordinates share a significant degree of decision-making power with their immediate superior. For instance, a salesperson may work with his or her manager to identify products most suited for potential customers instead of only having the manager make the decision. 3.1.2 Representative Participation Representative participation is a system where workers participate in organisational decision-making through a group of representative employees. In other words, employees may sit on the company’s board of directors or a group of employees may ask to be consulted when management makes decisions about employees. If you are the CEO of a company, would you implement participative management or representative participation? Think about the advantages and disadvantages of participative management or representative participation. You should now read Robbins and Judge (2015), Chapter 8, pp. 258-259 to learn more about employee involvement programmes.
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BUS103 STUDY UNIT 3 SU3 14 3.2 Rewards When people think of motivation, they frequently think of using rewards to motivate employees. Pay is an important motivating factor in keeping top talent. Organisations use a variety of pay systems to motivate their employees. As you read on, you may recognise how your organisation tries to motivate you through your pay. Your organisation may simultaneously use more than one pay system to reward you. Piece-Rate Pay: Compensating employees a fixed sum for each unit of production completed. For example, a seamstress in a factory may be paid a fix amount for each garment manufactured. Merit-Based Pay: Pay is based on performance appraisal ratings. For example, an employee’s performance appraisal will affect his or her pay raise that year. Bonuses: Rewarding employees for recent performance rather than historical performance. For example, a high performing employee may be compensated with a large bonus.
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