TAILIEUCHUNG - Lecture Personnel economics in practice - Chapter 7: Job design

On being introduced to this chapter, you will be able to address the following questions: What are the three main economic goals in designing a job? What are the key features of a job design? How should we begin to think about decision authority? | Chapter 7: Job Design 11/13/2014 1 Chapter 7: Job Design Patterns of Job Design Optimal Job Design: Skills, Tasks, and Decisions Multiskilling and Multitasking Skills Flexibility Communication Innovation Tasks Specialization versus Multitasking Lower Transactions Costs Supply Considerations Complementarity in Production On-the-job Learning Monitoring Difficulties Intrinsic Motivation Decisions Complementarity and Job Design When to Use Different Job Designs Taylorism Factors Pushing Toward Taylorism or Continuous Improvement Firm Size Complexity Predictability Time Horizon Intrinsic Motivation Summary 11/13/2014 2 Chapter 7 – Job Design On being introduced to this chapter, you will be able to address the following questions: What are the three main economic goals in designing a job? What are the key features of a job design? How should we begin to think about decision authority? 11/13/2014 3 3 Definition Job: An aggregation or tasks that can be completed by an individual worker .

• Kinh tế học
• Personnel economics
• Kinh tế học
• Personnel economics in practice
• Job design
• Optimal job design
• Intrinsic motivation
• Setting hiring standards
• Making decisions
• Imperfect information
• Screening job applicants
• Worker’s productivity
• Signaling more formally
• Investment in skills
• Investments in education
• On the job training
• Rent sharing
• Managing turnover
• Retention strategies
• Bidding for employees
• Decision making
• Benefits of centralization
• Benefits of decentralization
• Organizational structure
• Network structures
• Coordination mechanisms
• Advanced job design
• Group decision making
• Implementation of teams
• Performance evaluation
• Performance evaluation design
• Quantitative performance measures
• Rewarding performance
• Pay performance shape
• Performance pay methods
• Career based incentives
• Outside hiring
• Promotion probability
• Employee stock options
• Incentive pay
• Executive pay
• Improving employee sorting
• Implementation of benefits
• Cafeteria plans
• Human capital investment
• Internal markets
• Motivating creativity
• Employment relationship
• Perfect competition
• Imperfect competition
• Complex contracting
• school administration
• personnel administration
• business management
• production management
• personnel management
• Political economy